Responsible Alcohol Use Policies at Work

“CAN I GET YOU A DRINK BEFORE WE GET STARTED?”

Do you remember watching television shows from the 1960’s and 1970’s where business professionals were regularly seen taking a shot of vodka or slowly sipping on a glass of scotch as they prepared for a very important meeting? Back in the day, many employers permitted employees to drink while at work and sometimes even encouraged drinking during meetings.

Through the years, more and more federal and state employment laws started evolving and drinking on the job became a liability to business owners. Also, employers who held general liability insurance coverage and workers’ compensation were finding that accidents and/or injuries that were a result from an employee being intoxicated on the job, were not always covered under their policies.  Therefore, business owners started adopting strict policies prohibiting drinking alcohol while at work to avoid any unnecessary liabilities.

Is it a good idea to develop a company policy allowing employees to casually drink while working?

In the day and age of millennials, allowing employees to drink while at work has circled back around and is becoming a popular trend among many businesses. There are many businesses serving alcohol in common areas and/or break rooms – a keg in the cafeteria, wine cooler in the break room, or even a bar in the lobby. So, what has changed? Employers still have the same liabilities with employees drinking on the job as they did back in the 1960’s. Why has this become a popular trend again?  Should all employers consider adopting a casual “day drinking” policy? Let’s take a look at the pros and cons of having a responsible alcohol use policy and discuss the details needed for its success.

Responsible Alcohol Use on the Job – Pros and Cons

Having a responsible alcohol use policy and allowing employees to consume while at work may be beneficial to a business. However, there are also many risks associated to drinking on the job. Business owners must thoroughly review the pros and cons of drinking on the job to determine if introducing a formal alcohol consumption policy is right for the business.

Certainly! Here’s a refreshed and refined list of the pros and cons of allowing alcohol consumption in the workplace:

Pros of Responsible Alcohol Use in the Workplace:

• Stress and Anxiety Reduction: Offers a relaxation benefit for some employees, easing work-related stress and anxiety.
• Boosts Creativity: Can lead to enhanced creative thinking, fostering innovative solutions.
• Openness to New Ideas: Encourages a more open-minded approach to changes and new concepts.
• Enhanced Teamwork: Promotes social interactions that can strengthen team bonds and collaboration.
• Increased Job Satisfaction: Leads to a happier workforce, reducing employee turnover.
• Extended Work Hours: Employees might be more inclined to stay later to complete projects in a more relaxed environment.
• Product Knowledge: For those in the beverage industry, it increases product understanding and appreciation.
• Viewed as a Perk: Seen as a valuable employee benefit, contributing to overall job satisfaction.
• Promotes Carpooling: May encourage more employees to carpool to work, knowing they can socialize afterwards.

Cons of Allowing Alcohol at Work:

• Potential for Aggression: Can heighten emotions, leading to anger or aggressive behaviors in some.
• Compromised Decision-Making: Impairs judgement, potentially affecting work quality and safety.
• Safety Risks: Raises the likelihood of workplace accidents and injuries.
• Harassment Concerns: Could lead to an increase in harassment claims, including sexual harassment.
• Professionalism Issues: May result in unprofessional behavior or comments.
• Exclusionary Atmosphere: Risks alienating employees who abstain from alcohol, possibly affecting morale.
• Risk of Substance Abuse: Might enable or worsen alcohol abuse problems, affecting employee health.
• Legal Issues with Minors: Possibility of underage employees accessing alcohol.
• Diminished Work Quality: Risk of reduced work performance and lower output quality.
• After-Hours Liability: Increases the company’s liability for incidents involving employees post-consumption.
• Risk of Excessive Consumption: Opens the door to binge drinking and its associated problems.

There will always be risk involved when permitting alcohol at work. However, do the pros outweigh the cons? When is it right to have a responsible alcohol use policy?  Obviously, not all professions (factory, transportation, health care, safety officials, education, etc.) should be allowed to drink on the job for safety reasons.

Things to Consider Before Implementing a Responsible Alcohol Use policy.

As I mentioned above, business owners need to consider if a responsible alcohol use policy will work for their business – outlining and reviewing the pros and cons to permitting alcohol is the first step. The next step is to determine the following:

1. Does the policy align with the core values and mission statement of the business?
2. Does the general liability insurance and workers’ compensation cover claims as a result of an employee(s) drinking at work?
3. Do you have a post-accident, post-injury, or probable cause drug & alcohol testing policy that conflicts with, or complements, your responsible alcohol use policy? How will the two policies interact?
4. Do you need a license to service alcohol on the premises?
5. How will you handle intoxicated employees?
6. Will you provide company paid transportation for intoxicated employees?
7. How will you limit and track the amount of drinks an employee can consume?
8. When is it acceptable for employees to drink while at work? Only on Fridays, any day after 4:00 PM, or during a weekly recap meeting?
9. Will you provide alternatives to employees who don’t drink?
10. Where will alcohol be available and/or served, and where can employees drink? At their desks, in the break room, in the board room, etc.?
11. How will you handle complaints, inappropriate behavior, and/or violations of the policy?
12. Will you have an employee assistance program (EAP) available to employees who may have or may develop an alcohol addiction or problem?

As you can see from the list above, there are so many factors to consider before deciding if alcohol on the job is right for your business. While drinking on the job may sound like a great idea and could increase employee morale, there are many risks associated with the distribution of alcohol at work, which may cause a huge liability to the business.

Other relevant FAQs around this topic:

Q: How can businesses effectively monitor and enforce moderation in alcohol consumption to minimize risks?

A: Monitoring and enforcing moderation in alcohol consumption requires a blend of clear guidelines, cultural reinforcement, and technological or procedural controls. Businesses might consider implementing a digital tracking system for drinks, akin to a token or voucher system, where employees are allotted a certain number of drinks per event or time period. Additionally, fostering an organizational culture that emphasizes responsible drinking as part of professional behavior can help enforce moderation. Regular training sessions on the effects of alcohol and the importance of moderation, coupled with visible leadership support for these policies, will further reinforce the company’s commitment to a safe and inclusive workplace.

Q: In what ways can companies support employees who choose not to drink or are in recovery from alcoholism while still maintaining a responsible alcohol use policy?

A: Companies can support non-drinking employees and those in recovery by ensuring that alcohol-free environments are equally appealing and that non-alcoholic beverage options are always available and promoted at company events. Hosting alcohol-free events or social activities can also demonstrate inclusivity. Moreover, making employee assistance programs (EAPs) readily available, providing resources for counseling or support groups, and having a clear policy on offering support without judgment or discrimination are essential steps. Encouraging an open dialogue about the importance of respecting personal choices regarding alcohol can foster a more inclusive company culture.

Q: How do international laws and cultural differences impact the implementation of a responsible alcohol use policy for global companies?

A: International laws and cultural differences pose unique challenges for global companies looking to implement a responsible alcohol use policy. It’s crucial for these companies to conduct thorough legal research and consult with local HR experts to ensure compliance with the diverse legal landscapes related to alcohol consumption in the workplace. Additionally, understanding and respecting cultural attitudes towards alcohol is vital. Customizing policies to reflect local norms and expectations, while also maintaining core aspects of the company’s responsible use policy, can help bridge these differences. Communication and education about the policy should be tailored to consider cultural sensitivities and legal requirements, ensuring all employees feel respected and included.

If you’re drinking at work, you should always drink responsibly.

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