People problems: substance use and abuse

Article Abstract:

Substance use problems in the workplace occur when employees report for duty while obviously under the influence of alcohol or drugs. These problems should be handled by immediate removal of the substance-using employee from the work environment and disciplinary follow-up. Substance abuse problems are more difficult to detect, since individuals addicted to drugs may perform normally while under the influence. However, years of substance abuse eventually catch up with the abuser, and work performance or productivity begins to fail. In these cases, supervisors must warn the substance-abusing employee of possible termination unless professional help is sought, and follow up to ensure such help has been obtained. Supervisors should avoid discussing personal problems with employees, and must keep all discussions with using or abusing employees on work-related topics.

Management, Mandatory drug testing, Drug testing, Employee assistance programs, Employee counseling, Employee drug abuse

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People problems: the workplace affair

Article Abstract:

Sexual affairs between coworkers can adversely affect the productivity of the employees involved in the affair, as well as other employees' ability to perform their work. Supervisors must react to such affairs by documenting the adverse effect on worker productivity, confronting the individuals having the affair, and deciding on the appropriate disciplinary action(s) to take if productivity levels do not return to normal. When confronting individuals involved in an affair, supervisors should talk to the employees separately, expect denial of the situation, and limit the confrontation to addressing the issue of productivity only. Supervisors should be especially careful not to appear to be forcing their own personal beliefs and morals on their subordinates.

Sexual behavior, Social aspects, Executives, Sex in the workplace, Workplace sex, Supervision of employees, Employee supervision

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People problems: dress distractions

Article Abstract:

Managers have the right to enforce dress guidelines to ensure that work productivity is maintained and to convey to the public the company's desired image. Some tolerance can be exercised if an employee with a distinctive dress style is productive, but once the dress manner interferes with the productivity of others, something should be done. However, a supervisor is justified in taking action against inappropriate dress habits only when the nature of appropriate dress is clearly understood by everyone. To correct inappropriate dress habits, a supervisor should discuss the problem with the offending employee during a formal meeting and, if improvements are not forthcoming, disciplinary action should be taken.

Usage, Laws, regulations and rules, Clothing and dress, Dress codes, Fashion

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