Conference quark::human_relations-v1

    It may sound cold but if he is endangering you or there is a real
    possibility of danger from his making a bad call... I would immediatly
    go to his supervisor or your supervisor and explain that you no
    longer feel safe working with the individual because of his apparent
    lack of good judgement.  This may seem cruel to you as it will endanger
    his job... however, it seems to come down to you approaching him
    about the matter and becoming harmed from him... you remaining quiet
    about it and him making a mistake and again causing you harm...
    or you reporting him in confidence to his/your mananger the next
    time he is in that state and having him removed from the site...
    It is against Digital Policy to allow a person under the influence
    to work,  especially in an environment where safety is an issue!
    
    Depending on how good an empolyee the person is his manager will
    either get him fired (this IS grounds for immediate dismissal from
    Digital) or steer him into EAP and from there on to further counseling
    for his problem... either way, if it's your own personal safety
    at risk... you would be (IMHO) very foolish not to report the person
    and run the risk of harm to yourself!
    
    Skip

    
    I take it you're talking about a fellow employee here.
    And that you don't have a non-professional relationship with
    them of any kind, right?
    
    IMO, it is not your obligation to talk to them!
    You would not be being a "nice person" or "supportive colleague" or
    any other warm phrases - you'd just be getting sucked in (as you *know*
    you do with alcoholics) and it will not alter the situation one
    iota.
    
    My advice?
    Go and see that person's manager. Explain that you are concerned about
    your co-worker purely professionally because their behaviour is
    endangering your safety at work. Period.
    No empathising, explaining for them, explaining that you've known
    alcoholics before etc. etc.- just the facts.
    
    Helping this person with their alcohol abuse in the context of your
    work environment is plainly and firmly *not your problem*.
    
    'gail
    

    I think the thing to remember is that alcoholism is a disease, and 
    it is not the "kindest thing" to ignore it.  If you feel uncomfortable
    going to the manager, why not go to the EAP yourself?  It is really
    not worth your -- or his -- death to worry about his reaction.  Go to
    a third party (the EAP), and then know that you have done what *you*
    could.
    
    E Grace

    I agree with previous replies, you can't let yourself get involved.
    
    Take it to EAP, or the manager. If you choose to turn a blind eye to
    the situation, it'll only get worse. If the person is worth saving,
    the company will do it, they have in the past, and I tend to believe
    they still would.
    
    Why do previous respondees assume that the co-worker is a male???? I
    know lots of females who have drinking problems.
    
    Nils
    

    RE: .4
    
    You're right, I misread the base note (got the ex mixed up with the
    co-worker).  'Tis true, there are lots of females who are alcoholics.
    
    E Grace

    The immediate concern should be getting the person OUT of the workplace
    before someone is seriously hurt or killed.  Go to your supervisor and
    tell him/her that you have reason to believe that your co-worker is
    working in an impaired condition and putting you and others at risk. 
    If your supervisor is unwilling to address the issue, then elevate it. 
    Look out for yourself.  Don't let this person's problem hurt you. 

    If possible, include Health Services, Personnel, and EAP in the group
    you contact -- this company has a very good record of helping those who
    need it, and ask for it --
    
    Maybe your actions will help that person to ask for the help he or
    she needs.
    
    					andrew

    Re.4... sorry my chauvanism is showing ... still used to the context
    of "he" referring to both sexes.  Not intentional.
    
    Skip

    I agree with evaryone here. To leave it alone is to condone it, unkind
    to that person (even if they wouldn't think so), and possibly dangerous 
    to you. You need to do something in the way of talking with
    personnel/EAP/supervision.............even if it might seem cold at the
    outset.
    
    ....Bob

	I believe that going to this persons mgr makes sense but
	make your points be very specific so that there is no room
	for error. If this person did something specifically risky
	then report the incidents leaving out judgment such as labeling
	as an alcoholic.

    To the basenoter:
    
    What happened?  I think everyone here cares about you, and probably
    wonders the same thing.
    
    Barb

    	I really appreciate the replies.  They backed up my gut instincts.
    
    	Apparently I wasn't the only one who noticed this problem, another
    	co-worker had already spoke w/ this persons supervisor.  I did 
    	discuss the `orange book's' procedures w/ my boss.  It is very 
    	clear as to what mine and the `managements' responsibilities are.
    	It may get ugly, but I know now, that I did the right thing and 
    	this situation will be handled properly.
    
    	I have been fortunate enough not to have to deal with this 
    	person lately, but I know it's just a matter of time.  I just hope
    	it doesn't get out of hand.....
    
    	Thank you for caring.....