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My wife works in a private organization. she is midlevel, people report to her and she reports to other people. there's a slacker person in the org that doesn't report to my wife, but that isn't over her, either. slacker also has a mid-level position. although slacker has a full time position, slacker has been essentially working half-time. it's been going on for many, many months. slacker comes in late, leaves early, and is gone for lunch, often 2-3 hours. this has not gone unnoticed by much of the staff. but, it was going unnoticed by the inattentive manager (IM) whom slacker was reporting to.
so my wife brought the situation to the attention of IM. my wife asked IM to come in, in the morning some time, because my wife was sure that slacker wouldn't be there when slacker was supposed to be, and sure enough, slacker wasn't. but IM did nothing. so then, my wife brought the situation to the director of the library. she didn't notify HR.
but, meanwhile, someone else on staff notifies HR.
today, director indicates that disciplinary action against slacker would be much more work than just letting my wife go. director is annoyed by the situation, doubly so, now that director has also learned that 2-to-3 people are actively seeking employment elsewhere due to all the dysfunction in the place. director has the attitude that letting things go is easier than dealing with them. director said to my wife, "do you have any idea how much paperwork I would have to do, to properly deal with slacker?"
my wife is also disgusted by the dysfunction, but she (ideally) doesn't want to lose her job or leave.
if director fires my wife, imo, it would be wrongly. can she fight back? are there laws against this kinda stuff?
My wife works in a private organization. she is midlevel, people report to her and she reports to other people. there's a slacker person in the org that doesn't report to my wife, but that isn't over her, either. slacker also has a mid-level position. although slacker has a full time position, slacker has been essentially working half-time. it's been going on for many, many months. slacker comes in late, leaves early, and is gone for lunch, often 2-3 hours. this has not gone unnoticed by much of the staff. but, it was going unnoticed by the inattentive manager (IM) whom slacker was reporting to.
so my wife brought the situation to the attention of IM. my wife asked IM to come in, in the morning some time, because my wife was sure that slacker wouldn't be there when slacker was supposed to be, and sure enough, slacker wasn't. but IM did nothing. so then, my wife brought the situation to the director of the library. she didn't notify HR.
but, meanwhile, someone else on staff notifies HR.
today, director indicates that disciplinary action against slacker would be much more work than just letting my wife go. director is annoyed by the situation, doubly so, now that director has also learned that 2-to-3 people are actively seeking employment elsewhere due to all the dysfunction in the place. director has the attitude that letting things go is easier than dealing with them. director said to my wife, "do you have any idea how much paperwork I would have to do, to properly deal with slacker?"
my wife is also disgusted by the dysfunction, but she (ideally) doesn't want to lose her job or leave.
if director fires my wife, imo, it would be wrongly. can she fight back? are there laws against this kinda stuff?
justabubba, your post is helpful. and you're right in reading most of it. your advice could've come in handy about a month ago. my wife's staff had noticed the behavior of the slacker (also a she) and had questioned how she was able to get away with it. it had gone too far and for too long.
in an interesting twist today, we learned that slacker had gone to the director some time last year, and asked if she could get away with this kind of schedule, due to a family situation, as she had already used up a previous medical leave not long before. director said "sure." months go by. months and months go by. everyone talks about it amongst themselves. my wife brings it to the manager. nothing happens, she brings it to the director. someone else brings it to HR. HR goes to the director, and it seems that HR is on to the director, how his actions were essentially favoritism, and/or illegal. so the crap is hitting the fan this week. the director tells my wife today that her actions in the manner "could be a deal breaker," as far as he is concerned. the inattentive manager indicates to my wife today that she will defend her. everyone in the organization is on my wife's side, except for the director. this should be really interesting. we're totally stressed out and losing sleep.
more soon!
my wife is also disgusted by the dysfunction, but she (ideally) doesn't want to lose her job or leave.
if director fires my wife, imo, it would be wrongly. can she fight back? are there laws against this kinda stuff?
question, why isn't she activley looking for a better place to work?
she has been for quite a while. read the news lately?
the inattentive manager assures my wife today that her job is definitely not in jeopardy, but my wife really doesn't want to be employed there any more, along with about a half dozen others.
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