Confronting the Employee

Constructively addressing the problem involves organizing a well- structured performance meeting. Hold all meetings in a private setting.
Do not immediately accuse the employee of having a substance abuse problem.
Present the employee with documented evidence of performance deficits. Include a union rep, if applicable, during the meeting.
If you feel that personal problems could be contributing to the performance and attendance concerns, refer the employee to an appropriate support resource such as an EAP (Employee Assistance Program).

When addressing the employee with your documented concerns, consider the following:

Identify the employee’s strengths.
Describe the job performance problem(s) identified in your documentation and provide the employee with a copy.
Discuss and describe performance expectations.
Keep your discussions focused on job performance/attendance.
Identity supervisory support to help the employee improve.
Set a time period in which you expect the employee to improve job performance.
Offer the employee a referral to the Company’s EAP resources.
Identify a time frame for another meeting with the employee to review progress.