Employee smells of alcohol and demonstrates slurred speech and an unsteady gait. The employer mandates that the employee be tested “for cause,” and the employee tests positive.1 The employee then asks to be entered into an alcohol detoxification program.
PERFORMANCE CORRECTION NOTICE
Disciplinary Level□ Verbal Correction—(To memorialize the conversation.)□ Written Warning—(State nature of offense, method of correction, and action to
Employee Name:Ray Cicero Department:Sales Date Presented:May 30, 2010 Supervisor:Teddy Bachelor
be taken if offense is repeated.)□ Investigatory Leave—(Include length of time and nature of review.)⊠ Final Written Warning
□. Without decision-making leave ⊠. With decision-making leave (Attach memo of instructions.) □. With unpaid suspension
Subject:Unsafe work practices; violation of company Policy 2.50
⊠ Policy/Procedure Violation
⊠ Performance Transgression
⊠ Behavior/Conduct Infraction
Level of Discipline Date Subject Verbal ___________ __________________________________________ Written ___________ __________________________________________ Final Written ___________ __________________________________________
1 In most states, employers must have a “compelling business interest,” “probable cause,” or a “reasonable
suspicion” in order to administer an invasive drug test. If you have probable cause to suspect that an employee's
performance has been impaired by current drug or alcohol abuse, immediately contact your labor attorney to
learn of your rights and limitations in ordering the employee to submit to a drug test and/or take corrective
action based on drug test results.