Reply to Employee always has a conflict when they need to travel or present

Forum Index » Jobs and Careers

Reply to "Employee always has a conflict when they need to travel or present"

Subject:

Emoticons





More smilies

Text Color: Font: Close Marks

[quote=Anonymous][quote=Anonymous]OP here. I talked to the employee. It sounds like her DH does not help with the school drop off and pickup and afer school activities. That is not grounds for an accomodation. I am the parent of school aged kids and we pay for after care, arrange carpools, stagger our schedules for after school activities. I appreciated her honesty with me but this is not grounds for not presenting. Her children are also HS aged so she will need to figure out her job and home responsibilities. I guess in the pandemic, she got used to picking up kids after school, etc. We are in hybrid environment and she has the ability to flex hours so she had been doing this to pick up kids then working once home or taking leave. I don't know what to say. I was not expecting this at all![/quote]

It doesn’t sound like she has a “we” though.

My ex husband was not a coparent, and would become verbally/emotionally/physically abusive when I asked him to step up. If I couldn’t arrange for my parents to come in, or take my child with me, I had to decline travel, because I could not leave my child with him. I ended up having to change jobs to one that was compatible with my family life.

I have also been on the other side though, trying to manage a team where one person had a similar performance issue outside the scope of accommodation. So I know it’s hard. I eventually had to terminate that person, after years of trying coaching and then performance management.

If you really want to keep her because her work outside of presenting is that good: Is there a job available that doesn’t involve travel? Are you able to shuffle responsibilities to rebalance work loads so that she can avoid travel? Would that rebalanced job (and the jobs of the rest of your team) be rated in the same grade/salary, or are you able to down/upgrade as needed? Could this be done in a way that makes the rest of the team happy?

If her only exceptional value is something she refuses to do: sit down with her, and revisit the job requirements, including presenting/travel. Ask what you can do to help her do her job, ask her to create a strategy that allows her to do her job. And then hold her to that, knowing that you may end up needing to let her go, so you can free up the headcount for someone who can do the job. Document, be professional, and empathetic but firm.

You should touch base with your HR contact, regardless of what you choose.

Good luck![/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