Several months ago, I received a call from Lisa P., a VP Operations Manager at a firm with approximately 40 employees who was in a bind over how to properly counsel an employee, a driver with serious anger issues. Lisa P. was concerned because this employee had an altercation with a person in the community during work time. The employee told Lisa P. that this man was “bothering him” and when the man refused to leave him alone, the employee assaulted him. As a small business with under 100 employees and no Human Resource function, Lisa P. was in a quandary with nowhere to turn for counsel. This is often the case with small firms. Lisa P. was referred to me based on my expertise advising small firms with high stakes employee relations issues.
Lisa P. requested that I assess this problem employee and make recommendations to assist the employee with his “anger management” problems. She said that he could be “rough around the edges” but they had never had a problem with him before. Lisa P. was concerned about being put out of business due to potential litigation. The management team was in conflict about whether or not they should retain this employee based on the potential risk. Following my assessment, I determined that the employee did not have an anger management problem per se, but an addiction to alcohol and that his “anger issues” were symptomatic of his alcohol problem. Three outpatient substance abuse facilities were recommended along with the pros and cons and costs of each one.
I was able to successfully engage the employee and he agreed to follow the recommendations and attend treatment. I was in close contact with the treatment facility throughout his three months in rehab. During this time, the employee and I had weekly phone contact where we reviewed the progress of his treatment. After four weeks of treatment, the employee was able to return to modified assignment and in another two weeks, full assignment.
About a month after the employee completed treatment, I spoke to Lisa P. and she reported the employee was performing well at work and had no further incidents.
The firm ended up retaining me on other substantive issues including/such as; single case insurance agreements, drug testing at the firm and preventing workplace violence.
If you have any questions about this case or any other employee relations matters, please do not hesitate to email me at [email protected]. Please post your comments below.
Lisa P. requested that I assess this problem employee and make recommendations to assist the employee with his “anger management” problems. She said that he could be “rough around the edges” but they had never had a problem with him before. Lisa P. was concerned about being put out of business due to potential litigation. The management team was in conflict about whether or not they should retain this employee based on the potential risk. Following my assessment, I determined that the employee did not have an anger management problem per se, but an addiction to alcohol and that his “anger issues” were symptomatic of his alcohol problem. Three outpatient substance abuse facilities were recommended along with the pros and cons and costs of each one.
I was able to successfully engage the employee and he agreed to follow the recommendations and attend treatment. I was in close contact with the treatment facility throughout his three months in rehab. During this time, the employee and I had weekly phone contact where we reviewed the progress of his treatment. After four weeks of treatment, the employee was able to return to modified assignment and in another two weeks, full assignment.
About a month after the employee completed treatment, I spoke to Lisa P. and she reported the employee was performing well at work and had no further incidents.
The firm ended up retaining me on other substantive issues including/such as; single case insurance agreements, drug testing at the firm and preventing workplace violence.
If you have any questions about this case or any other employee relations matters, please do not hesitate to email me at [email protected]. Please post your comments below.
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