According to News24, the Sedibeng mayor spent Tuesday night in prison after being arrested for drunk driving. And was released on bail of R1 000 yesterday morning.
Although the case will only appear in court on the 5th of September, Mofokeng's spokesperson Dan Manoeli is already taking a hard line. After all, Mofokeng fell over in a bar in Vanderbijlpark on another occasion in February and allegedly had to be helped to his feet because it was 'suspected that his drink had been spiked,' explains The City Press.
We'll have to wait until September to find out what the outcome of the Mofokeng's blood tests reveals.
But until then, it's imperative you know what steps you can take if one of your employees gets drunk while on the job.
Here's what to do if you're confronted with a 'drunk on the job' employee
According to the team of experts at the Labour and HR Club, your first point of departure is to check what your company's policy on substance use (which should include alcohol abuse) during office hours is.
'If the company has a zero tolerance approach to substance use and the company has a random testing procedure in place, the employees' behaviour amounts to misconduct in the form of contravening company policy,' says the site.
If, on the other hand, your company doesn't have a zero tolerance substance use policy in place, dealing with drunk employees is trickier.
In this case, you can only institute misconduct procedures against the employee for his conduct outside of working hours off company property if 'there's a causal link between the reputation of the employee and the manner he conducted himself (i.e. he is the face of the company and acted unprofessionally at a work function or public function bringing the company's name into disrepute) and the reputation of the company.'
So there you have it, by understanding what disciplinary rights you have, you'll be able to ensure drunk employees don't land you in hot water like that caused by the mayor of Sedibeng.