If you would ask, is alcoholism a disability? The answer depends on the situation. An employee covered under ADA and MHRA’s protection with drug addiction and alcoholism if they essentially perform their jobs. Though these employees need reasonable accommodation for doing so.
How to qualify as a disability?
If an employee can’t perform the job with reasonable accommodation, automatically, they are not protected by the ADA or MHRA. Once an employee’s addiction impaired major life activities, then it is qualified as alcoholism disability. There are particular situations and conditions to consider whether alcoholism is considered a disability or not. So, if you are an employee, you must see to it that you are aware and have knowledge regarding this situation to know your right to protection.
What will be the qualification?
Any case must be investigated because it is not all the time that it is automatically considered a disability. It should go on a case-to-case basis, you must keep this in mind. Before an employee claiming for alcoholism disability should be aware of being employed with and without reasonable accommodation. An employee with reasonable accommodation is covered under the protection of ADA and MHRA.
What does a reasonable accommodation mean?
Reasonable accommodation means an employee is given with the following:
- Time off for medical treatment
- Working at a modified schedule (attending support group meetings)
An employed provided with reasonable accommodation means no excuse from termination or disciplinary actions. If the employer implements a policy, the investigation matters to the incident that happened. For example, alcohol is strictly prohibited on the work premises. But, if an employee brings it to the workplace, the employee will undergo disciplinary actions.
Employee’s assessment development
As a part of the drug or alcohol policy on the premises, employees are subject to an evaluation. The employer performs the policy rightfully by keeping employees capable while at work. Employees must be responsible enough while at work. Once the policy says alcohol and drugs are strictly prohibited, then it must be respected and followed.
Can the employer terminate an employee?
Yes, an employee can terminate an employee if the developed work policy is not followed. Any problem that arises during working hours due to being drunk, tardiness, or any drug-related problem while on the premises is subject to disciplinary action or termination.
As an employee, you must know your worth in the work and know your duties and responsibilities as an employed individual.
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