If the employee admits to substance abuse, focus on support and accommodation. Examples: Arrange an evaluation for or refer the employee to your company's EAP. Be sure to follow other procedures designated by your organization's drug-free workplace policy or follow the guidance of your human resources advisor. Never let an employee drive who does not appear to be in control of his or her behavior. If necessary, get help or call the police rather than risk the employee injuring or killing someone from behind the wheel of a car.
- If the employee denies any wrongdoing, blames others or offers an alternate version of events, you face a delicate balancing act. On the one hand, you don't want to argue and trigger a potentially belligerent situation. You also don't want to prevent the employee from leaving the room.
- At the same time, however, you don't want to disregard the seriousness of the situation and allow the person to drive or return to work. After consulting your company policy and your human resources manager, you may decide that the safest course of action is to conduct a drug test, drive the employee home and impose a conditional suspension.
- If an employee will not accept a ride home from you, arrange for another coworker to drive or contact a family member to pick up the employee. Or call a taxi and prepay the driver. If you cannot prevent the employee from driving off, call the local police and alert them to the situation.
- Document events as they unfold. If someone informs you that the employee appears unfit for duty-but you did not witness out-of-control behavior firsthand-ask the reporting employee to describe in writing what happened. Once you collect a written eyewitness account, discuss it promptly with the employee who acted out, or ask your human resources advisor for guidance. Consider asking the employee to read, sign and date the write-up to confirm its accuracy-or submit a signed, written rebuttal with an alternate account of what happened.