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

Forum Index » Jobs and Careers

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

Subject:

Emoticons





More smilies

Text Color: Font: Close Marks

[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=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 [b]you know most if not everything you need to know about an employee based on their leave balance.
[/b]
I would definitely let them go if possible. This isn’t going to change. [/quote]

What do you mean by this?!

I tend to sock away leave and take it in one go, while some of my US colleagues believe the company can't go on without them if they take one day.  My European colleagues on the other hand all take leave at exactly the same time to do exactly the same things - beach trip to France in the summer; skiing in the Alps in the winter.  I think with our varied culture here your statement comes off a bit myopic.[/quote]

I agree with this poster. Absent some extenuating circumstances (just back from maternity, deployed spouse, house fire, special needs kid), a white collar office employee who is living “paycheck to paycheck” on their leave balance is rarely a top or even better that mediocre employee. I have managed teams for 15 years, cared for my own elderly parents, gestated and birthed 2 children while my spouse worked in person 5 days a week. You can make every excuse in the book, but I have dozens of current and past employees who somehow figure out how to get their kid to therapy, rebuild a house after a hurricane, and more [b]without running leave to zero[/b] or seriously disrupting the team. The employees who always have some sort of family drama or excuse are full of excuses about their work too. It’s too much of a pattern to ignore. [/quote]
This is such a disgusting american attitude that is not seen in any other place I've worked. I earn my leave. I will sure as hell use my leave. How dare you judge someone's work ethic based on using their own earned time  :roll:  Shitty bosses gonna be shitty bosses[/quote]

You clearly fall to understand sick leave and clearly have not had to manage people—and my educated guess? You are the shitty one in your office.[/quote]

NP. I agree with the above PP. It's my leave. I earned it and will use as I see fit. I see no virtue in killing myself for work. I never will.

I can also see running a low/zero balance if the employee has a health issue, a family member with a health issue, has kids that get sick . . . . lots of reasons for that. When I had my child, and then years later I had a serious set of surgeries, my leave balance was very low at times. Thankfully, my supervisors were understanding.

This person is in a probation period. And there are other red flags (the second FT job). Ask HR to get involved and conduct and investigatory meeting to see what's going on. Or just terminate if you don't want to deal. But just proceeding as you are, and moving the person around (as usually happens with people like this), while complaining is not a long term solution. [/quote]

Options

	Disable HTML in this message
	Disable BB Code in this message
	Disable smilies in this message

Review message

Search Recent Topics Hottest Topics