4.2D

Name
Course
Instructor
Date
At the Workplace
Given the situation, as the office manager, what should Sarah do immediately regarding Nell?
Sarah should confront Nell instantly, to check if she is indeed drunk or under the influence of any substance. She should then query her if she took anything that could jeopardize her professional mandate. Sarah should do this in a humane but stern manner. If Sarah decides to send Nell home, should she call Nell’s husband to come and get her, or, perhaps, insist that Nell go home in a cab?
While calling a cab seems the easiest option, it is prudent for Sarah to call her husband or any of her close relatives to come to pick her up at the workplace or inquire if she could be sent home in a taxi. This is essential as it ensures she is secure in her intoxicated condition. Does Sarah have an obligation to tell Dr. Williams about her suspicions regarding Nell?
It is important for Sarah to inform Dr. Williams about Nell’s tardiness, late arrival on Mondays, and suspicions about Nell having drinking problems. This is standard procedure that is meant to avert any potential legal issues that might arise between the hospital and Nell. It is not prudent to wait until things get out of hand before informing the owner of the medical center.Should this incident become part of Nell’s employment record?
Such incidents are quite delicate, especially in the medical practice, and premise many ethical and legal issues than in any other profession. That is why it is important for Sarah to talk to Nell when she is sober and inform her of the implications of her tardiness, before taking any further action.

Sarah should warn Nell, before contemplating on including these occurrences on her employment records.Is this incident grounds for firing an employee?
Such an occurrence warrants firing, but the firing decision can only be made on the premise of considering the culprit’s seniority in the job, general performance, and on the basis of previous incidents (Lepak et al. 230). In short, despite being an opportune ground for firing, such an action cannot be reached automatically. Instead, suspension or compulsory leave should be taken first before considering any thoughts of firing an employee.Because Nell is a CMA (AAMA) and works with patients, is it within Sarah’s rights to demand a blood and urine screening for alcohol and drugs?
Sarah has the legal rights to ask for Nell’s urine and blood screening to check whether she is using dangerous substances that might jeopardize or alter her medical practice, which in turn could potentially pose fatal implications on her patients. Should the police be notified of the incident?
Sarah should not notify the police because Nell has not posed any threat to anybody at the workplace.If Nell is indeed intoxicated or under the influence of alcohol or drugs, is Sarah obligated to refer Nell to counseling at an alcohol and drug rehabilitation facility?
In the event that Nell is indeed intoxicated by alcohol or drug use, Sarah can refer her to a rehabilitation center, on the condition of helping her keep her job. Otherwise, Sarah should not impose any rehabilitation measures on her.
Work Cited
Lepak, David P., et al. “A conceptual review of human resource management systems in strategic human resource management research.” Research in personnel and human resources management. Emerald Group Publishing Limited, 2006. 217-271.