Even though supervisors must not try to diagnose the problem, there are many signs that may indicate a problem with alcohol or other drugs.
Leave and attendance
The following behavior related to leave or attendance may be indicative of a problem:
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)
Performance problems
The following performance issues may be indicative of a problem:
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
The issues in interacting with coworkers may also be indicative of a problem:
Relationships with coworkers 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 from creditors or collection companies at work.
Behavior at work
The appearance of being inebriated or under the influence might include:
Smelling of alcohol
Staggering or an unsteady gait
Bloodshot eyes
Mood and behavior changes, such as excessive laughter and talking in an inappropriately loud manner
Excessive use of mouthwash or breath mints
Avoidance of supervisory contact, especially after lunch
Tremors
Sleeping on duty
None of these signs means an employee is a substance abuser. However, when there are performance and conduct problems coupled with any number of these signs, it is time to refer to the EAP for an assessment so that the employee can get help if needed. It is important to consult with your organization’s policy and procedures and enlist consulting with Human Resources.
