Here are some signs that may suggest that there is cause for concern about gambling:
- Gambling may be the main focus of the employee’s conversations.
- The employee may be heavily involved with lottery pools, sports pools or organizing casino bus tours.
- The employee may frequently borrow money from coworkers or ask for pay advances.
- The employee may be alternatively broke or flash money around or even brag about winning money.
- The employee may often take long breaks for unexplained reasons.
These warning signs are not definite indicators that a person has a gambling problem, but they may indicate a gambling problem. If an employee has a gambling problem, unlike a substance abuse problem, it may not be initially visible. Unless the employee admits it openly, it may be a privacy issue and broaching the subject can be difficult.
Addressing Gambling with an Employee
A workplace gambling policy will outline who within the company should address health and performance concerns with employees. In some cases it is the employee’s Manager, but it could also be someone from the Human Resources or Occupational Health Departments. That person’s relationship with the employee will determine the depth of discussion that can be entered into. This is likely a very sensitive issue for the employee who may also be feeling that their job could be at risk.
First, a meeting should be arranged in private with the employee. The meeting should be approached and documented as a performance issue. For example, the specific behaviours that have been observed or noted should be discussed with the employee in a concerned way. It is usually not beneficial to ask an employee if they have a gambling problem. This kind of blunt question often leaves a person feeling defensive and unwilling to explore the issue.
It is best to start by pointing out performance concerns and following up with open-ended questions that are non-judgmental. It is important to have specific concerns and examples documented.
Do not attempt to diagnose a gambling problem, but instead:
- Refer to therapeutic and financial counselling resources.
- Hold the employee accountable. Workplace theft is common among people who gamble excessively. If things have gone missing, employers can raise this issue without making an accusation. If employers can prove the employee stole from the company, they are encouraged to contact police. Protecting the employee from prosecution can lead to further problems.
- Be encouraging – Employers have a duty to accommodate. This may include being flexible regarding treatment, or altering job requirements.
Gambling Policy
Many workplaces have drug & alcohol policies in place to guide how these issues are addressed. Gambling policies are not yet common, and yet research tells us that it can become a big issue that can impact the workplace. When it does come up, companies without a policy risk addressing the issue inappropriately. Lack of awareness generally of problem gambling as a health concern can lead to punitive rather than rehabilitative action on the part of employers.
Some employers though are choosing to take precautions regarding workplace gambling. In a survey conducted by the Society of Human Resource Management (1999), 23% of the respondents indicated that they had written policies related to workplace gambling.
The overall benefits of developing a gambling policy include:
- Better health of employees - a policy will include prevention, education and treatment measures.
- Better work environment – a policy can help reduce tension among workers, between employees and management, and can provide a clear process for addressing these issues.
- Potential for accidents reduced – when not dealt with workplaces run the risk of employee accidents through lack of concentration, tiredness, poor judgement and bad decisions.
A gambling policy should adopt a harm reduction and supportive approach and include health promotion and prevention, education and harm reduction strategies. Gambling is a legal activity and most adults will choose to participate at some level. A harm reduction policy focuses on reducing the harms resulting from problematic gambling without eliminating gambling altogether.
Support and commitment from top levels of management is important to ensure the implementation of any policy developed. Active collaboration from all staff in policy development also helps to ensure adoption by everyone. Various stakeholders from the community, such as local gambling and health agencies, insurance companies, EAP providers can also contribute to the policy development process.
A workplace policy should include the following components:
- Involve a range of responses
- Be sensitive to the current gambling norm(s)
- Link to existing health policies
- Inform employees, especially human resources and occupational health staff
- Provide regular training on Problem Gambling to your managers and supervisors
- Have local problem gambling service information available to all employees
What can employers do to prevent gambling problems?
- Block Internet gambling sites: www.gamblock.com
- Keep accurate records on workplace performance
- Include gambling information in financial services for employees
- Be aware of situations that may lead to the development of a gambling problem and how to avoid them
- Implement programs that decrease the vulnerability of shift workers and staff ‘on the road’ e.g.. accountability for time
- Ensure staff have access to recreational facilities during breaks
- Organize social events at places other than casinos or racing tracks
Back to Gambling and the Workplace