To be conflicted over this decision

[lemonss]

I manage a small team of about 6 people. All the team are part time and as such their hours are specifically chosen to cover me at all times (not a choice of mine I inherited the team like this).

We had a new starter in January who agreed to work specific hours. A couple of weeks in he asked if he could change hours so that he could finish earlier. In January I was told that this could be done so offered for him to start and finish earlier.

He has now come back to me and asked if he could split his hours over more days and work about 3-4 hours a day.

Now I really like this person. They are a fantastic worker and have fitted in with the team really well. They are good at their job and have a lot of experience.

However I'm worried about whether I should grant this request. Personally I'm a bit put out that they agreed to hours then asked to change them, then when changed have asked to change them again. Will this become a pattern? I also as stated above have very specific hours to make sure I'm covered and this is going to potentially cause some issues with that but nothing major.

On the flip side I understand the reasons that he is asking for a change is to cover school hours and a partner getting a new job.

My manager has said it is my decision and I'm finding it really tough.

AIBU to find it hard to come to a decision? Is it clear cut situation?

[quote lemonss]@LittleOwl153 if I accommodate it would mean, unless I am given budget to recruit, that I could never take holidays on Thursdays and Fridays or do anything away from the office (my role travels a fair bit). Although obviously not ideal I appreciate that I am the manager and therefore would have to make some sacrifices.

@Dalooah I like the idea of a trial basis I think I've been hung up on this for so many days now that I didn't even think of that!

I find the idea of better for 3 hours interesting. The job itself is based on projects with tight deadlines. As such it would mean that I could never assign him a project anymore as it just wouldn't be achievable in the times he would work. He would have to become a more back office role doing the day to day bits of the job[/quote]
This would be enough for me to say no. It would not only inconvenience you but who would have to do the project work? Are the back office wages the same and would it mean others have to pick up the work?

I also think asking for two changes in a few weeks is taking the piss. It’s up to him and his wife to manage and make sacrifices if need be, not you.

[quote lemonss]@AppleKatie this is why I'm torn. However it will be inconvenient and the chances of them being as productive in 3 hours compared to 7 are slim [/quote]
Then refuse the request. If it's inconvenient, it's inconvenient

I also agree with others that it's a bit off to be employed few weeks and already asking for a swcond change considering they knew the hours

Then on the basis that you could never take leave on 2 days a week you would be mad to even consider it. That means you could never take a full weeks holiday. That is not healthy.

Not to mention that you probably could not do your job properly if you are "chained to the desk" 2 days a week.

The fact that your manager says it is up to you suggests they have little regard for your health however, or any idea what your job entails. I think you can now see why your predecessor set up the cover in this way!

So you could never take a week’s holiday? Why would you consider this??

It will be inconvenient and the chances of them being as productive in 3 hours compared to 7 are slim ... I could never assign him a project anymore as it just wouldn't be achievable in the times he would work ... It would mean, unless I am given budget to recruit, that I could never take holidays on Thursdays and Fridays or do anything away from the office (my role travels a fair bit)

Along with your concern about the chopping and changing "becoming a pattern" (hint: it already is) this very much sounds as if the decision's been made for you

Of course they seem a good worker to start with - new employees frequently do - but unless it's because of a genuine emergency I'd find two requests within weeks of agreeing the hours to be a major red flag, and as PPs have said it could well create resentment among your other staff

Is it really worth risking for someone who's not proved their worth yet?

I'd definitely say no based on not being able to then take Thursdays or Fridays off, but also you need to consider the impact on the rest of the team. Someone in my team has changed their hours during lockdown and its not been great for the rest of us as they are finished by lunchtime so aren't about to deal with calls or things that come in during the afternoon. Someone only being in a few hours a day is likely to mean others have to pick things up and I personally don't think I'd be as productive as its not long enough to really get your teeth into a task. But I guess it does depend on the role itself.

@LittleOwl153 to be honest all my manager seems to care about is that the job is done and no real employee wellbeing is every thought about.

If I am given a green light to recruit then it may be a different story but I think even if I do I will put it on a trial basis

Im not sure why you think being the manager thinks you have to make sacrifices to accomodate him that involve you restrcting your own personal annual leave! Definitely say no, and use that as the reason as no reasonable person would expect you to make that sacrifice.

You've already accommodated one flexible working request. Why would you feel you need to do that again? Your manager sounds useless.

Have you spoken to HR?

I put in in a flexible hours request which was approved and was told I could not make another request for 12 months. I think because of this situation.

You have kindly changed his hours for him once already within a month. I think it is reasonable to reject his request due to it not offering reasonable cover for the week, which is what you recruited the specified days for. It's absolutely unreasonable for you not be able to take holiday, and having only one person on Thursday and Fridays is not practical anyway, there needs to be a back up. I think it is completely reasonable to reject on these grounds, he will not find an employer that will be more flexible than you have been, yet you will find many people desperate for a part time hours role like this who will also be good, reliable workers.

Once is happenstance,twice is a pattern. The others are going to start doing & expecting the same. Unless this causes no issue for you & you' re happy , I'd put in writing that it's the last change. It can be detrimental otherwise. One person on the same level being perceived to always get their own way leads to a lot of resentment & a fractured, unhappy work atmosphere . Also once some goal stretching has been done , some people will then go on to try & take advantage or make absurd requests . I'm willing to bet paid leave for purposely vague 'personal issues' will become the next request

You wouldn't be able to take leave, and he wouldn't be able to do the actual project work - not sure why you are even considering it, tbh

No it doesn’t work for you, it would mean you could never take annual leave on certain days, then no.

Of course you should say no. How can you think it's okay to sacrifice you ever having those two days a week off, or being able to take on a project?? So it directly affects the business, and will likely piss off other staff members who might view it as unearned favouritism.

You’ve stated more than one reason why this doesn’t work. Stop feeling bad and say no fgs.

I genuinely don't know why you'd even consider this request.

They started 6 weeks ago knowing you have specific timelines. Made a request to change them. Then makes another.

You've said they won't be able to do their job as they can't take on projects in that time.

It doesn't work. Why are you bending over backwards to facilitate someone who's taking the piss?

All my manager seems to care about is that the job is done and no real employee wellbeing is every thought about

Sadly I believe we'll be seeing a lot more of this in post Covid workplaces, but while employee wellbeing's very important I think you'd be unwise to bend quite so far for this one

If you do, I predict it'll be a matter of days until the next request is winging your way

I would also decline this request. For 2 reasons- you or anyone else would be unable to take leave on Thursdays or Fridays. And, the fact he couldn’t be given a project and would be more back end. Would he be happy for his salary to be reduced to accommodate this. I doubt it.

He was hired for a job and hours and has already changed once. He needs to look elsewhere then. I don’t think his request covers business need.

With respect, why are you even considering this?

Part of being a manager is being able to say no. Why would you sacrifice yourself for him?

I would say no. If you have no cover for Thursday or Friday what happens if you are ill?

The reason I'm torn is because I know it's been a tough year for everyone. The employee in question lost their previous job due to covid and it's been a tough ride by the sounds of it.

I pride myself as being as flexible as I can be and want to support my team as best I can.

I haven't committed myself to a time frame so will wait for news on a recruitment front before I go back with a decision

I think it will be very hard to reverse your decision after a trial period because he and his wife will have become used to the hours. After what you've said about the impact the change in hours would have upon you and the business it would be a No from me.

I'm all for MN as a sounding board for life in general but I think your team and employer would take a dim view of you bringing a specific personnel management decision to the bearpit of AIBU. I know you're just trying to make the best management decision you can, but to keep things professional you just need to make your own mind up and back your own decision.

@Margaritatime

This has red flags for me.

He was employed six weeks ago on one set of hours, you have changed them once and now are being asked to change them again.

Go back to the start - what is the business need - when do you actually need (not want) him to work? What hours were in the job advert/contract? What hours is he now asking to work? Where there is a mismatch how would you cover the other hours? Would you be prepared to ask other team members if they could change their hours so you still have cover? If this means you would be without cover then this is a no go.

Unless you have a policy that differs from the legislation he is only entitled to make one request a year and needs to have worked for 28 weeks before making a request.

It’s not reasonable to apply for a job that wants you to work 8 hours Monday to Wednesday and then immediately say you can only work Thursday to Saturday.

If you are able to accommodate the changes then a bar on requests for 12 months is reasonable. I would also consider a three month trial period first as I would not be surprised if he wants to change again.

Absolutely agree.

We HR folk would take a sharp intake of breath at this.