How to Handle
LindaS
1,510 Posts
Last week I posted regarding one of our employees who is spending an inordinate amount of time in the bathroom. While I thank everyone for their responses I have some follow-up issues regarding this employee.
This employee reports directly to our QA Manager. You may remember this person from previous posts regarding her "relationship" with our Manufacturing Director. As you may remember from my previous posts, everything that is addressed with her (the QA) goes directly to the Manufacturing Director and he jumps in to protect her.
In addition, I received information from other supervisors that the QA Manager authorized the teenage worker to have the next two weeks off - she was already off for the month of June going to Germany on vacation. I wouldn't normally get involved in this situation but for two things...
1) When the teenage worker is gone another employee has to pick up her tasks as her main tasks require daily completion and if they are not completed, our production floor does not get the papework they need.
2) The QA Manager did not let our Office Manager know about the teenager being gone until Friday PM so this week the receptionist is scrambling to get her things done plus the teenage worker's since she, the receptionist, is also off the rest of the week. Needless to say the Office Manager is not happy about the situation and is looking to me to handle.
In this type of situation I would normally talk to the supervisor about communication, etc. but am concerned about how my "message" is going to be received by the QA Manager. I also have the issue about the amount of time spent in the bathroom but am wondering if I am making too big a deal of everything and maybe I should not say anything at all.
What do you think?
This employee reports directly to our QA Manager. You may remember this person from previous posts regarding her "relationship" with our Manufacturing Director. As you may remember from my previous posts, everything that is addressed with her (the QA) goes directly to the Manufacturing Director and he jumps in to protect her.
In addition, I received information from other supervisors that the QA Manager authorized the teenage worker to have the next two weeks off - she was already off for the month of June going to Germany on vacation. I wouldn't normally get involved in this situation but for two things...
1) When the teenage worker is gone another employee has to pick up her tasks as her main tasks require daily completion and if they are not completed, our production floor does not get the papework they need.
2) The QA Manager did not let our Office Manager know about the teenager being gone until Friday PM so this week the receptionist is scrambling to get her things done plus the teenage worker's since she, the receptionist, is also off the rest of the week. Needless to say the Office Manager is not happy about the situation and is looking to me to handle.
In this type of situation I would normally talk to the supervisor about communication, etc. but am concerned about how my "message" is going to be received by the QA Manager. I also have the issue about the amount of time spent in the bathroom but am wondering if I am making too big a deal of everything and maybe I should not say anything at all.
What do you think?
Comments
My first thought is that if you have the responsibility to do something, then the powers to be should give you the authority as well. Otherwise you are just spinning your wheels.
I wouldnt mess with the bathroom issue right now. Stay focused on the time off/staffing problem.
As far as the bathroom thing...other than the obvious....there are usually two reasons for a person to spend an exceptional amount of time in the bathroom....drugs or cell phone/texting issues.
We have two bathrooms that are adjacent to each other and I cannot tell you how many times I have been in one and can clearly hear everything that is said on the adjacent bathroom as someone takes this time to talk on their cell phone.
The bigger problem at this point,though, is the communication or lack of between the two managers in regards to staffing.