How to Interview an Employee With a Drug Problem
- 1). Ask about drug or alcohol use -- but not addiction -- during the interview. According to the Washington State Human Rights Commission, it is acceptable to ask if the person you are interviewing uses alcohol or drugs and how often. Depending on the answer, you might see red flags of drug use at this stage, particularly if the person feels uncomfortable about answering the question or seems physically uncomfortable with the question. However, avoid asking if the person is an addict or has been to rehab, as this is a direct reference to a problem that some states, such as Washington, may consider a disability.
- 2). Implement a drug testing program for all new and existing hires, if you don't already have one in place. This move is strongly advised by the Department of Labor, according to its website, as it serves as a deterrent for potential new hires and may help to keep existing employees in line as well. If you suspect that an employee you are interviewing is using drugs, mention that he must pass a drug test and gauge his reaction to doing so, particularly if he has admitted to a past problem during his interview. If he tests positive, do not hire him, in accordance with your company's drug-free work environment.
- 3). Avail existing employees to your company's employee assistance program, or EAP, if there is one in place. These programs have resources to help employees through personal issues, including those of substance abuse. According to the U.S. Department of Labor, an EAP professional is better equipped to steer the employee in the right direction in terms of help with the drug problem.
- 4). Provide existing employees interviewing for a new position the guidelines for keeping their jobs despite admitting to an issue with drugs. For example, you might require the employee to seek help through EAP or an outside program. Moreover, require that he pass a drug test after completing his program of choice and submit to random testing -- just like the rest of your employees -- thereafter.
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