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a High School Spanish Teacher
What’s the answer comrades?
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Bowl Leader
Hello,
Can ex-TCSer join back TCS??
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If I understand this correctly, you work in HR. I’m unable to determine if this “niece” works in HR/your department or not. If not, it’s not your problem. It doesn’t seem like you have direct oversight of this department so there is nothing for you to do. You can voice your concerns and that’s it. If you actually have oversight of the department, as in these people work and report to you, then find a reason to put her on a PIP. But if she does her work and gets it in on time then there’s not much of a problem. Also, if she wants to get pregnant and go on paid leave, that’s her right. If people want to donate money to her, that’s on them. If they FEEL they can’t take time off because of her, that’s also on them and their boss for creating that type of environment. There’s always going to be work it doesn’t stop just because someone goes on vacation or leave.
No, she doesn't work in my department. I'm an HR department of one. She works in customer service on a team of three. Workload is dependent largely upon phone and foot traffic coming into the office. When one person is constantly gone, the other two have to take up the slack. There is no leaving the work until the next day. Yes, if she wants to get pregnant, that is fully within her rights, and I would never contradict that. I do feel, however, that if she has decided to use her PDO recklessly, the other employees in her department shouldn't be expected to both cover her work load and her time off.
I’d suggest the company rethink their policies.
You prioritize the company not having to do extra work in the place of your employees being able to both stay healthy and take time off.
I hope the employee shafts y’all as much as possible.
That's not the case at all. 8 hours of PTO every two weeks is generous. She has taken MORE than that, and that is the issue. There are people here that I remind constantly that they need to take their time. However, when this individual's habits interfere with others' ability to take time off, it becomes a problem.
You need to tread very carefully here.
The fact that you are aware your employee intends to have child, that you are considering this as a factor in her continued employment, AND that you put this in writing puts you and the company in a vulnerable spot re:discrimination lawsuit.
If she has violated internal company policy regarding leave, you can and should bring it up to her and document it. HOWEVER, other employees donating PTO to her is not something you can change, unless it is against general rules.
Put another way: Same rules apply to all employees. If she breaks them - sanction her. If she doesn’t - the only thing you could do is change the rules for everyone.
Oh, I have no intention in using her intentions of starting a family against her. The current policy on PTO that I inherited recommends a 40 hour balance be maintained, but does not require it. PTO donations are allowed only at the discretion of the CEO.
I honestly didn't intend to post this on this board. I reposted on the Human Resources board and was basically told to suck it up. That person was absolutely right. I'm projecting my own Gen X ideals onto a Millennial. Even though I truly hate to see the other individuals in that department suffer for this person's lack of attendance, it's ultimately that manager's problem. If the other employees in that department get irritated and leave, that, too is the manager's problem.
(cont.) After the interview, the hiring manager and her assistant manager agreed that she was the candidate that they were considering for the position. At that time, I asked the hiring manager to carefully consider whether or not she could truly be objective when it came to this individual, and I also revealed that she had been a huge attendance problem at our last place of employment. They went forward with the hire.
Policy dictates that employees should maintain 8 hours of PTO on the books at all times, with a recommendation of 40, so that most emergencies could be covered with pay. For context, new hires earn 8 hours of PTO every two weeks. In the 11 months she has been here, her highest PTO balance has been 28 hours, and she has gone on leave without pay twice. I've spoken with the hiring manager about this twice, because the employee now intends to try to get pregnant, which will most definitely put her into a leave without pay status. She will no doubt pursue leave donations from the other people in her department, who are forced to cover for her during her constant absences. I've documented the discussions with the hiring manager. What would you suggest as next steps? I don't want to lose the other high-quality people in that department, because they're being forced to constantly cover for this person and feel like they can't take time off, because the other person can't be depended upon to be there.
Finally HR doing some real work, I would report to ethics committee if you have one at your workplace. But be aware, it might comeback to haunt you if people on that committee does not care. May be better to discuss this with your upline manager if you are comfortable, but go to committee route, if you want to stay anonymous and wanted to bring this out.