Dealing with Possible Alcohol Use by Employees in the Work Place

C

CINDY

#11
Be careful how you approach this. A law-suit can happen if you are not careful. If you talk to the person and then they feel on trial they can hurt you. If you talk to the person and they feel they have dirt on you, they can hurt you. If you talk to the person and they have a medical reason, they can hurt you. etc.

Proceed with caution.

Cindy
 
Elsmar Forum Sponsor
#12
Al Dyer said:
To whomever,

If I've placed this in the wrong place please feel free to move it.:)

I am finally to the point in my business endeavor where I have hired a person to help me. Let it be known that I am an alcoholic (dry) and do know of what I speak. This person is at a point where I consider their work close to impeccible but I have noticed the smell of alcohol on their breath in the morning.

I have noticed it at no other time and am somewhat apprehensive to bring it up at this moment. (morning breath, scope, cough syrup etc...) I do know all the old adages and methods but this is the first time it has happened to me.

Is it now time to confront the person or still monitor the situation to ensure that it does not effect the business I have already in place??

Really need help this time covers!!!

Al... (worried)
You say you know all the old adages and methods; lean on that experience and then make your decision.
 
L

little__cee

#13
One more thing

One more thing to consider - a former coworker of mine would smell like stale beer every Tuesday because Bowling Night was on Mondays. I realize you are more educated than I regarding your new hire but possibly it could be something as simple as that? I hope?

I am also not an HR guru but if your company has an Employee Assistance Program you may want to check with HR to see what you should be offering in that regard in case your suspicions turn out to be correct.

An uncomfortable situation, for sure. Hey man I wish you good luck however it turns out for you.
 

Cari Spears

Super Moderator
Staff member
Super Moderator
#14
Wes Bucey said:
It seems to me the first question should be phrased,
"Gee John Doe, your breath smells 'medicinal' this morning. Are you OK to work today?"

Depending on the response, you can proceed further or drop the issue.
I really like this suggestion. Using the word "medicinal" allows the comment to not be accusatory right from the start, in case it is not a situation of "imbibing".
 
A

Al Dyer

#15
Thank you for all of the replies, they do help.

We did go out to dinner one night (thanks Roxane) and when they came for drink orders "Jack" did not order an alcoholic drink but a cup of coffee. In a lighthearted manner he told me that he was cutting back on the booze as he felt he had been drinking too much lately. We talked about it a bit and I told him that I was an alcoholic and attended AA because I couldn't handle the stuff. I also mentioned that at times I was embarrased because I was sure I had morning booze breath (among other tales). It was said in a manner that was not directed at him and we had a good laugh about some other booze stories.

I was glad I didn't have to take a direct approach this time and there has been no evidence morning breath since our dinner. So far so good.

Thanks for the help gang!:applause:

Al...
 
Last edited by a moderator:
M

mshell

#16
Al,

I am glad to hear that things went well. I am also glad to hear that Jack realized that he is drinking too much and that things are changing. :)
 

Mike S.

Happy to be Alive
Trusted Information Resource
#17
Al,

I am glad things worked out for you! Good job. :applause:

Your story made me wonder about something, though, and I thought I'd throw this (fictional) scenerio to the group for comments:

Al was lucky as he had time to seek advice and make a decision over a few days. But let's say Al ran a business where this employee, on whose breath he thought he smelled alcohol, had to drive or otherwise perform actions whose consequences could be potentially dangerous for the suspected drinker as well as other innocent bystanders or employees. Let's say Al ran a delivery business and this guy was loading the company's delivery truck and would be leaving in 5 minutes to begin deliveries. Now a decision must be made immediately, a decision which could, if not handled just right, potentially result in a lawsuit by the employee against Al, or (much worse) a lawsuit by some injured party against Al and his company, or (even worse) the death of someone. A sticky wicket indeed.

I would guess the "right" answer (if there is such a thing) would depend on the state it occurred in as well as perhaps other variables. But I would think this situation (or one similar) is something that could potentially happen to most of us, and yet I would bet most of us are ill prepared to handle it. Something to think about...

Any HR experts or lawyers wanna take a shot at it?
 

Wes Bucey

Quite Involved in Discussions
#19
Mike S. said:
Al,

I am glad things worked out for you! Good job. :applause:

Your story made me wonder about something, though, and I thought I'd throw this (fictional) scenerio to the group for comments:

Al was lucky as he had time to seek advice and make a decision over a few days. But let's say Al ran a business where this employee, on whose breath he thought he smelled alcohol, had to drive or otherwise perform actions whose consequences could be potentially dangerous for the suspected drinker as well as other innocent bystanders or employees. Let's say Al ran a delivery business and this guy was loading the company's delivery truck and would be leaving in 5 minutes to begin deliveries. Now a decision must be made immediately, a decision which could, if not handled just right, potentially result in a lawsuit by the employee against Al, or (much worse) a lawsuit by some injured party against Al and his company, or (even worse) the death of someone. A sticky wicket indeed.

I would guess the "right" answer (if there is such a thing) would depend on the state it occurred in as well as perhaps other variables. But I would think this situation (or one similar) is something that could potentially happen to most of us, and yet I would bet most of us are ill prepared to handle it. Something to think about...

Any HR experts or lawyers wanna take a shot at it?
I'm glad for you, too, Al.
I'm sure you, more than most of us, recognize the traps ahead for your guy and the help he'll need to avoid them. As we say repeatedly in business, "It is usually more cost-effective to RETAIN (a customer, a friend, an employee) than to FIND NEW."

:topic: Mike S. brings up an interesting offshoot that probably deserves a thread (or even a Forum) of its own: Risk Management.

Risk Management encompasses everything from dealing with impaired or incompetent employees to product non-conformances [regardless of whether they are life, health, safety, related] to workplace safety.

Risk Management is more properly considered under the Business Management System of an organization, but it has many of its roots in the QMS of an organization. Certainly, ISO14000 entails some of these roots, as do ISO9001:2000 clauses related to (6) Resource Management, (7) Product Realization, (8) Measurement, analysis, and improvement.

In addition to the business risk (which may be ameliorated by insurance), there is a psychological or moral risk. I'm not sure WHERE I would want to discuss those risks or with whom.

So, if it's a topic that you think has "legs" and will interest many of our Covers, start a new, specific thread on some aspect of Risk Management, Mike, and let's see who jumps in.
 

CarolX

Super Moderator
Super Moderator
#20
Mike S. said:
I would guess the "right" answer (if there is such a thing) would depend on the state it occurred in as well as perhaps other variables. But I would think this situation (or one similar) is something that could potentially happen to most of us, and yet I would bet most of us are ill prepared to handle it. Something to think about...

Any HR experts or lawyers wanna take a shot at it?
OK...I have to say this....there is only one right answer, and let the consequences be d**med. You don't let the driver out on the road.

How do you "Risk Management" the life of a human being?

I know that may not be "real world", but maybe it should be!!!!

Just a stir in the old pot.

Carol
 
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