Alcoholism in the workplace
Labour Attorney Johannesburg
Information on Alcoholism in the workplace
Information extracted from the internet, not original of this website:
Employees arriving at work with alcohol smelling on the breath, employees consuming alcohol during working hours, employees missing days (or even weeks) at work without justification, or with lame and feeble excuses (but never a medical certificate, or perhaps even with a medical certificate every time) and employees slipping out during lunch break "for a quick one" – all this seems to be a problem which is on the increase – with a resulting increase in problems for the employer.
The problem is not restricted only to alcohol – it extends to any substance having a narcotic producing effect. Lets analyze this problem – what is the adverse impact for both employer and employee ? Firstly, this type of behaviour constitutes misconduct – and I trust that all employers have a company policy in place, that has been communicated to all employees, regulating the consumption of alcohol on company premises, and also off company premises, where it might impact adversely on the employer, the employee, or the employee's ability to perform his/her duties.
If the employer has no such company policy in place, then that employer has a problem, namely that he cannot take disciplinary action against an employee for breaking a rule that does not exist. O.K – we accept that not every rule has to be reduced to writing, on the basis that some rules are so well known that they do not have to be put in writing. But it will greatly complicate matters if there are no such rules in the workplace, and it will make for much smoother sailing if the rules are in place.
So let's just accept and apply the principle that "if it is forbidden, then put it in writing." To be accused of "having presented for work after having consumed alcohol (or a substance having a narcotic producing affect), or with alcohol smelling on the breath", the employee does not necessarily have to be plainly intoxicated.
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He need not necessarily have had to have consumed a sufficient quantity of alcohol so as to have placed him "over the legal limit" – currently 0,5%. Being an act of misconduct, it is obvious that dismissal may result if the employee is found guilty after the employer has followed a fair procedure. Thus it is a serious matter.
It would be sufficient for the employee to be in that situation where his abilities have been impaired, where his sense of judgment and reactions or other faculties have been affected, or where there is a visible affect on his behaviour that would not normally be the case if he were sober.
So it is not merely the smell of alcohol on the breath of the employee that is the deciding factor – there are the other factors mentioned above that must also be taken into account. The degree of drunkenness must be tested and employers are permitted to ask the employee to submit to a breathalyzer test, or to a blood test. Obviously the blood test can only be done under the supervison of or by a suitably medically qualified person,
A refusal by the employee to undergo any such tests would be seen as an aggravating factor, because the employee is in fact being offered an opportunity to prove his/her innocence. The breathalyzer test can be carried out by the employer, on the company premises, by a person who has been trained in the proper use of the instrument.