Research Paper on Alcoholism and Employment

Introduction

The selected human resource issue is alcoholism, drug addiction and works in restaurants. Based on research, alcoholism, drug addiction and work is an issue that is impacting on employee performance in restaurants and employers address the problem in different ways. After researching the subject in one of the favorite press article, the Forbes (https://www.forbes.com/sites/karenhigginbottom/2018/10/30/vast-majority-of-us-employers-would-grant-time-off-for-employees-recovering-from-addiction/#16bc870577b2), it is evident that employers and employees have different views on how workers recovering from alcoholism and drug addiction are treated at work (Higginbottom, 2018). Therefore, this research paper will investigate the issue of alcoholism, drug addiction and work in more specific detail on how employees recovering from alcoholism and drug addiction are treated at the workplace and what employers can do to encourage their reinstatement at the institution. Therefore, the topic of research will be "Ways of encouraging employees recovering from alcoholism and drug addiction to go back to work in the same restaurant?"

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Description of the Issue

Alcoholism and drug addiction hurt employee performance and organizational effectiveness. The issue causes major legal and financial matters for employers in businesses such as restaurants (Middlemiss, 2015). Alcoholism and drug addiction affect the workforce in various ways. Alcoholism and drug addiction lead to low productivity and prone to accidents for employees (Bowles, 2016). The affected staff comes to work late, and their presence in the workplace is not as productive as it should. In a report presented by the Ontario Human Rights Commission, 30% of employees under alcohol and drug addiction are less productive at work (Middlemiss, 2015). They come to work three times late and five times absent for work when compared to their counterparts. Alcoholism and drug addiction in the workplace also causes such employees to be prone to accidents.

However, alcoholism and drug addiction are treatable, and employers contribute to a more significant part of the functional outcomes of employee recovery. Employers need to address the issue to end it and in a manner that encourages the employees to return to work in the same company (Higginbottom, 2018). Gaining trust from the employer and fellow workers will improve the employees' ability to ask for time off for recovery. Employees want a positive or neutral reaction from the employer and colleagues after they return to work from recovery. An upsetting response will hinder their smooth transition to working and contributes to work-related stress that may prompt relapse (Higginbotton, 2018).

A Detailed Analysis of the Issue

According to Middlemiss (2015), employers have a significant role in supporting ongoing recovery from alcoholism and drug addiction in the workplace. Employers should advocate for non-discrimination of workers who come back to work after recovering from alcohol and drug addiction. Stigma and discrimination of recovering workers by employers and co-workers impacts on the employee honesty and openness to speak about their recovery from alcoholism and drug addiction (Middleness, 2015). Stigma is also a significant contributor to employee reluctance in asking for time off for recovery (Higginbottom, 2018). Employers should support employee's return to work after recovery from alcoholism and drug addiction. The excellent work experience between the employer and employee will determine the workers' ability to transition back to work and a better relationship with others in the organization.

According to Higginbottom (2018), three-quarters of employers in American are guilty about their handling of an employee with problems of alcohol and drug addiction. 66% of employees who took time off for recovery returned to work in the same role within the company. However, 25% of workers recovering from alcohol and drug addiction return to work in a different company. Social integration is an excellent approach to encouraging employees to return to work after recovery from alcoholism and drug addiction. Employment is one of the goals considered by people recovering from substance use disorders to protect them against relapse (Walton & Hall, 2016). Guaranteed/supported employment is a way of promoting social integration for workers with the problem of alcoholism and drug addiction. Employers should provide and assure employees recovering from alcoholism and drug addiction of their employment as an integral part of the treatment than just a service to the workers. Employers can utilize employee assistance programs (EPAs) such as counseling to help employees who have returned to work after recovering from alcoholism and drug addiction (Merrick, Hodgkin, Hiatt, Horgan & McCann, 2011). Bowles (2016) recommends that employers should respect the privacy and confidentiality of the employee and educate the other staff and be prepared to welcome the recovering worker. These are measures that will avoid the employee from experiencing uncomfortable situations after returning to work.

Comparing and Contrasting the Issue from the Manager Side and the Employee Side

The managers and employees in an organization support the idea of encouraging a good environment that makes the workers comfortable after recovering from alcoholism and drug addiction and returning to work. However, they have different views on how the employee should be treated.

Managers' Side

The employers' view of employees' experiences on returning to work after recovery is different from that of the workers. From the employers or managers perspective, employees returning to work after recovery face the challenge of getting along with the supervisors and co-workers. Managers anticipate that stress is 21% more problematic and judgment from colleagues is 35% more difficult than the actual or expected experiences of the workers (Higginbottom, 2018).

Employers are nervous to reintegrate employees back to work after recovery from alcohol and drug addiction in a manner that is highly favorable for their health and soberness. They would also allow workers with the alcoholism and drug addiction problem to take time off for treatment.

Employee Side

Employees argue that once supported in recovering from alcoholism and drug addiction; they are most grateful, becomes more engaged and productive in the workplace (Middlemiss, 2015). Employees note that when they go back to work after recovering from alcoholism and drug addiction, they are not treated equally to the workers who are recovering from a different illness such as cancer (Middlemiss, 2015). Fellow workmates would welcome the colleague recovering from cancer back to work and not the one recovering from alcoholism and drug addiction. It is an approach that stigmatizes workers in the workplace, and this may make them not interested in going back to work in the same company after recovering from alcoholism and drug addiction.

Employees feel that stress and being judged by colleagues at work are among the most significant challenges they experience after coming back to work. According to Higginbottom (2018), only 8% of employees feel that it is appropriate to ask for time off work to go for treatment and recovery from alcoholism and drug addiction. Employees need not worry about losing their jobs while on treatment for alcoholism and addiction to drugs. This would assist their quick and successful treatment and recovery as well as a return to work in the same company (Higginbottom, 2018).