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Just a reminder, I have only heard this assistant manager is a "functional Acoholic", but his attitude towards the staff is unacceptable. He gets into arguments with employees very often and for the dumbest reasons. His attitude could very well be from drinking alcohol. This assistant manager is very forgetfull and he lacks a kind of common sence thats needed when things get busy. This gentleman is very courtous to the customers though.If he does any drinking he does it at home because I have never seen him drinking at work but I believe the attitude he gives to the employees is from drinking.

Nobody from my theater has any intrest in film-tech especially the other projectionists so I have no worries about anyone reading these posts.

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Judges usually have common sense. When it comes to a person drinking alchohol on the job (not having an illness of alchoholism) IT IS ILLEGAL AND IT IS GROUNDS FOR TERMINATION.

If a person has an alcohol problem outside the workplace - that is a different story.

If a person has a mental illness which causes them to hurt people - do they have a right to work with the public? No- It's common sense that they belong in a hospital or in a situation where they are being controlled.

One note: I'll bet there is a significant legal difference in showing up drunk and actually bringing an alcoholic beverage. The second would probably be a more air-tight reason to fire someone since it is easier to have a policy against it. Bringing an alcoholic beverage on premises does not imply the comsumption, or previous consumption, of alcohol. For example, if I brought alcohol to the university where I work, I could be disciplined or terminated even if I never drank alcohol.

I won't name the theatre company or anything, but from a previous employee at one establishment, I found out that one manager from a few years ago did cocaine in the booth (and wasn't around too long), and that the company had one employee from there on rehab for a while. Is it common for any of the major theatre chains to attempt to rehabilitate employees that develop drug problems?

Very seldom do I encounter people that have any serious problems with drugs or alcohol in my environment. There have been some student lab assistants from several years ago that developed some problems, and one in particular nearly destroyed himself in the process (and did some permanent damage to his mind and body). One sad case from the 80s was one guy who many said had 2 Ph.D.'s, but had a severe alcohol problem and did so much damage to himself that he could not spell or talk clearly. Email messages I would get from him would have severe misspellings. I did come across a technical bulletin of his from the 1970s once, and it was well-written. That's really sad. He died 2 or 3 years ago.

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Evans A Criswell
Huntsville-Decatur Movie Theatre Information Site

However, having said all of that...I wonder why it is assumed that a "bad attitude" is linked to the alleged drinking problem..? I think it is a stretch (if not a total leap) of logic.

I agree with what Paul said: It doesn't matter how well-intentioned you may be; this could look like a "witch hunt." I can pretty much guarantee that you will wish you had left this entire matter alone if that is how your talk with the higher-ups is perceived.

~Manny (100% all-natural since 1969)

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I'm not saying having employees sign policy change forms isn't a good idea, as a matter of fact it is a great idea. Notice in my original post that I said '...those pieces of paper often times have no value in a court of law.' The reason is that many times employees think they can get around the law by having someone sign a piece of paper, and as I've said this is just not true. But that doesn't mean you can't have employees sign off on policies that are legal, as a matter of fact you should, as it is the only way to prove they were informed of the policy. For example, in my district if an employee is caught not upselling or suggestive selling, they are immediatly terminated. All employees have signed a letter showing they understand this policy.

Back to the problem manager, yes, you can fire him for other reasons besides being an alcoholic. A few things though:

1) You must be very carefull never to mention the drinking problem during or after the termination. Any indicatoin that that was the real reason and you could be in trouble.

2) In most states you can fire anyone, anytime, for any reason-so long as that reason doesn't violate Title IX or the ADA (see above). HOWEVER, if you terminate someone for no reason, you will be obligated to pay unemployement.

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Oh, and Michael Gonzalez, your have no email ID and therefore no credibility...your ass should be kicked outta here...