Decide On A Reasonable Punishment If you do not want to allow employees to nap at work, you need to come up with a reasonable punishment for sleeping on the job. Termination is not usually a fair punishment for sleeping on the job, as we talked about earlier, this could get your company in trouble.

What happens if you get caught sleeping at work?

Those who are caught in violation may face disciplinary action such as suspension or firing. Some employees sleep, nap, or take a power-nap only during their allotted break time at work. This may or may not be permitted, depending on the employer’s policies.

Is sleeping on duty a dismissible offence?

Sleeping on duty is, in terms of the applicant’s Disciplinary Code, a dismissible offence.

Can you get terminated for sleeping on the job?

Most employers would say that an employee who is caught sleeping on the job will usually end up getting fired, and that is usually fine!

Can I be fired for having sleep apnea?

Employers, thus, must make reasonable accommodations for the disability – and they can’t refuse to hire the person or fire them because of it, Stanton says. “After 2008, you can’t be fired for having sleep apnea, but they can fire you if you’re not currently and effectively treated.”

How to handle employees caught sleeping on the job?

First, the employer should examine whether other employees have been observed sleeping on the job. If the employee in our picture is not the first to count sheep at work, the employer should treat the pictured employee the same way it treated the other nappers.

What to do if someone is sleeping on duty?

If it occurs, then an incident report for sleeping while on duty can establish the reason. After this, your business can take the following actions: Provide a verbal warning. Provide a written warning. Take disciplinary action. Terminate their contract. At first, it’s a good idea to provide a sleeping on the job warning letter.

What should an employer do if a sleeper is fired?

For example, if past nappers received written reprimands rather than termination, our sleeper should also receive a written reprimand. Next, the employer needs to meet with the employee to ensure there’s no underlying disability. Let’s assume that the employer learns that the employee suffers from narcolepsy.

When to issue a sleeping on the job warning letter?

This verbal warning should be given by his/her senior only (to whom he/she reports to). If the SAO is still delinquent then issue the warning letter. By the if your SAO sleeps during working hours then probably he/she does not have sufficient job.