If there is a clear rule against the use of drugs working hours, and the employee breaks that rule, the gravity of the breach must be assessed according to such factors as the employee’s history of drug use, prior counselling, the circumstances in which the offence was committed, the nature of the employee’s work, and other relevant factors. However, if the employee can prove that the offence stems from addiction, the employer is required to treat the employee with the same degree of sympathy afforded employees with alcohol-addiction problems.

For further information on any labour related matters, you can contact
Bernard Reisner:

W.Tel no.: 021-4233959
Fax: 021-4232105
Cell: 0824338714
E-mail: bernard@capelabour.co.za
Website: www.capelabour.co.za