It’s a uniquely vexing issue: A worker has a personal odor problem, and something must be said. A nightmare scenario, right? What to do?

At most companies, this unpleasant chore is falling to the human-resources staff, according to a recent poll of human-resource professionals.

Nearly three-quarters – 74% – of the 633 respondents said they had been forced to confront an employee about an offensive body odor issue.

“When our subscribers pose questions to us, it’s striking how often they ask for guidance on how to deal with this issue,” said Kevin Flood, an editor with HR.BLR.com, an online subsidiary of Business & Legal Reports Incorporated, a publisher of compliance information based in Old Saybrook, Conn.

“They need to address something that’s disrupting the workplace, but they also want to do it with a minimum of embarrassment – to themselves and to the employee,” Flood said.

To that end, the company has compiled a list of tips for employers (though they could also be used by concerned co-workers):

* Talk to the employee. An anonymous note, e-mail, or leaving deodorant on the odiferous one’s desk just doesn’t cut it. Have a private, discreet conversation – employing as much sensitivity as possible – and acknowledge before you start that the topic is extremely uncomfortable.

* Realize that a diet or medical condition might be the cause of the problem. Gently suggest a visit to a doctor.

* Stress that the issue isn’t merely a personal matter, as it is a workplace disruption that must be addressed.

* Don’t become upset if the employee is extremely embarrassed and tries to end the discussion as rapidly as possible.

* Schedule a follow-up meeting in a few days to ensure the problem is being resolved.