The American Disability Act protects anyone who has documentation for their disability. Employers have to be extremely careful when working with someone who has an alcoholic problem because they can become a legal issue to the workforce. The employer may still terminate any employee who maybe using alcohol because they still have to make sure of all the other employees are protected. Employers should give that particular person a leave of absence to cope with what they are going through or refer them to their EAP amenity to help them overcome their issues.
Dealing with religion in the workforce is a tricky situation. All employees will encounter with someone that has a different belief than them a few times throughout their working career. I believe that no matter what someone believes in everyone should be treated with respect. In some instances employers has to make accommodations for some employees because of their religion. In addition, the employer has a legal right to grant those accommodations to those persons who may need it for the beliefs practices.
In light of the ADA, how should employers deal with employees afflicted by alcoholism? How should employers deal with religious advocacy or proselytizing by employees?
I'm not sure if alcoholism is a disability; but if this is the case, to accommodate these employees, employer can limitate activities that can cause harm such as running machines or climbing in a higher area. However, dispite of the ADA, alcholism is co