Alcoholism In The Workplace

Alcohol misuse in the work environment is becoming an increasingly growing problem. It is important to realize that alcoholism does not discriminate and affects people of all social and economic situations. It is commonly thought that alcoholics are unemployable however, it has been estimated that 75% of alcoholics are employed full-time. Some studies suggest that alcohol may be the cause of 25% of accidents in the workplace. Additionally, the cost from loss of productivity and absenteeism has been estimated in the billions of dollars range.

One of the problems of alcoholism is the effect the disease has on people in close proximity to the alcoholic. Next to family members, work colleagues are next in line to be affected by a person’s drinking. In many cases, the work partners spend time trying to cover for the alcoholic, which prolongs the difficulties of working with an alcoholic and in actuality enables the person doing the drinking.

As far as the government and authorities are concerned, a person’s decision to drink is his or her own business and has no place being discussed in the workplace. However, when the drinking begins to affect the person’s work performance and the performance of people around him the employer has a reasonable right to be concerned and involved.

As the employer or supervisor, it is important to remain in the position of supervising. It is the employer’s job to supervise the employee and determine their ability to carry out the work required, get the job done, and discover any problems as they arise. It is not the job of the employer to diagnose alcoholism or any other disease. Signs that there could be a problem with alcohol are:

* Unexplained or unauthorized absences from work
* Frequent tardiness
* Excessive use of sick leave
* Missed deadlines
* Careless or sloppy work
* Strained relationships with co-workers
* Short-tempered and argumentative particularly in the mornings
* Sleeping on duty
* Excessive use of breath mints or mouth wash
* Bloodshot eyes
* Staggering or unsteady gait
* The smell of alcohol

If the employer determines that alcohol may be a problem it is important to confront the employee with the facts and then offer ways that the company will help the person recover and get help. It is completely appropriate for the employer to hold an intervention in the case of an employee, who will not admit to a problem with alcohol, has no family who will or can step in to help, and is clearly suffering in the workplace because of the alcohol drinking. It is important for the employer to avoid being an enabler but to be supportive and give the employee every opportunity to get help and keep their job. If the employee refuses to get help, fails at getting help and continues to have their work suffer due to alcoholism, it is within the rights of the employer to let the employee go. It is suggested however, that the employer let the person go while still providing support and knowledge of ways to stop drinking and the possibility of a second chance upon recovery.

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