To be tempted to talk to management about a colleague

[TellySavalashairbrush]

I have mentioned this colleague on here Before. Not a bad person, he has obvious traits of Asperger’s or possible ASD and great difficulties in regard to social skills. Our job is very people focused and involves the safeguarding of some vulnerable people. My colleague has struggled from day one, but in his defence has been left to drift by management and does pose something of a risk as he often fails to notice very obvious risks for those we work with, again management have spoken to my colleague several times about this but he still continues as he always has.
During the last few months a number of us have noticed him going missing from the office, seemingly without legitimate reason, on more than one occasion he has pretended to be attending meetings only to be spotted in the High street smoking or having coffee in the local pub. The Knock on effect of this is that us other colleagues are often asked to step in to make up for the work he hasn’t done or to sort out the mess he has left when working with clients. He usually waits until his direct manager is out of the office when he does his disappearing act, so he is aware that he shouldn’t be doing it.
I don’t have a personal vendetta against him, but I’m sick of being paid exactly the same wage for doing twice the work every day. Would you mention it to a manager, or just seethe inwardly and keep quiet?

Some people struggle with social skills without having a colleague diagnosing ASD etc. He’s not doing his job. Just speak to your supervisor.

Mention it.
He is clearly struggling and may have problems that he needs help with.
Also with several people all covering his work as and when he disappears,a vulnerable person might slip through the net and be let down.
Be clear and concise with dates times of incidents so they have information to refer to when speaking to your colleague.

I would mention it to him, not the manager.
Tell him, as though you are giving him a heads up, that it has been noticed and that someone is bound to report it to management because it is causing ill feeling.
He might think no one has noticed or that other people have to pick up the slack. Then, if it continues, maybe have a word with management. He will only have himself to blame then. It doesn't sound as if they have given him any structure or support

He has a family and I suppose that’s what stops any of ‘snitching’ on him, he is definitely in the wrong role but Isn’t an unpleasant person.

How long has he been there, what form has any necessary support taken, and have management started any disciplinary procedures yet?
I ask about support because obviously that's important, but so are the folk you're apparently responsible for safeguarding and it doesn't really sound as if they're being prioritised

Personally I'd say having a word with the manager is vital, but make sure you emphasise the effect this is having on the workforce/clients rather than just making it a moan

Stop doing his missed work, and ask him directly where he was, preferably by email. If it continues I’d definitely escalate it.

Just found your previous thread, OP, except I think it was a "she" then (?)

Anyway given what you do, the people you support, the time this has been going on and the fact they've already effectively "bent the rules" to retain the staff member, I find it hard to credit that they're still in position

Maybe it would be best if the manager stepped up before something goes horribly wrong - though given the lack of accountability in the public sector I doubt it'll worry them too much

Yes puzzle it is the same person (I was concerned about outing my colleague previously) it’s been going on for years, rather than months. He has had special measures placed on him by management in the recent past as he was not completing important reports on clients, but nothing seems to have come of it.

he's is obviously not doing his job so yes mention it.

I have no idea why you feel the need to mention a possible ASD (a dx takes years and involves highly trained professionals not a snide co-worker). I really don't understand what this has to do with him going awol. You sound delightful!

He could be a bone idle git, or he could be feeling overwhelmed by the job. I know that at times, I've needed to think clearly and it's only been possible by not being physically bombarded by the mess of many offices, the noise, the constant interruptions that make it impossible to sustain even a coherent thought, never mind analyse a complex problem and find a solution. But somebody who doesn't experience the same difficulty would just see 'Mitzi's fucked off for a fag break', instead of 'She needs ten minutes to focus on something in the distance without being interrupted 20 times or hearing people shouting, sort the information into a sequence/make connections, then will come back with a plan'.

Either way, I think the polite 'Where are you?' type emails could be an effective way of highlighting his absences, especially if he replies with answers that can't possibly be true.

In any case, he could easily have declared a disability in his application. Unless there is concrete evidence of him doing something unacceptable that impacts upon clients, management will assume it's something they can do nothing about for fear of a discrimination claim.

it’s been going on for years, rather than months

Dear god If this really is public sector I can't say I'm surprised, but the management must be absolutely mad given what's at risk

Yes it's difficult to get rid of longstanding staff, but still perfectly possible if done the right way - and at the end of the day, if the person isn't capable then they're not

As said, I'd report this on the basis of the effect on the team / possible effect on clients, and I'd do it in writing to cover yourself against possible future butt-covering

hydendrun The reason I mentioned ASD is to somehow justify to some extent why he often behaves as he does (fixates on one subject, lots of hand flapping, highly intelligent, unable to read people at all) the fact that myself and my colleagues have practically carried him for years should indicate I’m not generally a snitch. During this time I’ve lost my mum (who cared for for more than a decade) battled an eating disorder and depression, but would never have expected colleagues to pick up the slack.