uh, now we need to evaluate what we want to do, right? So we've done this scenario. So how would you go about evaluating the end of this process?
So I didn't think about both angle angles of a right. So whether the person actually smoking marijuana or not, I have to also recognize that the company or the community, right, would they would
be looking for certain things. You know of me as an employee, right? So, as an example, there's no substance abuse policy has an employee. If I
see something in most organizations, they want you to say something, right? And so I would have that. That aspect of it. I need to think through how this actually affect the company, which is kind of the not necessarily the greater good, but the the larger community of individuals that could be affected by if this person is using
So I need to think through that side of things also, did you think at the individual level? Because maybe it is. Maybe they are using it. Put the Russell got anxiety, right? They've got other issues going on right now. This is actually a good thing to talk about, especially here in 2019. Warmer
film this because states are legalizing marijuana. Totally. And so it's actually this was actually very good scenario to bring up. So
a lot of things to think through there from both the individual as well asi sort of community or company level in addition to thinking through what laws are in place now, especially that this might be legal
if they're doing it. But it may be it is against company policy. And so just a lot of things that I would naturally have to think through to work. There's a decision on So, like, maybe the HR policy needs to evolve as well, right? I mean, like, there are people there medically licensed for marijuana. There stands everywhere, right? And so
is This is like any drug. It's like Advil. Sometimes, for some people write s o. You know, Um,
so maybe it's not substance abuse, right? Right. That's the point. Right
on dso how you know, ultimately like, how would you come to this decision? Like, what? Would you What would you D'oh!
Well, you know, given this in areas that we've discussed Yeah, you know, it's certainly challenging, I think based off my own personal experience. I think that would weigh pretty heavily for myself personally. And I would probably approach this individual say, Hey, look, I understand things are going on anything. Aiken you want to talk through etcetera,
and I think by conversing with them, you'll more than likely be able to see if they're actually high or not. Right when you talk to somebody, you could generally see those types of things, so
it was really good at hiding it. But right, most people aren't so. I would probably approach them and then from there based off that conversation, that's when I would go to H R. If I felt it was necessary. Make talk to them and they are talking normally like you and I And I say, Well, it's probably not what I'm thinking.
Yeah, it is what it is, says How about you leave? I agree with that. I think I think I also like I'd examine my state law as well,
just in to determine like, Hey, if this is, you know, legal in the state or not, right? And so before approaching, I do you wantto at least understand that before approaching the employees. Because
you also don't want to appear that, like, you know, you're against them for any reason or anything like that, right? Or watching them or whatever, right? Like So, um, you know, I think ultimately I wouldn't I would start with the employees. You know, if this situation was that it was legal in this state,
because at a minimum, I need to figure out that if they're medically licensed for it or not
on def, they were doing it at all, right? I mean, like, on dso you know, it's it's good toe good to do that investigation. So I think
most likely I would start with the employee I'm us. There was, unless I had seen them do it. And I know it's illegal in this state
on DDE. In that case, like, I would definitely report it HR, under those circumstances, right? Because we have a policy against it is illegal in the state, and they were doing it so regardless of their situation, right
not to throw a little wrench in there. That wasn't in this scenario.
Let's say that you were one of two people. Let's say number one. You're just a coworker. Yeah. The number to your manager has a manager of this employees. Would your perspective change it all? It was your actions. Change it all. Or would you follow that similar process?
No. I would follow the same process because I've got incredible empathy for my employees rate on Duh. Absolutely. I would, uh, I would speak with them. You know, first I must like it was clearly an illegal like, because if they're breaking the law like, that's a different story
Awesome was a great scenario. Good discussion. Let's go to the next one, huh? Let's do another one.