Addressing Problems

Confronting an employee with a drug or alcohol problem is never easy.

Before meeting with the employee, find out if substance abuse treatment is covered in the employee's health insurance plan through your company. Also find out if your company's benefits package includes the services of an employee assistance program, where counseling is provided at no cost and the counselor will make a referral to an appropriate resource in the community if additional assistance is needed.

If your company does not cover treatment under health insurance or take part in an employee assistance program, stress the importance of getting help any way possible.

The following is a list of "Dos" and "Don'ts" to remember when confronting an employee you suspect has a problem.

DON'T…

• Diagnose - You're not a psychologist.
  
• Moralize - This creates hostility.
  
• Accept excuses for failure - This indicates that the you (the supervisor) don't care.
  
• Make idle disciplinary threats.
  
• Let the employee play you against union or other management.
  
• Discuss drinking or drug taking unless it occurs on the job.
  
• Ever cover up for a friend.
  
• Be misled by sympathy-evoking tactics.
  

DO…

• Make it clear that job performance is the issue.
  
• Get a commitment from the employee…and monitor that commitment.
  
• Make adequate documentation.
  
• Emphasize confidentiality.
  
• Explain that the employee must decide to get help.
  
• Explain that help is available.