Changes in an Employee鈥檚 Behavior?

Jack Sampson, a clerk in the human resources department of the Franklin County Hospital, had been with the hospital for four years. Until the last several months, he had been an ideal employee. He had always been excellent at answering other employees鈥?questions.
Furthermore, he was active in both community and church activities. He was married and had two children.
However, Mel Dillon, director of human resources for Franklin County Hospital, had noticed some significant changes in Jack鈥檚 behavior during the last three or four months. Jack鈥檚 work had become sloppy, and he had been very irritable and snappish when answering questions from employees. He had been absent from work on five occasions during the past two months. Before that, he had never missed a day of work. In addition, he had been late to work three times during the past month. This had never happened before.
One day, Jack missed the weekly staff meeting.
Afterward, he explained his absence by saying that he had forgotten about it.
Mel decided to talk to Jack about the change in his behavior. Jack explained he hadn鈥檛 been feeling well lately. Mel suggested that he see a doctor, but
Jack said, 鈥淚鈥檒l be OK. Just bear with me for a little while.鈥?br> After another three weeks, Jack鈥檚 behavior and performance did not improve. In fact, they seemed to be getting worse. During that time, Mel noticed that Jack was staying away from his desk for long periods.
Since Jack鈥檚 job didn鈥檛 require him to be away from his desk for long periods, Mel decided to find out where he was going. As Jack was leaving his desk the next day, Mel followed him at a respectable distance.
Jack went into one of the hospital鈥檚 storage rooms and stayed there about 10 minutes. This storage room was for hospital supplies; as far as Mel could determine,
Jack had absolutely no reason for being in it. A short time later, Mel thought he smelled alcohol on Jack鈥檚 breath.
1. What should Mel do at this time?
2. How should Mel handle the overall problem?

I don't know where Franklin County is and Labor Law is different in every state, however, I am familiar with CA's labor law being in management for decades.

There could be many reasons for the change so no assumptions should be made. I always give people the benefit of the doubt and assume it's something at home and if I ask in genuinely caring fashion, employees tell me and I tell them to go home, and do not come back until it is resolved. This could be something as simple as a kid being sick or a pending divorce.

In a more serious situation, I point them to HR and any benefits that might be available like EAP which includes legal, substance abuse, and financial assistance at littleto no cost.

However, in CA there are a few things NEVER allowed on work premises: sex, drugs, violence, and recently guns, even if they are in the trunk of their car. Any of these are cause for immediate termination subject to the manager's discretion, since CA is an 'at will' state and most company HR policies specifically spell this out.

Mel, the manager, might want to pre-emptively talk to HR about benefits and the situation if it is effecting the employees work. This would be a performance issue and handled differently. Here again, in CA, HR will remind you not to make any assumptions, even about alcohol on the breath, without hard evidence. CA is the most litigious state and employers do not like getting sued for a manager's mistake in handling sensitive issues.

Best of luck

From one employer to another-a mandatory meeting addressing concerns, and yes, a drug test at random intervals. If this is in you current policy to test when there is a suspicion, then do it. Also state, if behavior does not improve, start with disciplinary protocols

Mel should have a talk with Jack. Tell Jack that you've noticed a change in his behavior and attentiveness to his work. Suggest /arrange counseling and be supportive.

Mel should give Jack a warning, and a week off to consider his actions. Jack may not return to work until Mel has had a conversation with Jack's health counselor as part of an evaluation.