George rolls over and groans. It’s the morning after July 4th and he needs to go to work. George would love to call in sick, but he’s used all his accrued PTO. As he shakily goes through his morning routine, he reflects on the long weekend that was.
George used his last PTO hours to take off Monday, knowing that he planned to have a good time over the weekend with his buddies. His memories of Friday night are fuzzy, involving a sports bar, overpriced drinks, and a contortionist from a circus or a zoo or something. On Saturday his wife dragged him to a picnic with their church group. After gobbling down a couple of hot dogs and a bowl of potato salad, he joined his buddies for another evening of overpriced drinks.
Sunday he recuperated, sort of, staying in bed most of the day. His wife was unhappy because he hadn’t managed to do any of the chores that he said he would. She walked around the house humming Highway 101’s hit “Whiskey, If You Were a Woman”. George may be hung over, but he’s not stupid. It’s almost a relief to go to work today.
George staggers out the door and slides into his car. He makes it to the office safely, parks the car, and gathers his dignity for the stroll into the building. His co-workers smile at him and surreptitiously start a betting pool to guess when he’ll collapse face down on his cubicle’s desk.
Sally, his manager, notices his shaky hands clutching a mug of coffee in a death grip and frowns. She’s been worried for a long time about George. He’s a likeable guy, hardworking and knowledgeable when he’s sober, but it’s obvious that he has a problem. Sally consults Connie, the HR manager, and they decide to call George in for a meeting.
- They could berate him for showing up too hung over to do his job and threaten to fire him.
- They could sanctimoniously point out the obvious, that he’s an alcoholic, and needs to change if he wants to keep his job.
- They could show concern by offering to help him get into a treatment plan to deal with his alcoholism before it costs him his job.
Holidays can be difficult for employees with addictions. Employers can help their employees, and the company’s bottom line, by offering an employee assistance program (EAP) and having an HR policy that encourages treatment first as an alternative to disciplinary proceedings.
If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.
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