How Employees With Alcohol Problems Manipulate Their Bosses

Lets take a look at how a typical employee developing a problem with alcohol or drugs and begins to manipulate the supervisor. The employee will probably have between ten and fifteen years of service, will be regarded as capable, dependable, talented, ambitious and likable. The absenteeism record will not be out of the ordinary. Takes vacation when convenient for the company, and, in fact, may be one of those who finds it hard to use all of it.

However, as alcohol begins to dominate the employees life the employee may begin using most if not all of the vacation before the year has expired. The reasons for taking vacation start to become suspicious, such as having business deals to close visiting with sick relatives, or making a sixth yearly visit to the dentist. The vacation is taken in bits and pieces, usually Monday and Friday. The employee begins to call in sick more frequently, eventually using up all of the sick leave, perhaps even exceeding it and thereby losing pay.

The supervisor, believing he or she knows the employee, do not question their motives. However, as time passes this behavior is progressing to the point it cannot be overlooked any longer.

When the supervisor is finally forced into a confrontation with the employee Cape Coral they find them self embarrassed and share the guilt for letting the problem get so far out of hand. The supervisor would like to think that this is a temporary situation and that the employee should be given another chance. By now the supervisor is putting their job on the line if they cannot or do not resolve the problem with this troublesome employee

Should the supervisor choose to attack the problem they may find that the employee is aggressive. The employee firmly believes that he can handle the problem. As far as the employee is concerned, his particular solution is sacrosanct and no one dare attack it.

However, the supervisor is forced to confront the employee and must insist that the employee seek help in order to avoid job action which includes possible termination. The supervisor must demand immediate corrective action reminding the employee that it is either the job or the problem.

It is important that the company have access to professional help for their employees. The next step is to refer this employee for an initial evaluation and recommended follow up treatment which must be a prerequisite for saving their job.