44. OCCUPATIONAL WELFARE

44.1 This clause deals with circumstances of seriously inappropriate behaviour, which might otherwise be the subject of disciplinary action or ill-health retirementunder clauses 51, 53 or 54, but where neither of these may be appropriate because the problem appears to be only temporary, or inappropriate behaviour appears to have some acute psychological or medical cause.

44.2 Where, in the opinion of the University and/or the staff member, any of the following (or similar factors) is adversely affecting the staff member's work performance

• stress, including personal or relationship problems;


• health concerns;


• alcohol and/or drug dependency and/or compulsive gambling

the staff member may, or the University may request that the staff member, make application for leave with pay or without pay to undertake an approved rehabilitation or counselling or treatment programme.

44.3 In determining whether leave is to be granted, the University may take into account the amount of accrued leave available to the staff member.

44.4 Where leave has been granted, failure to undertake such an approved rehabilitation or counselling programme may result in the University seeking recourse to relevant provisions of this Agreement as an alternative remedy to the situation.

44.5 Where the staff member refuses a request to take leave, the University may direct the staff member to attend an interview during normal working time with a properly qualified member of the University Counselling Service who may, on the basis of a report from the University and that interview (or such further interview as the Counsellor may consider necessary) refer the staff member for assessment for such rehabilitation, treatment or counselling as the Counsellor considers may be appropriate.  Pending such interviews and/or assessments, the University may direct the staff member not to perform his/her normal duties.  Should the staff member refuse to attend such interviews or assessments, the University may direct that the staff membertake sick leave until either 14 days have elapsed or until the staff member undertakes the interviews or recommended assessment.  If at the end of the 14 days, the staff member still refuses the required interview or any recommended assessment, the University may have recourse to relevant provisions of this Agreement, as an alternative remedy to the situation.

44.6 Nothing in this clause will be taken as affecting the operation of any workers’ compensation scheme.