Alcohol Control Program Checklist

Provide policy statement affirming the belief that alcoholism is an illness that can be treated successfully in most cases. The employer must show a readiness to help those with drinking problems.

Both employer and employees should jointly develop and administer the program.

Make available information and education about the nature of alcohol so as to dispel myths.

Middle management or, in larger companies, the first-level supervisor are the key individuals to insure implementation of an effective control program. These individuals are in daily contact with the largest part of the workforce and can most easily detect the signs of a person who needs help. They must be trained to recognize the signs of declining performance and how to approach the problem with an employee.

Professional staff services must be chosen once a troubled employee is identified. There must be someone to whom the employee can be referred for diagnosis and assistance. The referral is usually to a doctor, but the function can also be performed by a nurse, psychologist, counselor, personnel worker, or other staff specialist. While these latter persons may be able to provide a counseling function, treatment should be left to physicians or hospitals.

Early identification of the problem should be emphasized. An alcoholic will be masterful at developing rationales to deny the existence of a problem.

There should be controls in place to be sure that ongoing efforts are not abandoned once an employee has been referred for assistance. Information should be gathered to review the progress made by employees who have been referred for aid.

The records of people who voluntarily seek assistance should be maintained on a confidential basis. If employees know this will occur, they will be more likely to make effective use of the treatment program.

Information courtesy of What Every Business Manager and HR Professional Should Know About Federal Labor and Employment Laws