Alcoholism is widespread in all areas of society, including the workplace. According to the National Institute on Alcohol Abuse and Alcoholism, 17.6 million Americans suffer from alcoholism. That comes to about 1 in 12 adults, which means it's a good chance at least one person in your office is an alcoholic. Rather than firing an employee at the first sign of alcohol abuse, there are better ways, within the law, to manage an alcoholic employee and help them return to being a productive team member.
Racism should be avoided at all times by all people for obvious reasons, but the attitudes of prejudice based on a person's race should especially be avoided by companies and corporations. The failure to prevent racism in the workplace will lead to the degradation of the company at large and, more importantly, to individuals who work within the company.
Positivity - If one person is feeling negative, it will rub off on everyone else in the group. The same applies to positivity - come into work with a smile on your face ready and willing to work and your employees will follow.
There are several steps that a company or organization can take to provide such assurances as well as several techniques that managers can use to influence positive feelings among coworkers. Once of the first steps in securing the workplace from racism is to make it known formally that the company has no tolerance for racist behavior or language by formulating and producing a clear anti-discrimination policy.
According to the Family and Medical Leave Act, an employee who comes forward about their alcoholism can take a leave of absence to enter rehab. This is their protected right to seek out treatment for their disability. Once they've completed their rehabilitation, it's a good idea to set some ground rules. Remember, they are still obligated to complete all the tasks required of any employees or risk lawful termination.
Make Friends - Do not just be colleagues with those that you work with. Become friends with them that can work effectively but get along well at the same time. Encourage having a little fun at work with an inner-office competition or bringing in food to work.
Once a specific document outlining the company's stance on racism in the workplace has been drafted and disseminated, and once regular compliance training seminars are enacted company-wide, then the company can take even more steps to ensure that they are preventing racism from entering their workplace. One such area that a company can take more steps in to ensure that they stop racism from entering their company is in the hiring process.
Payment - The reason you have employees in the first place is because they are working for money. They will not be very happy employees if they are not being paid what they deserve, especially if the competition is paying their employees more. Make them aware that pay increases are an option if they work hard enough for it or that they can at least earn a bonus for working hard on a specific project.
There are many companies that offer compliance training specific to manage alcoholism in the workplace, as well as people who have other disabilities. The best approach is to be prepared when situations arrive, so that you know the law and know how you can work within it to resolve and conflicts. Sign up for an Americans with Disabilities Act training course today, and learn how you're business can act within the law to accommodate your hard-working employees with disabilities.
Racism should be avoided at all times by all people for obvious reasons, but the attitudes of prejudice based on a person's race should especially be avoided by companies and corporations. The failure to prevent racism in the workplace will lead to the degradation of the company at large and, more importantly, to individuals who work within the company.
Positivity - If one person is feeling negative, it will rub off on everyone else in the group. The same applies to positivity - come into work with a smile on your face ready and willing to work and your employees will follow.
There are several steps that a company or organization can take to provide such assurances as well as several techniques that managers can use to influence positive feelings among coworkers. Once of the first steps in securing the workplace from racism is to make it known formally that the company has no tolerance for racist behavior or language by formulating and producing a clear anti-discrimination policy.
According to the Family and Medical Leave Act, an employee who comes forward about their alcoholism can take a leave of absence to enter rehab. This is their protected right to seek out treatment for their disability. Once they've completed their rehabilitation, it's a good idea to set some ground rules. Remember, they are still obligated to complete all the tasks required of any employees or risk lawful termination.
Make Friends - Do not just be colleagues with those that you work with. Become friends with them that can work effectively but get along well at the same time. Encourage having a little fun at work with an inner-office competition or bringing in food to work.
Once a specific document outlining the company's stance on racism in the workplace has been drafted and disseminated, and once regular compliance training seminars are enacted company-wide, then the company can take even more steps to ensure that they are preventing racism from entering their workplace. One such area that a company can take more steps in to ensure that they stop racism from entering their company is in the hiring process.
Payment - The reason you have employees in the first place is because they are working for money. They will not be very happy employees if they are not being paid what they deserve, especially if the competition is paying their employees more. Make them aware that pay increases are an option if they work hard enough for it or that they can at least earn a bonus for working hard on a specific project.
There are many companies that offer compliance training specific to manage alcoholism in the workplace, as well as people who have other disabilities. The best approach is to be prepared when situations arrive, so that you know the law and know how you can work within it to resolve and conflicts. Sign up for an Americans with Disabilities Act training course today, and learn how you're business can act within the law to accommodate your hard-working employees with disabilities.
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