"This is a lot more serious than your company is admitting. For one thing, it's a huge liability to have an employee get so drunk that you have to physically carry him upstairs. You could have been hurt or you could have hurt him-both of which the company would likely have been liable for. And this isn't the first time something like this has happened. This is when you start documenting absolutely everything."
"Right now, go write down exactly what happened at the party and the aftermath, including his wife being grateful for the help, with timestamps if you remember them. Then it's time to make a formal complaint to HR about it. The best way to frame it, I think, is in the context of company liability. HR tends to snap to attention when there are potential legal issues involved."
"My boss has serious control issues when it comes to alcohol at special occasions. At the company party right before Thanksgiving, he ended up getting passed-out drunk. If that wasn't bad enough, myself and another employee were tasked with taking him home, including carrying him upstairs since he was still unconscious and his wife couldn't have done it herself (she was as grateful for the help as she was embarrassed)."
A manager became so intoxicated at a company party that employees had to carry him upstairs while unconscious. The behavior has escalated over years and others supervising him have intervened before. Such incidents create serious liability risks because employees could be injured while assisting an intoxicated superior. Immediate steps include documenting the incident in detail with timestamps and witness accounts. File a formal complaint with HR framed around company liability to prompt action. If multiple direct reports will formally complain, pursue complaints together to increase pressure on HR. Further options depend on HR's response.
Read at Slate Magazine
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