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If your place of employment has random drug testing, I would start there. Once or if the individual fails, like the previous poster said- rip the bandaid off. Letting someone go is not easy even in the best of circumstances but you have to do what’s best for the other employees as well. I previously worked for a healthcare company that allowed employees to return after completing rehab and/or a rehabilitation program. Not sure if that’s an option.
Any employee that is suspected to be using a substance or under the influence we have to send them to occupational medicine for testing. Any recommendations is then determined by occupational medicine and Human Resources
Drug test. Then get them the help they need. They may not be able to work for your place any longer but at least you’ll be able to sleep at night that you did the best you could by trying to help them out.
I think the most important question is are they using meth at work? An additional question is has their work performance been affected? If the answer is no to both of these questions and they are completing their work, then I have to play devil’s advocate and say that it really doesn’t matter. Maybe I come from a younger generation with less stigma, but there are so many professionals that use drugs recreationally and can function and live stable lives that it doesn’t surprise me.
Highly likely that the drug use occurred at work, though not proven. And absolutely it has affected work performance. No call, no show for three days in a row on their second week of work, among other things.
Ethically, morally, I can understand your point. It’s always the child who suffer and it’s heartbreaking. There isn’t much you can do besides possibly supplying this employee with pamphlets on drug treatment. That may make your meeting worse if they become combative. If it were me, I would just make it short and sweet and rip the bandaid off. It’s important to remember that you also have to keep the safety of your employees in mind. My heart goes out to you, a decision that would definitely weigh on me too.
If you live in an at will state, you can just say this isn’t working for us because of x,y and z and terminate employment with the at will clause.
With what you have described, wouldn’t it fall under mandatory reporting for reasonable suspicion of child neglect?
You should consult HR and seek guidance on how to move forward.
CPS?
Thanks all, I’m not worried about cause for termination. We have plenty of that. Genuinely worried for the person
Call child protective services when you terminate
Drug test. If they refuse, and this is part of the contract, as it should be in a job that is classified as "sensitive", terminate. If Drug test positive, you may choose to terminate or offer rehab and counseling options. People are in tough situations these days. My mantra is to never sacrifice on safety or quality as both will take you from here to 0 in 3.5 seconds.