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I have the exact problem with one of my coworkers (let's call her Naive). I can do her work in half the time, and she will spend her day playing comp games, surfing the net, or looking for new audio books she'd like to try next. Honestly, I recorded three sperate videos of her screwing off, then waited for he to go on break to show them to my boss. I asked that he wait before telling her anything so she wouldn't know it was me. She's still working, but now she at least hides it better.


If you don't say anything, expect it to continue indefinitely. Document it so you can show a pattern of behavior, otherwise she will certainly claim that it was a one-off occurance and you are blowing things out of proportion.

TaTa Ria

You're being paid to do your job, not yours and hers. Meanwhile, she's being paid to do...nothing. Stop picking up her slack and let her fall flat on her face in front of management.

If you keep covering for her, something will blow up badly, and you'll be burned for doing so.


As TaTa Ria said, do your work only. If and when your management starts to ask why the full workload isn't being done, point them in her direction. You will be in the clear as your duties will have been completed. If they ask why you aren't doing hers as well, you're already doing your job, and they aren't paying you double to do hers also.

Finder Queen

One other thing to do to help cover you is make a list of what you did in a shift, even keep count of how many times you got pulled elsewhere or customers you helped if needed. Some places management thinks you cause a stink to distract them from "seeing you slacking off". So I find keeping a log book helps. Like Did stock, counts, helped 20 customers, refilled display case, took first x min break, and just fill it out like that even listing time you start a task if wanted.

Cover yourself, make sure that management knows she is lacking so they can find out why and fix it themselves. You have enough of your own things to do don't pick up her slack or she will think it's ok. Or if it's a do or die thing then make sure to document it.


One possible way to handle it - bring it up with her, but act all concerned and shit, like 'are you finding the workload too tough? I know it can be difficult. You know, if you need any tips to get it done faster, tell me what you're finding most difficult and I might know some ways to make it easier.' That kind of thing. That way, it gives her a heads-up that people have noticed her rate of work isn't up to scratch, and maybe that will be enough to give her a boot up the arse.

Greenhouse Gal

Thanks, RHU, for all the advice.

The last shift I worked after Bunny, much to my surprise, she had actually finished all her work...but then, when finishing up *my* end-of-shift work, I noticed she had majorly messed up recording our rewards program sign-up. Since that's a major part of how employees are rated, it's a really big deal. While we all sometimes make mistakes, and I get that...there were numerous mistakes that were clearly the result of sloppy/rushed work.

I was able to leave a totally not-passive-aggressive (although perhaps secretly gleeful) email to the head admin about the mistakes I'd found--because I really did not have the time to fix it. I also left a suggestion that previous days be audited, because I know that this is not the first time mistakes have been made. I'll be following up with some discussion next time I work.

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