To give an example of a sysadmin from a job long ago:
Turning up drunk to a meeting is enough to start disciplinary procedures -- HR handle this, and work out how to proceed. (On [1], I think they would have been proceeding through the "Misconduct" section, second chance etc.)
Rotating the backup tapes, then carrying said tapes about 1km to the other building to put in the safe, was part of the job, but he was watched while he did it.
Stopping at a bar along the way was not fine.
Being oblivious to the point that a manager was able to take the bag containing the tapes from the bar back to the office was not fine.
Coming back to the office (drunk) and not realizing what had happened was not fine.
This was gross misconduct, and led to immediate dismissal.
Turning up drunk to a meeting is enough to start disciplinary procedures -- HR handle this, and work out how to proceed. (On [1], I think they would have been proceeding through the "Misconduct" section, second chance etc.)
Rotating the backup tapes, then carrying said tapes about 1km to the other building to put in the safe, was part of the job, but he was watched while he did it.
Stopping at a bar along the way was not fine.
Being oblivious to the point that a manager was able to take the bag containing the tapes from the bar back to the office was not fine.
Coming back to the office (drunk) and not realizing what had happened was not fine.
This was gross misconduct, and led to immediate dismissal.
https://www.gov.uk/dismiss-staff/dismissals-on-capability-or...