How Can We Safely Address Alcohol and Drug Use in Worker Accommodations Near Our Factory?

Addressing Substance Use in Worker Accommodations

We provide worker accommodations adjacent to our factory building. We have noticed a continuous increase in alcohol consumption, despite being situated in a dry state. Furthermore, there is a lack of knowledge concerning the authenticity of these beverages, as well as an increase in the consumption of other types of drugs after work hours.

Seeking Advice on Mitigating Risks

We are seeking advice on how we can curb this issue and protect the company in case any unfortunate incidents occur in the future. We are considering taking written consent or agreements from our workers, stating that any mishap would be their responsibility, and this would be documented on stamp paper.

Guidance on Legal Steps and Safety Measures

We need guidance on which steps would be more beneficial for us in terms of legality and ensuring the safety of all concerned parties.

Dear Vipin Kadian,

If the sale and consumption of alcoholic liquor for human consumption is prohibited in your state, then the consumption of alcohol in the company-provided accommodation is unlawful. I recommend you put a notice in the accommodation premises stating that the consumption of alcohol is prohibited, and strict disciplinary action will be initiated against those who infringe this order.

Additionally, you may issue a hard copy of the notice to each occupant and take their signature on the duplicate copy. File the signed copy in the respective employee's file.

Start conducting random alcohol consumption tests on the employees who have been provided with accommodation. According to the Motor Vehicles Act, the maximum permissible Blood Alcohol Concentration (BAC) is 0.03% (30 mg of alcohol per 100 ml of blood). If it is observed that the alcohol content exceeds this limit upon entering the company premises, take strict action, which could include termination of employment. However, please initiate a domestic inquiry before termination.

Unless one or two persons are not terminated, it will not drive a sense into the heads of the rest of the employees. Please note that actions speak louder than words. However, let the words precede the action!

Thanks,

Dinesh Divekar

In addition to the above, please ensure that alcohol consumption is considered misconduct in your standing orders. This will enable you to take appropriate action.