\" An employee is found semi conscious in the washroom within the company premises, having injected herself with one of the narcotics\" What are some of the best practices around in the event of such incidents. Anyone with a formal procedure on handling such issues in the workplace.
From Kenya, Mombasa
From Kenya, Mombasa
Dear Juma Mohamed, Assalaamu Alaikum,
Let me relate your incident with my ex-organisation. Perhaps this will help you to take a decision in favour of your organisation.
An employee was found drunk inside the campus and it was against the rules. It was the case of VIOLATION OF DISCIPLINARY RULES. The management had decided to terminate the employee but we thought again to give him ONE LAST CHANCE and make him realize for not repeating the mistake which may cost him his entire life. We counselled him and also warned about the consequences he may face if the same is repeated. Since the employee was an labour, he repeated the same mistake due to some personal(family) issues. This time we terminated his services and he was deported.
There was another senior employee leading a team of 30 technicians and a foreman. Company hired him without knowing his habits. He drinks everyday and he can't live without that and It became his weakness. Due to the bad odour, often he was caught on site drunk but he was in steady condition(because he is a experienced guy). One fine day he had a clash with the client. Inspite of his weakness, client treated this gentleman with due respect for his experience, skills, knowledge and exemplary team building skills. But, due to his weakness, he repeated the same mistake as he was out of control and had a heated exchange with the client. Client decided to terminate his service and deport him immediately, so we took decision as decided by the client.
We always tried to counsel our employees as i was doing it to understand and present them with a solution to solve their personal problems. With regards to workplace issues, i cannot do much because i am not the decision maker nor i hold any rights to do anything. Yes, i use to suggest them so that they focus on their job and keep developing their skills that would be of much help to them for having a better future.
Since your side its a DRUG ISSUE and also violation of Disciplinary rules, you need to take this issue on TOP PRIORITY BASIS as he may be addicted to it.
- Either ask him to get himself treated immediately by consulting a doctor and get rid of such habit within stipulated time frame and join back after some time like the way it is done in USA, or
- you may issue a WARNING LETTER stating not to repeat such mistake and continue further or
- you may terminate his services if he fails to take complete responsibility of his life which is effecting your organisation culture and destroying discipline.
Its upto your management to decide if they had framed policy to curb such behaviour/activity and also you need to follow your country employee/labour laws.
With profound regards
From India, Chennai
288Let me relate your incident with my ex-organisation. Perhaps this will help you to take a decision in favour of your organisation.
An employee was found drunk inside the campus and it was against the rules. It was the case of VIOLATION OF DISCIPLINARY RULES. The management had decided to terminate the employee but we thought again to give him ONE LAST CHANCE and make him realize for not repeating the mistake which may cost him his entire life. We counselled him and also warned about the consequences he may face if the same is repeated. Since the employee was an labour, he repeated the same mistake due to some personal(family) issues. This time we terminated his services and he was deported.
There was another senior employee leading a team of 30 technicians and a foreman. Company hired him without knowing his habits. He drinks everyday and he can't live without that and It became his weakness. Due to the bad odour, often he was caught on site drunk but he was in steady condition(because he is a experienced guy). One fine day he had a clash with the client. Inspite of his weakness, client treated this gentleman with due respect for his experience, skills, knowledge and exemplary team building skills. But, due to his weakness, he repeated the same mistake as he was out of control and had a heated exchange with the client. Client decided to terminate his service and deport him immediately, so we took decision as decided by the client.
We always tried to counsel our employees as i was doing it to understand and present them with a solution to solve their personal problems. With regards to workplace issues, i cannot do much because i am not the decision maker nor i hold any rights to do anything. Yes, i use to suggest them so that they focus on their job and keep developing their skills that would be of much help to them for having a better future.
Since your side its a DRUG ISSUE and also violation of Disciplinary rules, you need to take this issue on TOP PRIORITY BASIS as he may be addicted to it.
- Either ask him to get himself treated immediately by consulting a doctor and get rid of such habit within stipulated time frame and join back after some time like the way it is done in USA, or
- you may issue a WARNING LETTER stating not to repeat such mistake and continue further or
- you may terminate his services if he fails to take complete responsibility of his life which is effecting your organisation culture and destroying discipline.
Its upto your management to decide if they had framed policy to curb such behaviour/activity and also you need to follow your country employee/labour laws.
With profound regards
From India, Chennai
Mr. Shaik
All the examples you have given, the warnings and councilling have had no effect.
You only faced a more embarrassment at a later date.
Someone reading your post will conclude that this was a waste of time
I am sure you intended otherwise.
Could you please explain other cases where it succeeded and how
From India, Mumbai
All the examples you have given, the warnings and councilling have had no effect.
You only faced a more embarrassment at a later date.
Someone reading your post will conclude that this was a waste of time
I am sure you intended otherwise.
Could you please explain other cases where it succeeded and how
From India, Mumbai
Dear Ms. Juma Mohamed,
It's a crying ignominy for drug addicts getting addicted to several highly addictive narcotic alkaloid substances such as morphine and codeine that effects the human race in a cosmic way. In such DRUG ABUSE cases, the Human Resource team has to play a vital role by no demoralizing the employee but the employee has be solicited to find a counseller who can help situation.
A Drug addict is not as bad as they have to be terminated. Unlike, they should be assured to be treated as one amongst all.
What HR needs to do?
For the well being of such employees, they have to speak to the management and the employees family members and refer a proper REHAB or a COUNSELLING center and comfort that the job is still subsisting.
From India, Visakhapatnam
It's a crying ignominy for drug addicts getting addicted to several highly addictive narcotic alkaloid substances such as morphine and codeine that effects the human race in a cosmic way. In such DRUG ABUSE cases, the Human Resource team has to play a vital role by no demoralizing the employee but the employee has be solicited to find a counseller who can help situation.
A Drug addict is not as bad as they have to be terminated. Unlike, they should be assured to be treated as one amongst all.
What HR needs to do?
For the well being of such employees, they have to speak to the management and the employees family members and refer a proper REHAB or a COUNSELLING center and comfort that the job is still subsisting.
From India, Visakhapatnam
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