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AIBU?

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Original poster

Who was BU? Manager or Colleague - Time And Pay

214 replies

Notss · 22/05/2019 14:08

Hi all,

I’d welcome thoughts on an issue that happened in the office last week; as I can see both sides and wanted others thoughts:

We’ve just gotten a new manager. Before he joined, the unwritten policy was that as long as you didn’t take the P you could leave the occasional half hour early for appointments, childcare whatever as long as your work wasn’t behind and you would made it up at some point when it was needed.

The new manger however isn’t keen on this; last week a colleague asked if she could leave half an hour early for an appointment. The manger asked her to email him with a written request. She was then allowed to leave half an hour early but was docked half an hours pay. (We’re salaried)

Yesterday, we were in a staff meeting lead by this manager. It got to got to the end of our directed hours; and we were about two thirds through the agenda. My colleague stood up, said see you tomorrow and walked out. She said this morning it was in response to being docked pay — if that’s the way the manger wants to play it, she isn’t working a second beyond her contract hours.

What are people’s thoughts?
Thanks!

OP posts:
Teddybear45 · 22/05/2019 14:57

I think all of you should walk out of meetings if they run past your contracted hours; or you don’t get paid for it. If your manager gets to be inflexible so do you.

feemcgee · 22/05/2019 14:58

Surely staff making the time back would be fine. Your manager can ask people to keep a record as proof of this if it bothers him/her.

horizontalis · 22/05/2019 15:01

Well done your colleague Grin

The manager is an ass. When you are a manager, you are supposed to cultivate a positive and motivated workforce, not be a pedantic Jobsworth.

HunterHearstHelmsley · 22/05/2019 15:03

I'd have done exactly the same.

In a previous workplace, we used to accrue TOIL. We couldn't carry any more than 10 hours over to the following month. On the last day of a particular month, I had to work over to sort a monumental cock up, thus taking me over. I asked if, under the circumstances, I could carry more over and it was a hard no.

After that, I never worked a second over. If I was covering reception and someone was late to take me off I'd usher everyone out, lock the door and leave. Did it until I got promoted.

My current role is so much more flexible. We are pretty much able to manage our own diaries. We do get paid overtime if there is a specific task to be completed.

Bufferingkisses · 22/05/2019 15:03

I recently went through similar a sudden counting of minutes policy for no obvious reason. I simply went along with it and did the same back. A couple of polite "I'm now ober my hours would you like me to put this as overtime or shall we pick it up tomorrow?" Highlighted that they were getting far more than they were giving and it's now settled into a more reasonable log system where you can take time already earnt if it is not detrimental.

Sometimes it needs pointing out, professionally, that these things work both ways.

cstaff · 22/05/2019 15:03

He is obviously trying to establish himself as a boss but is really going the wrong way about it - what an idiot.

BTW what is wrong with the word "gotten". It is used all the time in Ireland. I just checked in on my spellcheck and it doesn't come up as an error.

BloodyDisgrace · 22/05/2019 15:04

You've got (not gotten) a dick instead of a manager, and your colleague is right. Now you need to show her your support and be brave too, if something like this happens again. (the worst is everyone sucking up like a group of cowards so she ends up singled out and victimised)

If you don't have a staff handbook with all the rules, or a contract, you could ask HR about cutting the pay for a early leave. If you've got HR, that is. And here I have to fucking wail: DON'T YOU HAVE A TRADE UNION??? THIS IS WHAT HAPPENS WHEN WORKFORCE IS NOT UNIONISED!!

AncoraAmarena · 22/05/2019 15:04

What was the outcome of her doing this OP?

NeatFreakMama · 22/05/2019 15:05

missbattenburg oops Grin

CuriousaboutSamphire · 22/05/2019 15:06

*csatff8 I didn't say there was anything wrong with it. Just that it isn't regularly used in England / English. I already said I wasn't aware it is in common use in Ireland and Scotland, it sounds American to me!

Actually, it is used, but only in archaic phrases like ill-gotten gains Smile

StealthPolarBear · 22/05/2019 15:09

She gets the message polar bear :)

NannyRed · 22/05/2019 15:13

Your colleague did right. If your boss doesn’t want to be flexible, he gets staff with zero flexibility.

I’ve been in the same position, I did exactly what your colleague did.

PigletJohn · 22/05/2019 15:14

I see it's a new manager. I wonder if s/he is an experienced manager in a different position; or a person new to the management role.

In either case they might want to be unyielding in their early days to prevent staff thinking they can take advantage; but a more experienced person ought to have developed skills to achieve more successful outcome without so much feather-ruffling.

StealthPolarBear · 22/05/2019 15:14

"Cannothaveitbothways Castle?"
:o

MyKingdomForACaramel · 22/05/2019 15:17

The thing with this type of stuff is that, while often everyone thinks it’s all about the “new manager”, fairly often (well in every senior role I’ve started), it’s those above them, or HR themselves who are pushing for new roles and redefinition of boundaries and use a new manager/director/whatever as the tool to try and implement changes.
On this basis, while I utterly agree that it should be give and take, I think it’s worth considering the bigger picture surrounding why someone is adapting the unwritten rules / it’s rarely all of the back of the new individual

MyKingdomForACaramel · 22/05/2019 15:18

In fact, in the latter years of working in organisations I cannot think of a single time when I’ve gone into a new role where whoever is senior to me hasn’t wanted me to try and change some unofficial embedded culture - whether around time keeping, communication, or something else.

MrsMozartMkII · 22/05/2019 15:21

Well done colleague.

It is, or should be, a give and take working relationship.

What was the manager's response?

AryaStarkWolf · 22/05/2019 15:23

Actually, it is used, but only in archaic phrases like ill-gotten gains

I would use it in sentences with would have or should have mostly, I would have gotten you a drink if I went to the shop.

I suppose every country that speaks English lets the language move in it's own way

justasking111 · 22/05/2019 15:29

My kingdom - excellent point a new employee being used as a stick to beat staff with. It could have occurred at interview as a question. "What would you do?" and been picked up on as a good idea as well.

justasking111 · 22/05/2019 15:29

Oh the grammar police are out in strength today on a few threads.

RosaWaiting · 22/05/2019 15:34

well done to your colleague

barring the extra pay, I had a situation a wee bit like this. I was studying for a professional qualification and asked if I could leave 15 mins early once a week, for a year.

We did frequent unpaid overtime - I wouldn't do that now but I was on a profit share/bonus thingy.

I was told "yes, you can leave 15 mins early but you have to come in 15 mins early on that day".

After that I massively cut back on my overtime.

hopefully the new manager will realise they are being an arse.

theemmadilemma · 22/05/2019 15:36

I probably (if I had the balls) would have stated 'I'm sorry my contracted hours are complete, so I'll be leaving now', rather than just walk out.

But I think she's right.

It's no way to get the best out of team, when you give flexibility you get it (usually apart from piss takers) in bundles in return.

ElephantsEatEggs · 22/05/2019 15:40

I have done something similar. I worked in a call centre which was open from 6am so people were there for 6. My contract said 9-5 with 30 minute lunch. The call centre was open till 8pm.

Due to this place being in the middle of nowhere, my bus got me in at 8.20 so by the time I had got a coffee and hung up my coat etc, I used to just start work at 8.30. I worked there for 2 years all great.

The buses changed their timetable for the 5.15pm one so I asked management if I could possibly leave 5 minutes early to make the 5.05pm bus at the bottom of the road (remember I am still starting at 8.30 rather than my contracted 9 and explained about the buses) I was told no. Meaning my next bus was 5.50pm (different bus company) my choices were work until then, or sit in a teeny shitty break room.

Next morning I sat in the break room, reading a newspaper until 8.58 and then went to my desk. It was seen by management and later that week the big boss asked me if everything was ok, told him what had happened. I was allowed to leave early from that day on. I still started work at 8.30am because I am a team player.

It is about give and take. Your colleague was right.

Ivestoppedreadingthenews · 22/05/2019 15:40

I think it was brave, maybe unwise but actually until people take a stand this kind of poor treatment will keep happening.

To be fair, leaving without saying a word is probably better than shouting Grin

Intothe · 22/05/2019 15:43

Happened in my workplace, I used to come in early, leave late. Then one of the managers announced that we all had to co-ordinate our lunch breaks so that at least two of our team were present in the office at all times. I stopped working overtime. I used to go to the gym at lunch time so for e.g. if I class started at 1.15pm, I'd leave at 1.03pm as it took me precisely 12 minutes to get to the gym and change.

This is what the email would look like:

Ann: 1-2
Mary: 12.30-1.30
Lucy: 1.30-2.30
Sheila: 2-3
Intothe: 1.03 - 2.03

Jobsworth anally retentive ass he was.