What should I do if I suspect someone is intoxicated?












30















Let's assume the following scenario. One early morning, at work, you walk to the coffee maker to refill your coffee mug. When you get over to the coffee maker, two individuals are there talking. Based off of the strong smell in the general area, it is quite evident that one of these individuals has been consuming alcohol. Furthermore, let's assume that one of them works on a plant floor and operates heavy machinery which is quite dangerous.



What should you do in such a circumstance? If both of these individuals were office workers, it might be worth forgetting since you're not sure who the individual is who may have been drinking. However, there is a chance that one of the two could be putting themself and others in serious danger, due to the nature of their job.



You would never want to accuse someone of committing such a serious offense without reasonable proof.



This one is a bit of a sticky wicket. Could anyone offer any guidance?










share|improve this question




















  • 1





    floor worker = prduction facility/plant, correct? is the plant unionized?

    – acolyte
    Aug 2 '12 at 20:21











  • There is no union and, yes, this is a Production Facility or "Plant".

    – RLH
    Aug 2 '12 at 20:24






  • 19





    ...one of them works on a plant floor and operates heavy machinery which is quite dangerous. There is really no choice here. You must say something to someone. Someone may lose a mother/father/brother/child/etc if you stay silent. I would follow this answer immediately.

    – IDrinkandIKnowThings
    Aug 2 '12 at 20:57






  • 2





    I would not describe that a s a serious offense. It might be a violation of the company rules, an unnecessary danger or simply an obvious lack of professionalism; not a severe violation of your country law (except if you live in a fundamentalist religious state) nor a conscious action aiming deliberately at hurting people. Also if it's really dangerous to admit drunk workers, and the company doesn't check it, you might want to incriminate the company BEFORE the worker

    – PPC
    Aug 3 '12 at 17:27






  • 7





    @PPC A drunk driver is dangerous. A drunk forklift driver is dangerous^2; those things can take down walls and have been known to crush people to death. How is this not a big deal? When it comes to drunk operators of heavy machinery I don't care if they deliberately meant to hurt people -> their stupid choice to operate the machinery drunk was a conscious act. Where I live, this is known as criminal negligence.

    – MrFox
    May 31 '13 at 17:43
















30















Let's assume the following scenario. One early morning, at work, you walk to the coffee maker to refill your coffee mug. When you get over to the coffee maker, two individuals are there talking. Based off of the strong smell in the general area, it is quite evident that one of these individuals has been consuming alcohol. Furthermore, let's assume that one of them works on a plant floor and operates heavy machinery which is quite dangerous.



What should you do in such a circumstance? If both of these individuals were office workers, it might be worth forgetting since you're not sure who the individual is who may have been drinking. However, there is a chance that one of the two could be putting themself and others in serious danger, due to the nature of their job.



You would never want to accuse someone of committing such a serious offense without reasonable proof.



This one is a bit of a sticky wicket. Could anyone offer any guidance?










share|improve this question




















  • 1





    floor worker = prduction facility/plant, correct? is the plant unionized?

    – acolyte
    Aug 2 '12 at 20:21











  • There is no union and, yes, this is a Production Facility or "Plant".

    – RLH
    Aug 2 '12 at 20:24






  • 19





    ...one of them works on a plant floor and operates heavy machinery which is quite dangerous. There is really no choice here. You must say something to someone. Someone may lose a mother/father/brother/child/etc if you stay silent. I would follow this answer immediately.

    – IDrinkandIKnowThings
    Aug 2 '12 at 20:57






  • 2





    I would not describe that a s a serious offense. It might be a violation of the company rules, an unnecessary danger or simply an obvious lack of professionalism; not a severe violation of your country law (except if you live in a fundamentalist religious state) nor a conscious action aiming deliberately at hurting people. Also if it's really dangerous to admit drunk workers, and the company doesn't check it, you might want to incriminate the company BEFORE the worker

    – PPC
    Aug 3 '12 at 17:27






  • 7





    @PPC A drunk driver is dangerous. A drunk forklift driver is dangerous^2; those things can take down walls and have been known to crush people to death. How is this not a big deal? When it comes to drunk operators of heavy machinery I don't care if they deliberately meant to hurt people -> their stupid choice to operate the machinery drunk was a conscious act. Where I live, this is known as criminal negligence.

    – MrFox
    May 31 '13 at 17:43














30












30








30


1






Let's assume the following scenario. One early morning, at work, you walk to the coffee maker to refill your coffee mug. When you get over to the coffee maker, two individuals are there talking. Based off of the strong smell in the general area, it is quite evident that one of these individuals has been consuming alcohol. Furthermore, let's assume that one of them works on a plant floor and operates heavy machinery which is quite dangerous.



What should you do in such a circumstance? If both of these individuals were office workers, it might be worth forgetting since you're not sure who the individual is who may have been drinking. However, there is a chance that one of the two could be putting themself and others in serious danger, due to the nature of their job.



You would never want to accuse someone of committing such a serious offense without reasonable proof.



This one is a bit of a sticky wicket. Could anyone offer any guidance?










share|improve this question
















Let's assume the following scenario. One early morning, at work, you walk to the coffee maker to refill your coffee mug. When you get over to the coffee maker, two individuals are there talking. Based off of the strong smell in the general area, it is quite evident that one of these individuals has been consuming alcohol. Furthermore, let's assume that one of them works on a plant floor and operates heavy machinery which is quite dangerous.



What should you do in such a circumstance? If both of these individuals were office workers, it might be worth forgetting since you're not sure who the individual is who may have been drinking. However, there is a chance that one of the two could be putting themself and others in serious danger, due to the nature of their job.



You would never want to accuse someone of committing such a serious offense without reasonable proof.



This one is a bit of a sticky wicket. Could anyone offer any guidance?







professionalism whistle-blowing






share|improve this question















share|improve this question













share|improve this question




share|improve this question








edited Sep 14 '13 at 12:31









Rhys

5,73923658




5,73923658










asked Aug 2 '12 at 20:18









RLHRLH

1,21311127




1,21311127








  • 1





    floor worker = prduction facility/plant, correct? is the plant unionized?

    – acolyte
    Aug 2 '12 at 20:21











  • There is no union and, yes, this is a Production Facility or "Plant".

    – RLH
    Aug 2 '12 at 20:24






  • 19





    ...one of them works on a plant floor and operates heavy machinery which is quite dangerous. There is really no choice here. You must say something to someone. Someone may lose a mother/father/brother/child/etc if you stay silent. I would follow this answer immediately.

    – IDrinkandIKnowThings
    Aug 2 '12 at 20:57






  • 2





    I would not describe that a s a serious offense. It might be a violation of the company rules, an unnecessary danger or simply an obvious lack of professionalism; not a severe violation of your country law (except if you live in a fundamentalist religious state) nor a conscious action aiming deliberately at hurting people. Also if it's really dangerous to admit drunk workers, and the company doesn't check it, you might want to incriminate the company BEFORE the worker

    – PPC
    Aug 3 '12 at 17:27






  • 7





    @PPC A drunk driver is dangerous. A drunk forklift driver is dangerous^2; those things can take down walls and have been known to crush people to death. How is this not a big deal? When it comes to drunk operators of heavy machinery I don't care if they deliberately meant to hurt people -> their stupid choice to operate the machinery drunk was a conscious act. Where I live, this is known as criminal negligence.

    – MrFox
    May 31 '13 at 17:43














  • 1





    floor worker = prduction facility/plant, correct? is the plant unionized?

    – acolyte
    Aug 2 '12 at 20:21











  • There is no union and, yes, this is a Production Facility or "Plant".

    – RLH
    Aug 2 '12 at 20:24






  • 19





    ...one of them works on a plant floor and operates heavy machinery which is quite dangerous. There is really no choice here. You must say something to someone. Someone may lose a mother/father/brother/child/etc if you stay silent. I would follow this answer immediately.

    – IDrinkandIKnowThings
    Aug 2 '12 at 20:57






  • 2





    I would not describe that a s a serious offense. It might be a violation of the company rules, an unnecessary danger or simply an obvious lack of professionalism; not a severe violation of your country law (except if you live in a fundamentalist religious state) nor a conscious action aiming deliberately at hurting people. Also if it's really dangerous to admit drunk workers, and the company doesn't check it, you might want to incriminate the company BEFORE the worker

    – PPC
    Aug 3 '12 at 17:27






  • 7





    @PPC A drunk driver is dangerous. A drunk forklift driver is dangerous^2; those things can take down walls and have been known to crush people to death. How is this not a big deal? When it comes to drunk operators of heavy machinery I don't care if they deliberately meant to hurt people -> their stupid choice to operate the machinery drunk was a conscious act. Where I live, this is known as criminal negligence.

    – MrFox
    May 31 '13 at 17:43








1




1





floor worker = prduction facility/plant, correct? is the plant unionized?

– acolyte
Aug 2 '12 at 20:21





floor worker = prduction facility/plant, correct? is the plant unionized?

– acolyte
Aug 2 '12 at 20:21













There is no union and, yes, this is a Production Facility or "Plant".

– RLH
Aug 2 '12 at 20:24





There is no union and, yes, this is a Production Facility or "Plant".

– RLH
Aug 2 '12 at 20:24




19




19





...one of them works on a plant floor and operates heavy machinery which is quite dangerous. There is really no choice here. You must say something to someone. Someone may lose a mother/father/brother/child/etc if you stay silent. I would follow this answer immediately.

– IDrinkandIKnowThings
Aug 2 '12 at 20:57





...one of them works on a plant floor and operates heavy machinery which is quite dangerous. There is really no choice here. You must say something to someone. Someone may lose a mother/father/brother/child/etc if you stay silent. I would follow this answer immediately.

– IDrinkandIKnowThings
Aug 2 '12 at 20:57




2




2





I would not describe that a s a serious offense. It might be a violation of the company rules, an unnecessary danger or simply an obvious lack of professionalism; not a severe violation of your country law (except if you live in a fundamentalist religious state) nor a conscious action aiming deliberately at hurting people. Also if it's really dangerous to admit drunk workers, and the company doesn't check it, you might want to incriminate the company BEFORE the worker

– PPC
Aug 3 '12 at 17:27





I would not describe that a s a serious offense. It might be a violation of the company rules, an unnecessary danger or simply an obvious lack of professionalism; not a severe violation of your country law (except if you live in a fundamentalist religious state) nor a conscious action aiming deliberately at hurting people. Also if it's really dangerous to admit drunk workers, and the company doesn't check it, you might want to incriminate the company BEFORE the worker

– PPC
Aug 3 '12 at 17:27




7




7





@PPC A drunk driver is dangerous. A drunk forklift driver is dangerous^2; those things can take down walls and have been known to crush people to death. How is this not a big deal? When it comes to drunk operators of heavy machinery I don't care if they deliberately meant to hurt people -> their stupid choice to operate the machinery drunk was a conscious act. Where I live, this is known as criminal negligence.

– MrFox
May 31 '13 at 17:43





@PPC A drunk driver is dangerous. A drunk forklift driver is dangerous^2; those things can take down walls and have been known to crush people to death. How is this not a big deal? When it comes to drunk operators of heavy machinery I don't care if they deliberately meant to hurt people -> their stupid choice to operate the machinery drunk was a conscious act. Where I live, this is known as criminal negligence.

– MrFox
May 31 '13 at 17:43










6 Answers
6






active

oldest

votes


















30














Personally, I'd take the flak and go for speed over anonymity. But I've always had a good rapport with HR and at this point, I'm a manager... so that may bias me.



I'd go in this order:




  • direct supervisor

  • Human resource representative

  • plant safety (if there is such a thing?)

  • escalating chain of management


Depending on who is easily accessible and who responds quickly. I wouldn't do it like a panicked fire drill, but with some sense of urgency - and in ways that can't be ignored - in person or by phone -- email only as a last resort.



My thought is that the political issues of blowing the whistle on a coworker are vastly outweighed by the bad case of someone getting hurt because of this guy. After getting the message through to someone in charge, however, I'd let it go and trust the system (at least the first time). By "getting through" I mean that you get the feedback that the message was received (like you talked in person, or got a follow up phone call saying "thanks, got it").



For the record, there are legitimate medical conditions in which someone can end up smelling like alcohol. I believe diabetes (if not managed properly) is such a case... but I think there are others. The management and/or HR should have a procedure for following up that takes this into account and handles the situation properly. Of course, that's an idealized world...



NOTE: My answer would change in the event you, yourself, are a manager. At that point, you try to touch base with HR and then figure out how to talk to the guy. If you have reason to suspect a safety issue and you are a manager, you can be held liable in some cases for everyone's safety because of your position of authority.






share|improve this answer


























  • First, I'm not a manager. Second, what makes this a bit more difficult is, I don't know the name of floor worker. I know who he is (he has to come in and out of my office area frequently to ask engineering questions) but I don't know his name. Also, thanks for pointing out the diabetes aspect. I wasn't aware of that.

    – RLH
    Aug 2 '12 at 21:02






  • 2





    My only addition here would be if you're very concerned about anonymity is to go for HR first over your supervisor, but I'd talk with them personally (and privately), not try to give them an anonymous note they might not take as seriously.

    – Rarity
    Aug 2 '12 at 21:05






  • 1





    @David - true. Although I'd hope HR was in the loop on that, you're right that there's no guarantee. For RLH- then I'd hit either your HR, or anyone you know managing the area the floor worker came from... you may just end up saying "hey, it was someone, not sure who - looks like this" but it's better than nothing.

    – bethlakshmi
    Aug 2 '12 at 21:08






  • 3





    I would suggest talking to the person in question before going to their supervisor. If there is a serious problem and they won't acknowledge it, at least you can say you gave them a chance to take the day off on their own terms (to recover/sober up), before getting their supervisor involved.

    – FrustratedWithFormsDesigner
    Aug 3 '12 at 14:18






  • 2





    Personally, I really wouldn't unless I knew the person. Engaging with someone who is intoxicated can be unpredictable, and if I'm not the manager, it's not necessarily a role I should assume. If I actually knew the person it might be different - I could say "are you OK? you don't seem like yourself?" fairly easily, but in this case, the asker does not even know the guy's name.

    – bethlakshmi
    Aug 3 '12 at 14:36



















2














Unfortunately I know this one from personal experience. As pointed out by the other, this is way to dangerous to let it slide:



If you are in the US (or many other countries) and the company has a reasonable size, you should have a department called "Occupational Health". In many organizations it's known as "the nurse". See http://en.wikipedia.org/wiki/Occupational_safety_and_health



They are specifically tasked with this sort of thing and you can call them directly. They would have to make a determination whether the specific worker is fit or unfit for duty. The call can also be treated anonymously (within reason). If there is a pattern or a history of similar behavior, Occupational Health would typically know about and act accordingly. On the other hand, any medical issues are highly confidential, so this also helps protecting the affected worker to some extend. Occupational Health acts as a buffer between employees and the company.



IF you don't have an OH department, than you should start with a person you trust either in HR or within your management chain. It's also a good idea to get a second opinion from someone who you trust who may have observed the same behavior.






share|improve this answer































    1














    Send an anonymous note to HR. There is all kinds of liability here. If it's anonymous, you won't have to deal with follow-up stuff, nobody will wait for you by your car after work with their baseball bats, and the company can deal with its liability issue. If HR doesn't find cause to fire the guy/gal, then you've done your part and can sleep at night.






    share|improve this answer



















    • 6





      Any sensible HR department won't reveal your name to anyone else anyway, and if they did they'd be inviting legal trouble.

      – Rarity
      Aug 2 '12 at 20:32













    • That's good to know. thanks for the info.

      – jdb1a1
      Aug 2 '12 at 20:37






    • 2





      Still could suspect you if you made a funny face in the break room or otherwise had a "knowing look"

      – jmort253
      Aug 2 '12 at 20:58



















    0














    Alright, the lack of a union complicates this immensely. For posterity, if there was a union, you should speak to either the plant manager OR the union representative for the plant workers. They're the ones who can adequately judge if disciplinary actions should be taken, and normally will have discretion no matter what. going to upper management is not a good plan, as it can really ruin someone's career/job. A good union rep will send the worker home, and then keep a close eye on them from then on.



    Without a union present, however, you can only really report them to your HR department. Try to do so anonymously, however. Bad feelings can propagate quickly in a production plant, and that's never good.






    share|improve this answer































      -2














      Do you feel comfortable talking about this with someone empowered to take action (AKA a manager)? (Do you believe that the manager will protect you from retribution or even reward you for your diligence?)




      1. If yes, the answer is obvious report the unsafe condition, collect your reward, and be secure in the knowledge that there will be no retribution.

      2. If no, the answer is also obvious, keep your mouth shut, look for a new job, and hope that no accidents while you are on the floor. If you don't feel comfortable reporting unsafe conditions, then who does. There may be some hidden dangers - in addition to the stuff you see. Someone else is aware but not reporting - just like you.






      share|improve this answer































        -2














        How about MIND YOUR OWN FUCKING BUSINESS! What the hell is with all the little nosey nanny tattle-tales these days??? Is this person causing you any problems? If not, why is their business YOUR business? Who appointed you to be Big Brother?





        share








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          6 Answers
          6






          active

          oldest

          votes








          6 Answers
          6






          active

          oldest

          votes









          active

          oldest

          votes






          active

          oldest

          votes









          30














          Personally, I'd take the flak and go for speed over anonymity. But I've always had a good rapport with HR and at this point, I'm a manager... so that may bias me.



          I'd go in this order:




          • direct supervisor

          • Human resource representative

          • plant safety (if there is such a thing?)

          • escalating chain of management


          Depending on who is easily accessible and who responds quickly. I wouldn't do it like a panicked fire drill, but with some sense of urgency - and in ways that can't be ignored - in person or by phone -- email only as a last resort.



          My thought is that the political issues of blowing the whistle on a coworker are vastly outweighed by the bad case of someone getting hurt because of this guy. After getting the message through to someone in charge, however, I'd let it go and trust the system (at least the first time). By "getting through" I mean that you get the feedback that the message was received (like you talked in person, or got a follow up phone call saying "thanks, got it").



          For the record, there are legitimate medical conditions in which someone can end up smelling like alcohol. I believe diabetes (if not managed properly) is such a case... but I think there are others. The management and/or HR should have a procedure for following up that takes this into account and handles the situation properly. Of course, that's an idealized world...



          NOTE: My answer would change in the event you, yourself, are a manager. At that point, you try to touch base with HR and then figure out how to talk to the guy. If you have reason to suspect a safety issue and you are a manager, you can be held liable in some cases for everyone's safety because of your position of authority.






          share|improve this answer


























          • First, I'm not a manager. Second, what makes this a bit more difficult is, I don't know the name of floor worker. I know who he is (he has to come in and out of my office area frequently to ask engineering questions) but I don't know his name. Also, thanks for pointing out the diabetes aspect. I wasn't aware of that.

            – RLH
            Aug 2 '12 at 21:02






          • 2





            My only addition here would be if you're very concerned about anonymity is to go for HR first over your supervisor, but I'd talk with them personally (and privately), not try to give them an anonymous note they might not take as seriously.

            – Rarity
            Aug 2 '12 at 21:05






          • 1





            @David - true. Although I'd hope HR was in the loop on that, you're right that there's no guarantee. For RLH- then I'd hit either your HR, or anyone you know managing the area the floor worker came from... you may just end up saying "hey, it was someone, not sure who - looks like this" but it's better than nothing.

            – bethlakshmi
            Aug 2 '12 at 21:08






          • 3





            I would suggest talking to the person in question before going to their supervisor. If there is a serious problem and they won't acknowledge it, at least you can say you gave them a chance to take the day off on their own terms (to recover/sober up), before getting their supervisor involved.

            – FrustratedWithFormsDesigner
            Aug 3 '12 at 14:18






          • 2





            Personally, I really wouldn't unless I knew the person. Engaging with someone who is intoxicated can be unpredictable, and if I'm not the manager, it's not necessarily a role I should assume. If I actually knew the person it might be different - I could say "are you OK? you don't seem like yourself?" fairly easily, but in this case, the asker does not even know the guy's name.

            – bethlakshmi
            Aug 3 '12 at 14:36
















          30














          Personally, I'd take the flak and go for speed over anonymity. But I've always had a good rapport with HR and at this point, I'm a manager... so that may bias me.



          I'd go in this order:




          • direct supervisor

          • Human resource representative

          • plant safety (if there is such a thing?)

          • escalating chain of management


          Depending on who is easily accessible and who responds quickly. I wouldn't do it like a panicked fire drill, but with some sense of urgency - and in ways that can't be ignored - in person or by phone -- email only as a last resort.



          My thought is that the political issues of blowing the whistle on a coworker are vastly outweighed by the bad case of someone getting hurt because of this guy. After getting the message through to someone in charge, however, I'd let it go and trust the system (at least the first time). By "getting through" I mean that you get the feedback that the message was received (like you talked in person, or got a follow up phone call saying "thanks, got it").



          For the record, there are legitimate medical conditions in which someone can end up smelling like alcohol. I believe diabetes (if not managed properly) is such a case... but I think there are others. The management and/or HR should have a procedure for following up that takes this into account and handles the situation properly. Of course, that's an idealized world...



          NOTE: My answer would change in the event you, yourself, are a manager. At that point, you try to touch base with HR and then figure out how to talk to the guy. If you have reason to suspect a safety issue and you are a manager, you can be held liable in some cases for everyone's safety because of your position of authority.






          share|improve this answer


























          • First, I'm not a manager. Second, what makes this a bit more difficult is, I don't know the name of floor worker. I know who he is (he has to come in and out of my office area frequently to ask engineering questions) but I don't know his name. Also, thanks for pointing out the diabetes aspect. I wasn't aware of that.

            – RLH
            Aug 2 '12 at 21:02






          • 2





            My only addition here would be if you're very concerned about anonymity is to go for HR first over your supervisor, but I'd talk with them personally (and privately), not try to give them an anonymous note they might not take as seriously.

            – Rarity
            Aug 2 '12 at 21:05






          • 1





            @David - true. Although I'd hope HR was in the loop on that, you're right that there's no guarantee. For RLH- then I'd hit either your HR, or anyone you know managing the area the floor worker came from... you may just end up saying "hey, it was someone, not sure who - looks like this" but it's better than nothing.

            – bethlakshmi
            Aug 2 '12 at 21:08






          • 3





            I would suggest talking to the person in question before going to their supervisor. If there is a serious problem and they won't acknowledge it, at least you can say you gave them a chance to take the day off on their own terms (to recover/sober up), before getting their supervisor involved.

            – FrustratedWithFormsDesigner
            Aug 3 '12 at 14:18






          • 2





            Personally, I really wouldn't unless I knew the person. Engaging with someone who is intoxicated can be unpredictable, and if I'm not the manager, it's not necessarily a role I should assume. If I actually knew the person it might be different - I could say "are you OK? you don't seem like yourself?" fairly easily, but in this case, the asker does not even know the guy's name.

            – bethlakshmi
            Aug 3 '12 at 14:36














          30












          30








          30







          Personally, I'd take the flak and go for speed over anonymity. But I've always had a good rapport with HR and at this point, I'm a manager... so that may bias me.



          I'd go in this order:




          • direct supervisor

          • Human resource representative

          • plant safety (if there is such a thing?)

          • escalating chain of management


          Depending on who is easily accessible and who responds quickly. I wouldn't do it like a panicked fire drill, but with some sense of urgency - and in ways that can't be ignored - in person or by phone -- email only as a last resort.



          My thought is that the political issues of blowing the whistle on a coworker are vastly outweighed by the bad case of someone getting hurt because of this guy. After getting the message through to someone in charge, however, I'd let it go and trust the system (at least the first time). By "getting through" I mean that you get the feedback that the message was received (like you talked in person, or got a follow up phone call saying "thanks, got it").



          For the record, there are legitimate medical conditions in which someone can end up smelling like alcohol. I believe diabetes (if not managed properly) is such a case... but I think there are others. The management and/or HR should have a procedure for following up that takes this into account and handles the situation properly. Of course, that's an idealized world...



          NOTE: My answer would change in the event you, yourself, are a manager. At that point, you try to touch base with HR and then figure out how to talk to the guy. If you have reason to suspect a safety issue and you are a manager, you can be held liable in some cases for everyone's safety because of your position of authority.






          share|improve this answer















          Personally, I'd take the flak and go for speed over anonymity. But I've always had a good rapport with HR and at this point, I'm a manager... so that may bias me.



          I'd go in this order:




          • direct supervisor

          • Human resource representative

          • plant safety (if there is such a thing?)

          • escalating chain of management


          Depending on who is easily accessible and who responds quickly. I wouldn't do it like a panicked fire drill, but with some sense of urgency - and in ways that can't be ignored - in person or by phone -- email only as a last resort.



          My thought is that the political issues of blowing the whistle on a coworker are vastly outweighed by the bad case of someone getting hurt because of this guy. After getting the message through to someone in charge, however, I'd let it go and trust the system (at least the first time). By "getting through" I mean that you get the feedback that the message was received (like you talked in person, or got a follow up phone call saying "thanks, got it").



          For the record, there are legitimate medical conditions in which someone can end up smelling like alcohol. I believe diabetes (if not managed properly) is such a case... but I think there are others. The management and/or HR should have a procedure for following up that takes this into account and handles the situation properly. Of course, that's an idealized world...



          NOTE: My answer would change in the event you, yourself, are a manager. At that point, you try to touch base with HR and then figure out how to talk to the guy. If you have reason to suspect a safety issue and you are a manager, you can be held liable in some cases for everyone's safety because of your position of authority.







          share|improve this answer














          share|improve this answer



          share|improve this answer








          edited Aug 3 '12 at 14:14









          FrustratedWithFormsDesigner

          10.9k44057




          10.9k44057










          answered Aug 2 '12 at 20:47









          bethlakshmibethlakshmi

          71.3k4140282




          71.3k4140282













          • First, I'm not a manager. Second, what makes this a bit more difficult is, I don't know the name of floor worker. I know who he is (he has to come in and out of my office area frequently to ask engineering questions) but I don't know his name. Also, thanks for pointing out the diabetes aspect. I wasn't aware of that.

            – RLH
            Aug 2 '12 at 21:02






          • 2





            My only addition here would be if you're very concerned about anonymity is to go for HR first over your supervisor, but I'd talk with them personally (and privately), not try to give them an anonymous note they might not take as seriously.

            – Rarity
            Aug 2 '12 at 21:05






          • 1





            @David - true. Although I'd hope HR was in the loop on that, you're right that there's no guarantee. For RLH- then I'd hit either your HR, or anyone you know managing the area the floor worker came from... you may just end up saying "hey, it was someone, not sure who - looks like this" but it's better than nothing.

            – bethlakshmi
            Aug 2 '12 at 21:08






          • 3





            I would suggest talking to the person in question before going to their supervisor. If there is a serious problem and they won't acknowledge it, at least you can say you gave them a chance to take the day off on their own terms (to recover/sober up), before getting their supervisor involved.

            – FrustratedWithFormsDesigner
            Aug 3 '12 at 14:18






          • 2





            Personally, I really wouldn't unless I knew the person. Engaging with someone who is intoxicated can be unpredictable, and if I'm not the manager, it's not necessarily a role I should assume. If I actually knew the person it might be different - I could say "are you OK? you don't seem like yourself?" fairly easily, but in this case, the asker does not even know the guy's name.

            – bethlakshmi
            Aug 3 '12 at 14:36



















          • First, I'm not a manager. Second, what makes this a bit more difficult is, I don't know the name of floor worker. I know who he is (he has to come in and out of my office area frequently to ask engineering questions) but I don't know his name. Also, thanks for pointing out the diabetes aspect. I wasn't aware of that.

            – RLH
            Aug 2 '12 at 21:02






          • 2





            My only addition here would be if you're very concerned about anonymity is to go for HR first over your supervisor, but I'd talk with them personally (and privately), not try to give them an anonymous note they might not take as seriously.

            – Rarity
            Aug 2 '12 at 21:05






          • 1





            @David - true. Although I'd hope HR was in the loop on that, you're right that there's no guarantee. For RLH- then I'd hit either your HR, or anyone you know managing the area the floor worker came from... you may just end up saying "hey, it was someone, not sure who - looks like this" but it's better than nothing.

            – bethlakshmi
            Aug 2 '12 at 21:08






          • 3





            I would suggest talking to the person in question before going to their supervisor. If there is a serious problem and they won't acknowledge it, at least you can say you gave them a chance to take the day off on their own terms (to recover/sober up), before getting their supervisor involved.

            – FrustratedWithFormsDesigner
            Aug 3 '12 at 14:18






          • 2





            Personally, I really wouldn't unless I knew the person. Engaging with someone who is intoxicated can be unpredictable, and if I'm not the manager, it's not necessarily a role I should assume. If I actually knew the person it might be different - I could say "are you OK? you don't seem like yourself?" fairly easily, but in this case, the asker does not even know the guy's name.

            – bethlakshmi
            Aug 3 '12 at 14:36

















          First, I'm not a manager. Second, what makes this a bit more difficult is, I don't know the name of floor worker. I know who he is (he has to come in and out of my office area frequently to ask engineering questions) but I don't know his name. Also, thanks for pointing out the diabetes aspect. I wasn't aware of that.

          – RLH
          Aug 2 '12 at 21:02





          First, I'm not a manager. Second, what makes this a bit more difficult is, I don't know the name of floor worker. I know who he is (he has to come in and out of my office area frequently to ask engineering questions) but I don't know his name. Also, thanks for pointing out the diabetes aspect. I wasn't aware of that.

          – RLH
          Aug 2 '12 at 21:02




          2




          2





          My only addition here would be if you're very concerned about anonymity is to go for HR first over your supervisor, but I'd talk with them personally (and privately), not try to give them an anonymous note they might not take as seriously.

          – Rarity
          Aug 2 '12 at 21:05





          My only addition here would be if you're very concerned about anonymity is to go for HR first over your supervisor, but I'd talk with them personally (and privately), not try to give them an anonymous note they might not take as seriously.

          – Rarity
          Aug 2 '12 at 21:05




          1




          1





          @David - true. Although I'd hope HR was in the loop on that, you're right that there's no guarantee. For RLH- then I'd hit either your HR, or anyone you know managing the area the floor worker came from... you may just end up saying "hey, it was someone, not sure who - looks like this" but it's better than nothing.

          – bethlakshmi
          Aug 2 '12 at 21:08





          @David - true. Although I'd hope HR was in the loop on that, you're right that there's no guarantee. For RLH- then I'd hit either your HR, or anyone you know managing the area the floor worker came from... you may just end up saying "hey, it was someone, not sure who - looks like this" but it's better than nothing.

          – bethlakshmi
          Aug 2 '12 at 21:08




          3




          3





          I would suggest talking to the person in question before going to their supervisor. If there is a serious problem and they won't acknowledge it, at least you can say you gave them a chance to take the day off on their own terms (to recover/sober up), before getting their supervisor involved.

          – FrustratedWithFormsDesigner
          Aug 3 '12 at 14:18





          I would suggest talking to the person in question before going to their supervisor. If there is a serious problem and they won't acknowledge it, at least you can say you gave them a chance to take the day off on their own terms (to recover/sober up), before getting their supervisor involved.

          – FrustratedWithFormsDesigner
          Aug 3 '12 at 14:18




          2




          2





          Personally, I really wouldn't unless I knew the person. Engaging with someone who is intoxicated can be unpredictable, and if I'm not the manager, it's not necessarily a role I should assume. If I actually knew the person it might be different - I could say "are you OK? you don't seem like yourself?" fairly easily, but in this case, the asker does not even know the guy's name.

          – bethlakshmi
          Aug 3 '12 at 14:36





          Personally, I really wouldn't unless I knew the person. Engaging with someone who is intoxicated can be unpredictable, and if I'm not the manager, it's not necessarily a role I should assume. If I actually knew the person it might be different - I could say "are you OK? you don't seem like yourself?" fairly easily, but in this case, the asker does not even know the guy's name.

          – bethlakshmi
          Aug 3 '12 at 14:36













          2














          Unfortunately I know this one from personal experience. As pointed out by the other, this is way to dangerous to let it slide:



          If you are in the US (or many other countries) and the company has a reasonable size, you should have a department called "Occupational Health". In many organizations it's known as "the nurse". See http://en.wikipedia.org/wiki/Occupational_safety_and_health



          They are specifically tasked with this sort of thing and you can call them directly. They would have to make a determination whether the specific worker is fit or unfit for duty. The call can also be treated anonymously (within reason). If there is a pattern or a history of similar behavior, Occupational Health would typically know about and act accordingly. On the other hand, any medical issues are highly confidential, so this also helps protecting the affected worker to some extend. Occupational Health acts as a buffer between employees and the company.



          IF you don't have an OH department, than you should start with a person you trust either in HR or within your management chain. It's also a good idea to get a second opinion from someone who you trust who may have observed the same behavior.






          share|improve this answer




























            2














            Unfortunately I know this one from personal experience. As pointed out by the other, this is way to dangerous to let it slide:



            If you are in the US (or many other countries) and the company has a reasonable size, you should have a department called "Occupational Health". In many organizations it's known as "the nurse". See http://en.wikipedia.org/wiki/Occupational_safety_and_health



            They are specifically tasked with this sort of thing and you can call them directly. They would have to make a determination whether the specific worker is fit or unfit for duty. The call can also be treated anonymously (within reason). If there is a pattern or a history of similar behavior, Occupational Health would typically know about and act accordingly. On the other hand, any medical issues are highly confidential, so this also helps protecting the affected worker to some extend. Occupational Health acts as a buffer between employees and the company.



            IF you don't have an OH department, than you should start with a person you trust either in HR or within your management chain. It's also a good idea to get a second opinion from someone who you trust who may have observed the same behavior.






            share|improve this answer


























              2












              2








              2







              Unfortunately I know this one from personal experience. As pointed out by the other, this is way to dangerous to let it slide:



              If you are in the US (or many other countries) and the company has a reasonable size, you should have a department called "Occupational Health". In many organizations it's known as "the nurse". See http://en.wikipedia.org/wiki/Occupational_safety_and_health



              They are specifically tasked with this sort of thing and you can call them directly. They would have to make a determination whether the specific worker is fit or unfit for duty. The call can also be treated anonymously (within reason). If there is a pattern or a history of similar behavior, Occupational Health would typically know about and act accordingly. On the other hand, any medical issues are highly confidential, so this also helps protecting the affected worker to some extend. Occupational Health acts as a buffer between employees and the company.



              IF you don't have an OH department, than you should start with a person you trust either in HR or within your management chain. It's also a good idea to get a second opinion from someone who you trust who may have observed the same behavior.






              share|improve this answer













              Unfortunately I know this one from personal experience. As pointed out by the other, this is way to dangerous to let it slide:



              If you are in the US (or many other countries) and the company has a reasonable size, you should have a department called "Occupational Health". In many organizations it's known as "the nurse". See http://en.wikipedia.org/wiki/Occupational_safety_and_health



              They are specifically tasked with this sort of thing and you can call them directly. They would have to make a determination whether the specific worker is fit or unfit for duty. The call can also be treated anonymously (within reason). If there is a pattern or a history of similar behavior, Occupational Health would typically know about and act accordingly. On the other hand, any medical issues are highly confidential, so this also helps protecting the affected worker to some extend. Occupational Health acts as a buffer between employees and the company.



              IF you don't have an OH department, than you should start with a person you trust either in HR or within your management chain. It's also a good idea to get a second opinion from someone who you trust who may have observed the same behavior.







              share|improve this answer












              share|improve this answer



              share|improve this answer










              answered Jun 2 '13 at 11:45









              HilmarHilmar

              27.8k76582




              27.8k76582























                  1














                  Send an anonymous note to HR. There is all kinds of liability here. If it's anonymous, you won't have to deal with follow-up stuff, nobody will wait for you by your car after work with their baseball bats, and the company can deal with its liability issue. If HR doesn't find cause to fire the guy/gal, then you've done your part and can sleep at night.






                  share|improve this answer



















                  • 6





                    Any sensible HR department won't reveal your name to anyone else anyway, and if they did they'd be inviting legal trouble.

                    – Rarity
                    Aug 2 '12 at 20:32













                  • That's good to know. thanks for the info.

                    – jdb1a1
                    Aug 2 '12 at 20:37






                  • 2





                    Still could suspect you if you made a funny face in the break room or otherwise had a "knowing look"

                    – jmort253
                    Aug 2 '12 at 20:58
















                  1














                  Send an anonymous note to HR. There is all kinds of liability here. If it's anonymous, you won't have to deal with follow-up stuff, nobody will wait for you by your car after work with their baseball bats, and the company can deal with its liability issue. If HR doesn't find cause to fire the guy/gal, then you've done your part and can sleep at night.






                  share|improve this answer



















                  • 6





                    Any sensible HR department won't reveal your name to anyone else anyway, and if they did they'd be inviting legal trouble.

                    – Rarity
                    Aug 2 '12 at 20:32













                  • That's good to know. thanks for the info.

                    – jdb1a1
                    Aug 2 '12 at 20:37






                  • 2





                    Still could suspect you if you made a funny face in the break room or otherwise had a "knowing look"

                    – jmort253
                    Aug 2 '12 at 20:58














                  1












                  1








                  1







                  Send an anonymous note to HR. There is all kinds of liability here. If it's anonymous, you won't have to deal with follow-up stuff, nobody will wait for you by your car after work with their baseball bats, and the company can deal with its liability issue. If HR doesn't find cause to fire the guy/gal, then you've done your part and can sleep at night.






                  share|improve this answer













                  Send an anonymous note to HR. There is all kinds of liability here. If it's anonymous, you won't have to deal with follow-up stuff, nobody will wait for you by your car after work with their baseball bats, and the company can deal with its liability issue. If HR doesn't find cause to fire the guy/gal, then you've done your part and can sleep at night.







                  share|improve this answer












                  share|improve this answer



                  share|improve this answer










                  answered Aug 2 '12 at 20:29









                  jdb1a1jdb1a1

                  1,79411419




                  1,79411419








                  • 6





                    Any sensible HR department won't reveal your name to anyone else anyway, and if they did they'd be inviting legal trouble.

                    – Rarity
                    Aug 2 '12 at 20:32













                  • That's good to know. thanks for the info.

                    – jdb1a1
                    Aug 2 '12 at 20:37






                  • 2





                    Still could suspect you if you made a funny face in the break room or otherwise had a "knowing look"

                    – jmort253
                    Aug 2 '12 at 20:58














                  • 6





                    Any sensible HR department won't reveal your name to anyone else anyway, and if they did they'd be inviting legal trouble.

                    – Rarity
                    Aug 2 '12 at 20:32













                  • That's good to know. thanks for the info.

                    – jdb1a1
                    Aug 2 '12 at 20:37






                  • 2





                    Still could suspect you if you made a funny face in the break room or otherwise had a "knowing look"

                    – jmort253
                    Aug 2 '12 at 20:58








                  6




                  6





                  Any sensible HR department won't reveal your name to anyone else anyway, and if they did they'd be inviting legal trouble.

                  – Rarity
                  Aug 2 '12 at 20:32







                  Any sensible HR department won't reveal your name to anyone else anyway, and if they did they'd be inviting legal trouble.

                  – Rarity
                  Aug 2 '12 at 20:32















                  That's good to know. thanks for the info.

                  – jdb1a1
                  Aug 2 '12 at 20:37





                  That's good to know. thanks for the info.

                  – jdb1a1
                  Aug 2 '12 at 20:37




                  2




                  2





                  Still could suspect you if you made a funny face in the break room or otherwise had a "knowing look"

                  – jmort253
                  Aug 2 '12 at 20:58





                  Still could suspect you if you made a funny face in the break room or otherwise had a "knowing look"

                  – jmort253
                  Aug 2 '12 at 20:58











                  0














                  Alright, the lack of a union complicates this immensely. For posterity, if there was a union, you should speak to either the plant manager OR the union representative for the plant workers. They're the ones who can adequately judge if disciplinary actions should be taken, and normally will have discretion no matter what. going to upper management is not a good plan, as it can really ruin someone's career/job. A good union rep will send the worker home, and then keep a close eye on them from then on.



                  Without a union present, however, you can only really report them to your HR department. Try to do so anonymously, however. Bad feelings can propagate quickly in a production plant, and that's never good.






                  share|improve this answer




























                    0














                    Alright, the lack of a union complicates this immensely. For posterity, if there was a union, you should speak to either the plant manager OR the union representative for the plant workers. They're the ones who can adequately judge if disciplinary actions should be taken, and normally will have discretion no matter what. going to upper management is not a good plan, as it can really ruin someone's career/job. A good union rep will send the worker home, and then keep a close eye on them from then on.



                    Without a union present, however, you can only really report them to your HR department. Try to do so anonymously, however. Bad feelings can propagate quickly in a production plant, and that's never good.






                    share|improve this answer


























                      0












                      0








                      0







                      Alright, the lack of a union complicates this immensely. For posterity, if there was a union, you should speak to either the plant manager OR the union representative for the plant workers. They're the ones who can adequately judge if disciplinary actions should be taken, and normally will have discretion no matter what. going to upper management is not a good plan, as it can really ruin someone's career/job. A good union rep will send the worker home, and then keep a close eye on them from then on.



                      Without a union present, however, you can only really report them to your HR department. Try to do so anonymously, however. Bad feelings can propagate quickly in a production plant, and that's never good.






                      share|improve this answer













                      Alright, the lack of a union complicates this immensely. For posterity, if there was a union, you should speak to either the plant manager OR the union representative for the plant workers. They're the ones who can adequately judge if disciplinary actions should be taken, and normally will have discretion no matter what. going to upper management is not a good plan, as it can really ruin someone's career/job. A good union rep will send the worker home, and then keep a close eye on them from then on.



                      Without a union present, however, you can only really report them to your HR department. Try to do so anonymously, however. Bad feelings can propagate quickly in a production plant, and that's never good.







                      share|improve this answer












                      share|improve this answer



                      share|improve this answer










                      answered Aug 2 '12 at 20:34









                      acolyteacolyte

                      3,0741632




                      3,0741632























                          -2














                          Do you feel comfortable talking about this with someone empowered to take action (AKA a manager)? (Do you believe that the manager will protect you from retribution or even reward you for your diligence?)




                          1. If yes, the answer is obvious report the unsafe condition, collect your reward, and be secure in the knowledge that there will be no retribution.

                          2. If no, the answer is also obvious, keep your mouth shut, look for a new job, and hope that no accidents while you are on the floor. If you don't feel comfortable reporting unsafe conditions, then who does. There may be some hidden dangers - in addition to the stuff you see. Someone else is aware but not reporting - just like you.






                          share|improve this answer




























                            -2














                            Do you feel comfortable talking about this with someone empowered to take action (AKA a manager)? (Do you believe that the manager will protect you from retribution or even reward you for your diligence?)




                            1. If yes, the answer is obvious report the unsafe condition, collect your reward, and be secure in the knowledge that there will be no retribution.

                            2. If no, the answer is also obvious, keep your mouth shut, look for a new job, and hope that no accidents while you are on the floor. If you don't feel comfortable reporting unsafe conditions, then who does. There may be some hidden dangers - in addition to the stuff you see. Someone else is aware but not reporting - just like you.






                            share|improve this answer


























                              -2












                              -2








                              -2







                              Do you feel comfortable talking about this with someone empowered to take action (AKA a manager)? (Do you believe that the manager will protect you from retribution or even reward you for your diligence?)




                              1. If yes, the answer is obvious report the unsafe condition, collect your reward, and be secure in the knowledge that there will be no retribution.

                              2. If no, the answer is also obvious, keep your mouth shut, look for a new job, and hope that no accidents while you are on the floor. If you don't feel comfortable reporting unsafe conditions, then who does. There may be some hidden dangers - in addition to the stuff you see. Someone else is aware but not reporting - just like you.






                              share|improve this answer













                              Do you feel comfortable talking about this with someone empowered to take action (AKA a manager)? (Do you believe that the manager will protect you from retribution or even reward you for your diligence?)




                              1. If yes, the answer is obvious report the unsafe condition, collect your reward, and be secure in the knowledge that there will be no retribution.

                              2. If no, the answer is also obvious, keep your mouth shut, look for a new job, and hope that no accidents while you are on the floor. If you don't feel comfortable reporting unsafe conditions, then who does. There may be some hidden dangers - in addition to the stuff you see. Someone else is aware but not reporting - just like you.







                              share|improve this answer












                              share|improve this answer



                              share|improve this answer










                              answered Aug 2 '12 at 22:30









                              emoryemory

                              1,430916




                              1,430916























                                  -2














                                  How about MIND YOUR OWN FUCKING BUSINESS! What the hell is with all the little nosey nanny tattle-tales these days??? Is this person causing you any problems? If not, why is their business YOUR business? Who appointed you to be Big Brother?





                                  share








                                  New contributor




                                  Bob is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
                                  Check out our Code of Conduct.

























                                    -2














                                    How about MIND YOUR OWN FUCKING BUSINESS! What the hell is with all the little nosey nanny tattle-tales these days??? Is this person causing you any problems? If not, why is their business YOUR business? Who appointed you to be Big Brother?





                                    share








                                    New contributor




                                    Bob is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
                                    Check out our Code of Conduct.























                                      -2












                                      -2








                                      -2







                                      How about MIND YOUR OWN FUCKING BUSINESS! What the hell is with all the little nosey nanny tattle-tales these days??? Is this person causing you any problems? If not, why is their business YOUR business? Who appointed you to be Big Brother?





                                      share








                                      New contributor




                                      Bob is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
                                      Check out our Code of Conduct.










                                      How about MIND YOUR OWN FUCKING BUSINESS! What the hell is with all the little nosey nanny tattle-tales these days??? Is this person causing you any problems? If not, why is their business YOUR business? Who appointed you to be Big Brother?






                                      share








                                      New contributor




                                      Bob is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
                                      Check out our Code of Conduct.








                                      share


                                      share






                                      New contributor




                                      Bob is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
                                      Check out our Code of Conduct.









                                      answered 7 mins ago









                                      BobBob

                                      1




                                      1




                                      New contributor




                                      Bob is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
                                      Check out our Code of Conduct.





                                      New contributor





                                      Bob is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
                                      Check out our Code of Conduct.






                                      Bob is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
                                      Check out our Code of Conduct.






























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