Alcoholism Policies and Accommodations –What DOL Recommends

Yesterday, we noted that under the Americans with Disabilities Act (ADA), if alcoholism limits any of an employee’s major life activities, it could be considered a disability. Once classified that way, the ADA’s reasonable accommodation rules kick in. That means conducting the same interactive dialog with the employee and, perhaps, others that any disability accommodation requires. Here’s what the U.S. Department of Labor (DOL) sees as typical alcoholism accommodations:

Attendance

• Allowing use of paid or unpaid leave for medical treatment
  
• Allowing use of paid or unpaid leave or flexible scheduling for counseling
  
• Providing a self-paced workload or the ability to modify the daily schedule 

Maintaining Concentration 

• Reducing distractions in the workplace
  
• Providing space enclosures or a private office
  
• Planning for uninterrupted work time
  
• Allowing for frequent breaks
  
• Dividing large assignments into smaller tasks and steps

Poor Personal Organization and Deadlines  

• Providing clerical support
  
• Making a daily to-do list
  
• Use of electronic organizers
  
• Maintaining a current calendar
  
• Scheduling a weekly meeting with supervisor to determine goals and address the employee’s questions, concerns, and work progress

Difficulty Handling Stress 

• Providing praise and positive reinforcement
  
• Referring to counseling and employee assistance programs
  
• Not mandating attendance at job-related events where there would be exposure to alcohol

For additional ideas, contact the Job Accommodation Network, a free consulting service that provides information about job accommodations and the employability of people with disabilities. Toll Free: 800-526-7234, TTY: 877-781-9403.

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