Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I really dislike the schedules that don’t match up to regular business hours. Agree with PP that you should not have to be covering for that.

It shouldn't matter when you get your work done - 230pm vs 930pm. Some ppl are more productive before or after normal biz hrs. Usually 9-5 is filled with pointless meetings and distractions all day.

Part of most people’s job is actually meeting with coworkers and external parties during the hours when they are most often present. Also I seriously doubt most people are actually arriving at 6:30 AM who claim to be working that schedule.

I’m all for flexibility but a gap of 2 normal working hours where you are not present is not really acceptable.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP, you are not being reasonable. Do you think your coworker enjoys waking up at 5AM and using all of her PTO for childcare? Come on.

That’s not OP’s problem. Her legitimate complaint is if her workload is frequently increasing because of her co-workers time out of office.

OP hasn't said what the actual workload is. There are very few accounting emergencies. On a day to day basis, there should be little to no coverage required because the coworker leaves at 3. For when the coworker takes PTO, there might be something like a daily revenue report or a rush payment, but most things can be planned around. I'm not clear on what the actual cost is to OP.

Anonymous wrote:

Anonymous wrote:OP, you are not being reasonable. Do you think your coworker enjoys waking up at 5AM and using all of her PTO for childcare? Come on.

That’s not OP’s problem. Her legitimate complaint is if her workload is frequently increasing because of her co-workers time out of office.

Anonymous wrote:Scenario: Accounting Dept. mid-size Company. Business hours 8am-5pm.

Me: Mom to two teenage kids.
Coworker: Mom to a Kindergarten
We have been working together for two years. I'm senior to her just because I've been with the company for many years.

When her kid was in Daycare, coworker was occasionally out for doctor's app., child sickness or vacation. Basic PTO. When she's out I have to cover for her due to the deadlines in her duties, however, she does NOT cover for me if I'm out which normally is for Vacation time.

Things have drastically changed since her kid has started Elementary school. She put her kid in before and after school care at first but dropped it due to the cost. Then got accepted in school's child care and dropped it as well. She instead requested to start her hours at 6:30am leave by 3pm to be able to pick her kid up from school. It was approved.
She's also taking days off when school is out/holiday. For example she's leaving early on Friday (school early release) and will be out one day next week (School holiday), for Election day, her husband will take the day off.

Normally this is NONE of my business but, again, when she's out I have to cover her duties. When my kids were young I was a SAHM and when they started school I worked PT. Now that they are older I'm back to working full time. I didn't burden my job or my coworkers to deal with my daycare issues...

I'm looking at the school's calendar I see many more holidays and early release days ahead and I don't want to seem like I'm not a team player at work but think it's unfair I have to carry that burden. Both my dept. as well as my coworker seems comfortable with the arrangement, except me.

Any ideas on how I could handle this situation? I'm starting to become resentful towards my coworker while she's all happy and giddy.

You should find a solution to get someone to help you but, do not take it out on your co-worker. The idea that because you suffered everyone should is not a good look

Anonymous wrote:OP, you are not being reasonable. Do you think your coworker enjoys waking up at 5AM and using all of her PTO for childcare? Come on.

Anonymous wrote:

Anonymous wrote:I really dislike the schedules that don’t match up to regular business hours. Agree with PP that you should not have to be covering for that.

It shouldn't matter when you get your work done - 230pm vs 930pm. Some ppl are more productive before or after normal biz hrs. Usually 9-5 is filled with pointless meetings and distractions all day.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:If she is using her leave, you just need to get over it. If it's affecting her performance, then you need to talk to her boss.

No. Not really.

OP's coworker is enjoying special consideration while OP covers. That's BS.

If your manager doesn't say anything, it means he/she is just hiding from it and hoping it doesn't get called out or 100% clueless. Neither s a solution or OK.

Running any size department, solo, for a third of a day, everyday, will absolutely place additional burden on OP. You're gonna tell me you've never been in a room where a manager walks in and assgns new crap? Guess who catches those new 'things' when the colleague is home playing with their kid? I've caught files that take 25 hours to close just because one morning I was puttng my lunch in the fridge at the same time my manager was.

Lunatic thought it was friendly banter. Now I just avoid him as best I can.

Taking your own PTO =/= special consideration
Hope that helps.

But, WEE TODD, they aren't takng PTO.

Hope that helps!

Anonymous wrote:Hi OP, suggest you also request a 6:30am to 3pm schedule. The company can't deny yours. Otherwise, they discrinmiate. Then you will not need to cover her from 3pm to 5pm.

Anonymous wrote:

Anonymous wrote:I really dislike the schedules that don’t match up to regular business hours. Agree with PP that you should not have to be covering for that.

It shouldn't matter when you get your work done - 230pm vs 930pm. Some ppl are more productive before or after normal biz hrs. Usually 9-5 is filled with pointless meetings and distractions all day.

Anonymous wrote:I really dislike the schedules that don’t match up to regular business hours. Agree with PP that you should not have to be covering for that.