Intervention and disciplinary procedures

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9. Intervention and disciplinary procedures
9.1. Preference for treatment to discipline
9.1.1. The employer should consider that workers who have problems with
alcohol and drug use may be suffering from a health problem. In such circumstances,
the employer should normally offer counselling, treatment and rehabilitation
alternatives before consideration is given to the imposition of disciplinary measures.
9.2. Discipline and the role of the employer
9.2.1. It should be recognized that the employer has authority to discipline
workers for employment-related misconduct associated with alcohol and drugs.
However, counselling, treatment and rehabilitation should be preferred to disciplinary
action. Should a worker fail to cooperate fully with the treatment programme, the
employer may take disciplinary action as considered appropriate.
9.3. Elaboration and communication of disciplinary rules
9.3.1. In accordance with national law and practice, disciplinary rules
concerning alcohol and drugs should be elaborated by the employer in consultation
and cooperation with workers and their representatives. Such rules should be
communicated to workers so that they clearly understand what is prohibited and the
sanctions for violation of the rules.
9.3.2. Information, education and training programmes concerning alcohol and
drugs should include work rules specifying the circumstances which could lead to
disciplinary measures, including dismissal, as a result of alcohol- and drug-related
problems.

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