School of Business & Economics

Business Administration Department

BFM 4107 G3: DR LIBERATO A REYES

NAME: ZAMORA, Ariel B. DATE: Feb 18, 2023

SUBJECT BFM 4107 GROUP # 3

DRUG AND ALCOHOL PROBLEM

Submitted by: ZAMORA, Ariel B.

I. Statement of the Problem

The female employee who had been absent from work due to Intoxication returned
to the workplace and assaulted her manager. The incident raises awareness about
workplace violence, mental health issues, addiction, and substance abuse
especially substance abuse and addiction as well as how to deal with employees
who are under the influence of certain substances to ensure workplace safety.
Additionally, she had brought a knife and threatened to harm herself. She admitted
being drunk and under the influence of drugs during the court hearing. She was
entitled to protection under the Americans with Disabilities Act due to the fact that
she admitted to being an alcoholic.
II. Objectives
1. To figure out what caused the incident in the first place and how it could have
been avoided
2. To educate employees about the dangers of working under the influence of
drugs or alcohol and the repercussions
3. To assess the company's response to the incident and identify areas for
growth
4. To emphasize the potential dangers and repercussions that an employee's
violent behavior in the workplace poses to the company
5. To provide managers and supervisors with the information they need to identify
warning signs that employees are under the influence of drugs and how to
handle the situation
6. To emphasize the legal ramifications of dealing with employees who have
disabilities, addictions, or mental health problems
7. To suggest appropriate steps the company can take to avoid future incidents
8. To emphasize the negative effects of handling similar workplace situations
that could compromise workplace safety

III. Relevant Case Facts and Analysis (SWOT Analysis)

Relevant Case facts:

➢ When an employee should have indicated that they were under the influence of
drugs or alcohol, the employee was sent home.
➢ The employee who was sent home came back at a later time and assaulted her
manager with a deadly weapon in order to intimidate him.
➢ After receiving a call, the manager was able to leave the area where the offender was residing
and waited for the authorities to arrive.
➢ The police arrived and arrested the female employee.
➢ The employee was brought to court
➢ The employee admitted that she was an alcoholic and addicted to illegal drugs during the court
hearing, and she also filed an appeal for wrongful dismissal.
➢ Additionally, the worker had mentioned that her father had previously
sexually harassed her.
➢ It was discovered that her substance abuse and personal problems contributed to her violent
behavior.
➢ The judge instructed the business to reassign the woman to her previous
position.
➢ The manager was fired from the company after a case was opened against
him.
➢ Because the employee belonged to a protected class under the Americans
with Disabilities Act (ADA), the case is currently being appealed.

SWOT ANALYSIS

STRENGTH
✓ Prior to the incident, policies and procedures were already in place.
✓ After being attacked, the manager was able to call for assistance and waited for the
authorities to arrive.
✓ Prior to the incident, the company's Incident Response Team had already been established to
handle similar issues.
✓ Employers are permitted, under the Americans with Disabilities Act, to discipline, discharge,
or refuse employment to an alcoholic whose use of alcohol has a negative impact on their
performance or behavior at work to the extent that they are not qualified.

WEAKNESSES
✓ The incidents were not adequately or appropriately handled by the company's incident
response team.
✓ The Incidents Response Team was not put into action by the business.
✓ The manager who was assaulted handled the situation improperly, which resulted in the filing
of a sexual assault complaint against him.
✓ Despite the fact that the company believed the employee was under the influence, it did not
arrange transportation or contact the employee's family or friends to pick her up.
✓ The manager's office contained weapons-compatible items.
✓ The employee was able to enter the building with a knife in her possession.
✓ The case study did not provide any additional information regarding the allegations of sexual
harassment leveled against the manager.

OPPORTUNITY

✓ Management could receive training on how to deal with employees who have addictions
and traumatic experiences.
✓ The company could evaluate tools for incident prevention and response.
✓ The company ought to provide managers and supervisors with training on how to deal with
employees who exhibit signs of intoxication.
✓ The business ought to offer them services or third-party assistance with their issues.
✓ The business could make investments in workplace security.
IV. Alternative Courses of Action

1. In cases of substance abuse at work, the Incidents Response Team should

be activated and work with the manager.
2. Give managers and supervisors the training they need to find and deal
with employees who are under the influence of drugs.
3. An assistance program for employees ought to be implemented by the
business.
4. Provide counselling to employees who are dealing with mental health
issues and substance abuse

V. Analysis of Alternative Course of Action

1. In cases of substance abuse at work, the Incidents Response Team should

be activated and work with the manager.

When the company suspects that an employee was under the influence, it should
let the manager and the Incidents Response Team work together to gently
confront the employee. It was wrong to send the employee home on her own;
The business should have called her friends and family to pick her up instead.
Inform her friends and family that she should not report to work while intoxicated.

2. Give managers and supervisors the training they need to find and deal
with employees who are under the influence of drugs.

To forestall cases to be misused, in the occasion one like this may happen
chiefs/managers should be given the essential information and abilities to dealt
with circumstances wherein representatives may be affected by substances.
Legitimate advances and de-heightening strategies perhaps authorized to
forestall savagery in the working environment.

3. An assistance program for employees ought to be implemented by the

business.

Employees with alcohol and drug abuse issues can receive short-term counseling,
evaluation, and referral through an employee assistance program, which can
address a wide range of issues. An employee with substance abuse issues may be
 referred to professional assistance with the assistance of an employee assistance
program. Additionally, the company ought to establish stringent workplace
alcoholism policies.

4. Provide counselling to employees who are dealing with mental health

issues and substance abuse

For employees who are having trouble performing at work, the company may
offer internal counseling; however, they may also choose to collaborate with or
obtain the assistance of the appropriate organizations that can assist employees
with mental health issues and addiction so that they can receive the appropriate
treatment.

VI. Conclusion

Although an employee's decision to drink is their own, the use or abuse of

alcohol and other substances may hinder the employee's ability to carry out his or
her responsibilities. The company plays a crucial role in dealing with alcoholism
and substance abuse, but because the situation is delicate, it must be handled
with extreme caution. A business should educate its managers and supervisors on
how to deal with these issues and equip them with the necessary skills. In addition,
a business ought to raise awareness about alcohol and drug abuse, sexual
harassment, and, most importantly, mental health issues. They should also come
up with ways to help their employees deal with their own personal struggles in
order to avoid problems like these in the future and make the workplace a safe
and healthy place to work. The case study's incident was caused by a number of
things, including the manager's alleged sexual harassment, the employee's past
traumas, and the company's lack of incident prevention and response procedures.
It is essential for the business to address all potential causes and implement
solutions in order to prevent additional incidents of a similar nature.

VII. Recommendation

All managers, supervisors, and company officials should receive

comprehensive training on how to identify and deal with employees who have
traumas or substance abuse issues. The company should start an employee
assistance program to help affected workers. To ensure workplace safety and a
healthier work environment, it is suggested that the company enforce their
policies and guidelines on how employees should report to work and behave. To
avoid making the situation even more complicated, it would be best to equip
managers and supervisors with the skills necessary to deal with these issues in the
event that they arise. It would also be beneficial if the company could provide
services or obtain assistance from the appropriate organizations to treat and
provide the necessary assistance to employees who are dealing with personal
issues. In parallel, the company ought to make investments in enhancing
workplace security in order to prevent employees from bringing dangerous items
into the workplace. In order to assess potential threats to the business and
provide incident-handling measures, the Incidents Response Team and the Threat
Assessment Team should be activated in every incident.