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| *Ostroff, Fair and Company>>>Law & Legal |
If a person had been an ideal employee until a few months ago changed significantly? |
and you suspected them of drinking on the job. How would you handle the overall problem? I would try and get them help, but some companies may not bother and just show them the door. Normally problems like that don't just go away. For this answer I'll assume there is no union representation for this employee. I would bring him/her into my office and start with, " Tell me what has changed in your life in the past few months. Frankly, you are not the employee I hired nor are you the employee with whom I was previously very satisfied with." Hopefully you will get an answer that you can address with either understanding or action to attempt remedy. If your employee does not cooperate you need to take a firm stand and advise the employee that their present performance is unsatisfactory and improvement must be noticeable and immediate or disciplinary action up to and including discharge will be taken. Are you their boss or just another employee? If the boss then bring them in and have a talk. You should not become involved with the employee's personal problems. You need to focus on the quality of the work. If you want to talk to the employee be prepared to discuss specific situations where the quality of the work is suffering. If the employee volunteers personal information about the change listen carefully and be prepared offer your sympathy and recommend help such as counceling through health insurance or the employee assistance program, taking advantage of personal/vacation/ or sick time, etc. If the employee brings up reasons such as personal illness or family illness, remind them about FML. Suspicion of drinking on the job is a whole other issue. Your handbook probably contains a section about searching desks, lockers, etc. You could invoke the section. Do you smell alcohol? Did someone see the employee drink? Tread carefully. Your handbook or drug and alcohol policy probably has a section about drinking on the job. What does it say will happen? If you have an EAP, call them for advice about the specific situation. Stress that the company is willing to help the employee but that you must insist that the quality of the work be maintained and that further incidents of inferior work will lead to disciplinary action. Retired HR Manager. Talk to the HR department. Perhaps there is an EAP in your company. check this link its good http://workathomedatentryworks.blogspot.... . |
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