What happens if you go to work drunk?
In such instances, an employer may be required to provide an accommodation to the individual. However, an employer can discipline, discharge or deny employment to an individual whose use of alcohol adversely affects his or her job performance or conduct, Hoyman said.
Why do workers drink alcohol?
A number of different motives for drinking alcohol have been examined, including drinking to enhance sociability, to increase power, to escape problems, to get drunk, for enjoyment, or for ritualistic reasons. Despite this diversity, most research has focused on two broad categories of motivation.
When should you show up to work drunk?
Approach the employee politely. Politely approach the employee like a friend and ask if he or she is slightly drunk. If the answer is yes, then you should send the employee home. Make sure you send another employee to drive the employee drunk and place the necessary sanctions like suspension.
Can you work while tipsy?
When you’re half-intoxicated, you’re not going to be good at the same kinds of tasks that you’d be good at sober. But you’ll be better at a few, special, drunk-friendly kinds of tasks. (Note that this is intended for people who can have a drink or two and then stop and do some work.
Can you be fired for going to work drunk?
Technically, alcoholism or an alcohol use disorder can be classified as such. So as an employer that means you can’t fire someone just because they have a drinking problem. However, you can fire an employee who is unable to do his or her job properly because of extreme and/or chronic drinking.
Can you get fired for being drunk at work?
What to do if a coworker is drunk?
If you suspect an employee is under the influence, it’s best to send them home. Make sure you arrange for transportation for that person.
What do you do if someone is drunk at work?
Remain calm and nonjudgmental. Don’t make accusations, but mention the employee’s unusual behavior. If you suspect the employee is currently under the influence, now is not the time to address any associated performance issues. Instead, emphasize your concern for the employee’s well-being.