Always on annual leave

[Abitboring]

I have a relatively new hire (but not direct report) who has been in the job since January. She took annual leave in February, April, May and June. Always about a week and always a 'holiday', so not family stuff etc. It made her training slow and difficult as there was only one full month she worked in her first five months of employment. There's been a bit of 'sorry, just got back from annual leave' as an excuse for one thing or another. It also made me wonder whether she's going to do this every year now and will effectively work part time a few months in a row.

I wouldn't mind as much if she was fully competent in her role, but she isn't. I find her a slow worker and I need to remind her about a lot of things, which I feel I shouldn't have to do if she just kept a list or something to remind herself what needs done when and how.

AIBU to be annoyed?

Its not something I can do because I had a child to think about.

But, if someone on my teams wanted to do this and no one else has booked it, I would be fine with it.

I have people all of ages on my team. Some take more time in the summer because they have kids, or grandkids they will be taking away or looking after. A coulee have caravans so take their leave when the weather is good, which can be alot at once.

I know for a fact my manager, who is also, the CEO wouldn’t be fine with it. Because although I am in a Senior position, it’s my annual leave to take how I want. If it leaves me no AL for the rest of the year that’s my problem.

Our roles are highly complex, which is why it was such a pain to train her the first few months as she was hardly around to go through a full month cycle.

Because the work is so complex there is always limited coverage, so either her or myself need to be around to do the job. So when she is off it falls on me and vise versa and I would absolutely need to know that I am supposed to do another person's job at xyz. It's the same with other coworkers..who cover for each other...I couldn't reliably cover for them as I lack the expertise.

I can see not everyone is as organised as me and I need to once again blame my manager for not giving a fuck.

That’s exactly it.

This person isn’t the issue. The issue is your manager.

No, it’s none of the colleagues’ business. It’s up to the manager to sort out. The company doesn’t sound very well run at all.

Are you seeing things beyond your 'own little world'? This person is entitled to have a life outside the organisation and entitled to take annual leave when they want to, if it's within organisational policy.

You seem to finally be getting that it's not her fault, it's her/your manager's. So you're taking your annoyance out on the wrong person. You need to raise it with the manager if it's an issue. If the process is wrong then absolutely raise it, but she can't be blamed for following the process that is currently in place.

Well, it is OK, of course it is. If it’s been approved, then it’s OK.

You're living up to your name here OP. Some people work to live not live to work. Work for many is just a necessary evil.

Sounds like the holiday tracker is a wall calendar?

Do people generally WFH all week or just you?

Can you just knock up a rough and ready year planner on excel for people to else instead so it's viewable for everyone without having to be physically in the office? It would take 5 minutes.

Everyone gets set amount of annual leave though unless you have system where you can buy extra. Some work places give extra leave for long service. Some may be parental leave unpaid.
I’d suggest a shared annual leave calendar so you can see where team is off to make training etc easier.

Of course YABU.

You need to be more proactive here. ASK her to inform you when she books annual leave so you can arrange work around that. If that doesn't work then ask the manager to tell you.

Not all firms have a shared holiday tracker (mine doesn't) but I tell my team to put their AL in their outlook diary which anyone can access and check.

If none of that works you'll have to ask her directly each week "do you have any AL booked next week/during the next month?"

She's not "part time" if she's just using AL allowance she's contractually entitled to. If she's used four weeks already (20 days?) then she's probably used the bulk of it and will only have a few days left.

The only other thing I can think of is that she's taking unpaid parental leave (can only be taken in blocks of a week) but even that is limited. It can't be refused though. Your manager should at least be informing you though - prompt him!

Well on the bright side, unless they’re off next week they’ve worked all of July!

You know what, I actually do. Because I do let anyone know who needs to cover for me ahead of time. I'm not booking time off and then wait for my manager to tell always the same coworker I will be out so could they cover for me. I still find it ridiculous. I have always worked in teams that could organise themselves in such a way and didn't need the boss to communicate for them.

It's always the same people in my team that cover for one another. We are experienced professionals and adults, regarded very highly, and I do find it a bit of a joke if we all just told our manager when we will be off and then wait for the manager to tell always the same person that they need to cover. But I will expect to do this now for younger people who maybe haven't learnt the ropes yet or just follow a formal process.

I’d put money on her having lots of sick leave now she’s used up her annual leave.

They haven't worked all of July.

Is that what YOU do?

I’ve had 4 days off sick in over 25 years.

Because the work is so complex there is always limited coverage, so either her or myself need to be around to do the job. So when she is off it falls on me and vise versa and I would absolutely need to know that I am supposed to do another person's job at xyz.

Have you told her explicitly that you need to know in advance when she books annual leave? Do you tell her before you book your annual leave?

Your manager sounds shit but you also need to tell this colleague how things should work. Not just be annoyed that they didn’t think to say - spell it out to them. What if you both want to be off the same week?

As always I’m stunned by the shocking work ethic on MN.

OP YANBU. She sounds like a useless slacker and I highly doubt she’ll still be with you in a year.

I wouldn't mind as much if she was fully competent in her role, but she isn't. I find her a slow worker and I need to remind her about a lot of things, which I feel I shouldn't have to do if she just kept a list or something to remind herself what needs done when and how.

Suggest it? Should there be a manual?

In some workplaces, annual leave and annual leave calculations aren't done correctly. Especially with bank holidays, part time hours etc. It all gets complicated and sometime mistakes happen.

One of my colleagues seems to be on AL a lot and I have this suspicion that a mistake has been made with their allowance. But how do you raise it without sounding horrible?

When does the AL allowance start from? April? January? We are only through the first 1/4 of the year from April...so how is the leave allowance calculated?

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