ASK DR. BILL (Alcohol, Drugs and the Workplace)

Dear Dr. Bill,
I own a small manufacturing firm. One of my employees, I'll call him "Joe," has been with the company for over 30 years and, until the last few months, he has always been en efficient worker in a high skill position. He no longer seems to be "with it" when he comes on the job in the mornings and occasionally I smell alcohol on his breath. His absenteeism has also increased. I hear on the grapevine that he has been doing some heavy drinking since his wife died last year.

I've always liked Joe and I don't want to lose him. On the other hand, we can't keep him here if he doesn't shape up. Any ideas?

Concerned

Dear Concerned,
By writing me, I suspect that you think it is likely that Joe has an alcohol or other drug problem, but, be careful...don't try to make any diagnosis. Keep a record of his work performance, good or bad, and document any job performance changes. Then, and only then, arrange a time to talk to him about the problem.

Let him know what your expectations are, discuss the consequences if they are not met, and make him aware of the available options to help him with whatever the problem may be. Don't use judgmental terminology like "alcoholic" or "addict." Talk about alcohol or prescription drug "problems."

In essence, what you will have done is put the ball in Joe's court. He will either seek help or continue to behave in the same manner. If his work performance and attendance continues to be subpar and you have duly recorded the facts, then you have the right to fire or reprimand him. Firing him simply because of addiction is not only illegal but it is probably not in his best interest or that of your company.

Joe has been with you a long time. What you choose to do may not only be a life-saving choice for a long-term employee, but even if he lacks adequate insurance coverage, helping him to he the treatment he needs is probably more cost effective than hiring and training a new worker to replace him. According to Recruiting Trends magazine, on average it costs an employer an average of $7,000 to replace a salaried worker, $10,000 to replace a mid-level employee and more than $40,000 to replace a senior executive. A number of research papers show that treatment for substance abuse mandated by employers is effective. For example, authors of one large study published in the Journal of Substance Abuse (1996, 8(1):115-128) concluded that "the coercive referral condition did not hinder the chances for successful treatment. In fact, if appears that mandatory referral to treatment and the risk of job loss served as a strong motive for treatment compliance."

Further, employees who have successfully completed treatment for a chemical dependency have a brighter future than those that don't...to the benefit of both themselves and the employers. According to the Substance Abuse and Mental Health Services Administration, employees who maintained sobriety one year after inpatient treatment demonstrated a 50% drop in injuries, an 82% drop in tardiness, an 83% drop in mistakes and an 85% drop in absenteeism.

Bottom line, help Joe and you help yourself as, once recovered, he will likely be grateful and loyal to you as a caring employer who allowed him to get well and keep his job.