Alcoholism is a disease that can seriously affect functioning in the workplace \u2013 both for the addicted person and the entire team. An intoxicated employee becomes less effective, makes more mistakes and can pose a threat. However, confronting the problem is often difficult \u2013 for both co-workers and superiors. So how can you approach the situation professionally and effectively?<\/p>
Alcohol addiction is not always obvious. Sometimes it develops over years, and the symptoms gradually worsen. The most common signs of a problem include:<\/p>
1. Documenting the problem<\/strong> 2. Avoiding confrontation while drunk<\/strong> 3. Professional conversation<\/strong> \u2705 Facts, not accusations<\/strong> \u2013 instead of saying \u201cYou are an alcoholic\u201d, it is better to point out specific situations: \u201cI noticed that in the last month you were late for work three times and had problems concentrating.\u201d 4. Cooperation with the HR department and specialists<\/strong> 5. Making personnel decisions<\/strong> In Poland, an employer cannot force an employee to undergo addiction treatment, but can refer them for sobriety tests and introduce support programs in the company. It is important that the approach to the problem is professional and in accordance with applicable labor law.<\/p>
If you suspect that an employee has a drinking problem, it is necessary to gather specific evidence. It is worth noting cases of lateness, absences or errors resulting from intoxication - this will facilitate later conversation and possible personnel decisions.<\/p>
If an employee is under the influence of alcohol, it is not worth having a substantive conversation with them. In such a case, it is necessary to immediately remove them from their duties - preferably in the presence of a witness - and call the person responsible (e.g. supervisor, HR department).<\/p>
The key moment is a conversation with the employee, which is best done calmly, in neutral conditions. As a specialist, I recommend clear but empathetic communication:<\/p>
\u2705 Proposed solution<\/strong> \u2013 if the company offers support, it is worth informing about it, e.g. about the possibility of therapy or consultation with a specialist.
\u2705 Consequences<\/strong> \u2013 if the situation repeats itself, the consequences must be clearly defined (e.g. warning, possibility of dismissal).<\/p>
In cases of chronic addiction, expert support is essential.\u00a0Addiction therapy<\/strong>\u00a0can help an employee regain control over their life and avoid professional consequences. It is also worth considering working with a psychologist or psychiatrist who will assess the level of addiction and advise on further steps.<\/p>
If the employee shows no willingness to change and continues to show up to work under the influence of alcohol, more drastic measures may be necessary, including termination. The employer has the right to protect the safety and effectiveness of the team, so disciplinary action is necessary in extreme cases.<\/p>Can an employer refer an employee for treatment?<\/h2>
Alcoholism in the Workplace \u2013 a Problem That Can Be Solved<\/h2>