To investigate a potential drug or alcohol crisis situation, the supervisor should ask himself/herself the following questions:

  • What exactly do you see?
  • Does there appear to be illegal activity, policy violations or unusual behavior taking place?
  • Is a group of people involved or a single employee?
  • Are you the direct supervisor to anyone involved in the incident?
  • Are reliable witnesses available?
  • Is any physical danger involved in taking action or not taking action?
  • Is the situation serious enough to require calling security or law enforcement?
  • Is there a specific policy that applies to the situation?
  • Does the situation require expert consultation from Human Resources, the Employee Assistance Program (EAP), if applicable, or security?
  • Is this a situation that calls for reasonable-suspicion testing?
  • Have you documented what you see and what you have done in response?

 The following are recommended actions a supervisor should take when confronted with a possible drug or alcohol situation:

  • Ask the employee to come to private area with another supervisor and/or security personnel
  • Inquire about the behavior, rumor or report
  • Inform the employee of your concerns
  • Get his or her explanation of what is going on
  • If you feel there is a problem, notify your superior
  • If there is evidence or suspicion of recent use and based upon the employee’s response and your drug-free workplace policy, the supervisor should:
    • Refer the employee to the EAP, if applicable
    • Place the employee on suspension until a formal investigation takes place
    • Arrange for the employee to be escorted home
    • Escort the employee to a collection for the drug test, if applicable (remember, if the employee is in no shape to work, he/she is in no shape to drive)
  • If you make observations regarding the illegal distribution, possession, sale, transportation or manufacturing of controlled and dangerous substances on work property, contact local law enforcement.  These situations usually result in a uniformed officer responding to conduct an investigation, make an arrest (if appropriate) and prepare a report.  Due to the limited resources of most local law enforcement agencies, they may not conduct lengthy undercover investigations.  If such a response is necessary, the employer has the option of securing the services of a private security investigator.