If you suspect one of your employees has a problem, don't immediately confront the employee or insist that he or she seek treatment. Instead, follow these steps:
1. Don't try to diagnose the employee. Instead, focus on documenting on-the-job. That lowers the organization's risk of wrongful-termination lawsuits and other legal problems.
2. Ask for advice from HR. They'll be able to tell you what type of counseling and treatment services are available for the employee, either through the organization's insurance plan or(EAP).
3. Discuss the performance issues with the employee. Set specific consequences for what will happen if performance and conduct issues aren't cleared up. Without making specific accusations, let the employee know what resources are available (counseling, EAP, local resources). Avoid moralizing or accusations about possible substance abuse.
4. If the situation continues, meet with the employee again to review the performance issues and remind him or her about available resources. Don't link treatment with continued employment.
5. Use drug testing cautiously with input from HR. Ideally, the organization should have a written policy regarding drug use in place beforehand.
6. Act as a role model. As manager, your own actions speak volumes about what will be tolerated.
- Retaliation nation: Manage adverse actions to lessen retaliation
- If we have to lay off employees, is severance pay mandatory?
- Are there any legal issues to consider now that we're hiring only 'careful' workers?
- California Minimum Labor Standards
- When it comes to discrimination lawsuits, the clock starts ticking with firing date