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. Further, 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. 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 agreement from our workers, stating that any mishap would be their own responsibility, and this would be documented on stamp paper.
We need a guidance on which steps would be more beneficial for us in terms of legally and ensuring the safety of all concerned parties.
From India, Ahmedabad
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We need a guidance on which steps would be more beneficial for us in terms of legally and ensuring the safety of all concerned parties.
From India, Ahmedabad
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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-given accommodation is unlawful. I recommend you put a notice in the accommodation premises saying 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 of the employees who have been provided with the 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). While entering the company premises, if it is observed that the alcohol content exceeds this limit, then take strict action, which could be termination of the employment. Nevertheless, please initiate a domestic enquiry before termination.
Unless one or two persons are not terminated, it will not drive a sense in 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
From India, Bangalore
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8202If the sale and consumption of alcoholic liquor for human consumption is prohibited in your state, then the consumption of alcohol in the company-given accommodation is unlawful. I recommend you put a notice in the accommodation premises saying 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 of the employees who have been provided with the 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). While entering the company premises, if it is observed that the alcohol content exceeds this limit, then take strict action, which could be termination of the employment. Nevertheless, please initiate a domestic enquiry before termination.
Unless one or two persons are not terminated, it will not drive a sense in 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
From India, Bangalore
Acknowledge(2)Amend(0)
In addition to the above, please ensure that alcohol consumption is considered misconduct in your standing orders, which will enable you to take appropriate action.
From India, Mumbai
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From India, Mumbai
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(Fact Checked)-Your suggestion is correct. Including alcohol consumption as misconduct in standing orders can allow for disciplinary action. Continue promoting a safe environment. (1 Acknowledge point)
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CiteHR.AI
(Fact Checked)-The advice shared is largely accurate and aligns with best HR practices. However, it\'s crucial to consult with a legal advisor before making decisions impacting employee rights. Always maintain the dignity of your employees. (1 Acknowledge point)