Arielle Cruz
Alcoholism is a pervasive issue in the service industry, with careers in this field often involving high stress, long hours, and easy access to alcohol. While supervisors and employers play a crucial role in dealing with alcohol-related problems in the workplace, they are not responsible for diagnosing alcoholism in their employees. So, is it a server's job to diagnose alcoholism?
| Characteristics | Values |
|---|---|
| Is it a server's job to diagnose alcoholism? | No |
| Who is responsible for diagnosing alcoholism? | Healthcare professionals |
| What is alcoholism called in medical terms? | Alcohol Use Disorder (AUD) |
| What is AUD? | A problematic pattern of alcohol use leading to clinically significant impairment or distress |
| What are the risk factors for AUD? | Genetic and environmental factors, high-stress jobs, easy access to alcohol, binge drinking |
| Which professions have the highest rates of AUD? | Bartenders, lawyers, doctors, construction workers, miners, restaurant staff, chefs, restaurant managers |
| What are the signs of AUD? | Recurrent alcohol use in hazardous situations, increased amounts of alcohol for desired effect, withdrawal symptoms, alcohol to relieve stress, exhaustion, or depression |
| What is the role of supervisors/employers? | Monitor employee performance and conduct, refer to Employee Assistance Program (EAP), hold employees accountable, take disciplinary action if needed |
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What You'll Learn
Alcoholism in the service industry
Alcoholism and the service industry are closely linked, with service industry professionals having some of the highest rates of alcohol abuse and addiction. This includes careers such as restaurant, bar, and hotel workers, as well as miners, construction workers, garbage collectors, farmers, and artists. The high stress and long hours involved in many of these careers, as well as the constant access to alcohol, contribute to the high rates of alcohol abuse. For example, bartenders have a high knowledge of alcohol and work long shifts in an environment that encourages drinking, leading to a 2.33 times higher risk of death from alcoholism compared to the average employee.
Service industry professionals often report drinking to manage symptoms like stress, exhaustion, or depression, despite alcohol typically exacerbating these issues. The high-pressure nature of these jobs, coupled with easy access to alcohol, can lead to heavy drinking and an increased risk of developing alcohol dependence. Binge drinking, defined as consuming a large quantity of alcohol in a short period, may not always lead to full-blown alcoholism but can result in tolerance and dependency.
While supervisors and colleagues are not responsible for diagnosing alcoholism in employees, they play a crucial role in addressing performance and conduct issues related to alcohol abuse. This involves holding employees accountable, referring them to support services, and taking disciplinary action if necessary. It is important to note that denial is a common aspect of alcoholism, and individuals may require external pressure from employers or other sources to seek help.
Signs of functional alcoholism in the workplace can include behavioural changes such as irritability, sluggishness, confusion, and a preoccupation with alcohol. Physically, signs may include weight changes, bloating, yellowing eyes, and a disheveled appearance. Additionally, a decrease in work quality, frequent tardiness, and a lack of contribution to projects may be indicators of alcoholism.
It is important to encourage and support treatment for employees struggling with alcoholism, as this can reduce its negative impact on the workplace and the individual's health and well-being.
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Signs of alcohol use disorder
It is not a server's job to diagnose alcoholism. While servers may be the first to notice signs of alcohol use disorder (AUD) in customers, they are not responsible for diagnosing the condition. That responsibility falls to healthcare professionals.
AUD, sometimes referred to as alcoholism, is a problematic pattern of alcohol use that leads to clinically significant impairment or
- Craving beverages containing alcohol and not being able to stop drinking once started.
- Drinking in situations that are physically hazardous, such as drinking and driving.
- Continuing to drink despite knowledge of a persistent or recurrent physical or psychological problem that is likely to be caused or exacerbated by alcohol.
- Needing to increase the amount of alcohol consumed to achieve the desired effect.
- Experiencing withdrawal symptoms when not drinking, such as anxiety or shaking.
- Spending a lot of time obtaining alcohol and recovering from hangovers.
- Giving up important social, work, or recreational activities because of alcohol.
- Repeatedly trying to reduce alcohol consumption but failing to do so.
If you notice any of these signs in yourself or someone close to you, it is important to seek help from a healthcare professional.
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Employers' responsibility in dealing with alcoholism
While supervisors and employers are not responsible for diagnosing alcoholism in employees, they do have a crucial role to play in dealing with alcohol problems in the workplace. This involves monitoring the work and on-the-job conduct of employees and taking corrective and disciplinary actions when performance or conduct problems arise.
Supervisors and employers should be aware of the signs of a problem with alcohol and be prepared to refer employees to the agency's Employee Assistance Program (EAP). It is good practice to notify employees who are being counselled for performance or conduct problems about the availability of the EAP. However, it is crucial to make a referral in cases of known alcohol problems. While employers are not responsible for diagnosing alcoholism, they may become aware of an employee's alcoholism if the employee admits to it or if the problem is self-evident, such as when an employee is intoxicated while on duty or is arrested for drunk driving.
In terms of disciplinary action, employers can hold employees accountable for their conduct or performance and make it clear that their job is on the line if they do not seek help and improve. Employers may also implement strict no-alcohol and drug policies in the workplace and use "last-chance" agreements to document an employee's treatment and rehabilitation obligations, supporting disciplinary action if the employee does not uphold their end of the agreement. It is important to note that employers are not required to tolerate drinking on the job or off-the-job alcohol-related misconduct that affects an employee's ability to do their job.
Additionally, employers should be aware of their legal obligations and protections under laws such as the Americans with Disabilities Act (ADA). Alcoholic employees may be entitled to reasonable accommodations under the ADA if they can prove that they are "substantially limited in a major life activity" due to their alcoholism. However, employers are not required to provide an alcohol rehabilitation program or tolerate drinking on the job. Regular attendance is generally considered an essential function of most jobs, and absences due to rehabilitation or treatment for alcoholism may be considered part of an employer's obligation to reasonably accommodate the employee.
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High-risk professions
While supervisors and managers have a responsibility to deal with alcohol problems in the workplace, they are not responsible for diagnosing alcoholism in their employees. Their role is to address performance or conduct issues, hold employees accountable, and refer them to the appropriate Employee Assistance Program (EAP).
That being said, certain professions are associated with higher rates of alcohol abuse and are thus considered high-risk. These include:
Service Industry
The service industry, including food service workers like servers, bartenders, chefs, and restaurant managers, has some of the highest rates of alcohol abuse. This is due to factors such as high stress, easy and constant access to alcohol, long hours, and the pressure to meet customer demands. Bartenders, in particular, are 2.33 times more likely to die from alcoholism than the average employee, as their environment encourages a liberal view of alcohol consumption.
Mining and Construction
Physically demanding work, long hours, hazardous conditions, and the high risk of injury contribute to higher rates of alcohol abuse among miners and construction workers. The instability of the mining industry, with periods of unemployment and limited access to health care, may also play a role in alcohol abuse. Binge drinking is common in these industries, with 18% of miners and 16.5% of construction workers engaging in this behaviour.
Healthcare
Healthcare professionals, including doctors and first responders (police officers, firefighters, and paramedics), work in high-stress environments with long hours and high expectations. They may also have easy access to prescription drugs, contributing to substance use disorders. Studies have found that 1 in 10 doctors and 1 in 6 surgeons have problems with alcohol.
Law
Lawyers often fall into the category of high-functioning alcoholics due to the high-pressure nature of their work, demanding workloads, long hours, and the expectation to always exhibit a professional demeanor. The American Bar Association estimates that one in five lawyers has an alcohol problem, with high rates of depression and suicide in this industry.
It is important to note that supervisors and employers play a crucial role in supporting employees in high-risk professions and addressing alcohol-related issues in the workplace.
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Treatment options
While it is not a server's job to diagnose alcoholism, it is important to be aware of the high rates of alcohol abuse and addiction in the service industry. Servers, bartenders, and other service industry professionals often face high-stress environments and long shifts, which can contribute to the development of unhealthy drinking habits.
If you or someone you know is struggling with alcoholism, there are several treatment options available:
- Behavioural Treatments: This approach aims to change drinking behaviour through counselling. It can be effective in helping individuals understand and address the underlying causes of their alcohol abuse and develop strategies to manage their cravings and triggers.
- Medication: In the United States, there are currently three medications approved for Alcohol Use Disorder (AUD): Naltrexone, Acamprosate, and Disulfiram. Naltrexone helps reduce the urge to drink, Acamprosate eases the negative symptoms of abstinence, and Disulfiram causes unpleasant symptoms when alcohol is consumed, discouraging drinking. Other medications like Topiramate and Gabapentin can also decrease cravings.
- Support Groups: Joining support groups can provide individuals with a sense of community and understanding. Connecting with others who are going through similar struggles can be empowering and provide a network of support during recovery.
- Inpatient Treatment Centres: For severe cases of AUD, inpatient treatment centres offer a residential rehabilitation programme. This provides a structured and intensive environment for individuals to focus on their recovery away from potential triggers and stressors of daily life.
- 12-Step Programs: While commonly associated with alcohol treatment, there are actually many other options available today. These programs offer a structured framework for recovery and are often paired with other treatment approaches.
- Employee Assistance Programs (EAPs): In a workplace setting, employees with alcohol-related performance or conduct issues should be referred to their company's EAP. These programs offer resources and support to help employees address their substance abuse issues and improve their job performance.
It is important to remember that there is no one-size-fits-all solution to treating alcoholism. What works for one person may not work for another. It is crucial to explore different treatment options and seek professional guidance to find the most suitable approach for your specific needs.
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Frequently asked questions
It is not the responsibility of a server or supervisor to diagnose alcoholism in employees. However, supervisors have a day-to-day responsibility to monitor the work and on-the-job conduct of employees. They are also responsible for referring employees to the agency's Employee Assistance Program (EAP).
Alcoholism is now referred to as Alcohol Use Disorder (AUD) to reduce the stigma associated with the term. AUD is defined by the Diagnostic and Statistical Manual of Mental Disorders (DSM-5-TR) as "a problematic pattern of alcohol use leading to clinically significant impairment or distress."
According to surveys, miners, construction workers, and restaurant staff, including bartenders, have the highest rates of alcohol abuse. The service industry has some of the highest rates of alcohol abuse and addiction of any profession due to high stress, long hours, and easy access to alcohol.
