How do you handle a subordinate who takes excessive sick leave?

[Anonymous]

I have been been at my job for 2 months. One of my subordinates has taken 80+ hours of sick leave in 2 months. He is new and still on probation and has no sick leave left and has been taking sick leave without pay. HR has noticed this pattern and notified me and my boss that this is excessive. They have indicated that a doctor's note is required for 5 days of consecutive sick leave. My subordinate has not taken more than 3 consecutive days. Since org guidelines do not state a doctor's note is required on days 1-4, what are my options? The organization I work for is a state government agency with union protection. My subordinate has stated that he has another full-time job. The current job requires everyone to disclose outside employment. He is FT at this job too. Overall I think he is a good (not stellar) employee overall but obviously this amount of sick leave is not sustainable. I am his backup and my day is shot every time he is out. I also worry that asking for a doctor's note every time he is sick is outside the boundaries of what is allowed. My gut is telling me he is working his other job.

Anyone with input??

[Anonymous]

I had a subordinate like this. Any PTO was like money burning a hole in her pocket. As soon as she had a few hours saved up she would take a “mental health day” or “log off early because a migraine is coming”. She eventually left on her own terms, but she was clearly struggling with mental health issues.

Thankfully I was able to assign her some of the more “nice to have” projects and less time sensitive items so that we did not miss deadlines. A few times I made exceptions and I explained I really needed consistent attendance and effort and she could pull it together for 1-2 weeks at a time, but then sort of break down as soon as the pressure was off.

[Anonymous]

Since he's still on probation, I'd just let him go.

[Anonymous]

You let this staff member go during probation. If they were actually sick with something serious, that's one thing, but working another job too? That's another.

[Anonymous]

You need to meet with HR and discuss what you can and can’t do. Then decide what you want to do. My DH and I often talk about how you know most if not everything you need to know about an employee based on their leave balance.

I would definitely let them go if possible. This isn’t going to change.

[Anonymous]

HR has noticed this pattern and notified me and my boss that this is excessive. They have indicated that a doctor's note is required for 5 days of consecutive sick leave. My subordinate has not taken more than 3 consecutive days. Since org guidelines do not state a doctor's note is required on days 1-4, what are my options?

HR should be identifying the options. Some employers, like the federal government, allow the supervisor to request a doctor's note for every use of sick time when sick leave abuse is suspected. Sounds like you don't have that option, or many. Don't let them make it your problem. Continue to ask HR and your boss for solutions. Ask HR for the proper verbiage to put into an email to him.

[Anonymous]

I'm not sure how this is a question. He's still in a probationary period. Fire him while you still can.

[Anonymous]

Didn't you bury the lede here? Aren't you insinuating that he's taking sick leave to work at his other full time job?

First question to HR is: is he allowed to have another full time job in his government position?

[Anonymous]

Lots of details missing.

Is he actually claiming he is sick?

Does he have a disability?

Or are kids kids sick? My child has missed 12 days since February and they are are a normal, healthy older kid, just COVID and a respiratory thing that were both really unlucky.

Two FT jobs seems odd. So I can understand why you might think he's double-dipping.

[Anonymous]

Anonymous wrote:I had a subordinate like this. Any PTO was like money burning a hole in her pocket. As soon as she had a few hours saved up she would take a “mental health day” or “log off early because a migraine is coming”. She eventually left on her own terms, but she was clearly struggling with mental health issues.

Thankfully I was able to assign her some of the more “nice to have” projects and less time sensitive items so that we did not miss deadlines. A few times I made exceptions and I explained I really needed consistent attendance and effort and she could pull it together for 1-2 weeks at a time, but then sort of break down as soon as the pressure was off.

You are a walking law suit.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I had a subordinate like this. Any PTO was like money burning a hole in her pocket. As soon as she had a few hours saved up she would take a “mental health day” or “log off early because a migraine is coming”. She eventually left on her own terms, but she was clearly struggling with mental health issues.

Thankfully I was able to assign her some of the more “nice to have” projects and less time sensitive items so that we did not miss deadlines. A few times I made exceptions and I explained I really needed consistent attendance and effort and she could pull it together for 1-2 weeks at a time, but then sort of break down as soon as the pressure was off.

You are a walking law suit.

Not PP you responded to, but why? The employee doesn't have to say yes to such requests, and good luck trying to prove any discrimination.

[Anonymous]

I have a coworker like this who is out constantly. She has two young kids, and I suspect there are childcare issues. What's worse is when she does come in, she barely works, but my managers won't do anything about it.

[Anonymous]

If he has another FT job that should be an issue for HR. Let them pursue it.

[Anonymous]

Anonymous wrote:I had a subordinate like this. Any PTO was like money burning a hole in her pocket. As soon as she had a few hours saved up she would take a “mental health day” or “log off early because a migraine is coming”. She eventually left on her own terms, but she was clearly struggling with mental health issues.

Thankfully I was able to assign her some of the more “nice to have” projects and less time sensitive items so that we did not miss deadlines. A few times I made exceptions and I explained I really needed consistent attendance and effort and she could pull it together for 1-2 weeks at a time, but then sort of break down as soon as the pressure was off.

Earn 8 burn 8, baby

[Anonymous]

I want to know what the other FT job is? Is the state agency you work for 9am-5pm/ish? Inquiring minds want to know.