Employee Arrived at Work Under the Influence of Drugs
Posted in : How do I handle it NI on 19 December 2017
Patricia Rooney
Tughans
“I am the Human Resources Manager in a manufacturing business and I have been asked by one of the Operation Managers to dismiss an employee as he alleges the employee arrived for work under the influence of drugs. The employee has been suspended: he is still under his probationary period. How should I handle this?”
I suggest you establish the full facts surrounding the employee’s attendance at work and why the Operation Manager believes that he arrived under the influence of drugs. You should consider if there is information available which establishes the grounds leading the Manager to this view? Are there any other witnesses who might provide some information
Already a subscriber?
Click here to login and access the full article.
Log in now to read the full articleDon't miss out, start your free trial today!
Are you fully aware of the benefits of Legal-Island's Employment Law Update Service? We help hundreds of people like you understand how the latest changes in employment law impact on your business.
Help understand the ramifications of each important case from NI, GB and Europe
24/7 access to all the content in the Legal Island Vault for research case law and HR issues
Ensure your organisation’s policies and procedures are fully compliant with NI law
Receive free preliminary advice on workplace issues from the employment team at Worthingtons Solicitors
Find out 'How to handle it'
- A Flexible Working Request - How do I Handle it?
- An Employee who has had Repeated Periods of Short-term Sickness Absence: How do I Handle it?
- I Have an Employee who Claims they Have a Neurodivergent Condition: How Do I Handle It?
- Probationary Periods - To Extend or to Dismiss? How Do I Handle It?
- A Staff Member is on Maternity and Redundancies are Being Proposed- How do I Handle it?
Disclaimer:
The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.
Patricia Rooney
Tughans
The main content of this article was provided by Patricia Rooney. Contact telephone number is 028 9055 3300 or email Patricia.Rooney@tughans.com
View all articles by Patricia Rooney