What kind of support should be available for an employee confirmed to be impaired?

Providing access to recovery resources and support systems is a crucial aspect of handling impairment in the workplace. When an employee is confirmed to be impaired, it is important to prioritize their well-being and provide assistance that can lead to recovery and rehabilitation. Effective support may include counseling, access to employee assistance programs, referrals to addiction treatment facilities, and ongoing monitoring to ensure that the employee can successfully return to work.

This approach not only helps the affected individual but also fosters a healthier workplace environment. It demonstrates a commitment to the employee's health and encourages a culture of support rather than punishment. Such resources can significantly enhance the likelihood of the employee successfully overcoming their impairment, thereby reducing the potential for future issues and improving overall workplace productivity.

Other options suggest punitive or dismissive actions that do not address the root cause of the impairment, nor do they provide a path for recovery. These alternatives could result in further deterioration of the employee's condition and may negatively impact workplace morale and safety.