Corrective Action Warnings For Employees

Employees may not use the company’s systems (such as email, instant messaging, and the internet) to participate in activities that are illegal, violate company policies and/or result in the company’s liability or embarrassment. Examples of prohibited activities include but are not limited to the following:

Secondly, the employers must constitute their employee with appropriate action. Although the employer held an appropriate license, the employer may still be liable of their acts due to the employee negligence[14]. Especially in regard with dangerous environment, assault scenario can easily arise due to the security where alcohol increases the assault[15].

Driving under the influence has affected many people's lives and families. Today I would like to talk to you about the problems of drinking and driving, and why it is a concern for all of us. Driving under the influence is one of the most common and dangerous situations you can put yourself or someone else in. The fact is that drinking and driving is a huge deal and can leave a long trail of broken dreams and hearts. If you drink and drive, not only are you putting yourself at risk, but your passengers and the pedestrians outside of your vehicle. According to the most recent statistics by the National Commission Against Drunk Driving states that 17,000 Americans die each year in alcohol- related traffic crashes and 600,000 Americans

Driving under the influence has affected many people's lives and families. Today I would like to talk to you about the problems of drinking and driving, and why it is a concern for all of us. Driving under the influence is one of the most common and dangerous situations you can put yourself or someone else in. The fact is that drinking and driving is a huge deal and can leave a long trail of broken dreams and hearts. If you drink and drive, not only are you putting yourself at risk, but your passengers and the pedestrians outside of your vehicle. According to the most recent statistics by the National Commission Against Drunk Driving states that 17,000 Americans die each year in alcohol- related traffic crashes and 600,000 Americans

However, the ruling in this case and others like it prove that employers can, in fact, be bound by articles written in an employee handbook when disciplining or discharging an employee. An abysmally written handbook can greatly jeopardize an employer’s right to terminate at will. Trends show that courts are increasingly acknowledging enforceable promises in the past employment practices of firms, in employer handbooks and in oral commitments. In addition to including an at-will disclaimer in employee handbooks, employers should also require employees to sign an acknowledgment confirming that they understand and agree to employment-at-will and that at-will employment can at any time be modified by a written agreement. Personnel manuals should explicitly state that the employer reserves the right to terminate employment at will. All written policies should also be free of any language that could be considered as a guarantee of job security. To be sure that these common pitfalls are avoided employers must retain the service of a labor attorney to draft and air-tight employee manual and acknowledgment

Hospital nursing professionals are faced with many stressful situations in the workplace and at home. Some nurses try to cope with stress by turning to alcohol. In my professional opinion, alcohol should never be used as a coping mechanism. Eventually one or two alcoholics drinks a week turn into daily excessive and uncontrollable use. Impairment at work leads to an inability to critically think and make safe decisions. Alcohol impairment slows reaction time and alters judgement (CDC, 2016). These symptoms lead to a dangerous environment for the patient, other staff members and anyone having contact with the intoxicated nurse (CDC, 2016).

Substance abuse continues to be a serious health care concern with millions of American 18 and older using illegal drugs. Substance abuse occurs across all generations, cultures, and occupations, including nursing. “About 1 in 10, or 10-15% of all nurses, may be impaired or in recovery from alcohol or drug addiction” (Thomas & Siela, 2011). When a nurse is impaired they will not be able to function at their normal capacity, and are not able to provide quality patient care. They may not be able to think as quickly, and have a delayed reaction time.

employers need to be aware of certain legal issues. One is that an employer has the right to

SB 358 added a provision to Section 1197.5 that prohibits an employer from discharging, discriminating or retaliating against an employee by reason of any action taken by the

Minor infractions may be addressed with counseling and a warning, more serious infractions may result in the employee being counseled and sent home to change into appropriate clothing. If an employee is sent home, they will be considered off the clock. If more than half of the work day remains, the employee is expected to return to work. Employees are to be given every opportunity to correct their behavior, however repeated violations of the dress code will result in disciplinary actions up to and including termination.

The Labor Code Law under Title VII of the Civil Rights Act of 1964 forbids discrimination in the workplace based on color, race, national origin and religion (U.S. Equal Employment Commission, 2016). According to U.S. Equal Employment Commission a “willful violation of this law shall be punishable by a fine of not more than $100 for each separate offense” and “penalties are capped based upon the size of the employer of up to 100 employees to $50,000” (2016). Violators of the Civil Rights of 1964 Act may face “penalties including back pay, front pay, compensatory damages, punitive damages, attorney’s fees, and injunctive relief” (United States Department of Labor, 2016).

Marijuana is the most commonly abused drug in the work environment, followed by cocaine, and then prescription drugs (Drugs and Alcohol in the Workplace, 2015). With marijuana becoming legal in most states in the United States it raises a question of whether or not the companies are doing the proper testing to implement a drug free environment for employees to work. Other than substances, alcohol is a major factor as well. Breathalyzers have shown that 16% of emergency room visits were due to employees who abused alcohol (Drugs and Alcohol in the Workplace, 2015). A survey done showed that within a year, over 24% of employees reported that they drank alcohol while at work (Drugs and Alcohol in the Workplace, 2015). This has shown that employers have an issue with alcohol and substance abuse and there has to be a change in order to help those receive treatment for their problems before it

Kathryn Keep says, “A drug-using employee is 3.6 times more likely to be involved in an accident, and five times more likely to make a worker’s compensation claim. Impaired judgment can result in slow reaction times and misguided decisions, which may lead to accidents.” Each drug user can cost a company thousands of dollars, translating into billions spent each year due to work-related accidents or injuries. The company will have to pay the healthcare

4. Is it legal for the company to terminate an employee because of something they did away from work?

Literature implies that employee drug use in the workplace may create high costs to firms in the form of lower productivity, increased absences, and an increase in workplace accidents. As a response to these costs, employers have implemented a variety of policies and programs to decrease employee drug use. Educational programs and standards such as “Zero Tolerance” policies, employers have turned to drug testing programs more in the past decades. About 46 percent of American workers report that their employer conducts drug testing, although other sources indicate that 90 percent of Fortune 200 companies use some type of drug testing (Flynn 1999). The factor behind workplace drug