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Alcoholism at work

Melanie

I’m looking for some advice about how best to manage alcoholism in the work place? Reports from teams members have indicated that alcohol can be smelt on one of their colleagues, there have been no concerns raised in regards to performance nor has sickness/ absence been a concern.However, the smell of alcohol remains a persistent concern. We want to be responsive to concerns however, unsure as to how to proceed fairly and sensitively.

 

Any advice?

  • in reply to Melanie

    "so far we have been managing the situation in a supportive way. We've previously spoken to the individual who has indicated that a type of herbal medication causes the smell of alcohol. They’ve been open and cooperative on every occasion when concerns have been highlighted as well as offering to undergo alcohol/ drug testing."

    I missed this in my initial reply.

    Call me a cynic if you wish, but what 'herbal medication' causes the smell of alcohol??

    If you have no suspicion this person is under the influence then why has the subject of drug/alcohol testing come up?

    Why do you say this has been managed in a supportive way if you have no suspicions that it is any thing else other than herbal medicine?

    If this was me, or let us suppose a responsible company which employed drivers, I think such a  company would be insisting on a drug test.

  • Stepping back a little but attempting to get to heart of your question I hope...

    You have an employee who work colleagues (and I assume supervisors managers) report as smelling of alcohol.

    Therefore you have sufficient "evidence"/ belief to arrant a discussion / low level investigation. You have carried this out.

    The employee has co-operated (to their credit) and given you an explanation for the smell not connected to alcohol.

    At this juncture it appears you have two choices - one you believe them in which case the matter is closed. Or two you do not believe (or at least not yet) their explanation - in which case you need to do further investigation. This might be as simple as an internet search for the product/herb they are using and seeing if this is a known side effect through further questioning of them right up to a alcohol/drugs test etc depending on your approach and what you uncover.

    You need to balance their co-operation and the lack of any impact on their work/performance and demeanour at work against the constant smell of alcohol etc and form a balanced view as to what to do next.

    Good luck
  • This point has already been referred to obliquely, but I'd like to address it more specifically:

    Please be careful not to conflate "drunk at work" and "alcoholic". The former is a disciplinary issue that needs investigating and dealing with as any disciplinary matter. The latter is an illness that needs to be managed as such.

    Alcoholism may be offered as mitigation for being noticeably drunk, apparently under the influence or smelling of alcohol. However, alcoholism is a treatable illness and an employee willing to undergo treatment (and who stays on the wagon) can be supported effectively to remain at work.

    By contrast, one who isn't an addict but who simply lacks the discipline or self-control to resist a few drinks that impair performance or affect safety is a disciplinary liability.
  • in reply to Robey

    Very well-said, Robey!

    I happen to be vaguely connected with a fellow who went to the same local school, who grew up in a comfortable  professional home but with a father ( an industrial medical doctor) who had very many fine qualities but was an alcoholic. As often seems to happen to children of alcoholics, the subject of this tale about 30 years ago found himself sleeping rough on a park bench in New York, himself a homeless and seemingly-hopeless alcoholic.

    He decided though then that enough was enough and hasn't touched an alcoholic drink since then and is now, even in his seventies, one of America's if not the world's leading alcoholic rehabilitation experts with his own thriving practice, far greater prosperity than even his father ever enjoyed and who travels the globe speaking at conferences etc.

    So it's a treatable illness  and we all shouldn't forget that fact and strive as far as far as we reasonably can to help in every way those so afflicted by this serious disorder

  • in reply to David Perry
    I have considered an OH referral as a possibility, there role involves manual handling and customer fronting but driving is not a part of their job.
    The last time the issue was raised was several months ago where colleagues reported that they could smell alcohol and identified erratic behaviour. This was dealt with through an investigation which is where testing came up. No instigated by the investigator but offered by the individual in question. However, the investigation identified other issues surrounding employee conflict which suggested t hat reports from colleagues weren’t unbiased. No further action was deemed necessary at the time. This is the first incident since then that has been raised. However, on this occasion there have been no reports of erratic behaviour or signs that the individual is indeed drunk i.e. no slurring of speech etc.... however the smell of alcohol has been reported. If they were indeed drunk on the premises or openly consumed alcohol then this would be managed through disciplinary in-line with policies and procedures. However, given that alcohol has been reportedly smelt but no other indicators would lead to a reasonable assumption of drunkenness then disciplinary doesn’t seem appropriate in the given circumstance.
  • in reply to David
    I agree whole heartedly- hence we want to be fair and appropriate in managing the concerns raised without a gun-ho approach , which sadly is the approach possibly preferred by senior members of the team.
  • in reply to Melanie
    Hi Melanie
    But if the role involves interaction with customers, it's not acceptable that the employee doing this habitually smells strongly of alcohol, *even if* there is no evidence at all of intoxication. Disciplinary or no disciplinary is surely a rather different and separate matter, to be determined by proper investigation.
  • in reply to Melanie

    Sorry, Melanie, I failed until now to see your direct response and just responded to your general  one before that.