Help! My employee is liquored up

Management
Written By Alex Santos

A manager recently had an employee show up for work who he believed was slurring his speech and smelling of alcohol. This can be a serious problem, as it can affect the employee's performance, safety, and reputation, as well as the company's image and productivity. How should you deal with this issue? Here are some steps you can take:

1. Meet with the employee privately. Do not accuse or confront the employee in front of others, as this can be humiliating and unprofessional. Instead, invite the employee to a private meeting and express your concern about their odor. Be respectful and empathetic, but also firm and clear. Explain that it is unacceptable to smell like alcohol in a professional environment and that it violates the company's policy on hygiene and substance abuse.

2. Assess the situation. Try to determine if the employee is under the influence of alcohol or if they just have a residual smell from drinking the night before. Look for signs of impairment, such as slurred speech, poor coordination, red eyes, or erratic behavior. Ask the employee if they have been drinking, and if so, how much and when. If the employee admits to drinking, ask them why they did so, and if they have a problem with alcohol.

3. Take appropriate action. Depending on the severity of the situation, you may need to take different actions. If the employee is clearly intoxicated, you should send them home immediately and arrange for safe transportation (as in think Uber or Lyft), DO NOT ALLOW THEM TO DRIVE THEMSELVES HOME. You should also document the incident and report it to HR. If the employee is not intoxicated, but still smells like alcohol, you may ask them to change their clothes, take a shower, or use a mouthwash. You may also decide to adjust their work schedule or assign them less critical tasks for the day.

4. Follow up with the employee. Once the employee returns to work, you should have another meeting with them and discuss the consequences of their behavior. You should also offer them support and resources to help them deal with their alcohol problem, if they have one. You may refer them to an employee assistance program (EAP), a counseling service, or a rehabilitation center. You should also monitor their progress and performance, and provide them with feedback and encouragement.

5. Enforce disciplinary measures if necessary. If the employee repeats their offense, or refuses to cooperate or seek help, you may need to take disciplinary actions against them. This may include issuing a warning, suspending them, or terminating them from their job. You should follow your company's policy and procedures on disciplining employees, and consult with HR and legal experts before making any decisions.

By following these steps, you can handle an employee who shows up to work smelling of alcohol in a professional and effective way. You can also prevent further problems and ensure a safe and productive workplace for everyone.

Alex Santos
As Managing Member of Collabor8 Learning, my role is to build and execute learning and development strategies for organizations seeking to improve the return they are getting from their training programs. We focus on four core areas: performance analysis, instructional design, e-learning development, and learning management. As a hybrid HR/instructional design consultancy, Collabor8 Learning partners with your team to leverage today's training technologies to increase the productivity of your people. I am a senior human resources and training executive with over 17 years of progressive experience. My work in private industry has focused heavily on the development of learning and development systems that transform employee performance from ordinary, to remarkable. I accomplish this by combining organizational development strategies and tactics to blended learning programs with line of sight alignment to clearly defined performance goals. Additionally, I launched Miami Payroll Center in conjunction with my brother and sister-in-law in 2004 to meet the payroll needs of small to mid-size organizations. Our consultative approach to guiding new entrepreneurs as well as more seasoned business owners in alleviating the pain of payroll processing has created a very successful and growing payroll processor in the market. Specialties: Instructional Systems Design, E-Learning, Learning Management Systems, Payroll, Organizational Development, Employee engagement, HR Strategic Planning, Talent Acquisition & Management, Leadership Development, Coaching & Mentoring, Employment Branding Proposition & Positioning, Workforce Planning, Performance Management, and Leadership Development.
https://www.bynimble.com
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