So I am a manager at a federal facility. I have one of those employees that does anything they can do avoid doing something that they feel they just shouldn't have to do. We recently have been getting shorter with staffing for a number of different reasons. As a result, we have had to dive deeper and deeper into our over time needs just to staff to what we call guideline numbers to run our department. Now in the past this individual, if they were assigned OT, they would just trade out of it with someone that wasn't selected or available to work. However, because we are so short and exhausting our lists on a daily basis, that option is not available to this individual. Basically we are at the point where everyone is working a 6 day work week at certain points.(can't work more then 6 days)
As I said above this individual has pulled stuff like this in the past but this most recent thing blows my mind. A doctor's note was brought in this week that declared due to medical circumstances, this individual is only permitted to work 40 hours a week. What a coincidence!
How can a doctor come up with a random number that says after you pass this point, it becomes hazardous to one's heath. To me, if you can't work, you can't work.
I am not in a position to do anything about this, nor do I want a lawsuit. However, I am interested to know the legal and medical backgrounds. What scientific proof could a doctor find that says at 40 hours and 1 second, your doing stuff that could cause harm to yourself? This is a sit behind a desk job and there are no physical requirements.
To me, this has only occurred because this individual had no other options here at work with their peers and is pulling the medical card as a lame excuse. They are just "one of those people." So if any of you have any knowledge, please share. Upper management says our hands are tied. I have searched for similar information, but come up short. Thanks for any information.
He made the % decision solely based on what I thought was right.
If so, I would have a conversation with the employee about that and your expectations. If the employee isn’t willing to be a team player, I’d start the progressive discipline process and go from there.
The doctor’s note is bullshit in my opinion. You can find a doctor to give a note for anything.
If you can't keep up with the work, persuade your superiors to hire more help.
Now as to the "OT makes my taxes go up argument", there are those who believe this and forget that they are also making more money. I've heard it for years.
I don't intend on doing anything about this because (A) its above my pay grade and (B) this person is a nut who I just would assume avoid. I just wanted to reach out to safer waters other then Facebook where people would know exactly who I was talking about. I just wanted to see if anyone else has some real world experience.
What's to say I get a doctors note that says I don't have to work past 6PM because its detrimental to my health......you're telling me thats fine because its from my doctor and if I am forced to work past what the doc says then they become liable? whats to prevent the entire workforce from pulling this garbage....my point again is that yes.... this sucks having to work 6 days a week, but this individual knew that and only now when her back is up against a wall with no options to get out does he/she pull this stunt.
Ow I’m worried if, in general, we have nutjobs controlling whether we live or die.
We have to build a schedule to agreed numbers for 3 shifts per day...We call them...day....eve and mids....with number requirements at 10, 10 and 3. We set that based on the number of people available and if we are short, we assign OT to those eligible on one of there 2 days off.
You can be on a NO/OT list, but if we run out of the "yes" people we go to the "no" people if needed. At this point we are so short that we have run out of people and some shifts are starting at 9 when we post a schedule....This person used to be able to trade the shift away, but that option is gone because we are using everyone. If they work beyond 40 hours it has to be paid time and a half and we are contracted to have them work 8 hours of OT if we assign it.
You should be able to do something within the contract for her to meet her requirements. If she was already removed from being a union rep by the union, then they might be able to help you move this person along. Unions really don't want members crapping on other members, but of course they want FAA to hire another body or two to cover the shifts.
Can you give her mostly the mid shifts so to give the rest working OT better rest?
But if this is above your paygrade, then besides annoying you, how is this your problem?
There is zero reason why everyone else in the department should suffer for the actions of one. Why cant your company relocate him to another job function if he can't perform the duties now required in your group?
2. It sounds quite possible, however, that this person is avoiding the OT rather than addressing an acute medical issue. I agree with posters who have said to escalate this to a higher management level. You could certainly say that the person's ongoing health issues make you concerned that he she cannot fulfil the basic requirements of her job. Seems to me if OT is in the contract, that being physically capable of working those hours, if need arises, is a sign that the person is unable of meeting the job requirements.
It's not medical... it's just she doesn't want to....this isn't the first time circumstances like this with her have come up...she has a pattern and just just believes she gets her own set of rules.
Escalate the issue, remember this is not YOUR money, and let the experts handle the situation.
That's the real world; live in it.
#2- I don't think you're under any legal requirement to fulfill what "a doctor's note says" unless he's requesting FMLA leave. Make him go to his doctor and have FMLA paperwork filled out.
#3- Once and if FMLA paperwork is approved, follow the law and make him see his doctor every month (which is in your right)
#4- Don't lay down and make this easy for the guy. This kind of stuff (if he is trying to "game the system") has a way of spreading throughout an organization if other's see how easy it is.
#5- Before doing any of the above, check with HR or an employment attorney as I am neither and only have experience with this type of stuff as an operations manager.
Without saying directly which agency your at, Dairborn, any way you could share the stated goal broadly of the agency, as you say 'facility' you are at... I mean overall... and that of your unit within the org?