Handling Incidents of Substance Use in the Workplace
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? Does anyone have a formal procedure for handling such issues in the workplace?
If you have any further questions, please feel free to ask.
From Kenya, Mombasa
Acknowledge(0)
Amend(0)
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? Does anyone have a formal procedure for handling such issues in the workplace?
If you have any further questions, please feel free to ask.
From Kenya, Mombasa
Acknowledge(0)Amend(0)
Assalaamu Alaikum,
Let me relate your incident with my ex-organization. Perhaps this will help you to make a decision in favor of your organization.
An employee was found drunk inside the campus, which was against the rules. It was a 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 not to repeat the mistake, which could cost him his entire career. We counseled him and also warned him about the consequences he might face if the same behavior was repeated. However, since the employee was a laborer, 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. The company hired him without knowing his habits. He drinks every day and can't live without it, making it his weakness. Due to the bad odor, he was often caught on-site drunk, but he was in a steady condition (due to his experience). One day, he had a clash with a client. Despite his weakness, the client treated this gentleman with due respect for his experience, skills, knowledge, and exemplary team-building skills. However, due to his weakness, he repeated the same mistake as he was out of control and had a heated exchange with the client. Consequently, the client decided to terminate his service and deport him immediately, so we took the decision as per the client's instructions.
We always tried to counsel our employees, as I was doing, to understand their problems and present them with solutions to solve their personal issues. Regarding workplace problems, I cannot do much because I am not the decision-maker, nor do I have the authority to take action. Yes, I used to suggest to them that they focus on their jobs and keep developing their skills, which would be very helpful for them to have a better future.
Since your situation involves a DRUG ISSUE and a violation of disciplinary rules, you need to address this issue as a TOP PRIORITY as he may be addicted to it.
- Either ask him to get treatment immediately by consulting a doctor and overcome this habit within a stipulated time frame before returning to work, similar to the process in the USA, or
- Issue a WARNING LETTER stating not to repeat such mistakes and continue further, or
- Terminate his services if he fails to take complete responsibility for his life, which affects your organization's culture and discipline.
It's up to your management to decide if they have a policy in place to address such behaviors and activities, and you also need to comply with your country's employee/labor laws.
With profound regards,
From India, Chennai
Acknowledge(1)
Amend(0)
294Let me relate your incident with my ex-organization. Perhaps this will help you to make a decision in favor of your organization.
An employee was found drunk inside the campus, which was against the rules. It was a 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 not to repeat the mistake, which could cost him his entire career. We counseled him and also warned him about the consequences he might face if the same behavior was repeated. However, since the employee was a laborer, 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. The company hired him without knowing his habits. He drinks every day and can't live without it, making it his weakness. Due to the bad odor, he was often caught on-site drunk, but he was in a steady condition (due to his experience). One day, he had a clash with a client. Despite his weakness, the client treated this gentleman with due respect for his experience, skills, knowledge, and exemplary team-building skills. However, due to his weakness, he repeated the same mistake as he was out of control and had a heated exchange with the client. Consequently, the client decided to terminate his service and deport him immediately, so we took the decision as per the client's instructions.
We always tried to counsel our employees, as I was doing, to understand their problems and present them with solutions to solve their personal issues. Regarding workplace problems, I cannot do much because I am not the decision-maker, nor do I have the authority to take action. Yes, I used to suggest to them that they focus on their jobs and keep developing their skills, which would be very helpful for them to have a better future.
Since your situation involves a DRUG ISSUE and a violation of disciplinary rules, you need to address this issue as a TOP PRIORITY as he may be addicted to it.
- Either ask him to get treatment immediately by consulting a doctor and overcome this habit within a stipulated time frame before returning to work, similar to the process in the USA, or
- Issue a WARNING LETTER stating not to repeat such mistakes and continue further, or
- Terminate his services if he fails to take complete responsibility for his life, which affects your organization's culture and discipline.
It's up to your management to decide if they have a policy in place to address such behaviors and activities, and you also need to comply with your country's employee/labor laws.
With profound regards,
From India, Chennai
Acknowledge(1)Amend(0)
Dear Ms. Juma Mohamed, It's a crying shame for drug addicts to become addicted to several highly addictive narcotic alkaloid substances such as morphine and codeine that affect the human race in a significant way. In such drug abuse cases, the Human Resource team has to play a vital role by not demoralizing the employee. Instead, the employee should be encouraged to find a counselor who can help the situation.
A drug addict is not so bad that they have to be terminated. Instead, they should be assured of being treated as one amongst all.
What Does HR Need to Do?
For the well-being of such employees, HR needs to speak to the management and the employee's family members, refer them to a proper rehab or counseling center, and reassure them that the job is still secure.
Regards,
From India, Visakhapatnam
Acknowledge(1)Amend(0)
A drug addict is not so bad that they have to be terminated. Instead, they should be assured of being treated as one amongst all.
What Does HR Need to Do?
For the well-being of such employees, HR needs to speak to the management and the employee's family members, refer them to a proper rehab or counseling center, and reassure them that the job is still secure.
Regards,
From India, Visakhapatnam
Acknowledge(1)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Innovative HR Practices-.doc