So what do you do when you find that you have an employee who may be an alcoholic, but who certainly has a drinking problem which is affecting his work or the workplace.

Firstly, get as much information as possible from his supervisor, or line manager.

How longs has the problem persisted ? Specifically in what way is it affecting the job processes ?

How frequently is he absent or late because of this problem ? Check his attendance records and extract the information.

How frequently does he go off sick ? Check his sick leave usage.

Build up all the information that you possibly can, and then write the employee a letter inviting him to attend a meeting to address issues regarding his performance.

Remember, this is not a disciplinary hearing. It is a case of incapacity (poor performance) – not misconduct.

The meeting will be attended by the employee’s line manager or supervisor, and a senior manager to act as Chairperson.

At the meeting, present to the employee all the facts that you have at your disposal. Discuss each one in turn, and explain how this is affecting his performance and the job processes in general.

Keep careful and detailed notes of the proceedings.

The employee must explain why he is failing to achieve the required work performance standards and he must justify his absenteeism, late-coming, and so on.

Eventually the discussion will turn to the drinking problem.

Occasionally, the employee will admit straight out that he has a problem and that he needs help. Try to establish the reasons for the drinking. He may have financial problems, he may be involved in a messy divorce, children not doing well at school, illness of a loved one, anything like that – or it may be a wrok related problem.

Most often, the employee will deny that the drinking is a problem. The typical response is that “ it is not a problem, sure I enjoy my odd drink or two after work, but I can stop any time I wish to.”

If you get that sort of response, then you reply by stating “we are very pleased to hear that it is not a problem for you and that you can stop any time you wish to. We now require that you stop drinking immediately, and we require an immediate improvement in your attendance and late-coming.

All of this must be carefully recorded, as well as details of what the employee has undertaken to do to fix the problem of his poor performance.

This must be communicated to the employee in writing, together with a date by which he must comply with whatever has been agreed to, and a warning stating that should he fail to achieve the required work performance standard by (allow a reasonable time – say one month) then further procedures will follow which mat lead to his dismissal.

The South African Labour Guide is a private company and has no association with the Commission for Conciliation, Mediation and Arbitration (CCMA), you may find the CCMA on www.ccma.org.za