Russ got suspended from high school when he was fifteen years old and eventually found employment at a local . For the past five-and-a-half years he has gained a reputation as a hard-working person who seldom calls off work because of illness.
About seven-and-a-half months ago he started dating a young woman named Emma. They seemed to hit it off immediately and looked like they had a lot of good times together.
The Excessive and Abusive Drinking Begins
When Russ met Emma, he hardly ever drank. This situation totally changed when Emma and Russ started seeing one another on a fairly constant basis. Actually, their relationship was going fine until Emma called Russ one night approximately 3 AM and said that she had to stop dating him and that she couldn’t tell him the reasons for her decision at that moment.
The next morning before he went to work, Russ drove to her apartment and found out almost immediately that Emma had already moved out. Russ took this particularly hard. Actually, he was astonished because they appeared to be getting along so well.
When Abusive and Irresponsible Drinking Leads to Problems at Work
So what did Russ do about Emma’s leaving? Instead of letting himself go through the grieving process, he started getting drunk almost every night. It didn’t take long for his coworkers or for his supervisor to notice that Russ was coming to work late at least once per week and that he over and over again called off ill. Not only this but some of his co-workers made an appointment with staff in Human Resources Department and mentioned that Russ over and over again came to work with a strong odor of alcohol on his clothes or on his breath.
Russ’s boss heard about all of this from Human Resources and also from Russ’s co-workers. So one Thursday afternoon he asked Russ to come into his office. He told Russ that he had recently noticed a distinct change in his behavior, attendance, sick time, and in his work performance.
When a Manager Can Motivate an Employee to Get Help For His or Her Hazardous and Abusive Drinking
Russ’s supervisor also stated that a number of his co-workers reported him to Human Resources because he had been coming to work with a noticeable smell of alcohol. His boss then stated the following: “Russ, your fellow employees are not reporting you to the Human Resources Department to get you into any trouble or because they dislike you but instead because they care about you. And I care too. I don’t want to poke my nose into your affairs, but it is evident that you are displaying some of the normal signs and symptoms of abusive drinking. Consequently, I want you to go and see a therapist in the employee’s assistance program to discuss your drinking behavior and your depression.”
“Russ, I’m no physician or a psychologist, but I have seen several of my friends and relatives go through some extremely bad alcohol side effects. Furthermore, I have also experienced the signs of alcoholism first-hand in my own family. When people experience problems with drinking, these difficulties not only affect the drinker, but they also make an impact on his or her neighbors, co-workers, relatives, family, and friends.”
Russ respected his boss quite a lot and as a result followed through with his recommendation the next morning when he called and scheduled an appointment with a counselor in the employee’s assistance program.
Russ is Still Depressed But Experiences Some Hope That He Will Get His Life Back on Track and Begin Feeling More Happiness
Although Russ didn’t automatically feel any better or less depressed about the loss of Emma, he felt comfort knowing that his boss and his fellow employees cared about him and wanted what’s best for him. This gave Russ some emotional relief for the first time in a number of weeks and he actually felt some hope that he would get back on track with his life and start to experience more happiness.
Shelly was identified at work as really conservative person who had a very good attendance record. She in no way went to any of the happy hours right after work and it was regarded through the workplace that she was an extremely spiritual person who oftentimes talked about the potential issues regarding alcohol abuse and alcoholism in our country.
Try to imagine the shock in the company when one Monday morning Shelly didn’t show up for work and not a soul had heard from her. In truth, it wasn’t until about 9:45 in the morning that the human resources department received a phone call about Shelly from the downtown jail.
Shelly Goes Out Drinking With a Few of Her College Dorm Mates
Seemingly, Shelly went out drinking together with a few of her university classmates and friends Saturday night and at some time about 1:15 Sunday morning, Shelly was arrested for a DUI. Because her blood alcohol content level (BAC) was quite elevated, she had to spend two days inside the neighborhood jail.
Shelly Talks to Her Manager and The Human Resources Director
When Shelly arrived at work on Tuesday morning, she immediately told her superior what had taken place and she asked if she could possibly go and talk with the Human Resources director about her “driving while intoxicated” arrest.
When she got to the HR department and met with the director, she discussed that she had not been inebriated since her college days and that she was quite humiliated about her “drunk driving” arrest. She also articulated the point that she required some assistance selecting a professional and successful DWI attorney who would represent her DUI case. Stated differently, Shelly really wanted the Human Resources manager to agree that she needed to see a DUI attorney.
The Human Resources manager told Shelly that she needs to see someone inside the company employee’s assistance program to go over any possible drinking issue that she may have. The HR manager also articulated that she needs to go over her need to hire a DWI lawyer to represent her regarding her “driving while intoxicated” case.
What is more, the Human Resources manager told Shelly that it was good that she wanted to hire a “drunk driving” attorney simply because of the difficulties and harsh issues that are connected to a “driving while intoxicated” conviction.
The Human Resources manager could tell that Shelly was plainly upset and humiliated by this total situation. Consequently, he assured Shelly that while he doesn’t think that conscientious individuals really should ever get behind the wheel after drinking, unfortunately these predicaments at times occur to extremely good individuals.
The Human Resources manager then stated that since such a scenario cannot be undone, what is critical is what the man or women does from this moment in time forward. As acknowledged by the Human Resources manager, “does the particular person learn from his or her mistakes or does she or he develop a pattern of alcohol related troubles that cause the individual long-term suffering and pain”?
Fortunately, Shelly Did Not Have a History of Abusive and Hazardous Drinking
Just before completing their discussion, the Human Resources director told Shelly that it was quite positive that she doesn’t have a history of careless and irresponsible drinking. Furthermore, she hasn’t had an alcohol-related problem since her college days (which was around 14 years ago). As a result, Shelly should be in a position to face her “drunk driving” arrest with embarrassment but also with a belief that she will face and sort out this predicament and become a better individual in the near future.
Shelly thanked the Human Resources director for his caring and motivating words and then walked over to the company employee’s assistance program go over her DWI arrest, her participation in abusive and careless drinking drinking over the weekend, and her aspiration to employ a “drunk driving” attorney to represent her “drunk driving” case.
After reflecting on Shelly’s “story,” the nurse that was part of the company employee’s assistance program described Shelly’s immediate “action plan” that she needed to address and follow. First, she would be required to take a DUI class to learn more DUI facts and information. Second, she would also be required to take an alcohol abuse class to address her possible problem drinking. And finally, it would be a particularily sensible thing to do if she were to consult with a DUI lawyer about her “driving while intoxicated” arrest.
Shelly Feels a Sense of Relief Knowing That She Will Learn From Her Slip-Up and Turn Out To Be Even More Sensible and Success Oriented
It was obvious that Shelly was extremely displeased with the entire “driving while intoxicated” circumstance, but after talking to the Human Resources director and to the psychologist in the company employee’s assistance program, she felt a sense of relief knowing that she would in reality learn from her slip-up and grow to be even more healthy, much more accountable and successful, and an even more thankful person.
Heather is a sixty-three-year-old woman who is the director of the human resources department at a large chrome stripping company. To decrease the costs associated with employee alcoholism and alcohol abuse, poor employee work performance, increasing absenteeism, work related injuries, and excessive sick days, Heather and the other members of top management implemented numerous programs that made the work environment considerably more productive, healthy, and safe.
For example, thirteen years ago Heather and the other company administrators implemented an Employee’s Assistance Program so that all the workers had access to professional therapy for their personal problems that could unfavorably influence their health, work performance, and their personal well-being.
The VIPs Erect a Technologically Advanced Workout and Exercise Room Complete With Weights, Mirrors, a Personal Trainer During Business Hours, Scales, Exercise Charts, and Exercise Equipment
As another example, nearly six years ago Heather and the other members of upper management assembled a state-of-the-art workout and exercise room complete with weights, many different types of exercise equipment, scales, exercise charts, a personal trainer during business hours, and mirrors.
Moreover, roughly three years ago Heather and the other company administrators invested in a purification system that filters all the water that is accessible all through the building complex. In much the same way, a year-and-a-half ago, Heather and the other company administrators started a “walking club” that is principally intended for employees who want to further develop their cardiovascular system.
The Company Administrators Establish a Weight-Watchers Class and Employ a Weight-Loss Professional to Manage the Program
As another example, just about two years ago, Heather and the other company administrators implemented a “Weight-Watchers” class that at this time meets every Tuesday and Thursday at 5:00 PM until 6:00 PM. Furthermore, top management hired a weight-loss nurse to manage the program.
In a similar manner, a year ago Heather and the other company leaders initiated a “Stop Smoking Club” for workers who want to quit smoking.
In the last eight months, in a joint venture with the Employee’s Assistance Program, Heather and the other members of top management initiated an “Anger Management” class for workers who want to control their anger.
The Company Administrators Implement a Drug and Alcohol Testing Program
In the last four months, Heather and the other VIPs launched a alcohol and drug testing program that is linked with their drug and alcohol abuse prevention program. In point of fact, Heather is the main individual in the company responsible for getting the message out to all the workers about the drug and alcohol abuse prevention program as well as the drug and alcohol testing program.
One of the key elements of the drug and alcohol abuse prevention program is a class entitled “Alcoholism and Depression” that meets every Friday after work. The essential idea with this class is informing employees that abusive drinking and depression many times happen in the same person. It is hoped that realizing this information will be able to help an individual address both medical issues and get the alcohol therapy and mental health counseling he or she requires.
The VIPs Put Into Operation an Alcohol Statistics and Facts Class
Another relatively recent enhancement to the drug and alcohol abuse prevention program is a class entitled “Alcohol Statistics and Facts.” The rationale behind this alcohol statistics facts class is the reality that quite a few individuals fail to comprehend the full impact of the effects of alcohol dependency and alcohol abuse without first getting exposed to some of the alcoholism and alcohol abuse statistics and facts that are available. As a result, one of the goals of this class is to provide a mixture of alcohol abuse and alcohol dependency facts and statistics in order to help employees gain a better realization of the huge number of difficulties that are related to irresponsible and hazardous drinking and how they can avert these issues from happening.
Most recently, Heather and the other company administrators, via feedback from workers, started a class that focuses directly on severe drinking entitled “What is Alcoholism”? This class meets every Monday morning an hour before work and focuses largely on the differences between alcohol abuse and alcohol dependency, on the stages of alcoholism, and on the types of therapy that are available for people who have alcohol drinking problems such as individuals who drink in an abusive manner.
Although each and every one of these preventative maintenance and health programs was relatively expensive, the company executives think that they are several thousands of dollars ahead by providing all of their employees with a healthy, safe, and more productive working situation.