Almost one in three Russian companies fires employees due to excessive alcohol consumption. At the same time, one in five organizations consider it acceptable for an employee to get drunk at work, provided they are in adequate shape and do not harm their work. This is shown by a study conducted by Aktion Personnel and HR (part of the Aktion group), the results of which were reviewed by socialbites.ca.
Almost two-thirds of respondents (64.9% (198)) reported that alcohol is prohibited at their company. However, in 21.6% (66) of companies it is possible to celebrate personal holidays with alcohol: birthdays, weddings, birth of a child, etc. In 5.9% (18) business successes can be celebrated, and in 7.5% (23) and You can celebrate any event – there will be something to drink.
Moreover, in almost one in three companies surveyed (29.8% (91)) there were cases of dismissal of employees for drunkenness. In almost 39.3% (120) of organizations, they agreed to dismiss at their own request or upon mutual request.
Nearly half (49.8% (152)) of surveyed employees admitted that they would inform management if a colleague was excessively drunk and his behavior could be dangerous to others. However, nearly a quarter (27.9% (85)) of companies said they would try to cover up the situation with management.
About a quarter of respondents (23 (70)) are sure that dismissal for drunkenness is not an extreme measure, even if it happened once. The overwhelming majority – 74.4% (227) – are sure that it all depends on the situation and each case must be dealt with individually. Only 2.6% (8) of respondents believe that dismissal for workplace drunkenness is too harsh a measure.
The vast majority (82% (250)) also stated that being under the influence of alcohol at work is unacceptable. However, 18% (55) think such a situation is acceptable in the workplace if it is adequate and does not harm their work or be dangerous to others or themselves.
“An interesting result is the number of respondents who believe that the decision to expel an alcoholic should be made individually in each specific case. Isn’t this hidden discrimination? It turns out that it is advisable not to fire even once a valuable specialist who comes to work drunk after a night of entertainment, because where will you find his location later? At the same time, a blue-collar worker who commits the same crime may be fired; because, according to survey participants, they are the ones most prone to drunkenness at work. That’s why,” commented Aktion Personnel and HR expert Alexandra Borisova.
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