Living & Working in Great Places

Alcohol abuse in the seasonal world?

So along with all the amazing things about seasonal work, there are some bad ones too - like the rampant alcohol abuse in the industry - not just partying (which is also prevalent), but abuse of alcohol. I, myself, fell subject to it on my first seasonal job, and I've seen it take down countless others - drinking at work, getting fired because of it, etc. What can be done about this? What role do employers play? What role do co-workers play? At our current location, we have drug and alcohol testing, but people who fail the tests more often than not get a slap on the wrist instead of fired. So... what can be done? What should be done?

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Permalink Reply by Michael McDaniel on April 21, 2008 at 10:13pm: amen; ▶ Reply to This

Permalink Reply by Jon ( THE MIXER ) Marshall on April 22, 2008 at 8:54am: I do not mind the drinking. But if the drinking starts to interfer with work and others people who don't drink then i have a problem with it. I think that sometimes companys give to many chances to people. I would give 2, and thats it. My first summer in Alaska, alot of the cooks missed 4 or more days because of being hung over, and they kept them on, but i did get a nice raise mid-summer and end of season bonus.

I do not drink, and i do not care of anyone else does.

J; ▶ Reply to This

Permalink Reply by akscootr on April 23, 2008 at 12:50pm: The word is respect. If I have to be up early to work and someone is yelling and keeping myself and others awake while screaming and yelling @ 2am, there is a problem. It is called lack of respect for others. Take the party away into the woods...
When one decides to live in a communal (dorm) situation that person needs to understand his behavior affects many others. It is not communism to expect an employee to have consideration for others. I like my beer also, but I don't feel as if I have the right to disturb others.; ▶ Reply to This

Permalink Reply by Erin on April 24, 2008 at 5:59pm: agreed!; ▶ Reply to This

Permalink Reply by Lea on April 26, 2008 at 11:21am: It is not communism to expect an employee to have consideration for others.

Very well said. Agreed.

There is a world of difference between having a beer or two after work and getting so s*** faced drunk that you can't even walk and disturb everyone around you. Especially when you do it night after night.

(By 'you' I just mean a general 'you' not anyone in particular here.); ▶ Reply to This

Permalink Reply by RetiredEmployer on April 25, 2008 at 10:11pm: Most, not all, but most of my Seasonal Experience was in the Guest Ranch Industry, Wyoming/Colorado in the summer, Arizona in the Winter. Spring and Fall was spent traveling.
Most Ranches are remote. Most Ranches provide housing.
As such the Employees are somewhat confined to where they work being where they live and that is seldom near any sort of a town.
When I worked Seasonal I was a few years older than most of the other Staff.
In the 20+ years of Seasonal Work I never saw anything good come from excessive drinking. I saw Employees fired, arrested, embarrased and injured. I saw employees die in auto accidents. I saw a Seasonal break both of his tibulas by driving his snowmobile into a ravine. He had to be airlifted to a Hospital in Idaho.
After I moved into Management I began to look at alcohol abuse in a totally different light. I was now not only responsible for a Physical Operation that was worth countless millions but I was responsible for the safety of both my Staff and our Guests.
We had a simple policy: Alcohol, and its use, were forbidden on the premises. If an Employee was 21 or older and invited by a Guest to Social Hour in the Ranch Saloon they were more than welcome, they were incouraged.
I had to fire Employees due to their trying to stretch that policy. Visibly hung over was grounds for immediate termination. Alcohol in an Employees room or vehicle was grounds for immediate termination.
Immediate Termination was just that; Two very large Wranglers would accompany you to your room and help you pack. If the Employee was under age I would call one or both Parents and explain why their Son/Daughter was no longer employed by us.
Two of the three times I did so I was thanked by the Parent. The other time I was threatened with a Lawsuit by a Parent because it was impossible that "Little Johnny/Jill" could do such a thing. I emailed the Parent a copy of the arrest report.
I know there was and will be parties down by the river or back in the Campgrounds. When an Employee I attended my fair share although I was more comfortable just hanging in the Ranchhouse enjoying our Guests. I made MAJOR tips.
As an Employer everything changed. I paid quite a lot of $$$ to become versed in Employment Law. Most Seasonal Employees do not realize the amount of responsibility that an Employer has where his/her Employees and Guests/Customers are concerned.
When I was 21 years old I thought most of my Employers were really stupid.
As I got older I saw how they were getting a whole lot smarter.; ▶ Reply to This