Many companies report that alcohol consumption
and drug use are major problems. The substance
abuse that currently affects one in four Pennsylvania
households is also a big negative for the workplace.
Major corporations and "small businesses" alike
must deal with:
- loss of productivity and poor performance
- lateness and absenteeism
- safety concerns
- adverse effects on employee morale, company image
and customer relations
The view of drinking & drugs on the job has
changed dramatically. No one wants to have their
job affected, or be hurt by, a co-worker with this
kind of problem. In one survey, 70% of manual workers
supported a total ban on drinking during work hours.
Livengrin specializes in helping a business to
take action that can assist employees and also
minimize risks to the company.
The Case for Employers' Helping a Troubled Worker
An employer has a general duty to ensure the health,
safety and welfare of workers, as far as reasonably
practical. Knowingly allowing someone to continue
while "under the influence" places the
person and others at risk, leaving a firm open
to legal liability.
After making an investment in a worker, a company
may prefer helping rather than firing to resolve
a substance-abuse issue. A smart business will
want to do what it can to help a troubled worker
in whom they've made an investment in training,
time and compensation. (All employees will respond
positively when a business takes this course!)
It's true that tackling employees' " personal
habits" can be daunting, especially for businesses
without an HR specialist or EAP. However, dealing
with existing problems and preventing others can
save time and money in the long run.
Here are the two major steps a company can take
to deal with the challenge of employee addiction.
The first step is a straightforward written policy
that deals with alcohol/drug problems at work.
It does not need to be long or complicated, but
should cover:
- Reason: why have the policy, who does
it apply to?
- Rules: expectations of employees' behavior
to ensure that alcohol/drugs do not affect
their work
or safety
- Help: what support is available to employees,
and information on alcohol/drug abuse
- Confidentiality: assurance that workers'
records or treatment will be private
- Disciplinary Action: the circumstances
in which the company will act punitively
