The cases of intoxication are observed in and around campus and have become a huge HR problem due to:
1. Employees are coming on duty in intoxicated/drunken state or are found drunk/intoxicated while on duty.
2. Off duty employees tend to loiter in the campus in inebriated/drunken state.
3. Employee found instigating others for binge drinking sessions.
4. Written Warnings/Counseling by concerned Head of Departments/ Administration has got almost no effects on such workers.
5. The most of these repeat offenders are habitual drinkers and dependent and addicted to alcohol/drugs. These cases of are now getting epidemic and is having effect on other staff.
The only alternative now left is to initiate strict disciplinary action which may lead to termination of service. Although termination would be an easiest offer but keeping in mind the welfare of employees, some of whom have been in service for over 20 years the below is recommended as a more human alternative.
These stray instances have affected the working/morale of other workers and are tarnishing the image of company, therefore, the following measures are recommended:-
1. Employees covered under ESIC to be sent to ESI run De-addiction Centers.
2. Employees not covered under ESIC to be sent to Govt. run De-addiction Centers. The cost of treatment at these centers may be Recovered as Medical Expenses Re-Imbursement being paid to such employees.
3. Sending such employees to Rajyog Sadhana Kendra/Art of Living classes for FREE OFF CHARGE Drug/Alcohol addiction awareness camps.
WILL IT BE RIGHT MOVE?
WHAT ELSE CAN BE DONE?
WILL ANY MANAGEMENT AGREE TO THESE STEPS?
From India, Delhi
11. Employees are coming on duty in intoxicated/drunken state or are found drunk/intoxicated while on duty.
2. Off duty employees tend to loiter in the campus in inebriated/drunken state.
3. Employee found instigating others for binge drinking sessions.
4. Written Warnings/Counseling by concerned Head of Departments/ Administration has got almost no effects on such workers.
5. The most of these repeat offenders are habitual drinkers and dependent and addicted to alcohol/drugs. These cases of are now getting epidemic and is having effect on other staff.
The only alternative now left is to initiate strict disciplinary action which may lead to termination of service. Although termination would be an easiest offer but keeping in mind the welfare of employees, some of whom have been in service for over 20 years the below is recommended as a more human alternative.
These stray instances have affected the working/morale of other workers and are tarnishing the image of company, therefore, the following measures are recommended:-
1. Employees covered under ESIC to be sent to ESI run De-addiction Centers.
2. Employees not covered under ESIC to be sent to Govt. run De-addiction Centers. The cost of treatment at these centers may be Recovered as Medical Expenses Re-Imbursement being paid to such employees.
3. Sending such employees to Rajyog Sadhana Kendra/Art of Living classes for FREE OFF CHARGE Drug/Alcohol addiction awareness camps.
WILL IT BE RIGHT MOVE?
WHAT ELSE CAN BE DONE?
WILL ANY MANAGEMENT AGREE TO THESE STEPS?
From India, Delhi
Dear Budhpal,
Following are comments against your every recommendation:
1. Employees covered under ESIC to be sent to ESI run De-addiction Centers.
Comments: - Did you visit the ESI run de-addiction centres and found out whether really de-addiction happens? What is their success rate?
2. Employees not covered under ESIC to be sent to Govt. run De-addiction Centers. The cost of treatment at these centers may be Recovered as Medical Expenses Re-Imbursement being paid to such employees.
Comments: - Did you visit the Govt run de-addiction centres and found out whether really de-addiction happens? What is their success rate?
3. Sending such employees to Rajyog Sadhana Kendra/Art of Living classes for FREE OFF CHARGE Drug/Alcohol addiction awareness camps.
Comments: - Did you visit the Rajyog Sadhana Kendra/Art of Living classes that run de-addiction centres and found out whether really de-addiction happens? What is their success rate?
4. WILL IT BE RIGHT MOVE?
Comments: - We run the company and not the rehabilitation centre. Addiction is the individual problem and not the company's problem. A person should be intelligent enough to understand the consequence of addition. Your efforts could go in vain too. By the way what per cent of employees are addicted? Reporting for duty in a drunken state is misconduct under the provisions of the Industrial Orders Act. Why not sack these people rather than nurture fond hope that these delinquent or recalcitrant persons will be reformed one day!
5. WHAT ELSE CAN BE DONE?
Comments: - Put the employees on contractor's role. Whoever reports for duty in an inebriated state should be sent back. Secondly, this is a problem with your security also. Why security personnel are allowing the entry of a few employees in a drunken state? Worst still off-duty employee loiters in company premises in a drunken state. This is a security problem. Sack them first.
6. WILL ANY MANAGEMENT AGREE TO THESE STEPS?
Comments: - That you know better than anyone else. How we can assess the psyche of your management?
All the best!
Dinesh Divekar
From India, Bangalore
Following are comments against your every recommendation:
1. Employees covered under ESIC to be sent to ESI run De-addiction Centers.
Comments: - Did you visit the ESI run de-addiction centres and found out whether really de-addiction happens? What is their success rate?
2. Employees not covered under ESIC to be sent to Govt. run De-addiction Centers. The cost of treatment at these centers may be Recovered as Medical Expenses Re-Imbursement being paid to such employees.
Comments: - Did you visit the Govt run de-addiction centres and found out whether really de-addiction happens? What is their success rate?
3. Sending such employees to Rajyog Sadhana Kendra/Art of Living classes for FREE OFF CHARGE Drug/Alcohol addiction awareness camps.
Comments: - Did you visit the Rajyog Sadhana Kendra/Art of Living classes that run de-addiction centres and found out whether really de-addiction happens? What is their success rate?
4. WILL IT BE RIGHT MOVE?
Comments: - We run the company and not the rehabilitation centre. Addiction is the individual problem and not the company's problem. A person should be intelligent enough to understand the consequence of addition. Your efforts could go in vain too. By the way what per cent of employees are addicted? Reporting for duty in a drunken state is misconduct under the provisions of the Industrial Orders Act. Why not sack these people rather than nurture fond hope that these delinquent or recalcitrant persons will be reformed one day!
5. WHAT ELSE CAN BE DONE?
Comments: - Put the employees on contractor's role. Whoever reports for duty in an inebriated state should be sent back. Secondly, this is a problem with your security also. Why security personnel are allowing the entry of a few employees in a drunken state? Worst still off-duty employee loiters in company premises in a drunken state. This is a security problem. Sack them first.
6. WILL ANY MANAGEMENT AGREE TO THESE STEPS?
Comments: - That you know better than anyone else. How we can assess the psyche of your management?
All the best!
Dinesh Divekar
From India, Bangalore
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ILO - Management of Alcohol-and Drug-Related Issues in the Workplace - ILO - 1996.pdf