Emotionally Intelligent leadership is an important determinant of success in business: higher productivity, better customer satisfaction, retention of employees, lower rates of accidents, absenteeism and grievances and improved team functioning.

Re-Sources Organizational Support Newsletter

Example #2 – Substance Abuse

On-site counsellor brokers a joint company/union approach to a worrisome substance abuse problem.

The following scenario took place at a client's manufacturing facility.

Over a two-week period in a unionized 24-hour warehouse facility, three employees went to the on-site consultant counsellor. They expressed their fear and dissatisfaction about having to work with a specific employee. They stated this individual was drinking on the job while driving a forklift truck on the off-shifts when supervisors weren't working.

These employees and fellow union members were scared that someone was going to get killed, but did not want to "rat" to either the company or the union and lead to a coworker's job loss.

The on-site counsellor approached the union executive and the company industrial relations representative to confidentially share information about the problem. A plan was then devised to resolve the issue.

A joint departmental meeting was to be organized with both union and company present. The union stated that they had heard about a substance abuse problem in the department and wanted all department employees to know that help was available through the EAP. They also wanted all members to know that if an accident occurred, they would be supporting the non-offending members and would not be supporting the alleged perpetrator.

The company stated that any substance abuse on the job was totally unacceptable. Furthermore, they stated they are responsible for providing a safe workplace environment. Management, with union support, issued a clear statement that alcohol- or drug-related accidents would result in serious sanctions, up to and including dismissal. They reiterated that help was readily available through the EAP.

A week later the telephone rang and the individual requested assistance from the EAP consultant counsellor.

Since the consultant counsellor had also helped rewrite the company drug & alcohol policy, it was a positive and non-prejudicial procedure for those who stepped forward to seek help. The new zero tolerance environment for those caught abusing drugs or alcohol on the job was clear to all. Both the union and company felt the on-site consultant was credible and trustworthy.