<p>Speaking as a former hiring manager: NO! Not only not required but foolish to mention. </p>
<p>Regrettably, it is the job of HR to invent reasons to fire employees, as cheaply as possible, when business conditions change.</p>
<p>No. absolutely not.</p>
<p>I’m trying to figure out why it’s any concern of the company’s if an employee has a beer on their own time. Lunch hour is the employee’s own time. Now, if the employee shows up at work drunk, indeed that would be reason for firing in most companies. Or if there is a company policy of no alcohol on company property, and they were drinking on the property, well, okay. Or if they were caught underage drinking.</p>
<p>Regarding the resume, intuitively, it seems that one might report this short job on a government application, but otherwise (unless asked a direct question), there is no implication that a resume is a legal document delineating the complete work history. It is meant to “tell a story,” highlighting the applicant’s strengths and accomplishments.</p>
<p>They weren’t under age I know that much (don’t actually know the people concerned - one is the fiancee of the daughter of a friend but have not met him). They were in the company training program when it happened - I guess the no tolerance policy meant that being caught imbibing at lunch time was a sackable offense. It does seem harsh.</p>
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<p>I’m assuming that some jobs do have a reason that they wouldn’t want an employee even slightly inebriated while working. And if it’s spelled out in their policies, and somebody’s in the training program (which may probationary), it honestly makes it seem like you don’t take your job very seriously.</p>
<p>I wouldn’t list it. Make sure your friend’s kid take out all reference to the job - Linkedin, FB - google him/herself to see if the company name shows up.</p>
<p>I wouldn’t list it. My husband had a job for one week, which he quit because a) his boss was nuts and b) he got another offer. It never would occur to him (or me) to list it.</p>