This report from IOL News, published on 26 April 2024.

Bernadette Enever filed an appeal against Barloworld South Africa’s decision to dismiss her on 20 April 2020, for going against their zero-approach policy to drugs and alcohol.

READ: Fields of Green for All's respose to the Bernadette Enever ruling

In June 2022, the Johannesburg Labour Court ruled in favour of Barloworld, but this week the appeal court set aside their ruling in what could possibly be deemed as a ground-breaking judgment.

The Labour Appeal Court found that Barloworld’s policy was “overbroad” and infringed on Enever’s right to privacy.

It further ruled that Barloworld’s alcohol and substance abuse policy was irrational and violated the right to privacy in section 14 of the Constitution, to the extent that it prohibits office-based employees that do not work with or within an environment that has heavy, dangerous and similar equipment, from consuming cannabis in the privacy of their home.

The court found that Enever suffered unfair discrimination and that her dismissal was automatically unfair.

Barloworld was ordered to pay her 24 months compensation of R43 199.75 a month, which amounts to more than R1 million.

According to court documents, Enever worked as a category analyst at the time of her dismissal.

The background was that she had signed an employee policy handbook in 2012, in which it explicitly states that the company may require employees to undergo medical examinations.

In 2018, the company sent out a document to staff titled “Cannabis is strictly prohibited in the workplace”, following the Constitutional Court’s decision to decriminalise the use of cannabis for adults in the privacy of their homes.

It stated it would have no bearing on their company policy.

In May 2012, Enever’s doctor had prescribed her medication for pain and sleep due to severe anxiety, but she said she suffered side-effects.

Following the decriminalisation judgment, Enever began using cannabis, which she says eventually helped her reduce her reliance on prescription medication.

In essence, she said she saw an improved relief from cannabis-based products. She said she smoked a rolled-up cannabis (joint) every night and on weekends, along with the daily use of cannabis-based products like cannabis oil.

In January 2020, four months before her dismissal, Enever, in order to regain biometric access to the workplace, was required to undergo a medical test, which included the testing of her urine. The test results came back positive for cannabis use.

She was denied access and told to return to work after seven days.

A further four tests done in February came back positive because she did not stop the use of cannabis.

A notice of disciplinary was served on her on 25 February 2020, and she pleaded guilty at a disciplinary hearing on 28 February 2020.

In mitigation, Enever spoke about the benefits she had seen from using cannabis, more especially how she had less anxiety, better sleep and was no longer reliant on side-effect causing prescriptions.

However, her access to the workplace was denied and she was told to return when she tested negative. Enever never tested negative and at the outcome of her hearing on April 30, 2020, was dismissed.

Following her dismissal, Enever took her matter to the Commission for Conciliation, Mediation and Arbitration (CCMA) but it did not take place due to the Covid-19 pandemic and therefore she approached the Labour Court.

Each party was ordered to pay their own costs.

#