At Flink, we have a zero tolerance policy when it comes to alcohol or drugs at work. Our Ops Associates, and Riders should show up to their shifts sober and not consume any alcohol or drugs during their work hours. What happens if this policy is violated?
Process
Directly approach the person who you suspect has consumed alcohol/drugs. Take another employee to do this with you.
Write down the person's statements about this.
Write down the external clues that suggest alcoholization (e.g., glassy/red eyes, slurred speech, slurring, gait, behavior).
Depending on the severity of the case, we can initiate measures here (termination, warning, etc.)
Important:
Always properly document everything and abide by the 4-eyes principle.
Flink’s Alcohol guidelines
What is our policy in the hubs regarding alcohol or drugs?
Flink does not allow alcohol in the hubs during work. In this respect, a 0.0 per mille limit applies. Likewise, we cannot tolerate drugs on our premises.
May we require an employee to take an alcohol or drug test at any time?
No. Such a test may only be requested on an occasion-related basis.
An employee shows up at the workplace and smells of alcohol/shows signs of intoxication or signs of drug use.
Involve a second person as a witness. Directly address the person on the presumption that alcohol was consumed/drugs were used. Note the person's statements about this. Note the external clues that suggest evidence of alcohol consumption or drug use. Note the person's statements about this. Note the external clues that suggest intoxication (e.g., glassy/red eyes, slurred speech, slurring, gait, demeanor). Offer the person a voluntary alcohol test. We do not offer such a test for suspected drug use. The person is not required to take this test. Note result of test or refusal. If the assessment of alcoholization is confirmed or the test is refused, send the person home. Always send home if drug use is suspected. Inform People Team. Do not take hasty disciplinary measures. Assure that the person will still get home safely.
An employee drinks alcohol or uses drugs during work hours.
Proceed as in (3).
Is there a distinction as to how much alcohol was consumed or if it was "hard" drugs?
We reject any form of alcohol or drugs during working hours. Nevertheless, we have to consider what the exact circumstances are when weighing actions.
Is there a difference whether the person, as a Rider has consumed alcohol or drugs?
Riding a bike under the influence of alcohol or drugs is never acceptable to us, as the person is endangering themselves as well as other people on the road. In addition, it is not acceptable for us to visit our customers in this condition. Therefore, we evaluate alcoholization or drugs in this activity significantly more harshly. Depending on the degree of alcoholization or whether drugs have been used ( e.g. crystal meth, amphetamines) or if there is even an accident, termination of employment will be the regulation for us.
A co-worker refuses to leave the hub or becomes rowdy.
Attempt to de-escalate the situation and persuade the person to leave. If this is not possible, the police may be called. We have the domiciliary right with us. If such an incident occurs, this must also be documented. Inform People Team. Do not take hasty disciplinary measures.
If we send the employee home, will he or she still receive wages?
No. Because the employees was not fit for work at the time, we will generally not pay the employee's wages for that shift.
Is termination of employment justified in every case?
No. Any termination requires a prior assessment of the severity of the facts, circumstances and a balancing of interests. In the case of lighter violations, a warning will first have to be issued. In the case of severe violations or accidents, termination will also be possible. Please refer to the decision guidance.
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