Telework abuse - would you report?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:If she's not impeding your work, ignore it. If she is impeding your work then that is what you would tell your boss.

I agree. This is not something you want to get involved in unless it's actually impacting your work. She will have excuses (legitimate or not) and you will look bad.

Yes, even though she is being a time thief.

There's no proof of that.

[Anonymous]

Anonymous wrote:Mind your own business. She could be doing the work really early in the morning, at night when the kids go to bed, or over the weekend.

OP here: here's the thing you don't seem to be understanding. Coworker does not follow-up on email requests and is holding us up. So our work spills from week to week, so I am definitely going to follow up on the suggestion to let her know we need to hear from her and also suggest my other coworkers do the same thing.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Mind your own business. She could be doing the work really early in the morning, at night when the kids go to bed, or over the weekend.

OP here: here's the thing you don't seem to be understanding. Coworker does not follow-up on email requests and is holding us up. So our work spills from week to week, so I am definitely going to follow up on the suggestion to let her know we need to hear from her and also suggest my other coworkers do the same thing.

Yes, let HER know and if the problem persists, then consider elevating this to management. But running straight to management first is not cool. Don't be *that* person.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Mind your own business. She could be doing the work really early in the morning, at night when the kids go to bed, or over the weekend.

OP here: here's the thing you don't seem to be understanding. Coworker does not follow-up on email requests and is holding us up. So our work spills from week to week, so I am definitely going to follow up on the suggestion to let her know we need to hear from her and also suggest my other coworkers do the same thing.

Yes, let HER know and if the problem persists, then consider elevating this to management. But running straight to management first is not cool. Don't be *that* person.

Seriously, this. Be direct before you go tattle on her.

[Anonymous]

Start scheduling meetings that she needs to call in for at those times. Weekly.

Aren't federal employees who telework required to document that they have childcare during telework hours?

[Anonymous]

Ugh everyone here is clearly abusing their telework policy as well. Don't offer excuses. Teleworking does mean you have to actually do work!

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Mind your own business. She could be doing the work really early in the morning, at night when the kids go to bed, or over the weekend.

OP here: here's the thing you don't seem to be understanding. Coworker does not follow-up on email requests and is holding us up. So our work spills from week to week, so I am definitely going to follow up on the suggestion to let her know we need to hear from her and also suggest my other coworkers do the same thing.

Yes, let HER know and if the problem persists, then consider elevating this to management. But running straight to management first is not cool. Don't be *that* person.

Why should OP even have to waste time doing that? Believe me, this person KNOWS they are abusing the telework policy. It shouldn't be a surprise then if management comes down on them for it.

[Anonymous]

OP, remember this word, Karma

if you report her without giving her a chance to correct herself.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Mind your own business. She could be doing the work really early in the morning, at night when the kids go to bed, or over the weekend.

OP here: here's the thing you don't seem to be understanding. Coworker does not follow-up on email requests and is holding us up. So our work spills from week to week, so I am definitely going to follow up on the suggestion to let her know we need to hear from her and also suggest my other coworkers do the same thing.

Anyone who is teleworking on both Monday and Friday is just extending their weekend. You know it, I know it, her boss knows it. Let it go. If that arrangement was approved, then it is almost implicit that this is just a sanctioned weekend extension.

Happy to report that my unit of my federal agency has a far more restrictive telework policy and isn't wasting so much of uncle sam's dime on "flexible" work schedules.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Mind your own business. She could be doing the work really early in the morning, at night when the kids go to bed, or over the weekend.

OP here: here's the thing you don't seem to be understanding. Coworker does not follow-up on email requests and is holding us up. So our work spills from week to week, so I am definitely going to follow up on the suggestion to let her know we need to hear from her and also suggest my other coworkers do the same thing.

Yes, let HER know and if the problem persists, then consider elevating this to management. But running straight to management first is not cool. Don't be *that* person.

Why should OP even have to waste time doing that? Believe me, this person KNOWS they are abusing the telework policy. It shouldn't be a surprise then if management comes down on them for it.

How is it wasting time to address a work issue directly with the parties involved before going to management? Put on your big girl panties and address your colleague in a professional manner. If you still have a problem, then elevate it. But there's no reason to skip the first step other than being passive aggressive and frankly, bitchy.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Mind your own business. She could be doing the work really early in the morning, at night when the kids go to bed, or over the weekend.

OP here: here's the thing you don't seem to be understanding. Coworker does not follow-up on email requests and is holding us up. So our work spills from week to week, so I am definitely going to follow up on the suggestion to let her know we need to hear from her and also suggest my other coworkers do the same thing.

Anyone who is teleworking on both Monday and Friday is just extending their weekend. You know it, I know it, her boss knows it. Let it go. If that arrangement was approved, then it is almost implicit that this is just a sanctioned weekend extension.

Happy to report that my unit of my federal agency has a far more restrictive telework policy and isn't wasting so much of uncle sam's dime on "flexible" work schedules.

Our agency has a policy that those on regular telework have to take their telework day on friday or monday. Otherwise, it would be way too difficult to schedule last-minute meetings, etc.

[Anonymous]

OP you sound jealous. ditto for your colleague's wife who sah.

i've been teleworking 100% for several years now. i always have my phone and my laptop with me. people can see me on a street but i will jump on immediately if something is needed.

[Anonymous]

Anonymous wrote:Start scheduling meetings that she needs to call in for at those times. Weekly.

Aren't federal employees who telework required to document that they have childcare during telework hours?

They are supposed to show coverage for 40 hours. A woman I know teleworks twice a week, so her nanny does 10 hours on 3 days and 5 hours on her telework days.

[Anonymous]

Anonymous wrote:Ugh everyone here is clearly abusing their telework policy as well. Don't offer excuses. Teleworking does mean you have to actually do work!

Yes, this. Telework is supposed to be only so folk can save on commuting time. They are still expected to work the same number of hours as a non-teleworking Fed. I don't get these excuses of 'well, I don't talk to a coworker or browse so I am going to take of or for 2-3 hours on telework days ad head to Costco.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Mind your own business. She could be doing the work really early in the morning, at night when the kids go to bed, or over the weekend.

OP here: here's the thing you don't seem to be understanding. Coworker does not follow-up on email requests and is holding us up. So our work spills from week to week, so I am definitely going to follow up on the suggestion to let her know we need to hear from her and also suggest my other coworkers do the same thing.

Anyone who is teleworking on both Monday and Friday is just extending their weekend. You know it, I know it, her boss knows it. Let it go. If that arrangement was approved, then it is almost implicit that this is just a sanctioned weekend extension.

Happy to report that my unit of my federal agency has a far more restrictive telework policy and isn't wasting so much of uncle sam's dime on "flexible" work schedules.

I'm sure I can't convince you but this isn't always the case. I almost always get more work done at home and I often work an hour or two more than when at the office. I do have a lot of work and there's simply no way I could extend my weekend and not work during my telework days.
Ore