As long as the employee can do the same in employment is shown (or the employee can perform the function), as an employer you have little room to do something to enforce. If an employee is on sick report Monday morning after a weekend of "unhealthy situations and activities," I can very well move into the wrath of an employer. The employer should then be as good as a good employer which is to be completed by including wages to continue to pay and to facilitate recovery. There is still some margin for profit which can be made. At the same time you have to deal with the privacy of the employee. Who is the employer to determine what the employee does or late in his spare time? And the employee may have his health as self yes?!

An answer to this (apparent?) Contradictions to go is the open work environment as you said in your last email. I do not agree. This involvement is essential. This involvement ensures that employers and employees because of their interdependence as well as complete as possible. Involvement is key. I therefore believe that in entering into cooperation there still must be paid to this issue. To what extent an employee actually fits in the organization? So take a stand. Dare to opt for the long term. Although the proposed employee fits the job profile, but if that is not common operating standards and values supported, so we should not say to each other. We can not expect the level of involvement will be. This will be a long-term cooperation, which in most employment relationships but the intention is not the appropriate time to continue and will know deep valleys.