It’s true that the ADA and
Employers have every right to expect workers to show up sober in the morning. Being an alcoholic is no excuse.
Note: Keep in mind that the FMLA probably applies if a doctor certifies that an employee needs inpatient treatment for alcohol abuse.
Recent case: Home Depot employee Diane Ames told her boss that she thought she had a problem with alcohol. He referred her to the company’s . She began counseling and signed an agreement acknowledging that she could be fired if she tested positive on a blood-alcohol test.
One day, she showed up at work allegedly smelling of alcohol and acting out of character. Her boss sent her to take a blood test. About the same time, Ames began looking for an inpatient alcohol treatment program. Home Depot fired her when the blood test came back positive for alcohol.
Ames sued, charging that she should have been granted for treatment.
The court dismissed the case. While it agreed that the inpatient treatment would qualify for FMLA leave, it reasoned that Home Depot fired Ames for a separate and legitimate reason—testing positive for alcohol while at work. That violated a company rule. (Ames v. Home Depot, No. 08-CV-6060, ND IL, 2009)
Bottom line: You can always punish rule-breaking behavior, even if that behavior may be related to a serious health condition or a disability.
- Same job, new management: Are employees covered by the FMLA?
- Boost productivity by helping staff with elder care problems
- USERRA reinstatement requirements following military leave
- Unemployment: HR rep can testify about harassment probe
- Feel free to discipline employees even if you discover wrongdoing during FMLA leave