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Milf leaves work early

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By using our site, you acknowledge that you have read and understand our Cookie PolicyPrivacy Policyand our Terms of Service. I've got an employee who does a pretty good job Milf leaves work early her work. I am pretty flexible as long as work gets done so I don't mind it too much.

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She is a single mother with two kids both pretty young kids so she has to take them to day care and pick them up from day care. She also has summer camps for her kids and a whole slew of other stuff.

A while back she filled out a company document allowing her to start at 8: But even this has not helped her — she arrived today at 9: The rest of my team who report directly to me know this and do not complain about it as they know being a single mother is difficult. So I am okay with it and others in the same department seem to be okay with it. What seems to be the issue lately is other departments who either just notice it and mention something or need something from her directly.

They will come over to me and say, "Hey where's X, I haven't seen Milf leaves work early today I don't like the gossip but I also don't like how her attendance reflects on my department.

Milf leaves work early the same time she gets stuff done She is also the type who doesn't take disciplining very well. If I say something to her she usually ends up trying to ignore me and gets less done.

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I understand having two kids and being a single mom is hard and I've asked her to be careful, to which she replies, "I am a single mom I can only do what I can do I really cannot tell her "No, you cannot go pick up your kids from daycare". She also has NO family here — so no one else can help her out at all.

The question I really have is: How do I get her to understand that her attendance is critical but at the same time try to cater to her being a single mother? I think this Milf leaves work early a tough Milf leaves work early because everything I think of comes back to her answer of " First you have to be clear in your own mind how important attendance is to the role and to the company. If a worker is Milf leaves work early to do all of the work in a timely fashion and still come in late or leave early on occasion, that says that strict attendance isn't really all that important.

On the other hand, some roles simply require being around and available throughout the work shift. Once that is clear then you can decide on the importance and convey it to the worker.

And only then can you expect adherence to the policy.

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Still, adherence to an attendance policy isn't optimal or sometimes isn't even possible for everyone. In that case, you'll have to decide if this role is right for the person, or if she'll have to leave and find employment elsewhere.

In my office, strict time and attendance was not important - within limits.

It was almost always completely reasonable for folks to come in when it made the most sense, and leave when it made the most sense, as long as the work got done on time, and all the usual meetings were attended. But I've also owned a fast food restaurant.

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There, time and attendance was critical. And people not showing up on time or having to leave early on a regular basis were simply told that this was not the right job for them. In either case, a frank discussion of the expectations of the role is most important.

Then, you can do what the company requires of you, and the worker can decide if the job meets their personal needs or not. I think what you need to do is make Milf leaves work early understand that her attendance on time is not critical since she does a great job and is a single parent.

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Change the policy maybe? The work done is what is important for your department, the rest is talk-the-talk. Since she " does a pretty good job with her work " and she " does stay on top of tasks ", that means she is trying her best to make everyone happy.

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Be careful not to give her bad time about it, but instead, be on her side. Life-Work balance is a serious issue in all departments these days, so I would say you won't be the only one.

And reading up on your situation, seems like the exact number of hours worked is not important in your case. Then, maybe set a time window 10 to 4? If she gets her Milf leaves work early done in a timely manner, doesn't make undue mistakes due to rushing to get it done, for exampleand is on the worksite when other employees need to interact with her, then the only thing she seems guilty of is not adhering to a policy you don't seem all that concerned about her following, except as to how it impacts the image of your department Milf leaves work early the rest of the company.

It doesn't sound like it's affecting team morale or cohesion, and it sounds like she's a fairly reliable employee as far as completing the work goes. I would personally take the approach of 'As long as she doesn't abuse it or inhibit anyone else's work'.

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If someone asks if she isn't coming in Milf leaves work early day, let them know that you haven't received anything saying she won't be, and ask if they are waiting on her for something work related. By and Milf leaves work early, barring some over-arching corporate policy enforced by HR, the start and end time of an employee are managed by their manager. So long as you being her manager don't see a negative impact from her schedule, you have the discretion to allow her to continue as she is.

NOTE that this may conflict with individual regulations at your place of business, and you may wish to check with HR so far as to how flexible the work hours and scheduling is allowed to be. If it's a serious enough issue that you feel it warrants further discussion, then your options are to either threaten to fire her for violating scheduling policy, or work with her to find a way to 'even the score' e.

I'm mostly all about getting the work done and less about the schedule, but it's not possible to entirely ignore the schedule.

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It's Milf leaves work early important for morale; while she may have a unique situation, other employees will have their own issues, and may not appreciate her being able to come and go at work as she pleases - even though she has a good reason for it. Understanding that things come up, kids get sick, whatever, for a day or two a month is fine; but what's the hours she can work most of the time.

If she can come in earlier than that, great - please do; but that's the hours that she's expected to be in the office.

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Then, if she has to deviate from that, she has to follow a protocol - text, email, call, whatever, as soon as she knows. As far as everyone else, just Milf leaves work early sure everyone knows her actual expected in the office hours. If that'sor whatever, just make sure it's known; that way people who depend on her can know when she's going to be there. Of course, HR may not permit her to work the schedule that she needs; that's up to you and HR to work out with her.

There may be other alternatives Can she work from home in the evening? Can she work through lunch? Can she arrange late pickup at daycare and work instead of ? Do your best to be her advocate here, but it's up to upper management and HR to set the limits on what's okay. Perhaps you should consider going the opposite direction and giving your entire team flextimesince, as you say, this arrangement doesn't bother you if the work gets done:.

In contrast to traditional work arrangements that require employees to work a standard 9 a. This means as her attendance is now within policy eliminating the need for discipline and gossip and extends those privileges to the rest of your team, which removes the shadow for favoritism.

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It sounds like you may also wish to work on your communication, in particular them calling you if they aren't going to be in at the normal time.

Emphasizing that will lead to being able to Milf leaves work early for your employees outside of the core period:. You have said yourself that you have no problem Milf leaves work early her, just with the gossip, so start responding differently to that in a way that defends your good employee:. Yes, she'll be in shortly, we have an arrangement you know. Is it something that I can pass along to her, or should I get someone else to help you right now?

It is nice, knowing I can count on her to finish everything she's assigned, work hard, stay cheerful - I'm happy to give a little flexibility to my staff.

I don't know how things are in your department, of course. I couldn't find X this morning and I needed her, you should get on top of her about arrival times. Thanks for letting me know. If this ever happens again, please do contact me directly and immediately. Others will hear you supporting and defending your hard Milf leaves work early while ensuring that deadlines and other needs are still met.

This is all good. And you know that X will never leave for another job -- where else could she be sure of this kind of support? What does this mean? Well, you have to decide if your department is going to be more lax with time or more strict with time. If you're going to be more strict with time, then apply the rules equally. What would you do if she was a just a single woman?

Again her parental status just doesn't matter. If on the other hand, Milf leaves work early decide that your department is going to be more lax with time, then do so.

The most important thing is that you treat her like everyone else. Her parental status doesn't matter. Yes, being a single parent can be tough, but being a single parent doesn't keep you from reading a clock.

That's one of the hard parts Milf leaves work early being a parent single or otherwise. Maybe she would be better suited at a company where start times were more relaxed. Or maybe your company would be better off relaxing its start times.

As long as the rules are applied evenly then it doesn't really matter which one you choose.

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What you need to do is come to a decision. When all is said and done, either this employee's productivity and ability to get things done is what's important, and you need to find a way to accommodate her inability to adhere to current corporate policy, or her inability to adhere to current corporate policy is what's important, and you need to find a Milf leaves work early to accommodate the resulting loss in productivity either because she becomes a less productive employee who's punctual, or because you're training a new employee.

We could argue endlessly about which approach is the better one, as many of the other answers have been doing, but that's really not relevant. Nor are the merits of her prioritizing her children over her job. The way you've presented this situation, you're not going to be able to have it both ways here, with getting shot down over remote work and more flexible hours, so you have to pick which way you'd prefer.

Once you've done that, you have a difficult, but straightforward path ahead - you either accommodate and defend this employee going forward, or enforce and defend the corporate policy going forward and work on hiring and training a replacement for this employee, from the sounds of things. This woman has a responsibility to her family, but she also has a responsibility to her Milf leaves work early.


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