Reaching an employee whose job performance is deteriorating due to substance abuse, personal concerns or emotional problems, is one of the most difficult and most avoided tasks presented supervisors, coworkers and/or union stewards. Yet, when such problems do exist and do effect job performance, (and perhaps the work and safety of coworkers) clear decisive action must be taken. A proven method for taking such action is the constructive confrontation strategy. Constructive confrontation is a pragmatic and humanistic workplace-based intervention strategy designed to address deteriorating job performance while offering help and assistance to troubled employees. (Six components of constructive intervention, as well as examples of good and bad intervention are included.) (Author/PRA)