According to the World Health Organization (WHO), globally an estimated 237 million men and 46 million women suffer from alcohol-use disorders with the highest prevalence among men and women in the European region (14.8% and 3.5%) and the Region of Americas (11.5% and 5.1%).
Several million more adults engage in risky drinking patterns that could lead to alcohol problems as well as:
Lost productivity
Healthcare costs
Traffic accidents
Legal expenses
Personal tragedies
Alcohol is a major factor in injuries at home, work and on the road. Nearly half of all traffic fatalities involve alcohol.
In the workplace, the costs of alcoholism and alcohol abuse manifest themselves in many different ways:
Absenteeism is estimated to be 4 to 8 times greater among alcoholics and alcohol abusers
Family members of alcoholics also have greater rates of absenteeism
Accidents and on-the-job injuries are far more prevalent among alcoholics and alcohol abusers
In the workplace
When the use or abuse of alcohol interferes with the employee’s ability to perform his or her duties, the employer has legitimate concerns, including the proper performance of duties, health and safety issues, and employee conduct at the workplace.
Supervisors have an important role in dealing with alcohol problems in the workplace. You have the day-to-day responsibility to monitor your employees' work and on-the-job conduct. You are not responsible for diagnosing alcoholism in employees. Basic supervisory responsibilities include:
Assigning, monitoring, reviewing and appraising work and performance
Setting work schedules, approving or disapproving leave requests
Taking necessary corrective and disciplinary actions when performance or conduct problems surface
Referring employees to your Employee Assistance Program (EAP)
At some point, you will likely encounter employees with problems related to alcohol in dealing with performance, conduct and leave problems. Sometimes, you may know there is a problem because the employee admits to being an alcoholic or the problem is self-evident. For example, an employee may become intoxicated while on the job or be arrested for drunk driving. But in other cases, you may not know that there is an alcohol problem.
Your supervisor’s role is not to diagnose the alcohol problem but to:
Exercise responsibility in dealing with the performance or conduct problem
Hold the employee accountable
Refer the employee to the EAP
Take any appropriate disciplinary action
The most effective way to get an alcoholic to deal with the problem is to make the alcoholic aware that their job is on the line and that he or she must get help and improve performance and conduct or face serious consequences, including the possibility of losing his or her job.
Signs of alcohol use
Leave and attendance
Unexplained or unauthorized absences from work
Frequent tardiness
Excessive use of sick leave
Patterns of absence such as the day after payday or frequent Monday or Friday absences
Frequent unplanned absences due to "emergencies" (e.g., household repairs, car trouble, family emergencies, legal problems)
The employee may also be absent from his or her duty station without explanation or permission for significant periods of time.
Performance problems
Missed deadlines
Careless or sloppy work or incomplete assignments
Production quotas not met
Many excuses for incomplete assignments or missed deadlines
Faulty analysis
In jobs requiring long-term projects or detailed analysis, an employee may be able to hide a performance problem for quite some time.
Relationships at work
Relationships with co-workers may become strained
The employee may be belligerent, argumentative, or short-tempered, especially in the mornings or after weekends or holidays
The employee may become a "loner"
The employee may also have noticeable financial problems evidenced by borrowing money from other employees or receiving phone calls at work from creditors or collection companies.
Behavior at work
The appearance of being inebriated or under the influence of alcohol might include:
The smell of alcohol
Staggering or an unsteady gait
Bloodshot eyes
Smell of alcohol on the breath
Mood and behavior changes such as excessive laughter and inappropriate loud talk
Excessive use of mouthwash or breath mints
Avoidance of supervisory contact, especially after lunch
Tremors
Sleeping on duty
Not any one of these signs means that an employee is an alcoholic. However, when there are performance and conduct problems coupled with any number of these signs, it is time to take steps so the employee can get help if it is needed.
Source: The U.S. Department of Personnel Management
