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AIBU?

Share your dilemmas and get honest opinions from other Mumsnetters.

Original poster

Aibu to tell her that she needs to do a full shift.

296 replies

DawnFawn · 02/07/2019 18:29

Hi,

Posting here for traffic to see I'd any managers/HR gurus knocking about.

I am a fairly new manager, I have been managing a department for about 2 months and all is running pretty well, however, I have an issue with a member off staff that I cant get my head around.

Let's call her Linda, she started under a previous manager who was a friend of hers. She doesn't drive and lives about 15 miles away with not great/not horrendous public transport links.

For about 18 months she got a lift to and from work with manager friend. But since manager friend left she was able to finish work earlier than the rest of the team, to get a lift home with another member of staff who finishes earlier. The stand in manager allowed this for an easy ride.

So......(thankyou if you are still reading)
In I come as a department manager, there is a festering resentment with team members that colleague is going home early, and it shouldn't be allowed. I totally agree but how do I stop this? She doesn't have any children, and doesn't require flexible working as such.

Would I be a bitch to say that she needs to be making her own way home? I'll allow a degree of flexibilty in the mornings, she can start 15 minutes later as this is when her lift arrives at the office, but she needs to finish with the rest of the team? Does she have any rights to say that she has been doing this for a while and should be allowed to continue?

OP posts:
Puzzledandpissedoff · 02/07/2019 19:33

A further small point ... she must know that the "manager friend" leaving has left her exposed, and presumably she's aware that other team members aren't happy. If so, she's probably expecting something to be said and may well have prepared a few "justifications" ready for it

Just something to bear in mind (and all the more reason to involve HR before acting)

browzingss · 02/07/2019 19:34

Agree that you should seek HR’s advice to handle this properly. I can definitely see why her colleagues are annoyed.

SmallAndFarAway · 02/07/2019 19:35

You need to speak to HR first, as previous posters have said - do not touch this without knowing what you're about, or you could be looking at a grievance.

Redcliff · 02/07/2019 19:47

It sounds to me she has asked to work flexibly (less hours for less pay) and its been agreed and that has been what she has been doing. I think you could ask her to go back to the old hours but she could just say no.

Not quite the same thing but I used to do an early shift with a 7.30 start. The manager decided everyone on an early shift had to be there at 7 but I couldn't do it as the first bus got in at 7.15. He blustered a bit but in the end accepted that he couldn't just change my working hours.

ComeAndDance · 02/07/2019 19:52

If you allow her some flexibiliy, you need to be hapy to allow everyone in the department some flexibility too. Esp as she has no children etc....
Would that work and would you/HR/the company be happy with that?

Eslteacher06 · 02/07/2019 19:53

Sounds like you don't have a proper HR department.

I'd use the back to work interview to work her out/find out if there are any issues she could use against you when you stamp your authority

How much notice does she need to give to leave? I'd give her that much notice to start working her actual hours or reduce her pay. And then start on her sickness and absence. She may decide that job is not for her (which sounds like that's the case).

Think of it like this. The others will respect you for sorting it out and will know not to mess about.

ComeAndDance · 02/07/2019 19:55

Same if she is basically working part time by doing lets say 7hours a day rather than 8hours.
Would you/HR/the company be happy with people starting to work smaller number of hours/part time like that?

i would say you are taking the risk of having people doing as they want/what fits for them which might well be going against the productivity of your department OR to see some people taking up the slack a lot, getting ressentful (which is already the case) etc...

adaline · 02/07/2019 19:56

If you allow her some flexibiliy, you need to be hapy to allow everyone in the department some flexibility too

No, you don't. It might be a nice goodwill gesture to allow everyone some degree of flexibility but there's no law that states it.

Flexible working requests have to be considered fairly but managers don't have to agree if they can argue that it'd be negative to the business.

User7429001 · 02/07/2019 19:56

Yanbu I don't drive that's my issue and I don't expect work to make adjustments . If I take a job it is my responsibility to make my own travel arrangements. She needs to fulfil her contract

Marmozet · 02/07/2019 19:57

Need more info on this.

What are her contracted hours?
What time does she arrive and then leave work?
Does she ever make the time back when she's late or leaves early?
Is she paid a salary or hourly?

ChicCroissant · 02/07/2019 19:57

Do not bring this up in a return to work interview!

If you need the extra cover at the time she is not working, then you can state that. Or (check with HR first) that you can give her some notice (say a month or so) but then you require her to work her contracted hours.

However, if you do want the cost savings then it's probably best to leave well alone! Is the early finish causing much difficulty, what is it that she does (or not does!) that means other workers have to stay later as a result?

Charmatt · 02/07/2019 20:00

How does she get to and from work if the other person is on leave?

slipperywhensparticus · 02/07/2019 20:07

Why do so many people need to pick up the slack for her?

lazyarse123 · 02/07/2019 20:09

She's taking the mickey. Definitely get support from HR and then tell her that shifts are whatever length they are and that's w h at she should be doing, the fact she's not getting paid is irrelevant.

WinnerWinnerChickenDinner0 · 02/07/2019 20:09

15 minutes a day doesn’t sound like much

But

15min x 5 days = 75 mins (1.25 hours) per week

1.25 hours x 46 weeks = 57.5 hours per year

57.5 hours \ 8 hours per day = 7.18 days per year

So her 15 mins a day is earning her almost a week and a half of extra time off

If I was on the same contract as her I would be furious

Surfingtheweb · 02/07/2019 20:15

Reduce her hours to suit lift but make it clear this is a one off. Nobody will be doing any more work than they are now as she's doing it already. She gets paid for what she does as does everyone else. So no problem. Or tell her she has to start & finish on time, she will probably need to resign if it's that impossible.

Shuggas · 02/07/2019 20:15

Agree with the above, she is not fulfilling her contract by not working her full hours, so either less hours or flex her shift if that's possible. I'd personally give both options but be very clear that it's one or the other unless she can arrive with another option, but it can not continue the way it is.

I'd be honest and outline the reasons it's not working- impact on team/ impact on company/ impact on customers, and then outline the options to rectify the problem. Acknowledging her difficulties is also important but the main point is the impact it is having and it can not continue.

I would also be interested in how long this practice has been going on, it could be seen as customs and practice - however you can check with HR I don't believe this is not sortable, as long as you give notice to a change you can still make a change.

Well that's my thoughts Smile good luck

Shuggas · 02/07/2019 20:20

Just another note, if she can't do the hours in that department, can she be transferred to a department where she can? Eg for my organisation you work for the area, so if you need to be moved you are moved.. if you want more flexible hours you can go to another service could that be an option?

MyToothPain · 02/07/2019 20:30

A return to work interview sounds like a great opportunity to bring this up! “We’ve all been working extra hours to cover your absence and in order to allow others to start finishing work on time, we do need you to do the full x hours”.

Or if it’s flexible enough work that others can pick it up, is there anyone else who would like the hours if Linda’s can be permanently reduced?

TitsInAbsentia · 02/07/2019 20:31

I've worked with many a Linda....I would feel certain if she's not doing her hours she also isn't pulling her weight when she is there. Have you checked her file to see if she has ever had a performance review?

BarbedBloom · 02/07/2019 20:40

Do not bring this up in return to work. You need to check the implications of her working these hours for 18 months. May be worth posting in Employment issues or legal to check. Flexible working can be applied for by anyone now for whatever reason they want and the business assess the possibility of this according to their needs.

I would be careful about rushing in about this without getting further advice.

PeoniesarePink · 02/07/2019 20:42

I think you need to ask HR why these hours were agreed, and is anything in her contract about it.

Don't say anything until you've got the whole story from them first. And it's a separate issue to the returning to work.

Original poster
DawnFawn · 02/07/2019 20:44

I will definitely follow HR advice but to be honest, they will help me with the legislative side of things but they dont really help with how to deal with the aftermath. In all likely hood, she will quit.

Leaving me with a gap in the workforce and even more short handed than we already are. Which then makes the team more pissed off when it takes us 6 weeks to recruit an experienced person to step into her role.

OP posts:
Chewbecca · 02/07/2019 20:46

By the way, do not mention how she travels to work or her husband’s pay, neither are any of your business. It is, however, your business to ensure you agree what hours you require her to work, that she does them and that her contract is accurate.

Chinnychinnychinnychib · 02/07/2019 20:50

Short term pain, though....you have no choice, otherwise you’ll never be taken seriously.

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