The Workers Behavior: Ethics and Privacy

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The Workers Behavior: Ethics and Privacy

Problem

A worker comes to work with a hangover on Mondays consistently.
She is reclusive and distant during the first part of her working day.
The workers behavior interferes with her duties and potentially lowers her productivity.

Solutions

Communication

Having a hungover at work directly affects customers and workers comfort and the overall outcome of a working day.
It is essential to talk to the employee prior to making any judgments.
A supervisor approaching the hungover employee should be polite.
A casual conversation that infers whether the employee is not feeling well may lead to an honest answer (Albrecht, Bakker, Gruman, Macey, & Saks, 2015).
If the worker puts others in danger by being at work while hungover, it is advisable to send her home.
During the conversation, the supervisor should mention that the employees behavior affects her work.
It is vital to keep the focus on actual and observable issues and outcomes, without making assumptions about the employees private life (Bratton, & Gold, 2017).

Written Record

Every time the employee appears to have a hangover should be recorded for future reference.
The written record of all incidents can be presented for use when one decides to take disciplinary action.

Alcohol Policy

If the company has an alcohol policy, the employee should be approached as well.
Ones condition affected by alcohol use falls under most corporate alcohol policies.
Thus, it is a part of the supervisors duties to address these problems.
Here, the conversation with the employee should also remain polite.
During the first interaction, the manager can issue a warning and remind the employee about the policy (Dessler, Chhinzer, & Cole, 2015).
The following instance should be addressed with a suspension or termination.
In this case, workers should be made aware of the existing policy.
To ensure that the decision is correct, one should use the written record of all previous incidents.

Employee Assistance

The problem of the employee may be addressed with a less harsh approach.
The supervisor can suggest enrolling the worker in the employee assistance program.
If the business has such a project, the employee may benefit from external help.
This advice cannot be presented to the worker as a punitive measure.
Furthermore, it cannot be made if the employee does not disclose the fact that she has a hangover.
If she admits to having an issue, a supervisor can help her access help.

Invasion of Privacy

A discussion with an employee about her behavior at work is not connected to her personal life.
Such conversations are not an invasion of privacy if the work process is affected.
By staying respectful and avoiding assumptions, the supervisor will highlight that this is a work-related issue.
If the company has a specific policy, then such interactions are not only advised but also necessary.

Summary

If the workers hangover affects her performance, other workers job, or customer comfort, it should be acknowledged.
A simple polite conversation does not constitute an invasion of privacy.
The supervisor should address work-related issues: productivity changes, work hazards, negative outcomes, and lowered morale.
The manager should not make assumptions but ask direct questions to avoid mentioning the employees personal life.
If the firm has an alcohol policy, the supervisor to follow the established guidelines.
An issued warning about ones hangover is a necessary part of a disciplinary process if the latter is mentioned in the companys rules.

References

Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35.

Bratton, J., & Gold, J. (2017). Human resource management: Theory and practice (6th ed.). London, UK: Palgrave.

Dessler, G., Chhinzer, N., & Cole, N. (2015). Management of human resources: The essentials. (4th ed.). Toronto, Canada: Pearson.