How To Handle Employee With Alcohol Problem

If a job requires a valid drivers license for example an employer would be permitted to terminate an alcoholic employee who lost a drivers license as a result of a. The employee says that he or she was not drinking and will not admit to doing so.

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Finally employers are not required to tolerate off-the-job alcohol-related misconduct that may affect an employees ability to do his or her job.

How to handle employee with alcohol problem. Retain evidence of what youve observed. Dont rely upon hearsay or other secondhand sources. Approach your employee with facts and statistics such as we smelt alcohol on your breath before this meeting or you have been late to work eight times this month.

If applicable state laws and your employer policy allows send the employee for a drug or alcohol test. Talking to an addiction specialist that has experience working with employers employee assistance providers unions HR professionals and occupational health professionals that have an employee with substance abuse or addiction can help guide you and explain the level of support you legally and ethically should provide your workforce. Handling an employees drug or alcohol problem is a delicate situation but its one that should be handled sooner rather than later.

Be prepared and be patient. The smell of alcohol in the breath. You can ask questions to the employee and to his health care provider through the employee about the connection between the alcoholism and the performance or conduct problem.

When they are next in work arrange an investigation meeting in order to decide upon next steps. Conversely if the employee is open about being alcoholic you still need to hold them accountable based on behaviour. Managers are to always look out for the following signs that may indicate a problem with alcohol.

An employee is suspected of drinking. Adopt a caring approach to dealing with your employee express your concern over their behaviour and their potential alcohol problem. If the employee doesnt have a legitimate explanation for the behavior have a manager drive the employee to the alcohol testing site assuming the organization has one.

Employers Do Not Have to Tolerate Off-the Job Behavior that Affects Job. If you believe the employee is unfit to work send them home and ensure they reach home safely clearly they should not drive. How to Handle an Alcoholic Employee.

What to do when an employee tells them about a drug or alcohol problem. Make the alcoholic aware of company policies and how they have been violated. Look out for signs that an employee is alcoholic.

Identifying the employee with alcohol problem early makes the situation easier to handle. Expect that your employee may be in denial they could become defensive even slightly angry at the situation. Take immediate action to remove the employee from any safety-sensitive work and begin gathering evidence of the incident.

As a small business owner you may not be qualified to diagnose an employee as alcoholic but you can identify the signs. Let professional drug and alcohol counselors apply their skills instead. Ask the employee if they have been drinking alcohol and if so when and how much.

When an employees alcoholic. Employees with a drug or alcohol problem may ask for help at work if. If you suspect an employee of being impaired on the job.

If you still suspect drinking occurred then have the person take a blood-alcohol test. Make it clear that he or she must improve performance and conduct or face serious consequences including termination. If the employee chooses to deny the problem exists but it is severely impacting their work then you may need to outline the consequences of their drinking continues to impact their performance.

Here are steps on how to deal with an employee with an alcohol problem. You can seek the employees input on what accommodations may be needed. Waiting for your employee to seek out treatment on their own probably wont work and it could result in an accident not to mention wasted wages on a non-performing employee.

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