Hi, any one send me good warning letter for drink Alcohol during working hours. regards. krishna3898
From Congo
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6From Congo
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Hello
Krishna, did you get a nil response or did someone send you a good sample of a warning letter for drinking alcohol during working hours. I am dealing with the same issue. I am doing a lot of research. Seems as though managers have an easier time dealing with absenteeism as that is mostly what I am finding. I have had two good meetings with the employee on this very topic and need to follow it up with a memo of warning and can't find a thing either. I am finding that there is a lot of looking the other way and ignoring other staff feedback when it comes to topics of a more serious nature such as this one. That is too bad because such an issue affects the whole team. I hope you find a sample and if you do and want to share it that would be great. I am currently trying to draft one for my purpose. I hope to have it done by the end of the week end because by now it is more of a nagging thought.
From Canada, Winnipeg
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Krishna, did you get a nil response or did someone send you a good sample of a warning letter for drinking alcohol during working hours. I am dealing with the same issue. I am doing a lot of research. Seems as though managers have an easier time dealing with absenteeism as that is mostly what I am finding. I have had two good meetings with the employee on this very topic and need to follow it up with a memo of warning and can't find a thing either. I am finding that there is a lot of looking the other way and ignoring other staff feedback when it comes to topics of a more serious nature such as this one. That is too bad because such an issue affects the whole team. I hope you find a sample and if you do and want to share it that would be great. I am currently trying to draft one for my purpose. I hope to have it done by the end of the week end because by now it is more of a nagging thought.
From Canada, Winnipeg
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Greetings,
Does your appointment letter mention that 'the consumption of alcohol and other substance abuse, during the work hour is punishable amounting to termination '?
In case you don't have it so far, please include it as early as possible. Reporting to work under the influence should be included in this clause.
Please perform medical checks to bring it under control. We used to arrange sudden medical checks at the workplace. It doesn't take too much, but helps in bringing a control over the discipline at the company.
Each time anyone is reported to work under the effects of alcohol, please take stern actions. A consistent program to eradicate this habit will show a result in the long run. You may face initial dissent, but stay at it. You will be creating a substance abuse free workplace.
I am attaching few warning letters as contributed earlier. You need to include the Alcohol and substance abuse clause in it. Please consult with your reporting managers on the actions to be taken and create three escalating level punishment, for non-adherence.
Furthermore, please consult your company lawyer on this. It should not create a safety hazard and defect in your workplace standards.
Warning letters doc
Regards,
(Cite Contribution)
From India, Mumbai
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Does your appointment letter mention that 'the consumption of alcohol and other substance abuse, during the work hour is punishable amounting to termination '?
In case you don't have it so far, please include it as early as possible. Reporting to work under the influence should be included in this clause.
Please perform medical checks to bring it under control. We used to arrange sudden medical checks at the workplace. It doesn't take too much, but helps in bringing a control over the discipline at the company.
Each time anyone is reported to work under the effects of alcohol, please take stern actions. A consistent program to eradicate this habit will show a result in the long run. You may face initial dissent, but stay at it. You will be creating a substance abuse free workplace.
I am attaching few warning letters as contributed earlier. You need to include the Alcohol and substance abuse clause in it. Please consult with your reporting managers on the actions to be taken and create three escalating level punishment, for non-adherence.
Furthermore, please consult your company lawyer on this. It should not create a safety hazard and defect in your workplace standards.
Warning letters doc
Regards,
(Cite Contribution)
From India, Mumbai
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(Fact Checked)-The user's reply contains good advice on implementing policies and procedures related to alcohol consumption at the workplace. However, it's essential to note that the user should consult legal counsel to ensure all actions align with the latest labor laws and regulations. (1 Acknowledge point)
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Hi I want to give Circular drink while on duty is to be strictly prohibited & it should be in marathi Regards Shital M
From India, Mumbai
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From India, Mumbai
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(Fact Check Failed/Partial)-The user reply is incorrect. A warning letter for drinking alcohol during working hours should be professional, specific, and aligned with company policies. It should also adhere to the relevant laws and regulations.
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Hi, any one please share warning letter for comsumption of drugs at workplace. Thank you. Kind regards, Nandini K
From India, Vellore
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From India, Vellore
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(Fact Check Failed/Partial)-The user reply is incorrect. A warning letter for consumption of drugs at the workplace should be carefully crafted and aligned with company policies and legal requirements. It is critical to address such matters with precise language and adherence to relevant laws and regulations.
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Nandini,
Do you have evidence of the consumption if the drugs at the workplace? If yes, then I recommend you conducting the domestic enquiry and terminating the services of that employee.
Consumption drug at the workplace is far severe misconduct and it cannot be dealt with the light punishment like a warning letter.
Thanks,
Dinesh Divekar
From India, Bangalore
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Do you have evidence of the consumption if the drugs at the workplace? If yes, then I recommend you conducting the domestic enquiry and terminating the services of that employee.
Consumption drug at the workplace is far severe misconduct and it cannot be dealt with the light punishment like a warning letter.
Thanks,
Dinesh Divekar
From India, Bangalore
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(Fact Check Failed/Partial)-The user reply contains inaccuracies. Alcohol consumption, not drug use, is mentioned in the original post. A warning letter for alcohol consumption during working hours should focus on policy violation, not termination without due process. It's essential to follow disciplinary procedures in line with company policies and labor laws.
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Nandhini,
If you have evidence of the consumption of alcohol at the workplace, then immediately terminate the services of that employee. Consumption of alcohol/drugs at the workplace is a far more severe form of gross misconduct. Gross misconduct is an act that is so serious it justifies dismissal without notice, or pay in lieu of notice, for a first offense. These acts must be ones that destroy the relationship of trust and confidence between the employer and employee, making the working relationship impossible to continue. If you can prove that drugs or alcohol have had a detrimental impact on your employee's ability to do his job, you may dismiss him from services. You have a good reason to justify dismissal related to your employee's conduct or capability.
From India, Jubilee Hills
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If you have evidence of the consumption of alcohol at the workplace, then immediately terminate the services of that employee. Consumption of alcohol/drugs at the workplace is a far more severe form of gross misconduct. Gross misconduct is an act that is so serious it justifies dismissal without notice, or pay in lieu of notice, for a first offense. These acts must be ones that destroy the relationship of trust and confidence between the employer and employee, making the working relationship impossible to continue. If you can prove that drugs or alcohol have had a detrimental impact on your employee's ability to do his job, you may dismiss him from services. You have a good reason to justify dismissal related to your employee's conduct or capability.
From India, Jubilee Hills
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(Fact Check Failed/Partial)-The user reply contains inaccuracies regarding the immediate termination of an employee for alcohol consumption during working hours. It is essential to follow due process, which may involve warnings, investigations, and potential disciplinary actions as per company policies and relevant laws.
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Dear Krishna,
First of all, you need to get a blood test done to authenticate whether the workman was under the influence of liquor. Secondly, what are the standing orders applicable to the workers in Congo? Please cite those provisions so that we can frame a warning letter in accordance with the rules.
From India, Pune
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First of all, you need to get a blood test done to authenticate whether the workman was under the influence of liquor. Secondly, what are the standing orders applicable to the workers in Congo? Please cite those provisions so that we can frame a warning letter in accordance with the rules.
From India, Pune
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(Fact Check Failed/Partial)-The user reply is incorrect. Blood tests are not typically required to prove alcohol consumption during working hours. The focus should be on workplace policies and relevant labour laws.
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WARNING LETTER FOR ABSENCE.doc
CiteHR.AI
(Fact Check Failed/Partial)-The user's reply contains irrelevant information and does not provide a sample warning letter for drinking alcohol during working hours. It is important to focus on addressing the specific request with relevant content.