Have a manager that I have heard is a functional alcoholic. I think if its true, how would you deal with this problem if this person "was" under the influence during the job.

Alot of the employees dont get along with this person. He will often say one thing but mean another and will get into an arguement besause of it. One day just recently this gentleman told a empoyee to go up to the employee break room and sweep up a tiny little rodent. The employee did what he was ordered and swept it up. Later on the manager asked why this employee did'nt sweep up the whole breakroom. The employee replied "you only told me to sweep up the rodent". You can guess what happened after that.

This seems to be a ongoing problem from this manager, saying one thing an meaning something else then getting into a big arguement over it.

How would any of you deal with it? Would you go over the GM's head and go directly to the district manager or talk about it with the GM?

I recently had a similar problem with a manager at my theater. One day he came in to work under the influence, and was just recently arrested for a D.W.I. . . . Myself and fellow managers went to our G.M with the problem, and our GM went and voiced our concerns to our district manager...My manager is now under close watch by the company, and I believe that he'll be fired soon. I hope things get better for you.

This could be mis-construed as a "witch hunt" especially if nobody likes that person.

Just my 2 cents worth.....

Paul

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I completely agree with all of you. I will talk to my GM about it first.

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I understand what you are telling me brad. I read the thread very close and two thirds of them suggest going to the higher up's instead of going to the manager. I wont be able to speak to my GM if I decide talk with him about this issue until friday. However, I dont have access to the corporate numbers. I haft to go through a manager and if i go through a assistant manager, word is eventually going to get around to the GM. I dont want to dissrespect the manager, we are good friends. However, I dont know how well the GM and this assistsnt manager get along.

I guess I can e-mail the corporate website.

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I once had to contend with a line manager who had a drink problem. Without saying any more than that about my experience, I would only make the following suggestions.

• If you have reason to believe that his or her behaviour could endanger anyone's safety, e.g. because the individual is driving or operating dangerous equipment when under the influence, then you need to take immediate action. In fact, under certain circumstances, you could be in trouble if it were ever proved that you knew about (or suspected) the problem but did nothing.

• If his or her behaviour is causing workplace-related problems, either for you or a colleague, but is not safety-critical, there may be a case for taking action but think long and hard about how before doing so.

• If none of the above apply, then as Brad says, stay out of it. You are a projectionist, not a social worker. If a site manager is causing problems which result in unusually high staff turnover, then his or her bosses should start noticing this and investigating without you having to become involved.
  

Finally, if you do decide to take action, do not do anything unilaterally if at all possible. Discuss the issue with colleagues you feel you can trust, take the action jointly and make it clear to anyone you report the matter to that you are doing so not out of any ill will towards the individual concerned, but only because his or her behaviour is endangering safety and/or the effective operation of the workplace.

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