If you suspect an employee is under the influence, what action is described?

• A. Monitor and document
• B. Transfer to another role
• C. Do nothing
• D. Immediate termination

Answer: (D)

When you suspect impairment in the workplace, safety and proper process guide your response. The best action is to observe carefully and document objective details—what you saw, when, who was affected, and how performance or safety was impacted—so you have a factual basis for next steps. Then follow the organization’s policy: report to a supervisor or HR, remove the employee from safety-sensitive tasks if needed, and arrange any required evaluation or access to support resources. This approach protects coworkers and the employee, ensures due process, and provides a clear path for resolution. Immediate termination is not usually appropriate as the first action because it relies on verified evidence and policy-driven steps; terminating without due process can create legal and fairness concerns. Transferring to a non-safety role can be part of an interim safety measure aligned with policy, but it isn’t the initial response, and doing nothing is unsafe and inconsistent with responsible leadership.