Sack or Support? Drink and Drug Problems in the Work Place
Author: Sherry N. Oswald
Employers and management face a difficult decision when confronted with an employee who exhibits behaviour consistent with drug or alcohol abuse. Should the employee be sacked or is there an alternative? It is clear that productivity and morale are affected by substance abuse, but the solution to the problem may be less clear. An Employee Assistant Programme (EAP) can help employers retain their staff while helping a troubled employee get back on the right path.
Recognizing that there is a problem is the first step to dealing with an employee who may be suffering the effects of drug or alcohol abuse while at work. Excessive absences and tardiness that seems uncharacteristic of the employee is a sign that all may not be well. Additionally, the employee’s appearance may be unkempt; he may exhibit irrational or angry behaviour, or fail to follow through with his duties. The context of such changes is important. If an employee has had a dismal record of performance in the past, it may simply be a sign of a lack of good work ethics. If, however, the employee has historically received good reviews and performed well, the individual may yet be an asset to the company and a good candidate for EAP services.
It’s important not to confront an employee while he or she is under the influence of drugs or alcohol, if possible. If an employee is belligerent, threatening, or out of control, it is best to call authorities to handle the situation. Otherwise, a private meeting with the individual that addresses the problems that are extant and offers help to deal with them will likely be met with gratitude. If the employee expresses the wish to receive assistance and wants to address the problems, it is likely that an EAP consultation will be beneficial and may assist in retaining the employee and restoring him or her to optimal health. If however, the employee denies a problem and doesn’t seem receptive to improving performance, it may be best to terminate the employee.
An EAP allows an individual to consult with a professional to receive valuable information, counselling, and resources for mental health and substance abuse issues. There are also resources designed to help address grievances, legal issues, and other problems. The stresses of life and of the workplace often leave employees feeling overwhelmed and hopeless. Through EAP services, employees may call an objective, neutral professional who will help navigate the issues that the employee is facing. There are opportunities for telephone, online, or face-to-face counselling to assist the individual in obtaining help. If in-depth counselling or treatment is warranted, an EAP can assess those needs and refer clients to the proper resources.
There are many benefits for a company to use an EAP provider. Having such services in place provides a safety net that employees will find beneficial. The employer can refer individuals to the programme for problems that are beyond their expertise or comfort level. Issues that may affect employee morale, performance, absenteeism rates, efficiency, and workplace injuries may be addressed by professionals who are trained to handle them. EAP services can mitigate many common work-related and substance-abuse issues efficiently, reducing turnover while simultaneously improving morale.
A manager or employer who knows the staff well and recognizes when there is a problem is the best person to judge whether an employee should be sacked or if they deserve a chance at saving their job. Everyone has low points in life where a helping hand has made all the difference. Employers who recognize the value of a healthy, safe, and caring workplace will benefit from the services that a good EAP can provide.