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Problem
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A worker comes to work with a hangover on Mondays consistently.
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She is reclusive and distant during the first part of her working day.
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The workers behavior interferes with her duties and potentially lowers her productivity.
Solutions
Communication
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Having a hungover at work directly affects customers and workers comfort and the overall outcome of a working day.
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It is essential to talk to the employee prior to making any judgments.
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A supervisor approaching the hungover employee should be polite.
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A casual conversation that infers whether the employee is not feeling well may lead to an honest answer (Albrecht, Bakker, Gruman, Macey, & Saks, 2015).
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If the worker puts others in danger by being at work while hungover, it is advisable to send her home.
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During the conversation, the supervisor should mention that the employees behavior affects her work.
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It is vital to keep the focus on actual and observable issues and outcomes, without making assumptions about the employees private life (Bratton, & Gold, 2017).
Written Record
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Every time the employee appears to have a hangover should be recorded for future reference.
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The written record of all incidents can be presented for use when one decides to take disciplinary action.
Alcohol Policy
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If the company has an alcohol policy, the employee should be approached as well.
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Ones condition affected by alcohol use falls under most corporate alcohol policies.
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Thus, it is a part of the supervisors duties to address these problems.
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Here, the conversation with the employee should also remain polite.
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During the first interaction, the manager can issue a warning and remind the employee about the policy (Dessler, Chhinzer, & Cole, 2015).
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The following instance should be addressed with a suspension or termination.
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In this case, workers should be made aware of the existing policy.
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To ensure that the decision is correct, one should use the written record of all previous incidents.
Employee Assistance
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The problem of the employee may be addressed with a less harsh approach.
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The supervisor can suggest enrolling the worker in the employee assistance program.
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If the business has such a project, the employee may benefit from external help.
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This advice cannot be presented to the worker as a punitive measure.
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Furthermore, it cannot be made if the employee does not disclose the fact that she has a hangover.
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If she admits to having an issue, a supervisor can help her access help.
Invasion of Privacy
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A discussion with an employee about her behavior at work is not connected to her personal life.
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Such conversations are not an invasion of privacy if the work process is affected.
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By staying respectful and avoiding assumptions, the supervisor will highlight that this is a work-related issue.
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If the company has a specific policy, then such interactions are not only advised but also necessary.
Summary
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If the workers hangover affects her performance, other workers job, or customer comfort, it should be acknowledged.
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A simple polite conversation does not constitute an invasion of privacy.
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The supervisor should address work-related issues: productivity changes, work hazards, negative outcomes, and lowered morale.
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The manager should not make assumptions but ask direct questions to avoid mentioning the employees personal life.
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If the firm has an alcohol policy, the supervisor to follow the established guidelines.
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An issued warning about ones hangover is a necessary part of a disciplinary process if the latter is mentioned in the companys rules.
References
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35.
Bratton, J., & Gold, J. (2017). Human resource management: Theory and practice (6th ed.). London, UK: Palgrave.
Dessler, G., Chhinzer, N., & Cole, N. (2015). Management of human resources: The essentials. (4th ed.). Toronto, Canada: Pearson.
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