I work with a Team Member who has been drinking while on the clock.

18 Comments

1. BethBApril 23,2023 at 12:48PM UTC

   Schedules were changed so managers he was abusive towards don’t have to work with him? Kind of says it all. Management is clearly aware and chooses to do nothing.

2. AnonymousApril 23,2023 at 1:30PM UTC

   Yes, schedules were changed for the reason you listed in your question. Management knows which is why I was seeking advice as to whom else I could report this to because I honestly don't know who would be the best person/title to report this to.

3. AnonymousApril 23,2023 at 6:12PM UTC

   Report it to your employee holiness if there is one. Or Risk Management Dept & Human Resources. Cite specifics in writing.

4. BethBApril 23,2023 at 7:23PM UTC

   My point is that the powers that be already know and don’t care. They are protecting him for some reason. You could make your own discomfort known to your supervisor or your supervisor’s supervisor. Or an HR dept if you have one. You might want a paper trail if you are out in a “him or you” situation and want to have intim case of a lawsuit.

5. KatApril 23,2023 at 3:59PM UTC

   Not sure what type of job this is (bar, restaurant, warehouse, hotel) so it's hard to say without knowing the company structure or how big the company is. Does your company have an HR dept? If so, start there. If there's a regional manager or owner (someone your manager reports to) then bring it to their attention. But it's possible that person knows and isn't doing anything about it. Adjusting entire schedules to accommodate one problem employee rather than firing them says a lot about the company culture. If you feel like pursuing this rather than finding a new job, check your state labor laws and see if you can file a complaint. An EEOC (federal level) complaint might be possible. I would recommend you change jobs because you deserve to work somewhere you feel safe. Reporting this behavior may bring retaliation, so you have to decide if continuing this job is really worth it.

6. AnonymousApril 24,2023 at 8:43AM UTC

   Job is a mid-sized architecture firm with roughly 15 locations across the US.

   HR knows and has tried to report to the regional manager and has been verbally intimidated into not doing so. The regional manager is most likely unaware because those issues aren't being filtered up by the principal architect. Thank you so much for your insight and advice.

7. KatApril 24,2023 at 4:12PM UTC

   Wow. Sorry you are in such an unfortunate situation. This office is very dysfunctional and extremely poorly managed. HR is being threatened not to report this? It's their job to do so. But I can see why they'd be reluctant if the manager is threatening to fire them. Who is the head of this branch of the firm? Is it the principal architect? If it is, does he know the manager is covering for the problem employee? If so, then document everything that is happening (including the threats to HR) and report to the regional manager, the owners of the firm and the main HR office for the whole company. It's clear that the manager has a stranglehold on this office, so it's past time to go over the heads of everyone at your local branch and get this information to everyone higher up in the firm. No idea why the manager is so intent on protecting this employee's job (are they related? friends?) but this employee and the manager - and anyone else that knows about this and does nothing-are a huge liability to your office and the company. You might want to consult with a lawyer about how best to proceed. Good luck and I hope you can find a way out of this.

8. AnonymousApril 24,2023 at 12:47AM UTC

   Is this drunk person driving home from work? Report him to the police before he kills someone.

9. AnonymousApril 24,2023 at 8:37AM UTC

   I believe that his daughter (or his wife) picks him up so to my knowledge he is not a danger to anyone on the road.

10. AnonymousApril 24,2023 at 10:58AM UTC

    Who to report this to? What? HR, the manager's manager, employee relations, so many choices? Too bad it's gone on this long that noone has said anything to help with this. Shameful. The experience of all the team matters and no one has taken those steps to get the help that is needed for all, and I hope you've documented dates and witnesses. I would say do this today. What if they would be behind the wheel of their car like this? Responsibility lies within all of you and your team to care.

11. AnonymousApril 24,2023 at 1:07PM UTC

    Oh wow. I can't imagine! As another reply has stated, start with HR. If there isn't HR, bring this up to management (even though it sounds like they are involved) as there should be follow through on some kind of corrective action.

12. Kathy LeskiApril 24,2023 at 4:52PM UTC

    If management has ignored, then HR. You're co-worker may be going through a rough time and need assistance that the HR dept should be able to offer up.

13. AnonymousApril 24,2023 at 5:47PM UTC

    If management is aware of this and allows it to continue, they are enabling the abuse and bad behavior which is not a good example to set for this company. Complain again, be sure it is in writing, and at this point, I would complain to the company hotline or go above your local HR manager to a higher level HR or C-level executive. Beyond that, you are not obligated further, I'd just try to avoid this person and pray that he doesn't "lose it" and evoke some kind of hositle event at the workplace. It can't hurt to let your local law enforcement be aware of your concerns in case this were to happen, they'd be able to know who or what they are potentially dealing with.

14. AnonymousApril 25,2023 at 1:49PM UTC

    I would report this directly to HR. Provide any proof you may have and let them take it from there. If nothing is done, then you have done what you can do. Sadly some companies allow this to happen far too often, especially if the person is a big production contributor. You need to report it though. It’s not just a morale issue, but a safety issue for the employee and everyone they work with.

15. Judith ObatusaApril 25,2023 at 2:10PM UTC

    Are you able to discuss this with your leadership as a safety concern, essentially lobbying for the organization to help him get help? He may be going through a difficult time in his life and some support would be helpful.

    Also, why wait till he gets belligerent? One way to help him is not to wait till he's drunk before sounding the alarm.

16. AnonymousApril 25,2023 at 5:18PM UTC

    Report it to HR and give them a timeline for addressing it. They have to do an investigation within 30 days. Be sure to tell them you are a whistleblower (many states protect you in this situation) and that you feel unsafe. If you are scheduled to work the same shift as this person without others around who can make you feel safe and protected then either ask for a shift change or call out. If the company does nothing you can report this to your OSHA office as well.

17. AnonymousApril 25,2023 at 5:32PM UTC

    I feel since they changed an entire months worth of schedules to accommodate certain managers HR and management are aware of the issue, I am not sure why they ignore it however but there is usually some reason.

    I think you would be better off having. A conversation with your manager that you feel unsafe with this individual they are out of control and you appreciate not working with them, see if that helps.

    I’m just not sure HR will do anything I can’t believe they don’t already know

18. AnonymousApril 25,2023 at 7:35PM UTC

    Complain to everyone, all at once. HR, Health and Safety, the Regional Manager and the owners/partners/CEO.

    Say that you feel unsafe. Check the H&S legislation for your area and quote it in the email.