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Either way you need to get HR involved yesterday. You didn't say anything about actually observing that yourself, and the company could be set up for a lot of trouble.
You can't fire someone based on a rumor. Unless you've observed the behavior yourself and caught them red handed, it's nothing you can prove. If you didn't suspect they had a problem with alcohol before you heard the rumor it's inappropriate to even bring it up. You should consult HR on what to do if you observe an employee intoxicated at work and follow the steps to the letter if that happens. For you to be required to offer any company resources on substance abuse treatment she would first have to divulge that her performance issues are a direct result of her drinking outside of work but that still will never excuse drinking on the clock. That's an immediate dismissal whether you admit you have a problem or not. So you can't just fire her for suspicion but if it's really true you will be able to fire her for a truly valid reason if you smell alcohol on her breath and she's acting unfit for duty on the clock. But there is a framework for determining that in most organizations and that's why HR needs to be partnered on performance and conduct issues. Doing it incorrectly exposes the company to a lot of liability and that's part of YOUR performance.
I had a similar situation (they were on a PIP) when we found out about the on the job drinking. It did pause everything, while we helped them get treatment. After treatment they returned to work and we resumed the PIP process. But either way, now that it has been disclosed you have to notify HR. There is a bigger risk of proceeding with the PIP and separation, and not disclosing. It has been brought to your attention so you are obligated to act on it as a leader and defer to HR on the appropriate next step.
It's BS as this is a relative who is trying to save this person's job. If you haven't seen any signs of intoxication, and the person hasn't disclosed, continue with PIP. Family members will say anything to protect one another.
Depends, was the PIP result and final decision documented with HR before or after you heard this news? I would also question the source.
If they don’t improve after the pip, let them go. Plain and simple.
Community Builder
Unless they disclosed the disease to you, you do not need to accommodate