I've been the manager of the dept for 2 months. I'm one of those promoted because I was good at the tasks (and had been there longest), not necessarily because I showed managerial promise :wink:
2 of my DRs are married to each other. Wife has been in the dept 7 years; husband hired on at entry level when the company moved last year, partly to help persuade her to move.
There was a flurry of upset over the way the previous manager handled the transition. He recommended someone who'd been with us 6 months. The couple filed a complaint saying she should have been considered. But I also piped up and said "hey what about me?" The VP over our dept preferred to promote me - all he needed was for me to express interest. So he made me manager and the other guy assistant manager (because mgr had already been offered to him).
The couple's complaint didn't get them anywhere. Meanwhile, as the mgr was training me for his position, he showed me a calendar for recording absences, tardies, etc. and said he hadn't been keeping up with it, but I should. So I did.
First, they're consistently tardy, and I've spoken to them several times about it.
And then, the husband calls in sick a lot. (Actually he has his wife call in sick for him.) It's always a bad headache. Other employees scoffed - "Yeah, it's spring break, he's just keeping an eye on the kids." Or, "He's pissed off and out looking for another job." After I said, "So you're saying they're LYING to me?" nobody says stuff like that in my hearing any more, but they probably still think it.
At first, I too thought it was an attitude problem. But gradually I came to believe that he really is having debilitating headaches. For instance, I went to the wife one day and told her so-and-so had recommended a chiropractor, I hadn't tried the guy yet, but maybe you could ask her if she thinks he could help your husband. As soon as I walked away, she was off like a shot to that person's cubicle. And other comments that tell me they're searching for a cure.
In a one-on-one, I told him I'd contact HR and find out about FMLA. Seemed like he was absent even more after that. When I did contact HR, I found out this DR isn't eligible yet. So I told him in another O3 that sorry, I was wrong about that FMLA thing, and your absences are getting to the point that your job is in danger.
Meanwhile the guy in HR is like, How many absences? Ooh, that's excessive, I'll talk to him. I don't know whether that's happened yet - I took Tu-Fri off last week for outpatient surgery.
I'm sure I've done a few things wrong here. Attendance is important and I know it has to be addressed, but I also feel like the evil stepmother, coming down on them for things the previous mgr winked at. Or seemed to wink at. Actually he used to get PO'd about it but never say anything to them about it. He was an absolutely wonderful manager as long as everyone under him was conscientious. :D
I want to be caring about this DR's health. I do sympathize... my husband has lost several jobs because of his chronic ailments. But I always kind of sympathized with the companies too, even as I adjusted yet again for the loss of DH's income... after all, they hired him because they had work to get done. (He's now pursuing disability.)
Sorry this is so long. I even tried to edit it a little, as per the recent 'cast. :wink: