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1. Employers can fire alcoholic employees for
taking time off due to treatment.
2. Employers should terminate for unreliability,
intoxication on the job, spotty attendance or a bad attitude, but not
for alcoholism.
3. If the employee cannot perform the essential
functions of the job even after rehabilitation, the employee can be
fired.
4. An employer should retain an employee who
would pose a direct threat to himself or others.
5. Relapses strengthen the employer's hand.
6. Last-chance agreements are illegal.
7. Union arbitration can result in reinstatement.
8. Alcoholism is not a disability.
9. Recovering alcoholics must be given paid time
off for rehabilitation.
10. Participation in an alcohol rehabilitation
program prevents discharge of the employee.
11. After a leave for alcoholism treatment, an
employee must be returned to the same or a similar job.
12. It is unlawful to regard an employee as an
alcoholic.
13. An employer can ask a job applicant about
his/her history of alcoholism.
14. Federal employees are covered by the federal
Rehabilitation Act.
15. Employers should confront employees about
their alcoholism.
16. Workers' compensation is available for
alcoholic employees.
17. Employees can use leave to recover from
drinking binges.
18. Alcoholism is often accompanied by other
illnesses that are considered protected disabilities.
19. The majority of lawyers who are respondents
before State Bar disciplinary committees are alcohol or chemically
dependent.
20. Employers should treat admitted alcoholism as
a private matter. |
