Q. I was thinking of taking disciplinary action in response to my employee's conduct problems at work. She entered treatment for alcoholism, so I held off. Unfortunately, she quit treatment and went home. Should I quickly prepare the disciplinary action? If I don't, I think problems will continue.
A. Troubled employees, who enter addiction treatment and suddenly leave against medical advice and reject further help, sometimes confuse supervisors and leave them wondering how to respond. If severe performance problems preceded admission to treatment, a supervisor may feel moved to levy a disciplinary action for prior performance or conduct issues, hoping to change the situation before the employee returns to work. Feeling angry or "taken advantage of" by the employee may add to this desire to be punitive. Would you feel the same way about an employee with a different type of illness? Discuss your feelings with BJC EAP and develop a plan to manage the employee's performance. Work closely with your human resources specialist or manager to avoid taking an action that might appear arbitrary and lead to a grievance or legal challenge.
Q. BJC EAP helps troubled employees so that personal problems do not ultimately lead to job loss. Does this mean that they are against disciplinary action?
A. EAPs are not opposed to discipline. They recognize that discipline is a necessary management tool. Although most employees are helped by EAPs, EAPs recognize that some employees will not accept help, and that unresolved performance issues may lead to disciplinary actions. EAPs are successful when they maximize their visibility, communicate their availability and reach employees affected by personal problems. The more they reach the better. An employee who rejects BJC EAP or its recommendations does not affect this definition of success. In some instances, an employee’s departure may help an organization become more successful and reduce its exposure to loss. EAPs play a key role in helping ensure that every employee with a problem has the opportunity to remain a part of the organization’s success story.
Q. My employee is being seen by BJC EAP, but her work problems continue. It is a sure bet that disciplining her will interfere with her progress. I don’t want to be responsible for some sort of relapse, so what should I do?
A. If your employee relapses for any reason, it is the result of her not doing something necessary to manage her illness properly. A job action is admittedly a stressor, but it is not an excuse for relapse. Understandably, you don’t want to feel guilty for interfering with her recovery, but you may face larger problems if you don’t act in the best interest of your organization. Discuss the performance issues with your employee, get support from your organization, and make the best decision. Sometimes it is helpful to inform BJC EAP about a pending disciplinary action, or to let them know when it is enacted, but there is no standard requirement for doing so. If you still feel indecisive and anxious, consider meeting with BJC EAP to work through the conflict. They will not discuss your employee’s treatment or personal circumstances, but you may gain insight and clarification on your decision.