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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.
This can get you down as an employee. Even if you have your dream job, it can be stressful earning enough money to get by. In these cases, the manager would do their best to encourage the employees to keep working and enjoy the job that they are doing. Here a few tips on how to do that.
According to the American Disabilities Act (ADA), alcoholism is a disability. That means an employer can't fire someone simply for being an alcoholic-they need to make reasonable accommodations, just like for any employee with a disability. Alcoholics aren't off the hook, though, if they show up late for work or show up drunk. They can be held to the same work standards as all employees, and if they fail to live up to those standards it's legally acceptable to terminate them.
Employees are entitled to seek treatment without risk of termination
Listen - Communicate with your employee's positive feelings and in return listen to what they have to say, let them know how understanding you are. You are a human being, too, and can sympathize with them if they are having a hard time with anything.
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.
Payment - The reason you have employees in the first place is because they are working for money. They will not be very happy employees if they are not being paid what they deserve, especially if the competition is paying their employees more. Make them aware that pay increases are an option if they work hard enough for it or that they can at least earn a bonus for working hard on a specific project.
There are many companies that offer compliance training specific to manage alcoholism in the workplace, as well as people who have other disabilities. The best approach is to be prepared when situations arrive, so that you know the law and know how you can work within it to resolve and conflicts. Sign up for an Americans with Disabilities Act training course today, and learn how you're business can act within the law to accommodate your hard-working employees with disabilities.
This can get you down as an employee. Even if you have your dream job, it can be stressful earning enough money to get by. In these cases, the manager would do their best to encourage the employees to keep working and enjoy the job that they are doing. Here a few tips on how to do that.
According to the American Disabilities Act (ADA), alcoholism is a disability. That means an employer can't fire someone simply for being an alcoholic-they need to make reasonable accommodations, just like for any employee with a disability. Alcoholics aren't off the hook, though, if they show up late for work or show up drunk. They can be held to the same work standards as all employees, and if they fail to live up to those standards it's legally acceptable to terminate them.
Employees are entitled to seek treatment without risk of termination
Listen - Communicate with your employee's positive feelings and in return listen to what they have to say, let them know how understanding you are. You are a human being, too, and can sympathize with them if they are having a hard time with anything.
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.
Payment - The reason you have employees in the first place is because they are working for money. They will not be very happy employees if they are not being paid what they deserve, especially if the competition is paying their employees more. Make them aware that pay increases are an option if they work hard enough for it or that they can at least earn a bonus for working hard on a specific project.
There are many companies that offer compliance training specific to manage alcoholism in the workplace, as well as people who have other disabilities. The best approach is to be prepared when situations arrive, so that you know the law and know how you can work within it to resolve and conflicts. Sign up for an Americans with Disabilities Act training course today, and learn how you're business can act within the law to accommodate your hard-working employees with disabilities.
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