In addition, there are several stages of the disease which are often described as early, middle, and late. While it is not essential for a supervisor to fully define these stages, it is useful to understand them in terms of how the disease presents itself in the workplace. If the employee is disruptive to the workplace, you should remove him or her from the immediate worksite. This may involve taking the employee home or at least taking him or her to the health unit, the EAP office, or some other safe location.
If you decide you would like to have a drink, this Yahoo article offers some helpful tips to ensure you behave responsibly, such as never drinking more than your colleagues, among a few other tips and strategies. Digital marketing specialist Cully Eisenbeis believes building networks and partnerships with colleagues, vendors, leaders and clients is a very important part of how he has built his career. As he’s gone from a single, recent college graduate to being in his late 30s and married https://ecosoberhouse.com/ with two children, he’s also seen a shift in others’ approach to drinking, as well as his own, while climbing the corporate ladder. If an employee continues to underperform and/or cause concern, you may decide to follow either the capability or the disciplinary policy. Either way, ensure you have followed a clear process before you consider dismissal to avoid a successful unfair dismissal claim. If there are any actions you can take to help them at work, agree what can be done.
Is drinking at work illegal?
If this happens, it is important to continue to document any problems and to take any necessary disciplinary action. It is not unusual to have additional meetings with the employee and to make additional referrals. The employee is in “denial” at this point and does not see that he or she has a problem. The disease is so strong that the individual is unable to see what is happening to himself or herself. In any case, the appropriate course of action is to continue to hold the employee accountable for his or her performance and/or conduct, regardless of whether or not the employee has admitted an alcohol problem. Once prepared, you should notify the employee of the time and place of the meeting.
A quick answer is probably no, but there may be situations where it’s called for. Hedge your bets with a clear policy that outlines when/if drinking is allowed, how it should be kept to a minimum, and that employees should never work or drive if impaired. Outside those specific stipulations, consumption of drugs or alcohol while on the clock, or during lunch if the employee intends to return to work for the remainder drinking after work of their shift, should be prohibited. In most agencies, it is the employee relations or human resources specialist who actually prepares or drafts adverse or disciplinary action letters, including those involving a firm choice. 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.
The End of the Shift Drink
There is also a warning included mentioning that non-drinking days should be planned to avoid developing a habit. It is important to immediately and accurately document in writing what has transpired. Record all the events that led to sending the employee home, especially if any disciplinary action is necessary. It is important to work with the EAP and employee relations staff and keep them informed of such events because the quality of the information they receive from you impacts on the quality of their advice and service.