So I was wondering what anyone else thinks they would do in my situation:
I work in a retail store with only 7 employees, meaning when someone calls out there is only 1 or 2 people that can possibly work for them. This is made even worse if a manager calls out because a manager must be on a shift at all times…That being said…I have had to come in for a particular coworker (we will call her Brenda) several times because she said her son was sick. So what? Big deal. If her kid is sick I completely understand.
However, this Tuesday, this same coworker was complaining about work (like usual) and told me that she was thinking about calling out of work on Thursday because she was off Friday and Saturday (for her crab bake) and wanted 3 days off. I didn’t think anything of it, and didn’t offer to work for her because I work full-time too and it was supposed to be my day off. Lo and behold, Thursday morning I get a call from my store manager saying Brenda called out and I need to come in. The story she gave was that her son was sick…again…I was livid and pointed out to her via text what a HUGE coincidence it is that she called out sick the same day she said she was going to and Brenda goes on about how she wouldn’t do that and so on, but I cannot believe her.
At the same time, I feel really bad because, well, I try to be good person and have been there for her many many times. I am livid and I cannot let it go! I know I will have to work with her in the future and I feel really taken advantage of. Would anyone believe a coworker that said they would call out and then actually calling out a coincidence? I’d feel so bad if I was in the wrong here because I don’t like mistreating people, but I don’t like to be disrespected either. Any thoughts?
I know quite a few people who called in sick when they weren’t. The difference was that we were teachers and I didn’t have to cover for them except to help the substitute or supervise the hallways a little more because the sub wouldn’t know the kids the way I did.
But yes, it’s annoying to know they’re calling in sick to go shopping or to do spring cleaning and then gave them want to get days from the sick bank when they actually do get sick and have no days left.
I know it is common, and usually I just roll my eyes about it, but to use your own child as an excuse is really bad karma. Also, I have never had someone brazenly just point out that they were thinking about calling out and then do so. It just sticks in my craw on so many different levels. She was combative about it on the phone, like how dare I insinuate that she would lie about her child, but really? He just so happened to get sick the day you wanted to call out? :smack:
Save the extra cash towards whatever your exit plan from retail is.
Retail purposefully understaffs as part of the “disposable workforce” model. More worker-friendly industries off clear PTO and plan staff levels appropriately, rather than operating at constant-crisis mode and expecting workers to bear the burden of being short staffed. Heck, my job will even hire an emergency nanny for you if you suddenly have a sick kid.
The problem here is not your coworker- people do this stuff all the time- it’s your managements unwillingness to pay for enough staff to cover their needs.
In any case, my kid has been sick nearly seven days in the last month. A cold turned into an ear infection and then she got a stomach bug that turned into dehydration. Thank goodness I have a job that allows me to take time off when I need to, and has staffed appropriately.
does you company have a policy about excessive call-ins? I’d guess not since she does it too much without penalty. If it does, it may be time to have her excessive call in documented.
I think that by texting Brenda, you may have made your point. She now is on notice that her calling in is an unhappy inconvenience to you and others, and that may cause her to think twice about doing it again in the future because she will be concerned that you may start to complain out loud.
Having call-ins in such a small group of employees is a problem for the remaining 6 employees. Ask you boss if it is time to hire another full-time or part-time employee.
But be prepared to face the consequences.* The Dept. of Labor allows unpaid on-call availability to be a term of employment.
*the consequence of being fired for not being as available as a co-worker who’s actually supposed to be there? If the (already short-staffed) employer fires you but not him/her, then the Dept. of Labor will wan to know what’s really going on.
This. Its got to be done. Still, until you replace her (or she shapes up) prepare for longer hours to cover one less employee.
This is incredibly reasonable and logical… and it should work, but I’ve seen it not work.
I’ve actually seen a “Brenda” come in on their next scheduled day loudly braying and complaining about how her weekend was “ruined” and how
“…she better not catch the person who texted/called/proved she wasn’t at a funeral for Great Aunt Wahoozitz, in the parking lot after work”.
Some employers are great for rolling their eyes, looking at their watches, and getting back to their desks even in the face of a problem “Brenda”, outbursts and all.
OP, jobs are scarce; remember this for when they aren’t.
Thanks for your replies, you guys! Like I said…it wasn’t the sick kid…it was the planning to call out. I think she will definitely think twice before doing this again…or at least not TELL another co-worker that she PLANS on calling out (like a dumb***).
Update: My manager is looking at hiring another employee THANK GOD! So I will hope for the best and try to get my schooling over quick with so I can exit retail hell. : D