Alcoholism

The Root Of All Evil

Another update from the Jungle….

It all began so innocently with a run-of-the-mill claim of discrimination. Helen, the HR manager, sighed heavily when the claim hit her desk. Sally, the employee making the complaint, is far from being a satisfactory employee. On the other hand, Ben is her least favorite manager due to his inability to follow even simple rules on how to treat employees.

Grumbling to herself, Helen drives across the state to their work location to begin investigating. She settles and calls Sally in to make a statement. Sally shows up clutching a fistful of photocopied pages from the employee handbook with passages highlighted in neon green.

Sally spends the next two hours explaining how Ben has violated each highlighted policy. It’s a litany of slights, put-downs and hurt feelings that culminated in not being invited to Ben’s beer and barbeque party. Helen privately fantasizes about how much fun it would be to drop kick Sally and Ben out of her HR life. But when she hears of the beer and barbeque outing, she gets a cold chill familiar to any experienced HR person. What has Ben been up to?

Helen get rid of Sally and calls in other employees to ask for more details about Ben and his parties. What she learns almost straightens her perm. Davy gives her details of the barbeque and beer party that leaves Helen wondering if Ben was aiming to set a Guinness world record on beer consumption.

Assistant manager Jim tells her that Ben initiated him into the management ranks by taking him out for a celebration. The celebration included weekly trips through the honkytonks, road houses and nightclubs in a tri-county area. Jim says he only mentions it because he’d like to know if there is an HR policy to cover his treatment for alcohol addiction.

Helen calls in Ben for a chat. Ben says he’s had it with Sally’s whining and demands that she be fired because she’s a lousy worker. He becomes evasive when Helen asks him about the drinking parties.

What should Helen do next?

  1. She can make her fantasy come true by drop kicking Ben off the earth, or at least, out of the company.
  2. She can ask Ben to include Sally and other female employees in his beer and barbeque events as proof he’s not discriminating against them.
  3. She can give Ben a written warning about the myriad HR policies he’s violated and require him to take additional training in HR policies.

In the actual situation, senior management decided to give the manager a second chance at his job. However, his actions were closely monitored by the HR Director and senior management.

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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The Morning After

Another update from the Jungle….

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.

What should they say to George?

  1. They could berate him for showing up too hung over to do his job and threaten to fire him.
  2. They could sanctimoniously point out the obvious, that he’s an alcoholic, and needs to change if he wants to keep his job.
  3. 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.

Ebook Link

Join the HR Compliance Jungle today. Click here!

Follow us on Facebook & Twitter!

Visit our website!