With the Constitutional Court officially passing a judgment on 18 September in terms of legalizing the household use of dagga, the whole country seems to be in an uproar. What does this entail for employers in terms of still ensuring a productive and safe working environment for all?

We can expect that employers will now face a situation where some employees aim to take advantage of this situation and if reprimanded for unacceptable behaviour, employees might plead ignorance. For labour- and industrial relations, this new situation created by the judgment of the Constitutional Court does not affect the rules, policies or disciplinary consequences employees would face should they be found using dagga at the workplace, or arriving at the workplace under the influence of dagga.

Upon reading the judgment carefully you’ll find that the government now has 2 years to regulate this decision and officially write it into legislation. This means that any and all further regulations in terms of the quantities of private use, is yet to be determined. It is, however, vital that employers note that this judgment gave the green light to private use only, and that such use thereof is now decriminalised. Emphasis is placed on private use, as this means that employees may use dagga only at their homes. Should any employee report for duty and be tested positive for this narcotic (by use of observation reports; urine tests, etc.) or should they be found to use this while on duty, the employer still has the same measures of protection and remedies to his disposal as he would have had before the Constitutional Court’s judgment.

Employees must be informed that should they use dagga at home, they still have a duty to make sure that it would not be found in their systems when they report for duty and get tested. Should it appear that an employee arrives at work with this narcotic still in their system to such an extent that it can reasonably be expected to impact his ability to perform his duties productively, or that it could pose a safety risk to himself/other employees/the employer’s property, the employee can expect to be suspended pending a formal disciplinary hearing and a possible dismissal.

In order to avoid future situations where employees take advantage of this situation, employers are urged to have meetings with all staff members and inform them that even though private use is allowed, the rules and regulations of the company would still be followed. Furthermore, employers could implement a Zero Tolerance policy that would strengthen these rules and regulations.

It’s never been more important, and perhaps more difficult, for people to be engaged in their work. Things move fast. People have the flexibility to work when they want, often outside 9 to 5. And they’re working everywhere: in the office (where it can be noisy and filled with distractions) and out of the office (where it’s often even harder to focus). But when people are engaged, it usually means they’re happier. Plus, engaged employees outperform their peers in terms of productivity, sales, energy levels, healthcare savings, and lower turnover rates.

SMARTER WORKING HELPS PEOPLE BE AT THEIR BEST

The Smarter Working approach can help an organization enhance some of the factors that contribute to employee engagement and happiness.

First, it’s essential that people have a choice of workspaces within their workday such as places to collaborate, unassigned desks, quiet spaces, or touchdown areas. Second, they need the right communication tools—those designed for them—to use seamlessly throughout their day. This has a wonderful effect. People can embrace their own work style, the way they work best. They feel like the company is listening to them, they’re more satisfied with their job, and they are more likely to stay. So, there is a greater sense of belonging, which promotes a culture of trust. This means they enjoy more independence and have more control over their day. This kind of supported autonomy breeds engagement for employees and creates a company others will want to join.

WITH SMARTER WORKING, THE TALENT POOL WIDENS

When companies adopt a Smarter Working approach and provide an array of workspaces and communication tools, there is an additional (and big) advantage: the opportunity to recruit the best people, wherever they may be in the world. Because just like a great idea can come from anyone, great talent can come from anywhere.

A MORE SATISFIED WORKFORCE CONTRIBUTES TO BOTTOM-LINE PERFORMANCE

With Smarter Working, people have the tools and freedom to contribute to the company’s success in their own unique ways. This is gratifying and provides a real sense of fulfilment. And that matters because employee satisfaction and productivity are closely tied to financial success.1

In South Africa, Plantronics promotes Smarter Working concepts through its team members, authorized distributors and partners. Read more about Smarter Working https://www.plantronics.com/za/en/smarter-working  

About Plantronics
Plantronics is an audio pioneer and a global leader in the communications industry. We create intelligent and adaptive solutions that support our customers’ most important needs: experiencing and facilitating simple and clear communications while enjoying distraction-free environments. Our solutions are used worldwide by consumers and businesses alike and are an optimal choice for open office environments. From Unified Communications and customer service ecosystems, to data analytics and Bluetooth? headsets, Plantronics delivers high-quality communications solutions that our customers count on today, while relentlessly innovating on behalf of their future. For more information visit  www.plantronics.com/za

1 ”When the walls come down,” Oxford Economics, page 9. 2 ”The Engaged Workplace,” http://www.gallup.com/services/190118/engaged-workplace.aspx.