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Carol needs a wake-up call of some sort, but as you've said, while you are a crew trainer, you aren't a manager (yet) and as such, can't decide the course of action.

But, as I'm sure many other Hellions can attest, often times as a test/ pretest of sorts, hiring/ promoting managers will identify a coworker a promotion candidate may have an issue with (or just may have an issue, period) and ask for the candidate's thoughts on said coworker and possible plans of attack, as it were. If you are asked about Carol, her attendance, work ethic, or your thoughts about how to deal with her, be careful. Constructive criticism, not complaints. Remember the 3 Ds- in this case, part of the documentation is done for you, re: schedules written that she can check compiled against her call-outs. Other areas you should document might be days she verifies with you that you are opening versus days she calls out. If you are the crew confidante (every shift has one person whom everyone seems to spill to), that can be used to your advantage (ie, document others she verifies and calls out on, or the fact that maybe she NEVER verifies and calls out on them).

I think where you could really shine is if they give you the 'gimme' about Carol: "How would you deal with Carol, McNug, if you were her direct report/supe?" Some variation of moving her to a different shift (within her availability and skillset) and seeing how her attendance issue clears out, stays the same, or gets worse.

That scenario would give you a chance to show how you can think and plan to benefit the store, all the while showing them that you can also show a professional level of empathy.

In any case, good luck. I love reading your stories and from what I've seen, I think your store and crew is lucky to have you as a crew trainer and would greatly benefit from promoting you as you deserve. >.<


I'd be super tempted to call her on it, directly. When she asks if you're working the next day, ask her "Why do you wanna know? So you can call in sick AGAIN? I'm not telling you my schedule anymore." Definitely not the most tactful solution, though.



That was my initial response. Maybe something along the lines of "If you are sick, you do not need to know my schedule. If you are not sick, it does not matter whether I am there or not because you will come to work."


Tell her just the opposite.
If you are working, tell her no you are off. If you aren't, tell her you are.

And when she comes in and sees you, and asks why you are there, "Oh, I thought you were asking for another day. Yes, I am here today."

Just my two cents anyway. Might stop her from asking anymore if she doesn't know when you'll be there.

The Last Archimedean

"The schedule is on the wall. Feel free to read it."

Arch Guy

At my store, her constant calling out would be grounds for her termination.


Unfortunately that situation is up to your managers. They should be asking for doctors notes, or some sort of verification of a long term illness. The sad thing is most of the time it's just not worth going after people like that legitimately so cutting their hours or giving them the worst shifts is the only way to resolve it.


Take one positive step first. Suggest to the managers that someone else do prep and she be put on a schedual she can keep up with. If she still calls out then she needs to be fired.

Sales Agent Guy

This sounds just like Mr. Lazy. He'd time in after arriving late so he could look at the schedule in the break room and try to come up with a sob story to get me to work for him at the last minute. Of course, by that time, I'd had enough and kept telling him no, no matter how much he begged and pleaded.

Seriously, Carol needs to get her act together or get out! I mean, intentionally calling out when you're opening, it sounds like she's trying to take advantage of you definitely.


24-7..like the call center?

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