By Staff Report
Sep. 7, 2011
Dear Hard to Swallow:
Don’t delay. If you have good reason to believe an employee is drinking before coming to work, act immediately. This situation could have a negative impact on morale, is a potential safety issue and does nothing to promote an engaging work environment.
Leverage the conversation. There is nothing wrong with asking the employee if he or she has been drinking, provided you have credible reason to believe so. You have safety on your side, more than likely company policy, and applicable state laws. These conversations are best conducted when at least two company representatives are present, along with the employee.
Examine the policy. It is important to have sufficient detail in the policy to cover most situations, and if it needs to be adjusted to be more comprehensive, then the company should move to make that happen. Taking a look at the company policy regarding drinking, you will know the exact parameters.
Consider safety. Employee safety is paramount. An employee who is drinking prior to work puts people at risk. This is especially true in organizations that use heavy equipment, but could certainly apply in an office environment as well.
Offer help. If the employee admits to drinking, then do your best to offer help if you are able to through your organization’s employee assistance program. HR directors do themselves a favor by not offering counseling themselves to a person drinking. Let professional drug and alcohol counselors apply their skills instead.
Seek discipline. An employee is suspected of drinking. The employee says that he or she was not drinking and will not admit to doing so. If you still suspect drinking occurred, then have the person take a blood-alcohol test. (Some organizations have relationships with medical units that provide these services.) It is important that an HR representative escort the employee. The results of the tests will determine whether you need to take disciplinary action.
Promote a healthy work environment. People drink for a variety of reasons that could be lessened by an engaging, healthy work environment. Some companies use vendors that provide programs focused on healthy living. These could include assistance with alcohol reduction, tobacco cessation, weight loss and physical fitness.
We build robust scheduling & attendance software for businesses with 500+ frontline workers. With custom BI reporting and demand-driven scheduling, we help our customers reduce labor spend and increase profitability across their business. It's as simple as that.
HR AdministrationPolicy management: What is it and what does it look like for HR?
Summary Policy management involves the creation and maintenance of administrative procedures and guidel...
hr policy, policy automation, policy management
ComplianceMinimum Wage by State in 2022 – All You Need to Know
Summary The federal minimum wage rate is $7.25, but the rate is higher in 30 states, along with Washing...
federal law, minimum wage, pay rates, state law, wage law compliance
HR AdministrationRest and lunch break laws in every US state
Summary Federal law does not require meal or rest breaks Some states have laws requiring meal and rest ...