Case Study # 4
“As long as alcoholism remains essentially a moral problem, it will be met with the weapons of moral issues -- condemnation and punishment or, at best, shame, exclusion and ostracism,” (Yvelin Gardner, National Council on Alcoholism and Drug Dependence, 1950). Alcoholism in the workforce is very real issue for many employers. According to the National Council on Alcoholism and Drug Dependence (NCADD), a national survey found that almost 25% of American workers admitted to drinking during the workday, (“Drugs and Alcohol”, n.d.). The case study involves an ethical dilemma that employers run into when they employ an employee who dependent on alcohol. The employer first response is to verbally warn the employee that the behavior …show more content…
According to NCADD, the maintenance and repair industry are prone to alcohol abuse. The organization states that alcoholism in the workplace can lead to worker injuries, fatal accidents, increased sick time and a decrease in production, (“Drugs and Alcohol”, n.d.). The employer has duty to his business, customers and employees to provide safe working conditions. The employer should have a company policy manual that outlines what is expected from its employees and this manual should include a section about drug abuse. The employer should have a company policy that stipulates the alcohol abuse is not permitted in the workplace and explains the consequences. If the employer suspects an employee is dependent on alcohol than they should address that behavior with the employee. If the employee is suspected of drinking on the job than they employee should be tested if appropriate to do so. The employer should document the performance issues related to alcohol abuse. Due the legal issues involved with substance abuse, the employer should have an Employee Assistance Program to recommend to the employee to address their substance abuse problems (“Drugs and Alcohol”, n.d.). If the employee refuses treatment or the employee’s performance continues to decline than the employer should proceed with termination supported by documentation of the employee’s
“As long as alcoholism remains essentially a moral problem, it will be met with the weapons of moral issues -- condemnation and punishment or, at best, shame, exclusion and ostracism,” (Yvelin Gardner, National Council on Alcoholism and Drug Dependence, 1950). Alcoholism in the workforce is very real issue for many employers. According to the National Council on Alcoholism and Drug Dependence (NCADD), a national survey found that almost 25% of American workers admitted to drinking during the workday, (“Drugs and Alcohol”, n.d.). The case study involves an ethical dilemma that employers run into when they employ an employee who dependent on alcohol. The employer first response is to verbally warn the employee that the behavior …show more content…
According to NCADD, the maintenance and repair industry are prone to alcohol abuse. The organization states that alcoholism in the workplace can lead to worker injuries, fatal accidents, increased sick time and a decrease in production, (“Drugs and Alcohol”, n.d.). The employer has duty to his business, customers and employees to provide safe working conditions. The employer should have a company policy manual that outlines what is expected from its employees and this manual should include a section about drug abuse. The employer should have a company policy that stipulates the alcohol abuse is not permitted in the workplace and explains the consequences. If the employer suspects an employee is dependent on alcohol than they should address that behavior with the employee. If the employee is suspected of drinking on the job than they employee should be tested if appropriate to do so. The employer should document the performance issues related to alcohol abuse. Due the legal issues involved with substance abuse, the employer should have an Employee Assistance Program to recommend to the employee to address their substance abuse problems (“Drugs and Alcohol”, n.d.). If the employee refuses treatment or the employee’s performance continues to decline than the employer should proceed with termination supported by documentation of the employee’s