Page 18 - DIFC EHB 1218 V.1

2. There may also be personal circumstances which prevent you from attending work, either for a
prolonged period(s) of for frequent short absences. Under these circumstances, we will need to
know when we can expect your attendance record to reach an acceptable level and again this can
usually be most easily obtained by asking your doctor for a medical report. When we have
obtained as much information as possible regarding your condition and after consultation with
you, a decision will be made about your future employment with us in your current role or, where
circumstances permit, in a more suitable role.

2.13 RIGHT OF SEARCH
The Company reserves the right to carry out searches of all employees in the workplace, but only in
the event where suspicion has been raised with regards to a serious event for example but not
exclusively theft or use of controlled drugs.

Where a Senior Manager has taken an informed decision to conduct a search, such search may be
conducted on the employee’s person (see below), their property, their vehicle (whether private or
company owned) and their work area, including lockers and electronic equipment. Searches will be
conducted having regard to the Equality Policy.

Personal searches will be conducted in private, away from other employees, however, never on a one-
on-one basis. They will be confined to requesting the employee to empty out the contents of their
pockets or bag and to remove any jackets, coats, shoes, or other outer clothing. There will be no
physical contact from those carrying out the search. The search will be conducted by either a line
manager or a designated security officer. In cases where it is not possible for the search to be
conducted by a member of the same sex, a member of the opposite sex may conduct the search
provided there is a witness present who is of the same sex. At the employee’s request, they may have
a colleague present, who is available to act as a witness.

All managers involved in the exercise of this policy will fully consider the rights and entitlements of
each employee and will behave in a reasonable and justifiable manner at all times. Where necessary
they will get appropriate advice.

Where an employee is found to be in possession of prohibited substances or there is evidence to
suggest that they have committed an offence, disciplinary proceedings in line with the Company’s
disciplinary procedure will commence.

This may involve the employee being suspended on full pay pending further investigation. A refusal to
comply with the Company search procedure may result in the disciplinary procedure being invoked.

The Company reserves the right to inform the Gardai of any suspicion it may have with regard to the
use of controlled drugs by any of its employees on Company premises, or with regard to any other
criminal offence.

2.14 EMPLOYEES PROPERTY
The company will not be responsible for loss or damage to employees' property, including motor
vehicles, bags, etc., on company premises. Employees should report all property, lost or found, to their
manager.

2.15 PERSONAL MESSAGES AND TELEPHONE CALLS
Personal telephone calls will not be allowed on company telephones except in cases of emergency.
The use of personal mobile phones during working time must be kept to a minimum and is only
permitted at the discretion of management.

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