HRM textbook

554 PART 5 EMPLOYEE RELATIONS
TABLE 16-3 Observable Behavior Patterns Indicating Possible
Alcohol-Related Problems
Alcoholism
Stage
Some Possible Signs
of Alcoholism Problems
Some Possible Alcoholism
Performance Issues
Early
Middle
Advanced
Arrives at work late
Untrue statements
Leaves work early
Frequent absences, especially Mondays
Colleagues mentioning erratic behavior
Mood swings
Anxiety
Late returning from lunch
Frequent multi-day absences
Personal neglect
Unsteady gait
Violent outbursts
Blackouts and frequent forgetfulness
Possible drinking on job
Reduced job efficiency
Misses deadlines
Accidents
Warnings from boss
Noticeably reduced performance
Frequent falls, accidents
Strong disciplinary actions
Basically incompetent performance
Sources: Gopal Patel and John Adkins Jr., The Employer s Role in Alcoholism Assistance, Personnel Journal 62,
no. 7 (July 1983), p. 570; Mary-Anne Enoch and David Goldman, Problem Drinking and Alcoholism: Diagnosis
and Treatment, American Family Physician, February 1, 2002, www.aafp.org/afp/20020201/441.html, accessed
July 20, 2008; and Ken Pidd et al., Alcohol and Work: Patterns of Use, Workplace Culture, and Safety,
www.nisu.flinders.edu.au/pubs/reports/2006/injcat82.pdf, accessed July 20, 2008.
drug abuse, but should avoid becoming detectives or diagnosticians. Guidelines
supervisors should follow include the following:
* If an employee appears to be under the influence of drugs or alcohol, ask how the
employee feels and look for signs of impairment such as slurred speech. (See
Table 16-3.) Send an employee judged unfit home.
* Make a written record of your observations and follow up each incident. In addition,
inform workers of the number of warnings the company will tolerate before
requiring termination.
* Refer troubled employees to the company s employee assistance program.
DEALING WITH SUBSTANCE ABUSE For many employers, dealing with alcohol
and substance abuse begins with substance abuse testing. As we saw in Chapter 6, it s
unusual to find employers who don t at least test job candidates for substance abuse
before hiring them. And many states are instituting mandatory random drug testing
for high-hazard workers, such as electrical workers. 116 Several states also have laws
making drug-test fraud a crime. 117
Preemployment tests pick up only about half the workplace drug users, so ongoing
random testing is advisable. One study concluded that preemployment drug testing
had little effect on workplace accidents. However, a combination of preemployment
and random ongoing testing was associated with a significant reduction in workplace
accidents. 118 Preemployment drug testing also discourages those on drugs from applying
for work or going to work for employers who test. 119
Disciplining, discharge, in-house counseling, and referral to an outside agency
are the four traditional prescriptions when a current employee tests positive.
Most professionals seem to counsel treatment rather than outright dismissal, at
least initially. Employers often make available employee assistance programs (EAPs)
to provide the counseling necessary to support employees with alcohol or drug
abuse problems.