To only work very part time?

[OneJadeSheep]

I only work 2 days a week and even then only during school hours. I feel that’s the most I can cope with whilst also being a single kinship foster carer to 4 children. Colleagues are complaining though saying they think I should work more days because me being so part time is causing problems for them because they are having to do work that I don’t have time to do in my 2 days. Some colleagues have also described it as “ridiculous” that I only work very part time and they feel I should be working a minimum of at least 3 days a week or more. AIBU to work very part time like this? I feel like all my colleagues are gossiping and talking behind my back about how part time I am! One of my colleagues has also said they don’t think I’m a “proper part” of the team because I’m so part time.

They are all much younger colleagues if that makes any difference.

Well I don’t agree with that but by that logic then why should I be the one to have to raise it and put my job at risk then?

You're a manager, and this is impacting your team. Isn't dealing with issues part of what you're paid for?

I'm baffled by your attitude.

But @OneJadeSheep as you keep saying your colleagues should complain to managers and HR but this could be detrimental to your FWR, as it can be reviewed and changed. If colleagues all start complaining, rather than employing someone else your company may just say 'OneJade' this isn't working for us or the team. Therefore it is likely beneficial to you and your job (if you want to stay), to speak with other managers and help manage this before HR steps in.

I applied to reduce my hours after my first child. I went from full time to 3 days in the office. It was perfect for me. Someone was employed part time to cover my 2 days off. We shared a desk and it worked out great. One colleague who is generally quite rude kept commenting on my part time hours. Saying, “is there any point you coming in?!” And my favourite, “oh you’re going home now?!” I started replying with a smile, “yes because I’m only paid for these hours! “ She started to realise that I’m paid less than her and just stopped saying anything! People are strange sometimes! I left after my second child as it was a long commute and I had school to consider. I ended up taking a part time job working from home which is lovely! My advice is to ignore them but if they say anything to your face, tell them you get paid a lot less to reflect your part time hours!

It is difficult for colleagues working with someone very part time in some jobs. They often have to leave half completed work half way through that would have been easier for colleagues to do the whole thing. It's difficult to include them in training, meetings etc because of limited hours of availability. Continuity is really hard, when they're in they spend most of the time catching up on stuff they've missed.

That's not to say that these colleagues are right to bitch and moan - its up to the company to sort any issues that arise out of very part time working, when that part time working is agreed. And they should be putting a stop to employees saying nasty things about colleagues, and putting in place extra resource to replace the hours that you dropped.

Because you’re the one that caused the problem. Or because you’re the one that currently has the issue. They’ve chosen not to, it’s now your call.

of course, you could raise a formal grievance about their behaviour. I’m sure that would help 🙄 /s

I didn’t cause the problem, my employer agreed to my flexible working request and my part time hours.

Well I was actually thinking about making a grievance for their gossiping and bitching but I’m not sure if I should or not.

@OneJadeSheep you are perfectly entitled to work part time, it is legally permitted by legislation and contractually permitted by your employer. What they are doing is bullying.

You said your job is Global Head of Accessibility and that this is a Global business. Use your position wisely.

Realistically going from 5 days of 7.5 hours for 46 weeks a year to 2 days of 6 hours for 30 ish weeks a year is a big change. No one can do a full time job in part time part year hours. The ideal position is to make the role a job share.

I would tackle this strategically short, medium and long term.

Short Term: Talk to a relatively senior trusted HR colleague - one who’s pragmatic and ask about the bullying and harassment policy. https://www.acas.org.uk/bullying-at-work Explain what is happening and use the policy to formulate a plan to address this.
As managers are involved I would do a training session on bullying and harassment using a number of examples and including a scenario similar to yours. Explain they have a responsibility to address bullying and harassment by them and their staff. At the same meeting explain your long term plan of a business proposal to increase flexibility as part of accessibility strategy including job share - this is the carrot!

Short to Medium term: Realistically you cannot do your full time job part time part year, no one can; but there is clearly a business need for someone to do specific parts of your role on your non-working days. Targeted delegation is the only way to address this. You need to build a structure to allow the business to continue when you are not there. Sell it as a development opportunity - yes everyone knows this is bullshit for more work but it’s the only option you have.
Note: If you work 37.5 hours 46 weeks after BH and leave it’s 1747 hours a year 12 hours a week for 30 weeks is 360 hours the missing 1387 hours have to be covered some other way. Being honest about it doesn’t stop it being shit for everyone but acknowledging it may help.

Long term:You have said your employer works on headcount rather than Full Time Equivalent so won’t agree to job share. Strategically as Global Head of Accessibility you are in the prime position to put forward a business proposal that flexible working, including job share, is a reasonable adjustment for disabled employees and can benefit the business. A barrier is the organisations approach to headcount rather than FTE. Using FTE does have a cost to the business and you need to include those costs in your business plan but there are also savings like retaining knowledge, loyalty etc.
Is it feasible you could delegate this?

I really admire what you are taking on an keeping working is important but your employer needs to be fair to your colleagues too.

Well if you want to be hated and shunned by your whole team and to accelerate the process of being managed out do go ahead. They will at least stop talking about you where you can hear them.

The gossiping is unprofessional, cruel and hurtful but I'm also surprised that you are not addressing the workload issue. A role titled global head suggests seniority. At the least a line manager, budget holder and someone with departmental objectives to achieve?

You speak of the fact your managers were the ones who agreed this, which is correct, but you are a manager too which comes with responsibilities of controlling resources to get work completed.

When you made your flexible working request, what was your proposal around how the three days work would be covered? Is the reality different from the expected? What have you proposed to your line managers to bring things back on track? There's obviously been a saving through your reduction in hours. Where has this money gone? Would recruiting a more junior person on 4 days a week rather than a direct replacement for your three days give more capacity?

I lead an organisation with a lot of different work patterns (I'm on one myself ). Unfortunately, in many cases thought wasn't given to how things would work in practice and people have varying levels of efficiency. I've changed this and, whilst we are still open to flexibility, I want heads to confirm how workload will be managed and they can propose creative ways to do so, as long as within budget.

I can imagine life changed for you a lot. You are wonderful giving four children a home. Your colleagues and especially managers are wankers for gossiping but I believe you have more agency with addressing the workload than you think.

Thank you so much, that’s really helpful. I’ll have a look at all of that.

I’m fed up of the constant gossiping and bitching from colleagues and management though. I have enough stress in my life right now without them adding to it.

They won’t stop though just because you complain. They’ll just do it quieter to each other. And possibly then start making official complaints about their issues which may well then come back to you in other ways as other people have pointed out.

It’s very possible some of your colleagues have much stress in their lives. And now they have the extra stress of added work. So as others have said, just be careful the people up top don’t start listening to their worries and they retract their flexible working agreement.

Great response from @FWSsupporter hopefully you will take some of their advice.

But in your point about you have enough stress in your life, how do you know they don't have lots of stress in their lives and increased workload is now adding to their stress!

You’ve honestly said that about a dozen times now, minimum. You could abbreviate to G&B by now, you’ve used it that many times. You’re like a robot.

It's understandable that you dislike their gossiping and complaining, but it's also understandable that they are frustrated that they are expected to pick up a heavier workload with no expectation of relief.

Would you actually be happier if they took you up on your suggestion that they complain to someone higher up, even if that resulted in you being fired? Just as they are free to raise a complaint about the situation, you are free to complain about their gossiping. However doing so may draw unwanted attention to the problem caused by your extremely reduced working hours.

This situation doesn't seem feasible for the long term. Unless you are able to put up with the unhappiness of your colleagues, you're probably better off finding a new job where the situation (very part time hours) will be defined from the beginning and therefore less likely to cause resentment regarding disparity in workload.

Increased workload isn’t my problem though and it’s not my colleagues problem either, it’s our employers problem. It’s not my fault or my colleagues fault that our employer is understaffed.

But it is your fault as you are the one who reduced hours. You are the one who is saying that the company works on number of people, not whether the hours are filled, so this is the issue.
You are in a senior position yet seem reluctant to do anything about it other than post that others are mean and it upsets you.

But your employer is making it your colleagues problem by giving them extra work. And in the long run it will end up being your problem when your employer realises the job isn’t being done and they need to increase your working hours again or make you redundant and get another full timer in. So most people are just saying be prepared for that. If you really think it’s not your problem and you’re only there 12 hours a week just ignore the moaning and carry on. Surely for 12 hours a week you can just ignore it?

There seem to be a lot of them moaning about it. Only a matter of time before someone realises it doesn’t work and seeks to restore you to 4/5 days a week and/or remove the post completely.

So if we assume that you’re not the same as the other green poster in the almost identical situation, @OneJadeSheep …

Who line manages your team in the school holidays?

My manager line manages my team in the school holidays unless he’s on annual leave.

How long have you got the 4 children for Is it indefinitely?

if not what are you planning to do if when they leave

They are with me indefinitely at the moment.