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If you are for sure going to let her go- do not "fire" her... (former HR guy) call it a "RIF" (Reduction in force) Firing will eventually need a reason is she files for unemployment or sues you... and in some cases drug addiction (she just needs to claim addiction and seek treatment) can be covered under medical condition or disability. Read that as a place you don't want to go!!

RIF is almost always the preferred method. And you can reevaluate the "need" for the position in a week or so.

Check with your attorney but this is how all the companies I have worked for and with, let people go. (unless there is something requiring legal action like theft, etc.)