That's So Fair....

[blas]

Last Thursday night, Heidi and Spencer (everyone's *favorite* at-work couple) no-call no-showed. It's meant to be a secret, of course, but my coworker Michelle happened to overhear Ramsay telling Mentor about it, as boss was gone last week and Ramsay was assigned to do attendance and listen for call-ins, which they did not do.

This stunt, on top of them never doing a damn thing but talking and screwing around all night, on top of the 2 or 3 times they have BOTH left in the middle of the shift and went home "sick", the total of probably 10 times in the last few months that they have called in sick.......(when according to policy, you are supposed to be at least verbally warned after 3 call ins)....

No big surprise that it appears neither of them are in any trouble. I hypothesize this, because this entire week, they haven't changed their behavior in any way or started behaving at all. All must be forgiven. Boss probably told them "Just watch your attendance and don't do that again."

Why am I assuming? In the past, when noted troublesome coworkers got in trouble of any kind, they'd at least behave and get some work done for at least a few nights before they'd go back to screwing off again.

Then, last night, an employee who constantly falls asleep at his work station got caught doing it AGAIN.....Boss had to come wake up him AGAIN (the last time was about a month or so ago)....and he was still allowed to continue working. He was in for overtime...making $15-$20 an hour to fucking SLEEP.

At least Boss is finally doing something about this guy sleeping....like waking him up versus his solution in the past, which was to say "Ok, let me know if it happens again," and do nothing.

Does anyone here think that if I pulled such crap, I'd be given a friendly warning and then set off to continue working?

[Stormraven]

Is there any way you can send anonymous information to the higher higher ups? I mean, from what you've said, they're as bad as Boss, but maybe if they actually saw the economic impact of letting these people get away with stuff?

[blas]

I'm not sure if management or upper management knows exactly how bad it is. I'm sure they are plenty aware that there are several people amongst the shifts that do not pull their own weight and get crap production numbers.....but I don't know if they know exact names or the reason behind the lack of productivity.

A couple of my coworkers and I have been contemplating for quite a while now, whether or not to make an annonymous note to our manager, complete with names and incidents, and exactly what Boss has said (aka "There's nothing I can do about it" and such).

[Peppergirl]

Blas, you'd never hear the fucking end of it if you did that.

I've never understood the concept of coddling non-productive employees and giving shit to the ones who bust their asses...but I've seen it ALOT!

[seigus]

Reward for excellent work? More work.
Reward for poor work? Less work.
Oh, what a world...

[reimero]

Document EVERYTHING. Every instance you see this. With dates and times and what was witnessed. Keep it in a folder, and keep backups. That way, if anything happens to you, you'll be able to demonstrate that management was not following their own rules, and that the rules were being applied arbitrarily.

Granted, this will only come into play if you get into trouble, but it is an ace in the hole if they decide to go after you on a witch hunt.

[blas]

They've already gone on a witch hunt with me before (AND Michelle) multiple times. We have been threatened disciplinary action for taking too long of breaks (when we were not the last ones back in the room) and for talking and such. On nights like that, I sneak and peek at the Do-Nothings' production sheets just to see how far ahead I am of them.

[bainsidhe]

I think sending an anonymous letter to the higher-ups is a terrific idea. A word of caution, though. Singling out specific employees will make it seem like you have a personal beef with them. Besides, management would only need to see who isn't singled out in the letter to know who wrote it.

Do what another poster mentioned and document everything. When you write the letter, include specific situations with dates/times and how management handled it. Try to keep things polite and without personal bias if possible. You want higher-ups to see the reality, not what they perceive as one employee not playing well with others. You may also consider copying HR on the letter. These examples reek of favoritism and smart companies avoid it to avoid potential lawsuits.