Tips on dealing with employee who constantly has issues?

[Anonymous]

Fire them. I had a person like that. Every excuse in world I finally went to HR around 11 am one day. And I got about time. HR made me fire her in spot and security Perp walked her out. Was not good for her and I did not look good

Don’t delay. Stop her nonsense

[Anonymous]

You need an honest and direct conversation where you lay out the facts. Jane, you’ve made it to 3 of 8 office days. What’s going on?

[Anonymous]

Anonymous wrote:Tell them to come in a different day as a substitute. Every time.

This

Although honestly RTO? Barf

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:If she says she’s sick, then she’s taking sick leave. She’s not WFH.

If she says her kid is sick, she’s taking family sick leave. She’s not WFH.

If she says her car is in the shop, she’s taking personal/annual leave. She’s not working from home.

I’d double check the employee handbook about requiring a doctor’s note. There has to be something there about a supervisor requiring one after a certain number of absences.

Are you posting from 2018? People WFH now when they are sick but still capable of working -- the runny nose, the sneezing, the coughing from your cubicle but still working -- now you do that from home and don't spread germs.

Kid being sick, depends on the age. If they are 8 or older, most rules are they can be home alone, so you are staying home just in case they get work but they are on their own for the day you work.

For the car, they take leave for the time they are dropping off the car, but then can WFH just like the other 90% of their schedule

Nope. If they’re too sick to come in, they’re not working from home. OP asked how to deal with it. The employee doesn’t get to decide they’re not sick enough to WFH or that their kid doesn’t need tending to. OP is looking for ways to not get taken advantage of. This is how to do it.

Really productive management style

[Anonymous]

Anonymous wrote:Everyone in my office is supposed to be in person every Tuesday since the beginning of 2023, I have one employee who has made it in just over half of the Tuesdays. Sick, car trouble, plumber coming, etc.

And these things may very also be happening on the WFH days, you just don't know about it, because with WFH, these things don't disrupt productive work!

[Anonymous]

I have an 8 year old. I'm not leaving her home alone, let alone when she's sick. I'm also not taking a PTO day, because all that's going to do is piss off my clients that they can't get a hold of me. I can still work a full day (or nearly full) day WFH with a sick kid.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Everyone in my office is supposed to be in person every Tuesday since the beginning of 2023, I have one employee who has made it in just over half of the Tuesdays. Sick, car trouble, plumber coming, etc.

And these things may very also be happening on the WFH days, you just don't know about it, because with WFH, these things don't disrupt productive work!

Our employer has decided we need to be in person together weekly on Tuesdays. I find it helpful, but even if I didn’t that’s the office policy and you can’t just decide to only follow it half the time and keep your job.

[Anonymous]

Anonymous wrote:Wait, now your kid, car, health and animal problem is MY problem? Nope. It’s a job requirement to show up in person on day X. Agree or quit.

Employees are, you know, human.

[Anonymous]

Anonymous wrote:I have an 8 year old. I'm not leaving her home alone, let alone when she's sick. I'm also not taking a PTO day, because all that's going to do is piss off my clients that they can't get a hold of me. I can still work a full day (or nearly full) day WFH with a sick kid.

We used to pay a babysitter for these types of days back when we were all expected to be in the office before Covid. Think back to what you would have done 4 years ago and do that again.

[Anonymous]

Anonymous wrote:I have an 8 year old. I'm not leaving her home alone, let alone when she's sick. I'm also not taking a PTO day, because all that's going to do is piss off my clients that they can't get a hold of me. I can still work a full day (or nearly full) day WFH with a sick kid.

Sorry but if you were my office, we have a rule for "in office day" that you must be in. There is no teleworking. It's only 1 day every 2 weeks. We're flexible for the other days a month, but on those 2 days, you need to be in the office.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Wait, now your kid, car, health and animal problem is MY problem? Nope. It’s a job requirement to show up in person on day X. Agree or quit.

Employees are, you know, human.

Yep, and they only have to be working around 40 hours a week out of 168. Take your car to the shop on your own time or use your vacation day for an emergency.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Wait, now your kid, car, health and animal problem is MY problem? Nope. It’s a job requirement to show up in person on day X. Agree or quit.

Employees are, you know, human.

Oh please. This guy is just working the system. I bet his performance is sub par too.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Tell them to come in a different day as a substitute. Every time.

This

Although honestly RTO? Barf

Barf? How old are you?

I think my office should be going back to the office most days but I also don’t want to spend much time with the young WFH set who sound like pouty teenagers.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I have an 8 year old. I'm not leaving her home alone, let alone when she's sick. I'm also not taking a PTO day, because all that's going to do is piss off my clients that they can't get a hold of me. I can still work a full day (or nearly full) day WFH with a sick kid.

We used to pay a babysitter for these types of days back when we were all expected to be in the office before Covid. Think back to what you would have done 4 years ago and do that again.

PP here. I'd never risk getting another person sick. I never paid for a baby sitter. 4 years ago, I typically WFH with a sick kid, but that involved making up time because it was harder with a 4 year old vs. an 8 year old. Sometimes I would take a half day. But now with an 8 year old, there's little need for me to take PTO. All I'm doing is holding up others by not getting my work done.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Everyone in my office is supposed to be in person every Tuesday since the beginning of 2023, I have one employee who has made it in just over half of the Tuesdays. Sick, car trouble, plumber coming, etc.

And these things may very also be happening on the WFH days, you just don't know about it, because with WFH, these things don't disrupt productive work!

Our employer has decided we need to be in person together weekly on Tuesdays. I find it helpful, but even if I didn’t that’s the office policy and you can’t just decide to only follow it half the time and keep your job.

Who are these people who think the rules don't apply to them?

We have a small number of us hybrid, but days in are days in, unless you make that day up during that very week, or take sick leave. If you need more time than that, you need to consider FMLA. Otherwise, you get written up, and before too long, fired. That is the way it is.

There are several government agencies who are WFH, and maybe your employee is surrounded by that, and think they can come and go as they please. We had this happen in our office, and that person was let go.