Tonight when i got here at work a tech of mine showed up wasted (drunk). I was pissed big time and sent him home in a cab. He has in the past come in with the smell of alcohol on his breath but seemed fine to work.. and was. Now this guy has worked for me for over 6 years and i am at a crossroad with him. Do i cover for him and hope no one else rats him out or do i do my job and suspend him/fire him. He is a good worker and i hate to be the bad guy but if i don't then it may be my azz.


edit: This guy is 55 years old and should have the responsibility to come to work, FIT TO WORK each night 40 hours a week.

 

Unfortunately, this is one of the bad things about being a boss over other people (unless you enjoy being a total *****, like my boss). I have been a supervisor before, and I hate to tell you, but I would have canned him on the spot. He has already done it before, and should have learned from his past mistakes. You want to be the good guy, but you cant stick your job on the line for him when he will just do it again. Basically you have 2 choices.....say nothing and hope nobody finds out, or keep your job and let him go. Being 55 years old he should value his job more than he does.

At any rate.........you let him get away with it this time, and he will continue to do it. Sad but true.

 

Here in MA, in order to accuse someone of drug or alcohol use, you must first have attended an identification course. I have been in this situation several times. Looking back, addressing the situation with disiplinary action has been the right answer in every case.

I agree with Engine391, look the other way and it will never change or get worse. Could you look yourself in the mirror if he hurts or kills someone on the job while under the influence?

I have always had unions to deal with. So in this case, he would have recieved a 30 day suspension and required to attend rehab. Upon returning to work, he is subject to 12 random tests in a one year period. Second offense, he is gone.

 

You have no other choice but to let him go........ this situation not only put him at risk, but YOU as well. If he has no more concern or respect for himself than that, then you owe him NOTHING......

I had basically the same thing several years ago...... I was over a bunch of robotics/ automated equipment and only myself and one other person knew some of the finer details of operating some of the most sophisticated stuff....... the guy would come in higher than a kite and work like hell but the risk was not worth it..... I counselled him (on the record) and another occurance forced me to let him go. You don't want to deal with an insurance problem if he gets hurt!

 

I think in this case, in my opinion, the opportunity for firing is gone. On the spot when he showed up would have been the time.

Since you sent him home in a cab, and again this is my own opinion, I would sit him down at work and tell him point blank to either clean up his act because the “next” time he ever pulls that at your home or at work he will be terminated on the spot.

If you do give a warning like that you will have to follow through. If not then it is useless and he will figure you are all talk.

You might even think about talking to him to warn him and give him a week without pay just so he knows your not kidding around and also letting him know there will be no “next” time.

I may sound hash but I wouldn’t put up with that from an 18 year old and no way would I put up with it from someone that should be wiser…

 

I agree with 01 XLT. Since you sent him home, you need to talk to him and make sure he knows that next time is the last time. I don't know how big your company is, buy my fiance has a guy that works for her with the same problem. The company got help for him, counseling, set up with AA, all that stuff. There is documentation and he knows that a relapse will cost him his job. So far he's been doing good, I think it's been 4 to 6 months. I'm not sure however if he actually came to work drunk or if he was missing work because of drinking, I think it was the latter. Anyway, like I said, I don't think firing him now would be the right thing, it should have been done on the spot if it were to be done. If he's a good employee, talk it out or see if HR has a alcohol/drug policy that gets help for employees.

Wes