Clearly, these workplaces had strong drinking cultures, and I was an enthusiastic, tipsy participant. Of course, alcohol didn’t actually make me cooler, but it did make my anxiety skyrocket the following day—and that’s just the beginning of the messes that come from shaking up drinks and work. These consequences can be costly for employers, especially if they occur because an employee is drinking at work.
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If an employee chooses to use the EAP at your urging, he or she may enter some type of treatment program as described earlier in this booklet. If the employee does not choose to go into treatment, the next step will be to take any disciplinary or corrective actions that are necessary. Before actually meeting with the employee, you should gather any documentation of performance or conduct problems and think about what items to drug addiction discuss with the employee.
Is it a good idea to develop a company policy allowing employees to casually drink while working?
Most alcohol testing would probably be conducted with an evidentiary breath testing device (EBT), commonly referred to as a breathalyzer. While there are other methods of testing for alcohol, including blood or saliva tests, an EBT is the predominant method because it is less invasive and is already in use by law enforcement personnel. Law enforcement personnel on Federal property may administer alcohol tests to drivers when there is an accident or reasonable cause to do such testing. However, cause for such testing must be based on a violation of motor vehicle and traffic rules and not mandatory testing by the agency. When the employee has completed any treatment requiring extended absence and is ready to return to work, it is a good practice to have a back-to-work conference.
They may also be able to conduct a voluntary alcohol test, most likely an EBT. Unless the employee is in a job with specific medical or physical requirements, you cannot order the employee to undergo any type of medical examination, including an EBT. Examples of the types of jobs that may have specific medical requirements include police officers, certain vehicle operators, air traffic controllers, and various direct patient-care personnel. Sometimes the employee will not accept the referral to the EAP or will deny the existence of a problem. If this happens, it is important to continue to document any problems and to take any necessary disciplinary action.
- Employees may sometimes be accused or falsely accused of drinking alcohol at work.
- Even if the EAP counselor is unable to see the employee immediately, EAP personnel should be informed of the situation.
- In the early stage, the alcoholic’s tolerance to greater amounts of alcohol is increasing.
- We value your questions and are committed to getting them answered quickly.
- Sexual harassment claims can arise out of behavior that occurred at office holiday parties.
- Continue reading to learn more about the dangers of drinking at work and the role of workplace policies in creating a safer work environment for everyone.
However, an employer can discipline, discharge or deny employment to an individual whose use of alcohol adversely affects his or her job performance or conduct, Hoyman said. In the absence of a company policy, it’s wise to consult with a workplace attorney on the legality of requiring such testing or on the legality of firing a worker who refuses to undergo such testing, Hoyman said. This consultation should happen long before a manager is faced with a worker who might be drunk on the job, she said. Sometimes, symptoms of alcohol use can be mistaken for illness or side effects of medication. Employees should have a chance to explain their condition, and employers should not make assumptions without enough evidence. If your answer is yes, remember that fun and moderation can go hand in hand.
- It’s often seen as a way to decompress, celebrate team achievements, or simply transition from work mode to personal time.
- A drug and alcohol policy should be seen as an important and beneficial part of a company’s health and safety policy.
- Law enforcement personnel on Federal property may administer alcohol tests to drivers when there is an accident or reasonable cause to do such testing.
- A firm choice is a clear warning to an employee who has raised alcohol or drug abuse in connection with a specific performance, conduct, or leave use incident or deficiency.
Human Resources, or Employee Relations Program
The employee may also have noticeable financial problems evidenced by borrowing money from other employees or receiving phone calls at work from creditors or collection companies. In jobs requiring long-term projects or detailed analysis, an employee may be able to hide a performance problem for quite some time. Management training and specific HR support are also essential so that both employees and line managers know how to access support. Learn how Marsh McLennan successfully boosts staff well-being with digital tools, improving productivity and work satisfaction for more than 20,000 employees. Shea said employers may want to consider extenuating circumstances if a worker is drunk on the job. Substance abuse experts suggest that employers focus on what they can observe—bloodshot eyes, an odor of alcohol, slurred speech—without trying to figure out the cause.
Your addiction does not have to define who you are.
Employers cannot discriminate against you for your past drug or alcohol use. But when drugs or alcohol affects how you do your job now, you don’t have that same protection. If an employee is caught drinking at work, ensure safety, discuss the issue privately, and refer them to the EAP program. Under the Family and Medical Leave Act (FMLA), eligible employees can take up to 12 weeks of unpaid, job-protected leave for substance abuse treatment.
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- It is important to calmly but firmly explain the problems with the employee’s performance, the specific acts of misconduct or troubling behavior, and the consequences of any misconduct or poor performance.
- It generally consists of scheduling a session with the employee where a number of people significant in his or her life are present, including you, the spouse, children, clergy, other family members, co-workers and other friends.
- Of course, alcohol didn’t actually make me cooler, but it did make my anxiety skyrocket the following day—and that’s just the beginning of the messes that come from shaking up drinks and work.
- “Generally, we recommend compassion and accommodations for employees who suffer from a substance use disorder to allow them to get help, but also recommend using caution with substance use in the workplace,” she said.
- One group, in particular, doesn’t appear to be very interested in the perk.
It is common for employees to end the working day with a bottle or two of alcoholic beverages. Many people find alcohol helpful in relaxing or relieving stress in moderate amounts. However, it is crucial to be mindful of the intake to avoid overconsumption.
Employees must be consulted about health and safety, and any drug and alcohol policies that are in force. However, these signs are not specific to alcohol abuse, and may be caused by other health conditions or taking medications. The spate of SHRM inquiries about on-the-job drinking could reflect the time of year, workplace attorneys and substance abuse experts said. Recognizing and admitting that post-work drinking might be a problem is a brave first step. Seeking professional help is often the most effective way to address these challenges. Grace Counseling provides a supportive and non-judgmental space to explore your relationship with alcohol.