An employee with previously good attendance and performance reviews is exhibiting increased incidences of tardiness, absenteeism, and mistakes. The manager suspects that the employee may have a drinki

Question

Options

• AConduct "for cause" substance testing and refer to the EAP
• BEvaluate the employee's conduct and behavior against performance and disciplinary standards
• CVerify that the employee has signed an acknowledgment of receipt of organizational policies
• DConduct co-worker and supervisor interviews related to the employee's behavior

• A
  18% (8)
• B
  50% (22)
• C
  7% (3)
• D
  25% (11)

Explanation

Before making any assumptions about substance abuse, HR must base action on observable performance and behavior. The issue should first be addressed as a performance problem, not a medical or addiction issue. Focusing on performance avoids assumptions, maintains objectivity, and protects the organization from violating the Americans with Disabilities Act (ADA) or privacy Extract from HRCI-aligned HR knowledge (Employee Relations and Engagement / Risk SPHR-level professionals are expected to address workplace concerns by "evaluating employee conduct and holding employees accountable to documented standards," rather than making assumptions about personal health issues. The ADA and EEOC guidelines emphasize that managers should respond to performance--not perceived conditions--unless disclosure or observable behavior mandates further action (e.g., post-accident testing under a Drug-Free Workplace policy).

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