The CaseYou work in a state where it is illegal to use marijuana reercationally, and your employer has a zero$-$tolerance policy regarding the use of drugs. You also are a supervisor at a telephone call center and have very positive relationships with members of your work tean and your manager. Blake is a member of your work team.Blake invited you to his birthday party at his home, and you happily agreed to attend. During the party, you walked out to the backyard to get some fresh air and noticed that Blake and several other employees of your company were smoking marjuana. None of these individuals have prescriptions for medical marijuana. You have been told on several occasions by members of your own work team that these same individuals have used marijuana at other social events.Although Blake is a member of your work team, the other smokers are not. You don't really feel any need to tell management about these people smoking pot because you have never noticed their being impaired at work. At the same time, you feel conflicted because your employer takes a hard stand against the use of any drugs. If the company found out that you knew about their smoking, it could adversely affect your career. The company expects managers to act with honesty and integrity and to be forthright with senior management.The following week you receive an e$-$mail from the vice president of human resources to evaluate Blake for a promotion to a supervisory position. Blake is one of three people being considered. You have a great relationship with the VP$,$ but you know he takes a hard line on drug use. At the same time, you believe Blake is a good employee, but you wonder whether his smoking marijuana shows bad judgment for someone being considered for a managerial position at the company. As you close the VP$\text{'}$s e$-$mail, you begin to consider how to respond.SOLVING THE CHALLENGE