Topic: Will You Fire Your Best Employee Who Is Addicted To Gambling ? (Read 359 times)

So let me get this straight.
- He’s one of my best employees.
- His gambling activities do not interfere with his job.
- He has a great relationship with his coworkers.

I can’t believe someone who is an addict can have all these qualities. But for the sake of discussion, a company that prides itself in its moral values, I don’t think letting such an asset go would be the right thing to do. I think in such cases, the person should be given a paid leave for a few months to go on rehab and come back to work on probation.

I support your opinion. When it comes to managing employees, productivity and attendance are crucial factors that directly impact the success of a business. Dealing with an employee who is consistently unproductive and frequently absent from work can be challenging but to save the business, such employee has to be removed from the job to give way to someone who can bring utility to the business.

Firing an employee for poor performance sends a clear message to other employees about the importance of meeting expectations and contributing effectively to the organization. With this standard, a new employee will put in his best to ensure that his effort is felt in the workplace.

As long as he doesn't have problems at work or it's detrimental to his job, I don't think it's a problem. And I think there are still many gamblers who still work well and are responsible in their jobs, it's just that maybe their bosses don't know it yet.
And if I am an employer and I find out that my best employee is addicted to gambling, and I try to advise him and make sure not to interfere with his work and if it interferes or harms his work I will make sure to fire him.
It's very simple in my opinion, and first of all I will try to advise him and help him get out of his gambling addiction, on the condition that he also wants to recover and I will help and support him.

As long as the employee is only gambling with his own money and not gambling at work, then I don't think a boss needs to fire him. Professionalism as a leader is when they are able to resolve a case experienced by their employee well without prioritizing their own ego as to whether they deserve to be sanctioned or fired.

Right now many of my colleagues gamble during working hours, which is clearly bad for them and also for their work. Things like this should be avoided because they are doing something that is not good for other people to see, especially if the work is a service to the community.

If my employee become so reckless in his gambling that it gets to my attention, I will not actually be impressed with that but I'm very sure I will take my decision base on the following:

• Is it affecting his discharge of duties?
• Is it making him to bring bad reputation to my company?
• Are there complaints of him breaking the law as a result of his gambling activities?

If none of the above come out positive, I don't have any reason to sack him, instead I can advice him to seek help in handling his addiction. As a gambler myself, I know what it means to be a gambling addict and I can offer such employer experience based advice which I'm sure will help a lot.

I think the best way to go about it is to assist him and tell him the consequences if he declines to undergo rehabilitation, the boss should remind him that he agreed to have the clause about having a good moral character, with the right persuasion and assistance you can help him recover from his addiction.

He did you a big favor by performing well in your company so it's not time to return the favor by helping him to recover from his addiction, he may even perform better if he is healed from addiction.

Firing seems harsh if they're otherwise a solid worker.  Have you considered talking to them first? You could share your concerns about how the gambling seems to be impacting their work and  offer help and see if they'd be open to meeting with a counselor or joining a support group.  Make it clear you want to work with them on this, not discipline them.  People struggle sometimes.  If they care about their job and agree to take steps, it may be worth giving them a chance to improve before going straight to termination.  Just an idea.

If in the contract clause, dismissal enters one of the sanctions for anyone who violates the provisions, as a leader I will dismiss that the vision of the company's top priority.

Long before the incident, Brifing as a weekly routine needs to be cultivated as a reminder so that the prohibitions that have become a requirement are obeyed in addition to aiming to evaluate performance and evaluate other important matters relating to the vision.
I think this is not merely for the progress of the company and the safety of the company, but for the safety and welfare of employees. When the dirt is already coded, everything can change slowly without realizing it.

Firstly I won't have employed him  if I had known that he is a gambling addict, but for the fact I have him in my payroll already as my employee I don't think I will go on to sack him. Importantly, if he's doing his job as expected and my company is getting the expected results then I have no issues with his private life how he chose to live it.

The only area I could have problems with his  gambling attitude is when his attitude to gambling starts interfering with working hours, company finances, and productivity from his own end of the desk. And if you notice carefully you will see that all of these things or some of these factors will eventually set in one way or the other so far as he's an addict and not just a normal gambler like every other regular responsible gambler.

Nope. In the eyes of a businessman, whatever the hell is wrong with you isn't an issue as long as it isn't an issue that shows during work hours. I'd probably talk it out with them first beforehand to find out what's wrong or if there's an issue, but I highly doubt it's something I can fix as their employer in the first place.

If it starts affecting his performance, say more absences, more lapses in decision making, or dazing around in the middle of work, then yea I'd fire him without a doubt. But even those that don't gamble sometimes do those, so it isn't really a "gambling" problem per se, simply a work performance problem.

It's pretty pointless to ask this of gamblers and you know who people who post in this section are
A gambler will never see another gambler as immoral, unless he himself is weird and it's a way of him punishing himself and all the gamblers around him.
To answer you, I wouldn't do anything as long as his behavior wouldn't impact his work. I would act like I don't know that he's gambling and watch him closely. If he starts doing it at work, or coming to work all tired because he couldn't sleep after losing a bet, I'd probably fire him.

Before taking any action there are things to be considered first which includes during employment does the company's employment latter speaks against gambling or prohibit any one caught gambling and if yes then when caught such worker gambling then I have to fire him/her because is against our company's ethics but if no, I don't mind leaving such person to work but I will never put such person's in finance department to avoid using our company's funds to gamble.
One thing I know is that whom ever that is a gambler when any money gets into their hands the next thing to think is how to double the money meaning even if it is company's fund they don't mind gambling with it since they always think smart of multiplying every funds that gets into their hands without knowing that action might leads to lost.

Personally, I don't think I would fire him if the employee performed well despite his gambling addiction. However, it cannot be denied that serious gambling addiction will result in decreased employee performance, especially if he really works only to fulfill his desire to gamble. Everyone also knows that serious addiction can damage many things, not only financially, but also attitudes, behavior and emotions.

I vote yes if the employee is a gambler who is already at the stage of severe addiction who has poor performance. Meanwhile, if he is just having fun without any impact on his work, then maybe he is worth keeping while asking him to reduce his intensity of gambling a little. But tell me, have you had cases like this in your personal life?

I don't think you would know if your employee gambles too much, surely they would not gamble during working hours and what they do outside of the work enviroment is not too much of your concern as an employer. So if we say somehow you find out that your employer has such an addiction, if this worker does not handle company funds, there is no problem with that.
It is not forum sponsors, the forum is not sponsored. It is signature campaigns and you can check the service section of the forum to understand more about it.

This is very true. You can’t entrust the progress of your financial company to a certain gambler who is having a gambling addiction. Sooner or later, he will be tempted to steal some of your company funds if he cannot sustain anymore his gambling addiction, irregardless if he is the best employee and your best asset in your company. That is why as early as now, try to call his attention and talk about his gambling habit. If he still do it consistently and even worsen his addiction, then most probably it’s better to fire him from your company for your own peace of mind.

Offtopic: Is it a coincidence that every poster in this topic as a Stake.com or similar ad banner below their name?

Or are these forum sponsors and displayed everywhere, not just in gambling-related subs?

The topic will be confusing to those who did not take the time to read through it carefully,  because if you take the time to read clear meaning to what the ops is saying will know the title without a close read can easily thinks that the thread is just about just any employee but reading further you will discouraged that the ops mentioned that a valuable staffs, and for sure if one is a valuable staffs that means he will have some level of skills which have to do with alot of control ability.

So the employee will have to take somethings into consideration  so that he will not lose best hands in his employers lists.

I believe this is a topic that can change a lot based on the country in which it occurs.
the employee (for example in some European countries) is highly protected and firing him without a clear reason is probably impossible.

Now, if this employee doesn't cause damage to the company and doesn't manage "spending money without external controls" I don't think he should be demoted or worse, fired.
Moreover, since you're talking about the BEST employer, I will evaluate very closely any action....

I voted "No" because I don't want to lose an employee who is addicted to gambling. in fact, I will try my best to support him/her to get rid of that addiction. Let's say if your own brother is addicted to gambling then will you throw him out of your house because he's an addict or you'll support him to get rid of that addiction?

Your answer will always be that you'll support him to get rid of that addiction. If you do that for your brother then you should do same for your employee. Even, if he/she is unable to give up on gambling still you should not fire that employee if he/she has a good moral character and he/she does good for your company.

I really don't see how the employees personal life would affect me, so long he doesn't use his addiction to interrupt my business operations and he shouldn't gamble during working hours. Well as a gambling addict, I don't know if it would be possible for him to really hide his addiction from everyone. Even though he trys to, it won't be for long.
And to start with, an irresponsible gambler, who turns out to be an addict, would probably not be able to meet such working standards that would make him the best in his field. He will be distracted and not really focus on his work. But for situation like this, he probably won't get a job at first..
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It may seem that an employee's personal struggles should not affect business operations, but the reality is that gambling addiction can have far-reaching consequences for workplace dynamics and individual well-being. It can have significant implications for workplace productivity, morale, and safety. If an employee's addiction leads to absenteeism or impaired performance, it can disrupt business operations and affect overall company dynamics.

People struggling with gambling addiction may attempt to hide their condition, but it's often difficult to conceal the signs of addiction over an extended period. Distraction, lack of focus, and preoccupation with gambling-related thoughts can impede job performance and hinder professional development. Some people may be able to overcome their addiction and regain stability in their personal and professional lives, but others may require ongoing support and intervention to address their gambling-related issues effectively.