You are reporting that your employee's performance is acceptable and that you have no concerns after so many years. You should monitor his performance as you always have, and if problems return, engage PAS and follow the supervisor referral process recommended to you. There is no other action for you to take unless there is an active contract with Employee Occupational Health and Wellness (EOHW). If so, it would be appropriate to inform EOHW. Performance and ability to perform the position's essential functions are the dominant concerns of the employer. His potential relapse would be his personal medical concern for the moment. It is possible that the relapse will not affect his performance again, or problems could return. Your vigilance as a supervisor will help you intervene early if needed to provide support.
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Meet with your employee. You already have a history of referral to PAS and post-treatment management of his performance. Of course, you will not be able to determine the accuracy of anything he says regarding reestablishing an effective recovery program, or even regarding his abstinence. Only a professional can do that. However, you can recommend strongly that he visit PAS as a self-referral so the program can help him reestablish such an effort. Relapses happen. They are nothing to panic about, but the sooner you have a discussion like the one you will hopefully have, the faster he will join the recovery program and the more successful he will be at sticking with i
After many years of engaging in a toxic relationship, a codependent partner of an alcoholic or addict may desire to exit the relationship in the hope that professionals will manage the crisis. All addiction treatment professionals are familiar with this dynamic. Typically, they evaluate and, if possible, encourage postponement of dramatic changes. Contact the PAS, share the information you have regarding this situation, and allow the PAS to work with the treatment program and your employee to ensure the best outcome.
Your human resources advisor is your go-to professional for concerns about interviewing, the hiring process, and laws like the ADA and how they may apply in certain situations. The ADA treats actively drinking employees with substance use disorders and those who have been treated for addictive diseases differently. Decisions you make based upon your perception of their recovery or non-recovery status can also have legal implications. Sometimes, managers are educated and trained to understand employment laws, but if you are not applying them or recalling them regularly, it is easy to get confused. So, even if in doubt, reach out to human resources. Later, after someone has been hired, should you become concerned about behaviors, signs, and symptoms, or wonder how you should document performance, PAS is available.