This paper will be concerned with alcoholism in the workplace, and will focus on the responsibility of the personnel manager in treating the problem. Although moderate consumption of alcohol is generally not detrimental, studies have shown that daily consumption of amounts above 2 ounces is associated with serious risks to the health and safety of employees.1 For example, such heavy consumption increases the chances of malnutrition, liver damage, or cancer. In addition, heavy alcohol consumption is associated with the occurrence of fetal alcohol syndrome in pregnant women.2 In the workplace, there are additional losses and risks attached to the abuse of alcohol. For example, absenteeism and increased insurance costs are both attributable to alcoholism in the workplace.3
Even when alcoholic employees show up for work, their inebriation may be the source of serious losses to the company. Alcoholic employees generally exhibit a reduced job performance in which they are incapable of doing the level of work for which they are being paid. As such, severe losses to the company often result with alcoholic employees for whom "the quality and quantity of work are apt to decline."4 There are other ways in which employees who abuse alcohol pose a serious risk to themselves and their fellow employees. Specifically, the distorted perspective of the alcoholic is associated with an increase in accidents on the job. In this regard, it has been noted that alcoholic employees are often liable for "hurting production, demoralizing fellow employees, [and] compromising their own safety and that of others.5
Because of these factors, it can be seen that the personnel manager has an important responsibility in curbing alcoholism on the job. Most experts agree that the function of the personnel manager does not include becoming involved in the private lives or problems of employees. Nevertheless, the manager has a clear responsibility in te...