Telework with a sick child

[Anonymous]

As others have noted, you can't have your cake and eat it too. If she takes sick leave then she does ZERO work during that time. If I'm a boss, I would ask that she work the hours she can and take sick leave for the hours that she did not work.

Eventually, she'll either run out of sick leave OR if she's not being honest, then presumably you'll notice it in the "deliverables."

Do you have an HR dept that can advise?

[Anonymous]

Anonymous wrote:

Anonymous wrote:
That is a tech problem not a telework problem--get phone calls forwarded, VM sent to email so telework employees see calls, etc.

+1. I work for a services (consulting) organization and our people are working at a different site every week. Instead of calling (which is disruptive anyways, since it assumes the other person can drop what they're doing and answer your call) we use IM and email. Somehow the world keeps on turning even though we don't know where someone is on a given day.

People in the private sector are more trainable and open to technology. Nowadays you can see if someone is available or in a meeting/phone call; people can also specify where they are physically/work status, including telework or out to lunch. However, just because it's possible, doesn't mean organizations will adopt this practice.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:
That is a tech problem not a telework problem--get phone calls forwarded, VM sent to email so telework employees see calls, etc.

+1. I work for a services (consulting) organization and our people are working at a different site every week. Instead of calling (which is disruptive anyways, since it assumes the other person can drop what they're doing and answer your call) we use IM and email. Somehow the world keeps on turning even though we don't know where someone is on a given day.

People in the private sector are more trainable and open to technology. Nowadays you can see if someone is available or in a meeting/phone call; people can also specify where they are physically/work status, including telework or out to lunch. However, just because it's possible, doesn't mean organizations will adopt this practice.

I just want to say that federal agencies often DON'T have technology. At mine, we can't telework unless we have gov laptops, but there's no money for that. I'm sure there's some great workaround out there, but our lovely IT can't figure it out.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:People are missing the point: You manage someone. You have a policy for a benefit, aka privilege. Employee is most likely abusing said privilege, and at best is in clear violation of the policy. Whether the kid can "watch himself" (doubtful!) all day is actually beside the point. Now if you telework 100% of the time as a requirement of the job etc. that's a different story.

OP focus on the policy and her violation of it. It is pretty simple from an outsider looking in.

+1000 People are missing the point. Too many teleworkers abuse the privilege and policies and it is the main reason why teleworking is frowned upon.

This. Also, believe it or not, it IS disruptive to coworkers if they never know when this person is going to be in the office or not. I HATE telework at my federal agency for this reason. I can't stand having to hunt someone down or figure out if they're randomly on telework that day because they're not answering my calls.

That is a tech problem not a telework problem--get phone calls forwarded, VM sent to email so telework employees see calls, etc.

Things don't work this way in the government. Half of you posting in this thread clearly aren't federal employees.

Time is also very strictly tracked and audited, so no, managers cannot just judge on productivity/billables alone. You HAVE to put in the time.

+1. I work for a services (consulting) organization and our people are working at a different site every week. Instead of calling (which is disruptive anyways, since it assumes the other person can drop what they're doing and answer your call) we use IM and email. Somehow the world keeps on turning even though we don't know where someone is on a given day.

[Anonymous]

I love telework. However, rules are there for a reason, and for fairness, I wouldn't allow this, especially, if it's not allowed.

I have younger kids, making it harder/impossible to telework and watch kids. I personally, take sick leave, working some before the kids wake up or when they nap.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:People are missing the point: You manage someone. You have a policy for a benefit, aka privilege. Employee is most likely abusing said privilege, and at best is in clear violation of the policy. Whether the kid can "watch himself" (doubtful!) all day is actually beside the point. Now if you telework 100% of the time as a requirement of the job etc. that's a different story.

OP focus on the policy and her violation of it. It is pretty simple from an outsider looking in.

+1000 People are missing the point. Too many teleworkers abuse the privilege and policies and it is the main reason why teleworking is frowned upon.

This. Also, believe it or not, it IS disruptive to coworkers if they never know when this person is going to be in the office or not. I HATE telework at my federal agency for this reason. I can't stand having to hunt someone down or figure out if they're randomly on telework that day because they're not answering my calls.

That is a tech problem not a telework problem--get phone calls forwarded, VM sent to email so telework employees see calls, etc.

Things don't work this way in the government. Half of you posting in this thread clearly aren't federal employees.

Time is also very strictly tracked and audited, so no, managers cannot just judge on productivity/billables alone. You HAVE to put in the time.

+1. I work for a services (consulting) organization and our people are working at a different site every week. Instead of calling (which is disruptive anyways, since it assumes the other person can drop what they're doing and answer your call) we use IM and email. Somehow the world keeps on turning even though we don't know where someone is on a given day.

Right, because consulting definitely doesn't have time strictly tracked and audited. The point is you compare the work produced to the time recorded to see if the work justifies the hours.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:People are missing the point: You manage someone. You have a policy for a benefit, aka privilege. Employee is most likely abusing said privilege, and at best is in clear violation of the policy. Whether the kid can "watch himself" (doubtful!) all day is actually beside the point. Now if you telework 100% of the time as a requirement of the job etc. that's a different story.

OP focus on the policy and her violation of it. It is pretty simple from an outsider looking in.

+1000 People are missing the point. Too many teleworkers abuse the privilege and policies and it is the main reason why teleworking is frowned upon.

This. Also, believe it or not, it IS disruptive to coworkers if they never know when this person is going to be in the office or not. I HATE telework at my federal agency for this reason. I can't stand having to hunt someone down or figure out if they're randomly on telework that day because they're not answering my calls.

PPP--piss poor planning

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:People are missing the point: You manage someone. You have a policy for a benefit, aka privilege. Employee is most likely abusing said privilege, and at best is in clear violation of the policy. Whether the kid can "watch himself" (doubtful!) all day is actually beside the point. Now if you telework 100% of the time as a requirement of the job etc. that's a different story.

OP focus on the policy and her violation of it. It is pretty simple from an outsider looking in.

+1000 People are missing the point. Too many teleworkers abuse the privilege and policies and it is the main reason why teleworking is frowned upon.

This. Also, believe it or not, it IS disruptive to coworkers if they never know when this person is going to be in the office or not. I HATE telework at my federal agency for this reason. I can't stand having to hunt someone down or figure out if they're randomly on telework that day because they're not answering my calls.

PPP--piss poor planning

[Anonymous]

My 6yo would lay on the couch and watch tv all day. she can get herself a snack. I might make her lunch, but I'd be taking a lunch break to make myself lunch too. It would not interfere with my working. My 2 yo is a very different story.

[Anonymous]

Hi, I'm a single mom with 6 and 10 year olds, so I'll bite.

My six year old was very sick in February - like can't-move-from-the-bed sick. She spent most of that time sleeping, reading, playing on her Kindle, and although I was physically in the house, I didn't spend much time with her (occasionally brought in a drink, or piece of toast, etc.). I worked on my laptop as usual, but at home.

I got my normal amount of work done - if not more - and was able to call in for all my conference calls. Maybe it depends on the kind of work you do, but it is actually quieter at home than in my office and I did excellent work.

If I had taken off those days, our projects would have gotten further behind and we would have missed deadlines (and angered our customer).

I only get three weeks of leave per year, total, so taking all that leave (then likely combining it with other times my other daughter was sick, then when I was sick) would mean no vacation for anyone all year. My bosses are cognizant that the amount of leave we get sucks, and they really value me, so they work with me to try to get close to a win-win situation.

It does sound like this woman is taking advantage. Just talk to her!

[Anonymous]

Anonymous wrote:OP here - the telework policy specifically states that employees may not use telework to care for a dependent during their tour of duty.

However, the next sentence states that a dependent may be permitted in the home, provided they do not require constant supervision or care (i.e. Older child or adolescent) and their presence does not disrupt the ability to telework effectively.

Which is why I'm hung up on what defines an older child. To me a 6 year old is not an older child. I also have an entire team to take into consideration, and the rest of the team follows the rules regarding telework and leave - and when one does not, I'm setting myself up for complaints.

But you don't have a 6 year old, do you? As has been repeated by many on this thread, 6 year olds do not require constant supervision or care when they are at home sick. If you aren't sure, why don't you ask the teleworker in question whether her child needs constant care and supervision. If she says "no" and you don't believe her, than the issue is that you don't trust her -- not that the policy is unclear.

[Anonymous]

Anonymous wrote:

Anonymous wrote:OP here - the telework policy specifically states that employees may not use telework to care for a dependent during their tour of duty.

However, the next sentence states that a dependent may be permitted in the home, provided they do not require constant supervision or care (i.e. Older child or adolescent) and their presence does not disrupt the ability to telework effectively.

Which is why I'm hung up on what defines an older child. To me a 6 year old is not an older child. I also have an entire team to take into consideration, and the rest of the team follows the rules regarding telework and leave - and when one does not, I'm setting myself up for complaints.

But you don't have a 6 year old, do you? As has been repeated by many on this thread, 6 year olds do not require constant supervision or care when they are at home sick. If you aren't sure, why don't you ask the teleworker in question whether her child needs constant care and supervision. If she says "no" and you don't believe her, than the issue is that you don't trust her -- not that the policy is unclear.

This is missing the point. OP's employee is abusing the privilege of one day per week telework. In my agency it is made very clear that telework cannot be used as a subsitute for sick leave. Every once in a while? Sure. But 7 times in one month?! That is going to breed resentment amongst others who are not given the same setup.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP here - the telework policy specifically states that employees may not use telework to care for a dependent during their tour of duty.

However, the next sentence states that a dependent may be permitted in the home, provided they do not require constant supervision or care (i.e. Older child or adolescent) and their presence does not disrupt the ability to telework effectively.

Which is why I'm hung up on what defines an older child. To me a 6 year old is not an older child. I also have an entire team to take into consideration, and the rest of the team follows the rules regarding telework and leave - and when one does not, I'm setting myself up for complaints.

But you don't have a 6 year old, do you? As has been repeated by many on this thread, 6 year olds do not require constant supervision or care when they are at home sick. If you aren't sure, why don't you ask the teleworker in question whether her child needs constant care and supervision. If she says "no" and you don't believe her, than the issue is that you don't trust her -- not that the policy is unclear.

This is missing the point. OP's employee is abusing the privilege of one day per week telework. In my agency it is made very clear that telework cannot be used as a subsitute for sick leave. Every once in a while? Sure. But 7 times in one month?! That is going to breed resentment amongst others who are not given the same setup.

Yes, this person is taking advantage. That is why she said, ask the coworker.

[Anonymous]

my 6 year old doesn't require constant supervision- in the way an 18 mos old would- but he tends to be pretty needy when ill. He also doesn't nap in the way a younger child would.
I sometimes do 'report my hours' telework when I am home with a sick child- and I usually do this b/c there is a project that needs to get done. However, I telework frequently and I am no where near as productive when I have a sick child at home as when I am home alone. I am fairly skeptical of this.

[Anonymous]

Anonymous wrote:my 6 year old doesn't require constant supervision- in the way an 18 mos old would- but he tends to be pretty needy when ill. He also doesn't nap in the way a younger child would.
I sometimes do 'report my hours' telework when I am home with a sick child- and I usually do this b/c there is a project that needs to get done. However, I telework frequently and I am no where near as productive when I have a sick child at home as when I am home alone. I am fairly skeptical of this.

I think a lot depends on your child's personality. Every situation is different, frankly. I am glad that I have bosses who trust my judgment, and like me and my work enough to allow me some flexibility. If I weren't getting my work done, I would absolutely expect them to reprimand me.