Evil Director of HR
HRQ
2,849 Posts
I know in another post I was perceived by several to be insensitive. Let's see how this one goes over...
Acct clerk has been out on FML for three weeks. She's used up all her PTO and hasn't filed her STD claim yet.
Several exempt employees in the office worked a saturday for the open house of our new school and rather than take a weekday off later, they wanted to "donate" their comp time to this employee.
We don't have a formal comp time policy. If you happen to work an extra day nobody minds if you take a weekday off later as long as your position is covered. Right or wrong, I don't know but it was an accepted practice for years.
Anyway, when the "comp time donation" idea was brought up, I said something like "That's a great idea! I need to think it through to see if we can actually do this. I don't want to say 'yes' until I think it through."
After thinking it through, I decided that the donation doesn't make financial sense. Essentially, the "donating" employees would still get paid for a full two-week paycheck - giving up nothing but a few hours on a saturday - and our company would end up "donating" the dollar value of the comp time to the sick employee.
We already provide STD coverage at no cost to all full time employees. Most of you know this isn't cheap.
I explained this to the folks who offered to donate, and the reaction was extremely sour. My assistant repeatedly said "that's just wrong" and under her breath said "this just sucks".
As it turns out, she had already told the sick employee that people were donating their comp time to her, even though I'd made it clear that it wasn't yet approved. She was just trying to share some good news, but it wasn't her position to do so and it hadn't been approved yet. She's a very generous person and doesn't always understand or agree with decisions made on a financial basis.
So now I'm the bad guy (gal) for confirming we can't/won't do something that was never promised in the first place. My controller and I each explained the situation to the FML employee, and she was not upset. She appreciated the thought behind the idea, but now my assistant and one other are giving me looks.
I guess when the idea was first suggested, I should have said "I don't think we can but maybe we can find a way. Don't talk until I tell you to."
If I had promised something then reneged (sp?) on the promise, I could understand the sour reaction. Now i'm just irritated.
I really just wanted to vent, but if any of you think I'm off my rocker (or just plain mean) please let me know. x:-8
Acct clerk has been out on FML for three weeks. She's used up all her PTO and hasn't filed her STD claim yet.
Several exempt employees in the office worked a saturday for the open house of our new school and rather than take a weekday off later, they wanted to "donate" their comp time to this employee.
We don't have a formal comp time policy. If you happen to work an extra day nobody minds if you take a weekday off later as long as your position is covered. Right or wrong, I don't know but it was an accepted practice for years.
Anyway, when the "comp time donation" idea was brought up, I said something like "That's a great idea! I need to think it through to see if we can actually do this. I don't want to say 'yes' until I think it through."
After thinking it through, I decided that the donation doesn't make financial sense. Essentially, the "donating" employees would still get paid for a full two-week paycheck - giving up nothing but a few hours on a saturday - and our company would end up "donating" the dollar value of the comp time to the sick employee.
We already provide STD coverage at no cost to all full time employees. Most of you know this isn't cheap.
I explained this to the folks who offered to donate, and the reaction was extremely sour. My assistant repeatedly said "that's just wrong" and under her breath said "this just sucks".
As it turns out, she had already told the sick employee that people were donating their comp time to her, even though I'd made it clear that it wasn't yet approved. She was just trying to share some good news, but it wasn't her position to do so and it hadn't been approved yet. She's a very generous person and doesn't always understand or agree with decisions made on a financial basis.
So now I'm the bad guy (gal) for confirming we can't/won't do something that was never promised in the first place. My controller and I each explained the situation to the FML employee, and she was not upset. She appreciated the thought behind the idea, but now my assistant and one other are giving me looks.
I guess when the idea was first suggested, I should have said "I don't think we can but maybe we can find a way. Don't talk until I tell you to."
If I had promised something then reneged (sp?) on the promise, I could understand the sour reaction. Now i'm just irritated.
I really just wanted to vent, but if any of you think I'm off my rocker (or just plain mean) please let me know. x:-8
Comments
I believe I'm liked here, but if you're in the top HR position you're still "one of them."
"Sam"
Your assistant has not thought what it might cost the company now or, in terms of precedence, later on. Company rules aren't typically made by committee (except in Oregon). I used to work with an HR Assistant/Generalist who always took this same road, thinking only of the good will of the moment and the smiley/fuzzy feelings people get from such generosity, giving no thought to the larger issues and 'moving forward' type of things. I was forever telling her that one day the tint on her rose colored glasses would change. I wore those same rose colored glasses through my first three years of being an employment counselor.
Talk about being a meanie, have you had a heart to heart with your assistant yet?
I'm still amazed at the cajoles this person had.
It was easy for the ees to donate the time that cost them nothing, now see if they really want to help out by giving up something of real value.
Good luck.