How To Intervene With an Employee Who May be Impaired
Alcohol/Drug problems are difficult to address as managers grapple with conflicting concerns:
- Fear of being wrong, false accusations
- Fear of negligence charge; possible accident or harm if problem not recognized and acted upon
- Avoidance due to close personal relationships
Appropriate intervention strategies will help allay these fears.
Steps to take to address possible impairment:
- Never attempt to diagnose the problem. Stick with objective, observable behavior. Many things could cause a person to appear impaired such as physical problems, medical, psychiatric illness, or substance abuse; don't jump to conclusions.
- Always take action if you are concerned about impairment; never allow someone who appears to be impaired to perform a safety sensitive job or drive home.
- Know and follow your organization's policy for addressing drug testing.
- Get another manager or supervisor to corroborate your observations.
- Document observations objectively; no judgments as to reasons.
- Meet with employee privately. Relate the observations you have noted. These should be both behavioral and performance related. Ask for reasonable explanation of behavior (i.e. slurred speech could be caused by dental work)
- Maintain strict confidentiality; need to know basis only.
- Refer impaired employee to FEAP as appropriate per policy or procedure.