Alcoholism is widespread in all areas of society, including the workplace. According to the National Institute on Alcohol Abuse and Alcoholism, 17.6 million Americans suffer from alcoholism. That comes to about 1 in 12 adults, which means it's a good chance at least one person in your office is an alcoholic. Rather than firing an employee at the first sign of alcohol abuse, there are better ways, within the law, to manage an alcoholic employee and help them return to being a productive team member.
Alcoholism is a disability
Positivity - If one person is feeling negative, it will rub off on everyone else in the group. The same applies to positivity - come into work with a smile on your face ready and willing to work and your employees will follow.
Communication - Do not leave your employees in the dark. Help them understand the importance of the work that they are doing. Let them know that you recognize how hard they are working and how much of a difference they are making. A little recognition can go a long way.
According to the Family and Medical Leave Act, an employee who comes forward about their alcoholism can take a leave of absence to enter rehab. This is their protected right to seek out treatment for their disability. Once they've completed their rehabilitation, it's a good idea to set some ground rules. Remember, they are still obligated to complete all the tasks required of any employees or risk lawful termination.
After composing and distributing the anti-discrimination policy, a company can continue their efforts to prevent racism from entering their workplace by conducting compliance training sessions throughout the year. Every quarter, the company should use compliance training materials to present to their employees the company's policies and regulations concerning discrimination.
The best way to manage an alcoholic employee is to come up with a Return to Work Agreement (RWA). That way you can both sit down at a table and come up with a plan for them to continue their employment that you're both happy with. Something you might include in an RWA would be that the employee must attend AA meetings regularly, or that if they relapse they'll risk termination. If they're unable to return to full functionality immediately, the RWA can set goals to help them reach the necessary level.
In cases where former employees sued because they claimed they were unfairly terminated over their alcoholism, an RWA has saved the company from being found liable. An RWA shows that an employer took all the necessary steps to accommodate and employee's alcoholism, but that they were also held to the same standards as other employees. Each case of alcoholism in your workplace will be different, and each RWA should reflect that. It's not a good idea to have a one-solution-fits-all mentality, especially if you want to avoid a possible lawsuit.
Offer Flexibility - When possible, allow your employees to be more flexible with their work schedule. Having job security while also knowing that it will be okay if they take a sick day every once in a while is a necessary relief for most people. In addition to making the office a more fun place to work, make sure that it stays a safe place to work, free from discrimination and harassment, by also performing compliance training.
Alcoholism is a disability
Positivity - If one person is feeling negative, it will rub off on everyone else in the group. The same applies to positivity - come into work with a smile on your face ready and willing to work and your employees will follow.
Communication - Do not leave your employees in the dark. Help them understand the importance of the work that they are doing. Let them know that you recognize how hard they are working and how much of a difference they are making. A little recognition can go a long way.
According to the Family and Medical Leave Act, an employee who comes forward about their alcoholism can take a leave of absence to enter rehab. This is their protected right to seek out treatment for their disability. Once they've completed their rehabilitation, it's a good idea to set some ground rules. Remember, they are still obligated to complete all the tasks required of any employees or risk lawful termination.
After composing and distributing the anti-discrimination policy, a company can continue their efforts to prevent racism from entering their workplace by conducting compliance training sessions throughout the year. Every quarter, the company should use compliance training materials to present to their employees the company's policies and regulations concerning discrimination.
The best way to manage an alcoholic employee is to come up with a Return to Work Agreement (RWA). That way you can both sit down at a table and come up with a plan for them to continue their employment that you're both happy with. Something you might include in an RWA would be that the employee must attend AA meetings regularly, or that if they relapse they'll risk termination. If they're unable to return to full functionality immediately, the RWA can set goals to help them reach the necessary level.
In cases where former employees sued because they claimed they were unfairly terminated over their alcoholism, an RWA has saved the company from being found liable. An RWA shows that an employer took all the necessary steps to accommodate and employee's alcoholism, but that they were also held to the same standards as other employees. Each case of alcoholism in your workplace will be different, and each RWA should reflect that. It's not a good idea to have a one-solution-fits-all mentality, especially if you want to avoid a possible lawsuit.
Offer Flexibility - When possible, allow your employees to be more flexible with their work schedule. Having job security while also knowing that it will be okay if they take a sick day every once in a while is a necessary relief for most people. In addition to making the office a more fun place to work, make sure that it stays a safe place to work, free from discrimination and harassment, by also performing compliance training.
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