Cromsworld,

Respectfully, it is not the place of a coworker to diagnose or otherwise pass judgement on the psychiatric or medical diagnosis of another coworker. This information is not your business.

You have said the man is now focused on his work, and no longer distressing others with his ill taken attempts at small talk. He is demonstrating a good faith effort to do his work at work and prevent his personality faults from hindering his ability to work. According to this fact pattern, this man is doing what he is supposed to be doing to manage his own condition in the workplace and the people prying into his private business are harassing him.

You can always call the Labor Department or the EEOC. They usually have young interns working the phones, law college graduates who are verbal and eager to explain the law to you. I have always found them chatty and informative.

You can also speak to the person in charge of human resources at your workplace. Employers have policies and procedures for handling employee conflict.

Every employee has specific rights with regard to any disability or disorder he may have. If you violate his rights, by forming a cabal to run him off the job, he will have legal action against the employer who has a duty to prevent you from creating a hostile work environment.

He is not capable of creating a hostile work environment for the rest of you. Consult a law dictionary.

He is behaving correctly. He is keeping his head down, and after you had a problem with the way he tried to be social, you now have a problem with him not being social. The established pattern is one of you having a problem with this man, no matter what he does, because in his current recollection he has been a jerk to people, and you don't want to let him get away with it. The pattern is also being established of you being a supercilious busybody, kibbitzer and meddler, with an urge to aggress a man you claim to believe is unstable and prone to violence.