Once you have found the appropriate time and place, try not to dilly-dally. Your meeting with an employee to terminate them isn’t the right time for small talk. If you or your employee is working remotely, schedule a one-on-one private meeting to let them go. Make sure you’re in an empty conference room or office where no one will be able to eavesdrop on the sensitive conversation. Also, it may be  a good idea to let your employee know beforehand what the meeting will be about, so that they too can be prepared for what’s going to happen.

One of the most common reasons for getting someone fired is dishonesty or fraudulent behavior. Examples include lying on an employment contract, falsifying company records, or stealing company property. Simply disliking a coworker or having occasional disagreements doesn’t warrant seeking their termination. Instead, focus on issues such as harassment, unethical behavior, or severe negligence that create a hostile work environment and interfere with work performance. Finally, for more information in general on employee drug and alcohol use and many other human resources issues, see the book The Employer’s Legal Handbook, by Aaron Hotfelder.

Understanding Your Rights: Going to Rehab Without Losing Your Job

Your body language can make a huge difference in setting the tone of the conversation. Empathy is the ability to put yourself in someone else’s shoes and understand their emotions. In a firing scenario, it is helpful to imagine yourself in a similar position. If you were on the opposite side of the table, you may feel upset, defensive, embarrassed, or even ashamed. You want them to understand why they are being fired and what the next steps are.

Deciding to Pursue Action

For example, https://salemqualityservices.com/sober-celebrities-stars-who-don-t-drink-or-do/ there may be different specifications for someone who was recently hired versus someone who has been with your company for over 6 months. Refer to official handbooks on your company policy and ask HR for assistance when needed. Many workplaces also have drug-free agreements that employees adhere to.

Script for how to fire someone for poor performance

Employers should implement unbiased procedures and train supervisors to recognize signs of impairment objectively. If a drug use problem emerges, you, as an employee, must decide how to balance support and punishment. Safety and care are key, but you also owe a duty of care to the person doing drugs. Offering support and paths for rehabilitation is just as important as being swift in getting them out of the work environment.

These types of situations are handled carefully, and training is required of all employees. If a person puts false information on their resume and gets the job, they could be subject to being terminated at any time if the truth is discovered. Most companies have a policy handbook that they either provide employees warning signs of drug use with when they are hired. Many employers will give people multiple chances before letting them go, but there are a few reasons they may choose to do it. Even if the information you gave to them was accurate and a valid reason for someone to lose their job, some managers could look at you as someone who likes to start trouble. Many employees see their managers as having an attitude that they are out to get them for any infraction, leading to some signs of a toxic workplace.

The Workplace Will Become Less Stressful

Archstone Behavioral Health Addiction Treatment Center is dedicated to providing comprehensive and effective residential treatment for individuals seeking recovery from addiction. We recognize the profound significance of residential treatment in the journey toward long-term sobriety and overall well-being. Reach out to learn more about the various aspects of our residential treatment program and understand the importance of this modality in promoting lasting recovery and a brighter future.

What employers can do about employee alcohol and drug use.

Imagine you’re building a house; every step needs to be documented for safety and compliance reasons. Similarly, when it comes to employment, written warning records are akin to laying down the foundation stones. They provide clear, chronological evidence of any misconduct or poor performance, ensuring that all steps were taken before reaching the ultimate decision. Discover how to legally terminate an employee with violations of company policy, performance issues, and more. Essential guidelines for HR professionals to ensure the process is fair and compliant. Under federal and most state laws, employers are free to fire employees or job applicants when their drug use impacts their job duties, or they use while on their shift.

Step #7: Don’t make a spectacle

The first step in firing someone is thinking about whether that is necessary or not. Firing an employee should never be one of the first measures you take — in most cases, it should be your last resort. So, let’s look at all the steps you need to go through to fire someone professionally and make the process easier on them (and yourself). Done well Sobriety — it shows leadership, protects your culture, and sets clear expectations for performance and behavior.

• These policies should cover everything from code of conduct to acceptable behavior and performance expectations.
• Instead, say what you need to say and then pause to leave some room for them to react.
• The law does not require an at-will employer to provide a valid reason for termination, nor does it require employers to investigate claims made against you on the job.
• If you are thinking about entering inpatient or outpatient rehab for substance abuse, ensure that you know your rights.
• Knowing the signs of drug abuse and addiction is critical to dealing with the issue.

Escalate the Issue to Human Resources

Even when justified, firing an employee who worked for you (maybe even for years) is tough. As a manager who nurtures a collaborative environment, I came to the conclusion that you simply aren’t a good fit for this team. Your work has been solid, and I had very few complaints about its quality.