All Courses Training Packages Enterprise Request a Quote
Industries
Construction Manufacturing Municipal & Utilities Oil & Gas Transportation Healthcare Office & Corporate
Course Categories
Safety Training Construction Safety HR Compliance HAZMAT & HAZWOPER Driver & Fleet Safety Workplace Culture & Soft Skills Healthcare & Patient Safety Environmental Compliance
Sign In
1-800-287-5942 Start Today Request a Quote
Create Your Employer Account
Home›Courses›Safety Training›Alcoholism in the Workplace

Alcoholism in the Workplace

7 minutesENSafety TrainingOSHA General Duty Clause - ADA - Drug-Free Workplace Act of 1988 - 49 CFR Part 40 (DOT-regulated employers)
Quick Answer

Alcoholism in the Workplace is a 7-minute online course that trains supervisors on recognizing the signs of alcohol impairment, understanding their role in addressing workplace alcohol issues, and following proper documentation and referral procedures. It is designed for supervisors, managers, and HR professionals at organizations of all sizes, and includes a downloadable certificate of completion.

Course Overview

The National Safety Council estimates that employees with alcohol use disorders miss nearly 35% more workdays than their peers, and alcohol-related issues cost U.S. employers an estimated $33 billion annually in lost productivity, absenteeism, and workplace accidents. Under OSHA's General Duty Clause (Section 5(a)(1) of the OSH Act), employers have a legal obligation to maintain a workplace free from recognized hazards, which includes addressing impaired employees who pose safety risks to themselves or coworkers. In safety-sensitive industries regulated by the Department of Transportation, drug and alcohol testing is mandatory under 49 CFR Part 40.

This course prepares your supervisors to identify the behavioral and performance indicators of alcohol impairment, understand the legal boundaries of their intervention role, and follow your organization's procedures for documentation and referral. Your management team will learn how to approach conversations about suspected impairment professionally, when and how to involve HR or an Employee Assistance Program, and how to maintain a safe work environment while respecting employee rights.

What You'll Learn

  • Recognizing behavioral and performance indicators of alcohol impairment in the workplace
  • The supervisor's role and legal boundaries when addressing suspected impairment
  • Documentation procedures for observed behavior and performance issues
  • Employee Assistance Program referral processes and return-to-work protocols
  • OSHA General Duty Clause obligations related to impaired employees
  • How to conduct a professional and respectful intervention conversation

Who Needs This Training

  • Supervisors and frontline managers responsible for employee performance and safety
  • HR directors developing or enforcing workplace substance abuse policies
  • Safety managers at facilities with safety-sensitive operations
  • Operations managers in manufacturing, construction, or transportation environments
  • Team leads responsible for daily crew fitness-for-duty assessments
  • Employee Assistance Program coordinators

Regulatory Background

While no single OSHA standard mandates alcohol-specific training for general industry, the OSHA General Duty Clause (Section 5(a)(1) of the OSH Act) requires employers to provide a workplace free from recognized hazards that could cause death or serious physical harm, which extends to the hazard of impaired workers operating equipment or performing safety-sensitive tasks. The Department of Transportation mandates drug and alcohol testing under 49 CFR Part 40 for employees in safety-sensitive transportation roles. The Americans with Disabilities Act (ADA) protects employees who are in recovery but does not protect current alcohol use that affects job performance or safety. The Drug-Free Workplace Act of 1988 requires certain federal contractors and grantees to maintain drug-free workplace policies. Employers who fail to address known impairment issues may face increased liability for workplace accidents, OSHA General Duty Clause citations up to $16,550 for serious violations, and workers' compensation exposure.

Frequently Asked Questions

OSHA does not have a specific standard requiring a written alcohol policy for general industry. However, the OSHA General Duty Clause (Section 5(a)(1)) requires employers to maintain a hazard-free workplace, which includes addressing impaired employees. The Drug-Free Workplace Act of 1988 mandates policies for certain federal contractors. DOT-regulated employers must comply with drug and alcohol testing requirements under 49 CFR Part 40.
Testing authority depends on applicable regulations, company policy, and state law. DOT-regulated employers can require reasonable-suspicion testing when a trained supervisor observes specific indicators of impairment. Non-DOT employers must have a written policy that permits testing, and some states restrict or regulate workplace alcohol testing. Supervisors should never attempt to diagnose alcoholism but should document observable behavior and follow company protocols.
Alcohol use disorder can be considered a disability under the Americans with Disabilities Act, and employers must provide reasonable accommodations for employees in recovery, such as allowing time off for treatment. However, the ADA does not protect employees whose current alcohol use affects job performance or conduct, and employers can hold all employees to the same performance and behavior standards regardless of disability status.
Employers who are aware of an employee's impairment and fail to act may face significant liability, including OSHA General Duty Clause citations up to $16,550 per serious violation, increased workers' compensation premiums, and potential negligence lawsuits if a third party is injured. Documenting observed impairment indicators and following established intervention procedures helps demonstrate due diligence.
This course provides a general overview of the supervisor's role in identifying and addressing workplace alcohol issues. DOT reasonable-suspicion training under 49 CFR Part 382.603 has specific content and duration requirements (at least 60 minutes on alcohol and 60 minutes on controlled substances) for supervisors of CDL holders and other safety-sensitive transportation employees. Employers with DOT-regulated employees should ensure their supervisors receive DOT-compliant training in addition to general awareness courses.

Related Courses

Employers building a comprehensive substance abuse prevention program often pair this course with Workplace Substance Abuse: Drug and Alcohol training for broader coverage, and Discipline: Performance Standards to equip supervisors with the documentation and progressive discipline skills needed to address performance issues professionally.

Safety Training

A Few More Back Injury Techniques (short refresher)

6 min - EN

$24.95View Course
Safety Training

Abrasive Wheels Grinder Safety (Gory) Interactive Training

7 min - EN

$24.95View Course
Safety Training

Absenteeism and Tardiness

16 min - EN

$24.95View Course
$24.95
per person
Volume Pricing
Team Size Price per Person
1 - 9$24.95
10 - 24$19.95
25 - 49$17.95
50 - 99$17.50
Subtotal $24.95

Certificate of completion included. Downloadable upon passing the final assessment.

Need Help?
1-800-287-5942 Request a Custom Quote
$24.95
per person