Regarding handling a workplace substance abuse issue, does your response depend on whether you are a manager or a fellow employee?

• A. Yes; managers handle it differently than non-managers.
• B. No; the proper response does not change substantially with one's position; all employees should follow company policies and escalate appropriately.
• C. Yes; only managers should address it directly.
• D. No; coworkers should ignore violations to maintain harmony.

Answer: (B)

Handling a workplace substance abuse issue relies on a consistent process that applies to everyone, not depending on your title. The key idea is safety and support, guided by company policy so responses are fair, legal, and effective. Whether you’re a manager or a fellow employee, you should follow the policy and escalate concerns through the established channels—report to a supervisor or HR, involve an employee assistance program if available, and document what you observed. Managers may have more direct authority to take immediate actions, but those steps should still align with policy and legal requirements rather than being improvised. Ignoring violations or handling them informally undermines safety and consistency, while proper escalation helps protect everyone and provide appropriate support. So the proper response does not change substantially with your position; all employees should follow the policy and escalate appropriately.