co-worker leaving work 15-25 minutes early

[Anonymous]

Anonymous wrote:I assume OP is spoofing the teleworking thread from a week or two ago.

I agree, this can't be real

[Anonymous]

Anonymous wrote:

Anonymous wrote:I assume OP is spoofing the teleworking thread from a week or two ago.

I agree, this can't be real

I telework in a production environment. I make my numbers every month. Today I cogot my kid ready for school and dropped her off (do it every day). Worked a bit.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I assume OP is spoofing the teleworking thread from a week or two ago.

I agree, this can't be real

I telework in a production environment. I make my numbers every month. Today I clocked in, drank coffee then got my kid ready for school and dropped her off (do it every day). Worked a bit, online shopped. Made some calls. Checked my work email. Clocked out for lunch. Showered and masturbated. Clocked back in. Worked for a while. Started dinner and laundry. Worked for a tiny bit. Clocked out.


Hahahahaha OP

[Anonymous]

Do not say anything because: 1) It is not nice 2) You will look like an ass 3) It has nothing to do with you.

[Anonymous]

Anonymous wrote:So what would you say?

"Co-worker said he came in at 7 so he left at 330. I don't believe him. "

"Oh, do you have any evidence that he didn't come in early?"

"no, I just don't believe him".

I guarantee you won't come out looking good in this situation

+1

[Anonymous]

Anonymous wrote:

Anonymous wrote:I'm kind of Team OP here. Not that she think she needs to say anything at this point, but if someone is being allowed to work an alternative schedule, it needs to be an option for other employees (those doing the same or similar job). I am a hiring manager, so maybe I see things from a different perspective.

Op never said it wasn't an option. Plus what they describe is barely an alternative work schedule. Other person may also have negotiated it upfront. They may also be in materially different roles, or be different seniority or have very different performance characteristics.

If it were an option, OP would presumably know about it.

OP, one way to handle this is to go to HR (not management), and ask if you are eligible to work a similar schedule as Employee X. That way they'll get noticed.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I'm kind of Team OP here. Not that she think she needs to say anything at this point, but if someone is being allowed to work an alternative schedule, it needs to be an option for other employees (those doing the same or similar job). I am a hiring manager, so maybe I see things from a different perspective.

Op never said it wasn't an option. Plus what they describe is barely an alternative work schedule. Other person may also have negotiated it upfront. They may also be in materially different roles, or be different seniority or have very different performance characteristics.

If it were an option, OP would presumably know about it.

OP, one way to handle this is to go to HR (not management), and ask if you are eligible to work a similar schedule as Employee X. That way they'll get noticed.

What, ask if you can work an 8 hour and 32 minute schedule instead of an 8 hour and 45 minute schedule? Great idea. Please let us know how it goes

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I'm kind of Team OP here. Not that she think she needs to say anything at this point, but if someone is being allowed to work an alternative schedule, it needs to be an option for other employees (those doing the same or similar job). I am a hiring manager, so maybe I see things from a different perspective.

Op never said it wasn't an option. Plus what they describe is barely an alternative work schedule. Other person may also have negotiated it upfront. They may also be in materially different roles, or be different seniority or have very different performance characteristics.

If it were an option, OP would presumably know about it.

OP, one way to handle this is to go to HR (not management), and ask if you are eligible to work a similar schedule as Employee X. That way they'll get noticed.

What, ask if you can work an 8 hour and 32 minute schedule instead of an 8 hour and 45 minute schedule? Great idea. Please let us know how it goes

Right back to you. Yes, it draws attention to the co-worker. Its not about the schedule per se.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I'm kind of Team OP here. Not that she think she needs to say anything at this point, but if someone is being allowed to work an alternative schedule, it needs to be an option for other employees (those doing the same or similar job). I am a hiring manager, so maybe I see things from a different perspective.

Op never said it wasn't an option. Plus what they describe is barely an alternative work schedule. Other person may also have negotiated it upfront. They may also be in materially different roles, or be different seniority or have very different performance characteristics.

If it were an option, OP would presumably know about it.

OP, one way to handle this is to go to HR (not management), and ask if you are eligible to work a similar schedule as Employee X. That way they'll get noticed.

What, ask if you can work an 8 hour and 32 minute schedule instead of an 8 hour and 45 minute schedule? Great idea. Please let us know how it goes

Oh are you concerned that your skipping out early will be noticed or called out by your boss? If not, then don't worry about it, right?

[Anonymous]

OP needs to mind his or her business. If it is a problem, the employee will be found out without the OP's involvement. The OP will not get a reward for telling and will likely further alienate themselves from the team. If OP is so concerned, why not ask the coworker and save the drama. I would hate OP to be labeled as that coworker for going to the boss or HR over something that was known, but it sounds like OP is already that coworker for starting this thread in the first place.

[Anonymous]

Go for it, OP. I'm sure it won't blow back on you at all.

A coworker tried tattling to my manager (complete with a request that I be penalized and a recommendation that he be given my job) that I wasn't working as long as the coworker thought I should. Not because it was interfering with his work (since his work doesn't rely on mine at all), just because he was sure I was cheating the system. What he didn't know is, at management request, I now shorten my core workday so I can spend an hour or so in the evening taking care of any last minute issues that arise from our team on the west coast. Long story short, he wasted what little good favor he had with management trying to get me in trouble for a work schedule that was actually dictated by management. He looked like an arse and it took a long time for his relationship with our manager to recover.

[Anonymous]

Snitches get stitches

[Anonymous]

OP U R sick!

[Anonymous]

Anonymous wrote:

Anonymous wrote:Pretty clear that most of the posters on this thread are self-absorbed time thiefs. I would mention it nonchalantly to your boss, OP. These are the people who "say" they put in 8 hours of work and "get all of their work done", but oddly enough are also the ones that have to leave early to pick up their kids, are late because they get stuck in the same traffic every day, take 2 hours lunches, don't finish projects on time, etc. Just because you feel you are justified and in the majority these days doesn't make it right. You don't get paid to come and go when you feel like it.

Yes, I do actually. As long as my work is done, which it is.

So do I. The poster of the above response is clearly a non exempt employee. If you get paid for overtime, yes, you have to watch the clock. For professionals, who do work before and after hours and on weekends, not so much.

[Anonymous]

Anonymous wrote:I'm kind of Team OP here. Not that she think she needs to say anything at this point, but if someone is being allowed to work an alternative schedule, it needs to be an option for other employees (those doing the same or similar job). I am a hiring manager, so maybe I see things from a different perspective.

You're a hiring manager for what level worker?