Terminating Employee For Drug Use
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How to fill out Termination Letter (Substance Abuse)?
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FAQ
Be direct and focused in breaking the news, so the employee realizes the decision is final and not up for negotiation. This is no time for ambiguous language ("things just aren't working out") or euphemisms ("it may be time for you to consider moving on").
What are the 5 fair reasons for dismissal? Conduct/misconduct. Minor issues of conduct/misconduct such as poor timekeeping can usually be handled by speaking informally to the employee. ... Capability/performance. ... Redundancy. ... Statutory illegality or breach of a statutory restriction. ... Some other substantial reason (SOSR)
The Five Fair Reasons for Dismissal Conduct. One potentially fair reason to dismiss an employee is for their conduct whilst at work. ... Capability. ... Redundancy. ... Statutory restriction. ... Some other substantial reason (SOSR)
If your employer can prove that drugs or alcohol have had a detrimental impact on your ability to do your job, you may be dismissed. They must have a good reason to justify dismissal, related to your conduct or capability.
Here are 10 things you should never say when terminating an employee: "This was a job elimination and had nothing to do with your performance." ... "We have carried you for many years. ... "We have no choice but to terminate your employment." ... "You have no one to blame but yourself.
