In the Forums

Register

Today's Posts

Search


Get the Weekly
Inkling
newsletter





Previous Issues

Get Social

Like Splitcoaststampers on Facebook Follow Splitcoaststampers on Twitter Watch Splitcoaststampers Videos on YouTube

Sponsored Ads


 
Splitcoaststampers.com - the world's #1 papercrafting community
You're currently viewing Splitcoaststampers as a GUEST. We pride ourselves on being great hosts, but guests have limited access to some of our incredible artwork, our lively forums and other super cool features of the site! You can join our incredible papercrafting community at NO COST. So what are you waiting for?

Join the party at Splitcoaststampers today!

Like Tree3Likes
  • 1 Post By craftjunkiesc
  • 1 Post By lilactime
  • 1 Post By RileyRuxpin
Reply
 
LinkBack Thread Tools Display Modes
Old 06-14-2013, 06:20 PM   #1
Crimping Master
 
craftjunkiesc's Avatar
 
Join Date: Jan 2007
Location: Columbia, SC
Posts: 1,118
Default Need advice about a drunk co-worker

It has become apparent to all at work that one co-worker is "under the influence" of something. Management has asked corporate HR what their recourse is & have been told unless this person admits (without being questioned) to drinking/being drunk, there's nothing that can be done except send them home. I find this UNACCEPTABLE! This person has become an embarrassment to the rest of the team & is affecting how we work with them. Clients are now commenting on this person's "condition". If corporate HR won't do anything & won't authorize management to do anything, what recourse do I have as an employee? We've been told not to say anything to this co-worker because nothing can be proven. Do I report them to my state's employment commission? EEOC? It's creating a hostile work environment and I don't feel any of us should have to work with this person when they are undoubtedly intoxicated. Would I wrong if I refused to work with this person - either they go or I go- scenario? I don't necessarily want to get this person fired; I just want them to be sober when they come to work? And by not doing anything at all, isn't management/HR setting a precedent that it's OK to come to work drunk?
I'd appreciate any feedback on this. I don't want to leave my job, but I don't want to dread going in everyday and dealing with an alcoholic either.
TIA.
__________________
Randa
Trying to be a Breast Cancer Survivor
Follow me on Twitter @craftjunkiesc
craftjunkiesc is offline  
Tweet this Post! Share on Facebook Reddit!! Pin on Pinterest! Share on Google+!
Reply With Quote
Old 06-14-2013, 07:30 PM   #2
Kookie Creator
 
steadybeadin's Avatar
 
Join Date: Feb 2011
Location: Irwin, PA
Posts: 461
Default

I would suggest to management to call that person out on their poor performance if they can't specifically address their alcohol use for whatever reason.
__________________
Colleen
Be kind and compassionate to one another, forgiving each other, just as in Christ God forgave you.-Ephesians 4:32
steadybeadin is offline  
Tweet this Post! Share on Facebook Reddit!! Pin on Pinterest! Share on Google+!
Reply With Quote
Old 06-15-2013, 05:45 AM   #3
Glitter Guru
 
calgramma's Avatar
 
Join Date: Dec 2004
Location: Blanchard, Idaho
Posts: 5,127
Send a message via AIM to calgramma Send a message via MSN to calgramma
Default

You as a co-worker need to go to HR and let them know that you are going to file a report with the state EEOC about a hostile work environment and tell them why. If enough of you go to HR, something will have to be done. And, take your manager with you. He needs to know that in some states, if he's not addressing the problem, then he can be included in any lawsuits that are filed because of this 'drunk'. I'm sorry you have to deal with this. Another thing I would do is call the EEOC (or whomever is your 'labor board') and ask if the information you've been given by HR is correct. I think the employee can be subjected to a 'drug' test if drugs or alcohol are 'suspected', and in some states, they can just be 'random'. Good luck with whatever you do.
__________________
Jeri Cyr
calgramma is offline  
Tweet this Post! Share on Facebook Reddit!! Pin on Pinterest! Share on Google+!
Reply With Quote
Old 06-16-2013, 03:08 AM   #4
Crimping Master
 
craftjunkiesc's Avatar
 
Join Date: Jan 2007
Location: Columbia, SC
Posts: 1,118
Default

Thanks for the advice. I did inform my manager yesterday that I will no longer work with this individual if they are not sober at work. The mgr said they agreed with me & knew the issue was escalating. Everyone up the chain of command is blaming the next higher-up. I'll see how it goes on Monday when this co-worker comes to work. My next step will be to contact HR myself (history tells me this will be a long, drawn out step as they are not quick to respond) and if no results, then I will contact EEOC. I think I need to inform management that I'm doing this, but I don't want to make it seem like I'm "threatening" the company. I also don't want to do it behind their backs. Can I just say I HATE CONFRONTATION!
__________________
Randa
Trying to be a Breast Cancer Survivor
Follow me on Twitter @craftjunkiesc
craftjunkiesc is offline  
Tweet this Post! Share on Facebook Reddit!! Pin on Pinterest! Share on Google+!
Reply With Quote
Old 06-18-2013, 08:24 AM   #5
Stampin' Fool
 
Join Date: Dec 2004
Location: Montana
Posts: 1,405
Default

Management wants to send an altered employee "home"? How should they get there? Drive drunk? Incredible. I am so sorry for your work situation, I would be extremely uncomfortable too.
__________________
Judging a person does not define who they are. It defines who you are.
Julie Wehbe is offline  
Tweet this Post! Share on Facebook Reddit!! Pin on Pinterest! Share on Google+!
Reply With Quote
Old 06-19-2013, 03:34 PM   #6
Crimping Master
 
craftjunkiesc's Avatar
 
Join Date: Jan 2007
Location: Columbia, SC
Posts: 1,118
Default

Fortunately, this employee doesn't drive. A family member brings/takes them home daily. But if they were to be "sent home", they would have to take a cab or another employee would have to drive them. So far, they've been sober when I've worked the same shift. We'll see how long this lasts. Management hasn't spoken about the situation since the last incident. We'll see how things go the rest of this week.
__________________
Randa
Trying to be a Breast Cancer Survivor
Follow me on Twitter @craftjunkiesc
craftjunkiesc is offline  
Tweet this Post! Share on Facebook Reddit!! Pin on Pinterest! Share on Google+!
Reply With Quote
Old 07-01-2013, 03:14 PM   #7
Crimping Master
 
craftjunkiesc's Avatar
 
Join Date: Jan 2007
Location: Columbia, SC
Posts: 1,118
Default

Well, it took a couple of weeks, but the co-worker did come in to work today "under the influence" of something. Not as bad as is has been, but definitely not sober. I mentioned it to management, but nothing was done. I informed management that I would be calling to report this to HR. I made the call as soon as I got home. But of course, I couldn't talk to a live person, so I left a message but have heard nothing as of yet.
Thanks for letting me vent & for all your suggestions.
__________________
Randa
Trying to be a Breast Cancer Survivor
Follow me on Twitter @craftjunkiesc
craftjunkiesc is offline  
Tweet this Post! Share on Facebook Reddit!! Pin on Pinterest! Share on Google+!
Reply With Quote
Old 07-04-2013, 03:22 AM   #8
Crimping Master
 
craftjunkiesc's Avatar
 
Join Date: Jan 2007
Location: Columbia, SC
Posts: 1,118
Default

I had to make a second call to HR the next day because this co-worker could not stand steady to sign their name, literally. I did get a call back & supposedly an investigation is in progress. I know I did the right thing for this person as well as the rest of our crew. But that does not alleviate the anxiety I feel for what's ahead for all of us. Can't sleep & can't eat. I know I'm gonna be the "bad guy" in this person's eyes, as well as other co-workers. I'm OK with that. It's just gonna be hard, but not as hard as working with an unfit employee. Again, thanks for letting me vent.
__________________
Randa
Trying to be a Breast Cancer Survivor
Follow me on Twitter @craftjunkiesc
craftjunkiesc is offline  
Tweet this Post! Share on Facebook Reddit!! Pin on Pinterest! Share on Google+!
Reply With Quote
Old 07-04-2013, 08:20 AM   #9
Stazon Splitcoast
 
RiverIsis's Avatar
 
Join Date: Jan 2008
Location: aMUSEd in funKY town
Posts: 21,327
Default

I know you are documenting this here but are you documenting it elsewhere? You need to document when the employee is "altered", where, who is witness, etc. as well as who is informed and what you were told. Every person on your crew should be doing the same. It creates an evidence chain that keeps you from being the "bad guy" because you were just documenting it. When I was a union rep in England that was the first thing we told employees with a grievance to document things at the time and to keep that information in a safe place - i.e. if anyone wants copies make the copies and they can reimburse your costs. Don't let your information out of your hands (I had a friend whose domestic violence case was lost because the information got lost...).
__________________
Kristen KrikeyKreations thru Apr 26, 2014 *NEW UPDATES*
0 Design Teams, 0 Sales Pitches, some challenges, simple blogging about my paper addiction, inspirations, aspirations & when it all goes wrong
RiverIsis is offline  
Tweet this Post! Share on Facebook Reddit!! Pin on Pinterest! Share on Google+!
Reply With Quote
Old 07-12-2013, 03:29 PM   #10
Crimping Master
 
craftjunkiesc's Avatar
 
Join Date: Jan 2007
Location: Columbia, SC
Posts: 1,118
Default

I have documented everything. Don't think other co-workers have though. HR finally gave the go-ahead for our manager to "counsel" the employee on their state of intoxication. Even gave permission to use the term "alcohol consumption". Thankfully, this employee have been sober for over 1 week, so really no action has been taken - yet. I'm praying this will continue, but that has not been the pattern. Thanks for the advice.
__________________
Randa
Trying to be a Breast Cancer Survivor
Follow me on Twitter @craftjunkiesc
craftjunkiesc is offline  
Tweet this Post! Share on Facebook Reddit!! Pin on Pinterest! Share on Google+!
RiverIsis likes this post.
Reply With Quote
Old 07-17-2013, 06:37 AM   #11
Stazon Splitcoast
 
Novell's Avatar
 
Join Date: Aug 2004
Location: Washington
Posts: 10,786
Default

This probably isn't the issue your co-worker is having, but situations like this may be why Human Resources has to be so careful: Woman Acts Drunk in Medical Mystery
__________________
My Blog: Mastering the Art of Procurement
Novell is offline  
Tweet this Post! Share on Facebook Reddit!! Pin on Pinterest! Share on Google+!
Reply With Quote
Old 07-18-2013, 11:56 AM   #12
Stampin' Fool
 
stmpsusan's Avatar
 
Join Date: Feb 2006
Location: Harrisburg, PA
Posts: 1,420
Send a message via Yahoo to stmpsusan
Default

I work in H.R. and we have had situations like this. Does your company have an Employee Assistance Plan (EAP)? It is a benefit that provides free counseling to employees? If they do, HR can call the employee in and tell them that their behavior indicates they are under the influence of something and that HR requiring the employee to call the EAP and follow through with whatever treatment EAP requires of them as a condition of continued employment. The EAP will let HR know if the employee is following the EAP's treatment plan/counseling or not. If they are not, the employee can be terminated.
stmpsusan is offline  
Tweet this Post! Share on Facebook Reddit!! Pin on Pinterest! Share on Google+!
Reply With Quote
Old 07-19-2013, 12:32 PM   #13
Embossing Fanatic
 
Join Date: Aug 2010
Location: Toronto, Ontario, Canada
Posts: 63
Default

An intervention type approach (get help, sober up or lose your job) or sending the person to an Employee Assistance program where they will get help to deal with their addiction has been something I have seen work in the past.
lilactime is offline  
Tweet this Post! Share on Facebook Reddit!! Pin on Pinterest! Share on Google+!
stmpsusan likes this post.
Reply With Quote
Old 07-19-2013, 12:38 PM   #14
Embossing Fanatic
 
Join Date: Aug 2010
Location: Toronto, Ontario, Canada
Posts: 63
Default Book Recommendation

Not sure how to post a new thread. Help?
This Book Sounds Good.
I heard an interview of an impressive author that you might find interesting. His new book is "Hope After Faith" by Gerry DeWitt and Ethan Brown. Lafayette, Louisiana.
Lots on-line about it. The interview was on the program Studio Q, which is a Canadian show, but also broadcast in the U.S. One of the authors was a Pentecostal Minister.
lilactime is offline  
Tweet this Post! Share on Facebook Reddit!! Pin on Pinterest! Share on Google+!
Reply With Quote
Old 08-07-2013, 10:35 PM   #15
Creative Crew SU Design Team Alumni
 
Serenity_Stamper's Avatar
 
Join Date: Aug 2006
Location: Rocklin CA
Posts: 15,038
Send a message via Yahoo to Serenity_Stamper
Default

there are two helpful websites, and feel free to PM me if you have more questions

Welcome to Al-Anon Family Groups

Alcoholics Anonymous :

blessings, lela
__________________
Stampingly, Serenity_Stamper

Stampin' Up! Challenges on SCS
Serenity_Stamper is offline  
Tweet this Post! Share on Facebook Reddit!! Pin on Pinterest! Share on Google+!
Reply With Quote
Old 08-12-2013, 09:25 AM   #16
Embossing Fanatic
 
RileyRuxpin's Avatar
 
Join Date: Aug 2005
Location: Good ol' USA
Posts: 52
Default

Been there! Whatever you do, DON'T quit your job because of this! You need to work and shouldn't be penalized by having to stay in this situation. Don't make this personal. When you talk to HR/your manager/other employees, etc., take the stance that "these are the facts - just the facts". Don't use "I feel" or "I think". This will keep you from being perceived as someone's who's feelings are getting hurt, or your "overly" sensitive., etc. And if the person in question speaks to you while intoxicated, firmly tell him/her that you will discuss business with them only when they are capable of carrying on an intelligent conversation - and walk away. HR is right, without an actual blood alcohol test, they cannot acuse this person of being intoxicated. What they can do is send them home for failure to perform their duties. And as stated in this thread before DOCUMENT EVERYTHING!
__________________
Lady Stampaway (aka Donna, can opener to Rufus and Riley)
RileyRuxpin is offline  
Tweet this Post! Share on Facebook Reddit!! Pin on Pinterest! Share on Google+!
RiverIsis likes this post.
Reply With Quote
Old 08-20-2013, 04:34 PM   #17
Matboard Maniac
 
diecuts4u's Avatar
 
Join Date: Dec 2011
Location: Downtown in my Studio making cards
Posts: 208
Send a message via Yahoo to diecuts4u
Default

the next time the employee is impaired at work someone needs to call the POLICE-duh they can arrest the individual anywhere.......................no one should have to put up with this in the workplace.
diecuts4u is offline  
Tweet this Post! Share on Facebook Reddit!! Pin on Pinterest! Share on Google+!
Reply With Quote
Reply





Thread Tools
Display Modes

Posting Rules
You may not post new threads
You may not post replies
You may not post attachments
You may not edit your posts

BB code is On
Smilies are On
[IMG] code is On
HTML code is Off
Trackbacks are On
Pingbacks are On
Refbacks are Off