Anonymous wrote:She does payroll/accounting and you do HR, your jobs are separate correct? What could you possibly need to cover?

You say there is no phone coverage, etc. What exactly would you be covering from 330-5?

I’m curious what kind of work you’ve needed to cover for her in the past.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:The 630 to 330 schedule is unsuitable for someone who does phone coverage in a busy corporate environment. I am surprised she was approved for that. They should hire another person to help with phones.

We don't do phone coverage. We do admin in HR/Accounting. But I do agree that 630 to 330 is unsuitable in a busy corporate environment.

None of the supporting staff has that schedule and I'm not sure what she said to get it. Very unfair to everyone else for sure....

So it was awarded? I guess management believes she adds significant value to the organization.

Really not much you can do. If they’ve decided that you need to cover her work for the last hour and a half of the day that’s what you have to do.

If it truly is a big shift in responsibilities from 330-5 then document it and ask for a salary bump to compensate for the extra workload.

Otherwise leave the stuff for her to do for her 630-8am time frame.

Anonymous wrote:

Anonymous wrote:The 630 to 330 schedule is unsuitable for someone who does phone coverage in a busy corporate environment. I am surprised she was approved for that. They should hire another person to help with phones.

We don't do phone coverage. We do admin in HR/Accounting. But I do agree that 630 to 330 is unsuitable in a busy corporate environment.

None of the supporting staff has that schedule and I'm not sure what she said to get it. Very unfair to everyone else for sure....

So it was awarded? I guess management believes she adds significant value to the organization.

Really not much you can do. If they’ve decided that you need to cover her work for the last hour and a half of the day that’s what you have to do.

Anonymous wrote:She does payroll/accounting and you do HR, your jobs are separate correct? What could you possibly need to cover?

You say there is no phone coverage, etc. What exactly would you be covering from 330-5?

This- we really need to know this. If people have an urgent HR question? That can go to a generic email address with a 4-business hour turnaround for a response or something like that. If you have to be there because someone might ask you to make a photocopy or book a flight, they can do that themselves or wait for 6:30 AM.

Anonymous wrote:She does payroll/accounting and you do HR, your jobs are separate correct? What could you possibly need to cover?

You say there is no phone coverage, etc. What exactly would you be covering from 330-5?

School just started so gave this new arrangement 7-10 days and see how it goes.

It might not be as bad as you think.

But if its bad and unfair, then you can have the past week as fodder to present your argument.

She does payroll/accounting and you do HR, your jobs are separate correct? What could you possibly need to cover?

You say there is no phone coverage, etc. What exactly would you be covering from 330-5?

Anonymous wrote:The 630 to 330 schedule is unsuitable for someone who does phone coverage in a busy corporate environment. I am surprised she was approved for that. They should hire another person to help with phones.

We don't do phone coverage. We do admin in HR/Accounting. But I do agree that 630 to 330 is unsuitable in a busy corporate environment.

None of the supporting staff has that schedule and I'm not sure what she said to get it. Very unfair to everyone else for sure....

Anonymous wrote:But she's covering your duties from 6:30 to 8 a.m. We live in a global economy with multiple time zones. I don't see the problem with her shifting her schedule. She's doing the right thing by her child. Leave her be.

But the OP said she wouldn't be covering her duties because they have different jobs. OP will have to cover the other person's job in the afternoon since someone has to cover emerging work, but that the rest of their jobs are separate.

OP, could you work out a schedule where you trade off days leaving early? She would only have to do aftercare at her kids school some days of the week and you would get out early some days to do whatever you want.

The 630 to 330 schedule is unsuitable for someone who does phone coverage in a busy corporate environment. I am surprised she was approved for that. They should hire another person to help with phones.

Anonymous wrote:To me it sounds like the biggest issue is coverage - is it expected that one of you is always available or can you respond next business day? If someone always has to be there, what happens when you go on vacation or need to leave early for a 4 PM doctor's appointment? That's a legit question your management needs to be able to answer.

Op here. Yes, thank you that's a valid point.

Anonymous wrote:But she's covering your duties from 6:30 to 8 a.m. We live in a global economy with multiple time zones. I don't see the problem with her shifting her schedule. She's doing the right thing by her child. Leave her be.

She's not covering my duties. Office hours start at 8am. 90% of the staff arrives at 8am.
To be honest, I don't think she'll be doing much 6-8am. If she was in another department I could care less for her hours. Unfortunately, her switching hours will affect me directly.

its not for you to decide whether the work is your's or her's its both of your's

To me it sounds like the biggest issue is coverage - is it expected that one of you is always available or can you respond next business day? If someone always has to be there, what happens when you go on vacation or need to leave early for a 4 PM doctor's appointment? That's a legit question your management needs to be able to answer.

Anonymous wrote:
We're different Generations and see things differently and she's not seeing that by changing her schedule other people have to carry her workload.

Is it possible that you are seeing this as more black and white than it is? Millions of people work hours with less overlap than this because their company crosses time zones - it is extremely doable with a tiny bit of creativity. How often do things come in that are "urgent must address immediately" vs. "I'll put this in my work queue and handle it within a day."

If you pick up some of her urgent person-facing things, can you shift some routine/paperwork stuff to her for the early morning hours? Is your management amenable to her taking care of things that come in at 4pm at 7am the next day?

It is fine for you to bring this up and ask how duties will be shifted to account for the imbalance in responsibilities. Also be prepared to suggest what you want to see happen. Finally, ask how they will handle backups for those rare instances you can’t be there your normal schedule and have to leave early. Ask for everything written and shared with the two of you.