Really smelly colleague, unsure what to do!

bugslet

Well I bow to Pricivius' knowledge of the law, but I run a haulage company that double mans its vehicles and when I received multiple complaints about a drivers BO and bad breath ( trust me it was baaaaaad), I simply took him to one side and had a very gentle concerned chat with the chap. AIUI, there are medical conditions that can lead to someone smelling, so you need to make sure that there isn't an issue there. In my particular instance, he did know there was a problem and whilst he still isn't the best, he has improved a lot.

It is up to the manager though, not for you to do.

1886

Your manager sounds useless, go over her head. What a waste of space

chrisv24

saintjammyswine wrote: »

Best to take them to one side and just front it out. Probably is best for it to come from another male as well.

Agreed. Its a sensitive subject but something needs to be done. 100% its better coming from another bloke. Just take him aside man to man and just say it how it is.

colino

It really is straightforward, its not the OPs job and a complaint by the OP to their Manager on the foul working conditions has to be followed up.
Terrible Manager, terrible, weak, management structure and how many retail customers are being lost because of pig-pen?

ILW

Pricivius wrote: »

From an employment law perspective, there is no harm in issuing a memo to all staff. it can also help if the offender tries to suggest they were not aware of the policy they are breaking (less likely in this instance, I appreciate). It can also serve as an ice-breaker to the 1to1 conversation if it still has to be had - did you see the memo I sent last week? It had come to my attention that a few people's personal presentation was below par so I issued a reminder to all. Etc...

This also prevents the individual suggesting he is being picked on and singled out from the outset - it is unlikely that everyone else is perfect and he is the only one with any issues (shoes not polished, top button undone, shirt untucked or not ironed etc...).

If a company came to me saying that they had raised the issue with the individual, among the first questions I would ask would be - was he aware of the policy? When was he last reminded of the policy? Is everyone else perfectly presented at all times? People are naturally defensive when challenged. The other issues to bear in mind are potential discrimination in terms of mental health issues.

It may be viewed as the coward's approach, if you like. However, there is always more than one way to skin a cat. People's personalities must be considered. I am naturally risk averse and cannot see the harm in a general memo. It gives everyone a reminder, may solve the issue and everyone can see that steps are being taken.

It appears OP is just a general employee. It is unlikely they are authorised to send general company wide memos.
As has been said before, this is a job for the manager.

esuhl

exarmydreamer wrote: »

As a student, he may not have the cash for soap...

Whaaaat?! He's employed! If he doesn't have enough cash for soap, I assume he can't afford clothes or food either...

Three bars of Tesco Value Soap costs 35p. If a bar lasts a fortnight that's less than a penny a day!

GMbabies

cmw1212 wrote: »

Agreed. The bloke in question could just be a scruffy b but he could also have other issues.

May be he's homeless but don't want others to know?

arbroath_lass

Pricivius wrote: »

From an employment law perspective, there is no harm in issuing a memo to all staff.

Maybe not but it would certainly annoy the hell out of me. And probably all other "non-smelly" staff. Plus the offender is likely to be oblivious and not realise they mean him.

Managers should deal with this direct with the offender.

Sambucus_Nigra

Pricivius wrote: »

From an employment law perspective, there is no harm in issuing a memo to all staff. it can also help if the offender tries to suggest they were not aware of the policy they are breaking (less likely in this instance, I appreciate). It can also serve as an ice-breaker to the 1to1 conversation if it still has to be had - did you see the memo I sent last week? It had come to my attention that a few people's personal presentation was below par so I issued a reminder to all. Etc...

This also prevents the individual suggesting he is being picked on and singled out from the outset - it is unlikely that everyone else is perfect and he is the only one with any issues (shoes not polished, top button undone, shirt untucked or not ironed etc...).

If a company came to me saying that they had raised the issue with the individual, among the first questions I would ask would be - was he aware of the policy? When was he last reminded of the policy? Is everyone else perfectly presented at all times? People are naturally defensive when challenged. The other issues to bear in mind are potential discrimination in terms of mental health issues.

It may be viewed as the coward's approach, if you like. However, there is always more than one way to skin a cat. People's personalities must be considered. I am naturally risk averse and cannot see the harm in a general memo. It gives everyone a reminder, may solve the issue and everyone can see that steps are being taken.

It doesn't solve the issue!

It makes you look like a weak manager, who can't manage. And it annoys the ones that don't smell; and the one that does smell probably doesn't know it so what effect is it going to have?

Oh, you get to hide behind memos. Excellent.

mango888

Be honest and just tell them