company's obligation

clarkbar

What is the obligation of a company (manufacturing) if there is an older, long-time employee who has a drinking problem? We know they have a problem as they admit it, miss almost every Monday, but do not want help with their problem. We don't think the employee is drinking during working hours and it doesn't seem to affect their performance other than the missed Mondays. What can/should we legally do about this situation? Thank you.

Zanne

Do you have an attendance policy?
Do you have an EAP? (Employee Assistance Program)

I would start counseling the employee per the attendance/disciplinary policy and let them know that the EAP resources are available.

Then, I'd let the employee decide if he would like to not miss Mondays, use EAP, or take a involuntary career redeployment.

Zanne

Hunter1

"involuntary career redeployment"??? I like that.
Zanne is correct, you seem to have an attendance problem that needs to be dealt with at a minimum. Also a voluntary (at least before discplinary action is started) referral to the EAP or professional help might be offered.

sonny

I agree with the above and below. Involunary career redeployment? I LOVE it!

lorrie

I think Zanne is right on. Apply your policies (attendance for now, performance if it becomes an issue later). Make sure the employee is aware of exactly how many absences can add up prior to termination. The rest is up to the him/her.

LindaS

If you have an attendance policy, make sure you apply it consistently. If you have an EAP, suggest he seek treatment. In the absence of either of these, there isn't much you can do as long as he is not drinking on the job. You don't have an legal responsibilites at this point because he has not been certified as an alcoholic and he is not seeking treatment.