How to Handle an Employee With a Drinking Problem

It would be easy to say that employee behavior outside of work has no affect on the workplace. This is far from reality. Personal issues affect employees at work all the time. One of the most difficult to handle is a suspected drinking problem. On the job, this can cause problems with attendance and conflicts with other employees. It can also affect performance. Read on to learn more.

Difficulty: Moderate

Instructions

Things You'll Need:

• Employee Assistance Contact Information
• Health Plan Contact Information

1. Identify the specific reasons why you think that the employee has a drinking problem. If you were told about this by other employees or you have seen things there must be reasons for your opinion. Has the employee been late a lot? Do they always get drunk at company functions or on business trips? Do they drink at lunch? Has their job performance suddenly slipped?

2. Investigate concerns that you have not seen first hand. If you heard that they have been drunk on a business trip talk to the employees who told you this and find out what the employee said or how they were acting. If performance has slipped find out what is missing.

3. Contact your Human Resources Department for help. You may also have an Employee Assistance Program to call for advice even if you don’t have a Human Resources Department. If you don’t have either or are not sure call your health insurance provider. They will have a behavioral or mental health department that can give some guidance.

4. Set up a meeting with the employee. Have someone else present to listen, help and take notes. Tell the employee about what you have observed as a problem such as poor performance, drinking at lunch or lateness. Ask them if there is anything going on outside of work that is affecting their ability to do their job.

5. If they tell you they have a drinking problem refer them to the Employee Assistance Program or your Health Insurance provider. If they deny any outside problems tell them that you are not an expert but you think that something is affecting their work. Either way tell them to contact the Employee Assistance Program or your Health Care provider. Give them the contact information.

6. Remind the employee of the standards that they have to meet to keep their job whether this is job performance, attendance or responding to customers.

Tips & Warnings

• Alcoholism may be considered a disability under the Americans Disabilities Act (ADA). The ADA allows businesses to require employees to stick to rules and performance standards but employers may be required to allow phone calls or time off for treatment.
• Don’t start a meeting by saying “I think you have a drinking problem” unless you are an expert in identifying and treating alcoholism. Stick to talking about behavior that affects work and leave diagnosis and treatment to the professionals in the field.

Resources

• The EEOC