A few weeks ago, “Sam the Supervisor” wanted some advice for handling an employee who might be using her sick leave as a vacation extension program. See his question and Evil Skippy’s words of wisdom here.
“Sam” wrote back (Evil Skippy’s first thank you letter!). Here’s the scoop:
Dear Evil Skippy (and Jim) –
Thanks for the perfect advice. I did just what you suggested. I talked to “Mary” about her pattern of missing work the day after a holiday. She started to say I was mistaken, but I did what you said and had her attendance records in hand. She stopped arguing and I told her that if she called in sick after the 4th, I would require a doctor’s note.
Your prediction was accurate – at that point she acted hurt and said she would never lie about her sick leave. My inner Evil Skippy wanted to challenge her on that point, but I stayed on the high road and followed your script. I closed with saying that I knew she was disappointed and that I would see her bright and early on Tuesday. (Yes, I documented everything).
Right after our conversation, “Mary” stomped back to her desk and started to make a call. I asked myself, “What Would Evil Skippy Do?” . I decided to eavesdrop. I made it to the hall outside her cubicle by the time she finished dialing. She was calling her husband. She told him that she was really annoyed because they would not be able to “stay at the cabin for an extra day like they planned.” (Yes, I documented that too after telling her what I had heard.)
Thank you! I finally feel as if I am the one in charge.
P.S. Mary showed up for work as scheduled on Tuesday the 6th (we were closed on the 5th). She has stopped pouting, too.