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I require staff members to ask for PTO at least one business day in advance. This prevents people from using it to cover lateness and early departures.
If I had an employee like your friend they would quickly be under disciplinary action. This assumes that adherence to a rigid schedule is a requirement for the position. Some jobs require it, other jobs do not.
On the other hand, I've seen cases where employees like this woman actually commanded more respect and thrived. She is setting the tone and sending a clear message that her personal life comes first and that she intends to make use of the PTO available, and putting it on the company to either go along with it or do something about it.
You've let her know your opinion and it seems she doesn't care. At this point, there is nothing left for you to do. She will either face consequences or not, but - until she does - I'd just keep my mouth shut and stop worrying about it.
I agree with this post, OP. She'll find out from her employer if it's acceptable or not. It will be less taxing on you when you stop worrying about it.
It's extremely poor judgment. At a month in, people are just getting to know you. It leaves a lousy impression.
Quote:
She was worried they where treating her differently but if her friend already received the referral I don’t think they are going to fire her for calling in.
She's still on probation right?
What people CAN do on the job, and what people should/should not do in terms of taking time off are two different things.
If and when the bosses get tired of her attendance issues they'll likely do something about it then.
Depending on the work environment, it IS noticed when you ask to leave early before vacation -- AND call out sick for the day you were due back.
I wouldn't recommend doing that while still on probation. But that's just me.
Sounds like this friend is/was in her first 90 days! She could be fired without consequences and she would have no leg to stand on! Her problem, sounds like work is a past time anyhow with all her family and social engagements~
You did your due by warning her, now its on her employer to deal with this one!
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