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Time off

(20 Posts)
ilovebrie8 Sat 14-Dec-19 16:24:19

Hey a team member takes a lot of time off and is unreliable...rarely does a full week if ever. Sick, or suddenly wfh or leaving early for appointments with no pre notice. Oh I have to leave early today for dentist, doctor you name it. I’m getting increasingly annoyed 😠 ...it happens a lot. Any advice??

OP’s posts: |
BikeRunSki Sat 14-Dec-19 16:25:09

Do you have an HR team/person?

QueenOfTheFae Sun 15-Dec-19 09:41:05

Are you their line manager?
What is their standard of work like when they are there?
Are there any problems outside of work?

I would keep records of times etc and then have a meeting to fact find

ilovebrie8 Sun 15-Dec-19 10:03:18

Yes I am.
It’s poor to be honest, stuff not getting done hmm
Not that I know of.
They treat work like a drop in centre.
Bad habits formed from previous manager who covered for all this...angry

OP’s posts: |
Newmumma83 Sun 15-Dec-19 10:14:38

Read up on policy around sickness , have a verbal Conversation in team meeting to address standards as a courtesy or email out the rules around this to re address standards

E.g more than 3 separate cases of illness in a 6 month period is considered something that will trigger an investigation,

More than x amount of sick days you won’t be paid

Leaving early for doctors or dentists needs to be cleared with suitable notice depending on business needs ( 1’week and depends on if Staffing levels allow ) again check policy for this , explain the reason e.g to ensure all
Other staff members are not
Put under undue stress / it show
Courtesy to your colleagues so you can ensure breaks etc can be carried out

There is is give and take so
If they are expected to come
In early or leave late as standard I would
Also in recognition of this create a lieu time sheet ( plus hmrc are cracking down on this ) and give back ( when business permits ) the time owed that they haven’t been paid for.
It also Shows you are Recognising where they go Above and beyond also

Basically correct two of your bug bares and find a solution for one or two of theirs.

Newmumma83 Sun 15-Dec-19 10:24:42

You prob know this but also in another meeting things not being done discuss reasonable time scales for tasks

Get them to come up with the rules but perhaps prompt or suggest a slightly
Different time frame
Explain how this is to be measured, check it’s realistic discuss what has been preventing them from
Doing this in the past ( get them to tell you ) and how they can over come it.

Ensure you do monthly
121’s as minimum to help them improve / bounce ideas of / re motivate / get back on track

They won’t like it at first but when they see the and get used to
It they will begin to enjoy it.

ilovebrie8 Sun 15-Dec-19 10:29:26

They never do a full week as something inevitably crops up leaving early or poorly or suddenly need to wfh. It’s a hangover from previous lax regime. I’m frustrated to say the least...they are poor at their job too...no pluses...stress I don’t need right now shock

OP’s posts: |
ilovebrie8 Sun 15-Dec-19 10:51:25

Newmumma thanks so much for your comments. Hope this doesn’t sound rude but without going into too much detail it’s unlikely to turn around...as one of my previous bosses once said to me ‘you can’t polish a turd’...and this is apt in this situation. Work is a social event turn up if u fancy it! hmm

OP’s posts: |
NeedAnExpert Sun 15-Dec-19 11:17:05

Never use a team meeting/group email to talk about behaviour that is isolated to one person. They won’t think it applies to them and you’ll piss everyone else off.

1-2-1 meeting. Discuss the issues. Set the boundaries and formulate a plan to deal with any learning/other needs. You’ve been far too docile in the past and it’s bitten you in the arse.

(Senior HR person who specialises in management and leadership training.)

NeedAnExpert Sun 15-Dec-19 11:18:49

Take a record of their timekeeping to your meeting. Tell them it is no longer acceptable, and if it continues they will have to take the cut in pay to reflect that they aren’t doing their full hours. Alternatively you could consider it under your attendance/behaviour policies which may end in dismissal.

ilovebrie8 Sun 15-Dec-19 11:23:28

Thanks expert but no I haven’t I’ve only been there a v short time...I’ve inherited this unknowingly obviously. previous incumbent in my role is on long term sickness...

OP’s posts: |
daisypond Sun 15-Dec-19 11:31:53

Do you not have a sickness policy? Or a policy that explains how dentist and doctor appointments are to be managed? Eg, do you have to take leave for them? What is the work from home policy? How do you monitor their work output or productivity? Do they achieve the targets that are set?

NeedAnExpert Sun 15-Dec-19 11:32:02

Perfect opportunity to get it sorted then. Expect push back though.

ilovebrie8 Sun 15-Dec-19 11:39:51

Thanks all smile

OP’s posts: |
babasaclover Sun 15-Dec-19 11:59:32

Do you favs to make up time for doctors appointments etc? Or can you just leave early With no consequences?

Blindspotfan Sun 15-Dec-19 12:31:44

We are asked to give 4 days notice for any leave needed and it is subject to approval by boss not supervisor.

Must be supported by evidence of any appointments which our office manager will need to see on receipt of completed request for time off form e.g. appt letter or text message from doctors/dentist.

Newmumma83 Sun 15-Dec-19 16:49:17

@ilovebrie8 your the manager so your job is either to get them to standard or manage them out ... that means if they don’t hit targets you follow a process ( help them along the way your goal isn’t to trip them up but to I Janice their abilities ) if after all of that they can’t do the job you have built a case for constructive dismissal ... and you replace them with someone that can.

Sometimes people are shit because they are not managed / management is shit ... you can be better

BritInUS1 Sun 15-Dec-19 16:59:40

Speak to your HR department for advice. Sounds like a performance plan might be needed

NeedAnExpert Sun 15-Dec-19 17:08:58

if after all of that they can’t do the job you have built a case for constructive dismissal ... and you replace them with someone that can.

I think you mean dismissal on grounds of capability. Constructive dismissal is when someone feels they have no choice but to resign. confused

Justgivemesomepeace Sun 15-Dec-19 17:17:32

If you have recently started and are picking up from previous poor management I would start with the following
Team meeting to set expectations around general housekeeping ie, timekeeping, sickness, medical apptmts, childcare/family care etc
Do you have clear company policies already that you can reinforce? If not that's why it's become a free for all. Sort some out and manage them tightly and consistently.
1-1 meetings setting clear objectives. Review them monthly or quarterly then you can manage their performance issues via development plans etc
HR should be able to guide you.

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