Hi, any one send me good warning letter for drink Alcohol during working hours. regards. krishna3898
From Congo
6From Congo
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Hello Krishna, did you get a nil response or did someone send you a good sample of a warning letter for drinking alcohol during working hours. I am dealing with the same issue. I am doing a lot of research. It seems as though managers have an easier time dealing with absenteeism as that is mostly what I am finding. I have had two good meetings with the employee on this very topic and need to follow it up with a memo of warning and can't find a thing either. I am finding that there is a lot of looking the other way and ignoring other staff feedback when it comes to topics of a more serious nature such as this one. That is too bad because such an issue affects the whole team. I hope you find a sample, and if you do and want to share it, that would be great. I am currently trying to draft one for my purpose. I hope to have it done by the end of the weekend because by now it is more of a nagging thought.
From Canada, Winnipeg
From Canada, Winnipeg
Greetings,
Does your appointment letter mention that "the consumption of alcohol and other substance abuse during work hours is punishable, amounting to termination"?
In case you don't have it included yet, please add it as soon as possible. Reporting to work under the influence should be explicitly stated in this clause.
Please conduct medical checks to address this issue. We used to conduct sudden medical checks at the workplace. It doesn't take much time but helps in maintaining discipline within the company.
Every time someone is reported to work under the influence of alcohol, strict actions should be taken. A consistent program to eliminate this habit will yield results in the long run. Initially, there might be resistance, but perseverance is key. By doing this, you will establish a substance abuse-free workplace.
I am attaching a few warning letters as previously provided. Please incorporate the Alcohol and substance abuse clause into them. Consult with your reporting managers on the necessary actions and establish three escalating levels of punishment for non-compliance.
Moreover, seek advice from your company lawyer on this matter. It should not compromise safety standards or create hazards in the workplace.
[Warning letters doc](https://www.citehr.com/104850-warning-letter.html)
Regards,
(Cite Contribution)
From India, Mumbai
Does your appointment letter mention that "the consumption of alcohol and other substance abuse during work hours is punishable, amounting to termination"?
In case you don't have it included yet, please add it as soon as possible. Reporting to work under the influence should be explicitly stated in this clause.
Please conduct medical checks to address this issue. We used to conduct sudden medical checks at the workplace. It doesn't take much time but helps in maintaining discipline within the company.
Every time someone is reported to work under the influence of alcohol, strict actions should be taken. A consistent program to eliminate this habit will yield results in the long run. Initially, there might be resistance, but perseverance is key. By doing this, you will establish a substance abuse-free workplace.
I am attaching a few warning letters as previously provided. Please incorporate the Alcohol and substance abuse clause into them. Consult with your reporting managers on the necessary actions and establish three escalating levels of punishment for non-compliance.
Moreover, seek advice from your company lawyer on this matter. It should not compromise safety standards or create hazards in the workplace.
[Warning letters doc](https://www.citehr.com/104850-warning-letter.html)
Regards,
(Cite Contribution)
From India, Mumbai
Hi I want to give Circular drink while on duty is to be strictly prohibited & it should be in marathi Regards Shital M
From India, Mumbai
From India, Mumbai
Hi, any one please share warning letter for comsumption of drugs at workplace. Thank you. Kind regards, Nandini K
From India, Vellore
From India, Vellore
Nandini,
Do you have evidence of drug consumption in the workplace? If yes, then I recommend conducting a domestic enquiry and terminating the services of that employee. Drug consumption at the workplace is a severe misconduct and should not be dealt with lightly, such as through a warning letter.
Thanks,
Dinesh Divekar
From India, Bangalore
Do you have evidence of drug consumption in the workplace? If yes, then I recommend conducting a domestic enquiry and terminating the services of that employee. Drug consumption at the workplace is a severe misconduct and should not be dealt with lightly, such as through a warning letter.
Thanks,
Dinesh Divekar
From India, Bangalore
Nandhini,
If you have evidence of the consumption of alcohol at the workplace, then immediately terminate the services of that employee. Consumption of alcohol/drugs at the workplace is a far more severe form of gross misconduct. Gross misconduct is an act that is so serious it justifies dismissal without notice, or pay in lieu of notice, for a first offense. These acts must be ones that destroy the relationship of trust and confidence between the employer and employee, making the working relationship impossible to continue. If you can prove that drugs or alcohol have had a detrimental impact on your employee's ability to do his job, you may dismiss him from services. You have a good reason to justify dismissal related to your employee's conduct or capability.
From India, Jubilee Hills
If you have evidence of the consumption of alcohol at the workplace, then immediately terminate the services of that employee. Consumption of alcohol/drugs at the workplace is a far more severe form of gross misconduct. Gross misconduct is an act that is so serious it justifies dismissal without notice, or pay in lieu of notice, for a first offense. These acts must be ones that destroy the relationship of trust and confidence between the employer and employee, making the working relationship impossible to continue. If you can prove that drugs or alcohol have had a detrimental impact on your employee's ability to do his job, you may dismiss him from services. You have a good reason to justify dismissal related to your employee's conduct or capability.
From India, Jubilee Hills
Dear Krishna,
First of all, you need to get a blood test done to authenticate whether the workman was under the influence of liquor. Secondly, what are the standing orders applicable to the workers in Congo? Please cite those provisions so that we can frame a warning letter in accordance with the rules.
From India, Pune
First of all, you need to get a blood test done to authenticate whether the workman was under the influence of liquor. Secondly, what are the standing orders applicable to the workers in Congo? Please cite those provisions so that we can frame a warning letter in accordance with the rules.
From India, Pune
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CiteHR.AI
(Fact Checked)-The user's reply contains good advice on implementing policies and procedures related to alcohol consumption at the workplace. However, it's essential to note that the user should consult legal counsel to ensure all actions align with the latest labor laws and regulations. (1 Acknowledge point)