WE DON'T WANT TO LOSE YOU

Year Published: 1973

Creator: industrial-alcoholism-films-inc

Copyright: Registered 7Sep73 · MP25339 (Jan-Jun 1974) Copyright holder: Industrial Alcoholism Films

Description: This film "We Don't Want to Lose You" (1973) was written by Robert Paklaian, produced by Robert Wayne, and directed by Judith Eglington. It was made by Industrial Alcoholism Films, Inc. and highlights the impact of alcohol addiction on workers and the workplace, focusing on a supervisor’s struggle to manage an employee whose drinking negatively affects his job performance and attendance. It emphasizes the delicate balance between respecting personal privacy and maintaining productivity. After repeated attempts to help the worker improve, the company introduces a program requiring referral to professional treatment as a condition of employment. The supervisor plays a crucial role in encouraging the worker to seek help and supporting his recovery. The video stresses that with proper understanding, awareness, and follow-up, many workers can overcome addiction and return successfully to their responsibilities. 0:00 — Millions of workers suffer from mental and emotional illnesses; alcohol is identified as the primary drug contributing to the problem. 2:26 — The story introduces a worker struggling with alcohol, showing how addiction impacts work and relationships. 5:29 — A supervisor faces challenges managing a worker whose drinking affects productivity and attendance. 6:01 — Discussion of confronting the worker about drinking and its impact on job performance, highlighting the balance between personal privacy and work responsibilities. 7:47 — The supervisor expresses concern and attempts to address the worker’s declining performance and attendance. 9:38 — The supervisor explains how the worker’s absences and reduced productivity affect the whole team and company operations. 10:37 — The worker promises to improve and work harder, showing some hope for recovery. 11:00 — After repeated failed attempts to improve, the company introduces a program to refer the worker to expert help. 11:43 — It becomes the supervisor’s responsibility to encourage the worker to seek treatment as a condition for continued employment. 12:38 — The supervisor formally tells the worker his performance is unacceptable and arranges an appointment for professional help. 13:29 — The worker fears losing his job but is reassured that the goal is to help him maintain employment through treatment. 14:02 — The worker reluctantly agrees to seek help, understanding the consequences of refusal. 14:31 — The worker reflects on past bitterness and the support he’s received, acknowledging his need for change. 15:39 — The worker returns to his job, but follow-up is critical to prevent relapse; the supervisor’s role remains vital. 16:23 — Recovery is possible when supervisors act with knowledge, awareness, and understanding, helping workers face their problems and access treatment.

Complete Record: This film "We Don't Want to Lose You" (1973) was written by Robert Paklaian, produced by Robert Wayne, and directed by Judith Eglington. It was made by Industrial Alcoholism Films, Inc. and highlights the impact of alcohol addiction on workers and the workplace, focusing on a supervisor’s struggle to manage an employee whose drinking negatively affects his job performance and attendance. It emphasizes the delicate balance between respecting personal privacy and maintaining productivity. After repeated attempts to help the worker improve, the company introduces a program requiring referral to professional treatment as a condition of employment. The supervisor plays a crucial role in encouraging the worker to seek help and supporting his recovery. The video stresses that with proper understanding, awareness, and follow-up, many workers can overcome addiction and return successfully to their responsibilities. 0:00 — Millions of workers suffer from mental and emotional illnesses; alcohol is identified as the primary drug contributing to the problem. 2:26 — The story introduces a worker struggling with alcohol, showing how addiction impacts work and relationships. 5:29 — A supervisor faces challenges managing a worker whose drinking affects productivity and attendance. 6:01 — Discussion of confronting the worker about drinking and its impact on job performance, highlighting the balance between personal privacy and work responsibilities. 7:47 — The supervisor expresses concern and attempts to address the worker’s declining performance and attendance. 9:38 — The supervisor explains how the worker’s absences and reduced productivity affect the whole team and company operations. 10:37 — The worker promises to improve and work harder, showing some hope for recovery. 11:00 — After repeated failed attempts to improve, the company introduces a program to refer the worker to expert help. 11:43 — It becomes the supervisor’s responsibility to encourage the worker to seek treatment as a condition for continued employment. 12:38 — The supervisor formally tells the worker his performance is unacceptable and arranges an appointment for professional help. 13:29 — The worker fears losing his job but is reassured that the goal is to help him maintain employment through treatment. 14:02 — The worker reluctantly agrees to seek help, understanding the consequences of refusal. 14:31 — The worker reflects on past bitterness and the support he’s received, acknowledging his need for change. 15:39 — The worker returns to his job, but follow-up is critical to prevent relapse; the supervisor’s role remains vital. 16:23 — Recovery is possible when supervisors act with knowledge, awareness, and understanding, helping workers face their problems and access treatment.

Transcription

[Music] what is guy unform he says to me man you're on a new job [Music] it's a fact that millions of working people suffer from mental and emotional illnesses and it's no secret that we got a serious drug problem more than half of that problem can be Trace to One Drug in particular it's called alcohol [Music] drink alone or when I'm with somebody I only drink for laps and buy that's the [Music] true so far I've left away the things you calling [Music] for but you'll never see me laugh away my you I [Music] drink alone or when I'm with I only drink for last and body that's the truth so far laugh the [Music] you see me way my you [Music] [Music] hone you [Music] take wait wa can't get on come on let me go man come on I don't [Applause] feel all right [Music] [Music] come come come on come on [Music] get for yeah this man has a problem and now his problem problem is your problem something's going wrong something's wrong with my life something in my head makes me think I'm dead something's wrong with my life I ain't feeling well and I ain't sleeping well in fact I feel like hell right [Applause] [Music] [Applause] [Music] now right now right now location you got about like 30 guys that work for you in this plan they're all pretty good work but you got a few that that goof off on you the guy's got a a drinking problem he goes out to lunch tipples a couple comes back slows down on the job soon as his productivity goes down your job is in Jeopardy people upstairs find out about it you're in trouble so you got to read this guy out okay okay right go ahead given me a big problem Andy and I just can't ignore it anymore you got to do something about your drinking you come in hung over then you go out and drink your lunch on top of that and you smell like a damn Brewery what the hell is it to you if I want to drink my lunch I'll drink my lunch I mean see since when has it been that you don't have a couple of beers with your lunch but I doing my own time as my business it's none of yours listen I'm no hold it hold it he's right you know his drinking isn't any of your business unless it affects his job then it has to be your business yeah but that's the problem isn't it is drinking no no the problem is is lousy job production he he doesn't show up half of the time he uh he's productivity is a white you never know whether he's going to show up or not he's driving you crazy you and everybody else around him well yeah but if I can't tell him why he's not doing the job then how do you know see you you are supervisor you are not a doctor or a or a social worker listen listen why should you even bother to mention his drinking to him it's all it's going to do is create a lot of grief for you we'll let the experts handle that see you mention drinking to this guy booze to him you're out to go Ballpark and immediately into his he'll uh he'll run you around in circles uh tell you how tough things are for him uh hit you for a fast 20 bucks and walk away whistling then where are you now you stay with the job okay oh and remember this guy is a friend of yours you you've worked with him a long time you are you're you're really concerned about him okay all right got how long have you been here now Andy about about 11 years yeah yeah a good long time anyway and for most of those years you've been a hell of a good worker my best I could always rely on you well the the rush jobs the real toughies I always counted on you well I I triy to try to do my best but not anymore Something's Happened to you I don't know what it is well listen what's the problem I ain't got no problems don't ask him what the problem is you know he's doing a lousy job you got to tell him spell it out to him yeah I see okay okay you were always my best man but now you're you're you're showing up late you don't come in at all you're taking time off what the hell you talking about I don't take off any more time to anybody else these new kids you get in here these days they come in when they damn well please you know how many new guys I have working next to me in the past two weeks I take off more time you you got to be kidding okay okay now you've got the record so you can tell exactly how much time he's been missing and you know he may be right maybe he is showing up most of the time and even on time but he's he's got a lot of sick time and uh accidents off the job on the job he he's very careful which means he has to work very slowly so he's he's just not producing enough now he's in your ballpark see you're the expert here see and if there's one thing you do well is knowing what goes on in your unit okay we'll establish that you've used the personality records that's what they're there for so both you and he know what the story is now what H all right listen every time you miss a day I have to shove people all over the place to cover for you I have to put people on jobs they don't know anything about pay overtime my production costs go up and my output goes down you think they don't notice that upstairs you're not only screwing yourself up you're screwing me up and it can't go on okay Harry maybe you're right I I have been a little under the weather lately but but I feel fine right now and why don't I just go out there and and show those kids what work really is all right are you just going to let him walk out on you why not I got what I wanted now he's going to go out there and really work but you've talked to him before haven't you well yeah what happened well I said if it work before would you have him back here today no okay you've tried everything you know every standard approach there is nothing's worked he'll straighten out for a while maybe then what happens same old story right so now is the time to use the new tool a company gave you the troubled employee thing right this is your answer for people who don't respond do anything else now there's no new work for you you just supervise your people and make sure they're doing their jobs well but with this kind of a program see you can get him to an expert somebody that can really help him and he needs help well yeah but it's just that I hate to have somebody else handle one of your problems yeah I guess listen you you really do care about any now don't you yes of of course I do good you see if he's an alcoholic he's not going to get any better he's going to get worse he needs help see so it's it's up to you to get him in on the program why me I've got enough to do because there's nobody in a better position to do it you're the one who can get him to treatment see you can make it a a condition of employment either he he gets the help he needs the help the company's supplying or he doesn't keep his job oh great now first you were talking about helping him and now you say fire him some help what about the union the union and the company have been working together on this they both want exactly the same thing they both want him healthy and working can you afford to keep him on if he doesn't [Music] improve well no okay okay you know what you have to do look Andy your performance just isn't up to the standard set down by the company my job is to get it up there and keep it there so so what am I supposed to do I'm going to make an appointment for you to see oh if if there's an implant doctor that's where you'll send him for treatment if uh if there isn't you send him to personnel and they'll recommend him for outside medical help let's say in this case there is a uh there's a counselor type in a Personnel Department okay I want you to see Mr Weston in Personnel who's he well he's a Personnel counselor well you mean that's where I go to get fired look Andy his job is to help you keep your job yeah he's not going to fire you yeah well look man the company has an investment in you you're trained you're experienced you're you're valuable it's a lot better for me to keep you on the job if it's up to standard so what happens if I don't see this guy well what do you think that's it that's it if it were any other way I I wouldn't be much of a supervisor I'm going to make an appointment for you at 8:30 in the morning keep it Andy I don't want to lose you people do about me and I locked them right out of my heart but they never stop caring about me so to them I owe life's second star I've been so bitter and they've been so kind they had undying faith in me they've been so patient and I've been so short I guess I was too blind to see now I can see clearly it's such a joy to be free I blamed all my problems on somebody else when the problem was really on me now I can see clearly well it's such a joy to be [Music] free he's back and now the last thing he needs is special attention he's got to return to his old job his old responsibilities even the old Temptations and during this follow-up period the supervisor is still the key man and he's got to be alert to any signs of slipping back cuz it can happen but in most cases the problem Drinker in Industry can make it all the way back and it's because a supervisor simply did his job with knowledge awareness and understanding it's you the supervisor who makes recovery Possible only you can help the problem Drinker face the truth and up treatment you've got a job to do here's to you clearly it's such a joy to be free I blamed all my problems on somebody else when the problem was really on me now I can see clearly well it's such a joy to be free I blamed all my problems on somebody else when the problem was really with me now I can see clearly it's such a joy to be free I blamed all my problems un solved else when the problem was really on me

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