Alcohol in the workplace: last call.

Although you may be inclined to fire an employee you perceive to be an alcoholic or an alcohol abuser, the Americans with Disabilities Act (ADA) might protect such an employee. First, know whether ADA covers your company. Then, if it does, you should consult labor counsel prior to firing such

Survey of human resource directors

We surveyed 20 human resource directors in Southeast Louisiana to see how they handle the problem of alcoholism, whether their companies implement Employee Assistance Programs (EAPs), and the success of the employees who participate in them. Of the 20 companies interviewed, ten were classified as large companies and ten were classified as small companies.

Seven of the ten large companies surveyed have a program in place that helps to identify and treat problem drinkers. All ten companies allow personnel to use their sick leave to take time off from work for initial treatment. Five of them allow additional time, with pay, for treatment if additional treatment is required. This decision is made by the company president, immediate supervisor, insurance company, or is based on handbook policy. Nine of the ten companies cover the treatment as a medical benefit through company insurance programs. All ten companies offer information to employees who request it through their Human Resources Departments and most have an in-house program to identify, counsel, treat and/or prevent alcoholism.

Only one of the ten small companies has a policy in place to deal with social/psychological problems. In most of the small companies, whether to address an alcoholic employee's problem is decided on an individual basis. Five of these companies specify employees can take sick leave for initial treatment of alcoholism and four indicate they can take time off for further treatment. Although nine of the ten small businesses offer insurance for their employees, five do not think alcoholism is covered as a medical benefit. Also, none of the small businesses has a program to identify, counsel, treat or prevent the problem of alcoholism.

Helping the alcoholic employee

Successful treatment is a critical necessity for alcohol dependent employees and for the employing organization if the organization prefers to maintain its investment in its employees. Many treatment options are available, including participation in 12 - step groups such as Alcoholics Anonymous (AA), individual or group counseling and intensive outpatient treatment or inpatient hospital or alcohol residential treatment facility admission.

Although treatment for alcoholism can be expensive, six of the more effective treatments are low to moderate in cost. AA, for example, is free and AA has the best track record of keeping people off of alcohol once they stop drinking. Private institutions tend to be high priced.

Some combination of these interventions, based on therapeutic recommendations from the employee's health care team, is likely the best option.

In some instances, the insurance company or HMO may stipulate treatment options. A thorough medical and mental health evaluation is suggested to ensure the alcoholic employee receives appropriate, effective and cost-effective treatment.

Providing non-alcohol-dependent heavy drinkers with self-help materials relating to alcoholism can be an effective method of brief intervention.

Many families suffer extraordinary turmoil when an alcoholic stops drinking. Treating the employee without treating the family may solve one problem while ignoring and perhaps aggravating others.

The nature of the family members' treatments should be based on a thorough medical and mental health evaluation. Employers also must be aware that a non-alcoholic employee may need treatment as a family member of an alcoholic.

Factors usually cited as significant in becoming alcohol dependent are a genetic predisposition toward alcoholism; psychological makeup; and environmental, social or cultural factors.

A company cannot change its employees, genetic predispositions or psychological makeups; but it may initiate comprehensive, educational efforts such as posting or distributing pamphlets listing the warning signs of alcoholism. Preventive efforts will likely be more effective if they address a variety of contributing factors rather than a few isolated issues.

The company can take a more direct approach in the cultural and social arena. Company policies can dictate that alcohol consumption reasonably be limited or excluded from company social affairs or business luncheons and company leadership can model appropriate behavior both at official company functions and when "off-duty" in public venues.

The company also can help with preventive efforts after an employee becomes alcohol dependent. Allowing time off for treatment or attendance at AA meetings may prove to be time well spent.

Some firms have allowed the use of a meeting room on premises for AA meetings for the convenience of their employees.

Helping employees to function at their top performance level is far less costly than firing, rehiring and retraining them.

For every dollar employers invest in an EAP, they usually save $5 to $16. The average annual cost for an EAP ranges from $12 to $20 per employee.

To date, about 90 percent of Fortune 500 companies have established EAPs, but the percentage is much lower among smaller companies.

Overall recovery rates in business and industry are about 50-75 percent when EAPs are implemented.

For the supervisor faced with addressing an alcoholic employee, having a definite plan of action that includes providing support and assistance is twofold. One, the employee receives individual attention; and two, the employer saves time and money by eliminating the need to rehire and retrain a replacement.

Additionally, the employee feels as though the company cares; and the company portrays the image that it cares about its employees.