Unrealistic Attempts at Being Reactive in the Workplace

 Consider this:

While sitting in your office at 1pm on a Tuesday afternoon, an employee comes to you and says, can we talk?  You have them close the door, and they admit to you that they have a drinking problem, and it is so severe, that they are finally admitting to you that they need help.  What do you do? 

1. Facts-their job performance has not yet been effected. It is illegal to operate any vehicle while under the influence of alcohol if over the legal limit.  Policy states it is not allowed at all.  Your professional standards are to maintain confidentiality due to potential discrimination by others, as well as ensure the safety of all others to the highest degree possible. 

2. Fairness-You cannot know the situations that have led this person to their current situation.  Be mindful.  Provide them with respect for being proactive, even if late in the game, but before someone got hurt.  Consider the reasons this person is asking for help, and how your decision is going to affect their autonomy. 

3. Consequences-The most affected person in this situation will be the employee.  However, many others will be affected, but not in a way that can’t be remedied, so long as your decision keeps them protected as well.  

4.  Character-What do you know or need to know about the person asking for help? As an employer, many questions and answers here are going to cross a professional line and cannot be answered.  We must base our decision on their professional conduct rather than personal character.  

Approaching a situation in the workforce with the four-way method, such as this, is untimely, unrealistic, and potentially dangerous.  The four-way method of analyzing a situation to make an ethical decision is largely reactive, and comes into play too little, too late.  

At this stage, we have an employee who immediately cannot return to work because we cannot assume to know the dire circumstances that has brought them to you.  We must ensure the safety of as many people as possible.  We must get him a ride home. We must alert the immediate supervisor of the employees leave of absence effectively immediately to minimize the impact on the business.  We must alert those in charge of any program the company has to address the situation as well as policy, and we must follow up with the employee with these policies as soon as possible. 

While it sounds reactive in part, because we are forced to react to the situation when the person comes to you, we are actually administering a highly proactive approach by our company to be respectful of a persons time, finances, and our business needs simultaneously.  The company itself, when establishing the policy, may have considered the four-way approach to develop the policy initially, which again, would have been proactive, for front line managers to be armed with the data to address the scenario immediately. 

From there, we cannot call meetings, gather people together, wait for schedules to align, consider an individual’s non-work circumstances, the specifics of which we will never fully know, before we make decisions regarding his future personally and professionally with the company. 

Myself, when faced with this situation, did the following:

1.  I appreciate that you were willing to come to me with such a situation and trust me to do what I can for you.  I am sorry that you have been going through this and I will ensure I provide you with everything I can, including being someone you can speak to while this u folds. 

2.  Unfortunately, our first step is to remove you from current production and send you home.  We also cannot allow you to drive yourself, so I will need a number of someone to call and pick you up.  If you do not have anyone, we will contact a transportation service you.  

3. You will be paid for your time off, which will be no longer than three days, while the company presents their information to you. 

4.  Please make sure you are available during the next three days.  If you need your vehicle in the meantime, someone will need to pick it up for you.  When you know who, please contact me with details so I can anticipate their arrival. 

5. Know that what we have discussed will remain confidential between you and I, and that I will reach out soon.  Do not hesitate to contact me in the meantime. 

Here is when policy takes over.  There are two options.  1. The company has a program in place to help employees who identify as an addict.  2. An employee is subject to termination. Turnaround time on this should be no more than two days, depending on who is available to make the decision. We must be respectful of a persons time to either go without pay, receive help and begin treatment, or start looking for a new job. 

There is no room for thought-provoking, lengthy decision making in some scenarios.  Most companies are well-versed in this situation and others like it by now, and develop policies continually to stay compliant, address socioeconomic issues, key demographics in the area, and business impact. If a company wasn’t, a situation such as this could bring down the house, literally.  Having the wrong person have this conversation with an addict while no policy is in place already simply sets you up for a lawsuit for discrimination or hostility toward an employee with a disability large enough to bring the company to ruins.  

Ultimately, when you enter a job, it is your job to make sure you are aware of policies in place for any situation they have had the forethought to consider, and know them well.  It is the company’s job to be proactive and develop the policies upon opening of the company or development and legislative changes as they arise.  Many situations do not allow for reactive thinking and processing.  Be respectful of the business, be honest with the employee, and be truthful with yourself.  Are you going to know what to do? If yes, terrific, you have compassion and care for the people working along side you.  No?  It might be time to proactively learn about the company you’re working for and what they stand for. 

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