I'd be keeping a log book (kept off site) for one thing. I understand the concern of being labeled a snitch, squeeler or whatever, but there's also another term: "whistle-blower". You work for a government agency, right? She's defrauding the government. She's stealing, she's lying. She's a criminal. Not really different than robbing from the till. I look at it the same as if I saw someone breaking into a neighbor's home - I'd feel compelled to report it. I've seen situations come back to bite the innocent person too many times.

You may be overestimating her position. It could well be they'd LIKE to get rid of her but don't have anything to nail her with. And how will they get it? They already don't know she's leaving. When she leaves, make a call and complain that you're stuck doing her work again. As long as that absence wasn't approved it'll start raising flags.

And let's talk turkey. If you're supervisor has the hots for her as it sounds like you at least suspect, go to the next level.

I would think that you wouldn't be too popular for making waves, that's true enough. But a few other things to consider: First is the whistleblower aspect. Not sure if Canada has whistleblower laws or not, but if they don't there's probably a lot of other protections. But keep in mind if you do nothing, it will not get better and likely it will get worse. Your evaluations will eventually suffer unless you can cover everything and frankly then you're part of the coverup. No judgement, but just speaking frankly. Something to consider.

People will suffer IMO. I doubt you're so underworked that you can take on the extra duties and give them the effort they deserve. Not right for you, not right for them, not right for your employer and not even right for your co-worker.

It's a tough decision, I know. I've been there. I just have a problem with people not doing their jobs and especially when I have to do it for them. Helping out is part of the job but this is beyond that obviously.

I do suggest though that if for no other reason that to cover your backside if the stuff hits the fan, document things so if they say why wasn't this done on July 25th? You can say she came in 30 min late, left an hour later and didn't return until 1/2 hr before leaving for home 15 min early!

Give it some serious thought and follow what your gut tells you is the right thing for you to do. Good luck.

Susan, by chance, are you a casemanager for a not-for-profit employment service provider for the federal government? I think we do the same job! If I remember correctly you are in the Niagara region? I'm just outside of Toronto.

Even weirder is that I have the exact same problem. lol Management does know what this person does, (or doesn't do) but doesn't care. And this person is also well connected in the community politically and socially.

I've washed my hands of it, and just do the bare minimum when it comes to doing this persons work. But it's tough when it affects our jobs. Karma doesn't work nearly as fast as it should.

My advice (which is probably not the best) is to let her get caught at her own game.

I'm very interested to hear what advice others have ...
BJ

Cynic, what are whistleblower laws? (I'm from Canada, too and I think that Susan and I are in the same field) Don't think I've ever heard about laws like that.

Good points, by the way.
BJ

Stop doing her work and keep a record of why your cases are late.

You might quietly document her leaving, arriving, etc and just do your work only. Do your work first, then do a very minimum of hers, or stretch out your work so you have no time to do hers. I would not report anything, as obliviously upper management either does not care or overlooks her lack of work. Anything you document, be sure it stays in your purse. Discuss this with no one. If her clients call you, just tell them that they have to contact her as you cannot discuss anything with her clients. Let them complain, not you. Years ago I did the same thing, doing some one's else's work and you know, I was the one who got downgraded, and almost lost my job. Like your supervisor said, do not do her work. End of day, go home, enjoy your family. It is hard, but someday that one person will be ignored, and then your patience will be rewarded. Sending hugs and soothing thoughts.
Marie

I think to preserve your own place you have to stop doing her work, even though that will make it a lot harder for the clients. As long as you (and others) are doing her job no one is going to do anything about the situation.

I've been in your position work-wise and learned the hard way that doing the job of someone who is not doing it only puts all the responsibility on you and you will be blamed for anything that goes wrong.

You are being an "enabler" to her getting away with shirking her responsibilities. I do understand your concerns, but you really, really need to stop doing her job and document, document, document. There is an expression CAWP -- "cover a$$ with paper". People like your co-worker are very good at inflicting their faults on others. Stay out of the line of fire.

You don't have to report her, just let her hang herself with her own incompetence. Believe me, I know what I'm talking about here -- been there, done that, got the T-shirt.

I don't think we do have whistle blower laws here (my understanding, is that employees cannot be penalized for exposing wrong doing with whistle blower laws). I think I will start keeping a log. The trouble with not doing her work, is that that just gives me more of another type of work to do. If she doesn't see people, they don't exit the system and I have to keep managing their cases every month.

BJ, I do work for Regional government. Her job is considered a "soft" job by everyone in this department anyway. She was getting some sort of pressure from the supervisor before. I don't know the details.. but it was after I stopped referring my clients to her. She asked me if I would refer clients to her again, but keep doing the work myself. That way the record, if not closely examined, would seem to show her productivity going up. I refused and said if she wants me to do the work, I'd not be making the referrals.

She's been harping on something else lately too. I tend to see my clients far more than is required by law and by our department. I find I get good outcomes that way. Lately, the supervisor has been praising me a lot for it- I'm not used to praise because I just tend to do my work and try to "stay under the radar", I don't seek it out. So now this girl is trying to get me to slow down. She says "you can't get 'these people' (our clientele) to change, you're just wasting your time and energy". She wants me to see my clients less often, and to make their contracts with me less binding- so that they are not put in a position to move forward. Well, I've worked there for 17 years, and I know what works and what doesn't. I feel I'm paid to get results, not to go through the motions and collect a paycheque. They are starting a "bench marking" process and I think that bothers her, and it would be to her advantage for the bar to be set lower. She's obsessive and once she starts on a "theme", she doesn't get off it.

Like I said, I think I will start a record, and I may say something to the supervisor at our bimonthly meeting. I just don't want to ruffle feathers if it's going to come back to haunt me.

I think Mariend and Litereader were posting when I was. Maybe that's the best thing, to more or less accept it. She's been reported for 10 years that I know of, she's a master at this game.

Are any of your co-workers experiencing the same problem? If so, it might be time for a group meeting with your supervisor, minus the problem employee. If all of you begin documenting situations, it would be hard for your supervisor to look the other way. And if your supervisor doesn't take action, then it might be time to climb up the ladder to get resolution, whatever that may be.

Of course, everyone would need to participate in this activity or the one or two complaining could be brushed off as complainers, trying to stir up trouble, etc.

There are only five of us on site. Two won't say anything, even though they complain incessantly about it. The other guy is new, and I think he complained. He told me in the beginning that he definitely would if it came down to it (he heard about her from other coworkers before he came). He's new to our office, not to the department. I think she realizes he won't play along, and she's been on a mission to discredit him.

I don't think you have to squeal on her.
Just stop doing her job.
Document your work and let her hang herself.
Yes, she is using you but you are allowing it.

Lori

"Razor blade".

LOL! I saw this response from Sjerin in my in-box, and I first thought it was for THIS post, not the coworker post. I thought.. "I'm not THAT upset".. LOL!!!

I might have to just not do her work, I guess, but that generates a lot of OTHER work for me. I wish I could believe she'll hang herself, but she's gotten away with it for 20 years.

I mean... I thought Sjerin's response was for this post, not the paint removal post... GEEZ, I'm losing it!

I agree. Don't do her work for her. At least the extra work you have to do will be to your credit, not hers. When the powers that be realize that she's not getting her work done and creating a burden for everyone else, maybe they will do something about it.

Perhaps she won't hang herself but her work won't get done either.

I work with a lady who does the same thing and for nearly a year I 'carried' her. I quit doing her work about a month ago and it's catching up with her. She won't get fired (nor do I want her fired) but she will either step up with the work or look really really bad to our supervisors.

Lori

Haven't taken the time to read all the other comments but the one's I have read seem to be helpful.

If I read right you are in some type of government job. Most of the government jobs here are union jobs (not all but most) and it can be quite difficult to get rid of an employee. It's not impossible but it is difficult. Until you get a manager that has the guts to do something, there's really nothing that you can do. I work in a government place and have had a new boss within the past 2 years. We've all known about 4 workers who do not do their fair share. It has taken her a lot of extra time documenting everyone. 2 have made a complete turnaround which I believe they got that way from the other 2 lazy workers. Of the other 2, one resigned and the other was close to losing his job when he had some major health issues. Now the boss will need to start all over once he gets back to work. Unfortunately, that's how is works. I do believe that she will succeed but not for possibly another year or two.

Long and short, unless management wants to do something there's really nothing you can do. So quit doing her job and do your own job only, as hard as that might be. When complaints start coming in from her clients, give them the name and number of the boss.

Good luck because I've been in your shoes many times and it is frustrating for sure.

It is a union job, but they do have ways to address these things with people. A couple of our supervisors are downright scary, but ours does not like conflict or confrontation. I don't want her to be let go, but it would be nice if the supervisor would have some expectations of her. She always says that she wants to stay in our office because of the "perks", and I think she means because she can take off when she wants.

susan_on, I think cynic gave you some very good advice. When I was very young I had a co-worker that totally took advantage of me and only worked when the boss was around. I finally got up the courage to have a sit-down with the boss. I thought it didn't make an impression on him but a few days later he called both of us into his office.

He told me that he was putting me in a remote area of the office, which I totally thought was a bad reflection on me at the time. The bosses assistant later pulled me aside and said, don't be upset, we're going to see if she's going to sink or swim (we were in a high-traffic customer service office). It didn't take long for her to "sink". In retrospect I think my complaint helped management trim the fat from our office. I had a hand in hiring the next worker. Now I've been there (happily) for over 25 years.

Just because she's been there so long does not give her the excuse to be lazy at work and keep an irratic schedule. We should all have good work ethics if we expect to draw pay. Best wishes in your situation.

I just don't want them to shoot the messenger. They've been known to do that before.

Yes whistleblower laws are essentially a protection against retaliation for someone who turns in someone. For instance, if a supervisor is embezzling funds and someone turns them in, they can't retaliate against the whistleblower. I doubt this would apply in this instance though.

Just one other comment, OK, maybe a couple: First, the bosses can't act if they don't know. Waiting for karma for for her to hang herself, well that doesn't really happen in an office environment. An incompetent doctor will kill someone eventually, but someone not doing the office work will keep out of sight as long as people cover for them barring some fluke. I've seen it too many times to count. If there's others there, I really think you should get together. It is far more likely to haunt you and the other workers than for it to haunt the offender from my experience. Give it some thought. Talk to your co-workers. It doesn't sound like it has to be a rash decision.

Oh, and again, any log should be kept OFF SITE. I've had things removed from my desk before. And there's another story to be told some time but it's not best to say it now.

One other thought is if you have a little meeting including fellow workers and the offender. Be very careful how you word it, but make it clear that you're tired of her cutting out early, and not doing her job. If she sees a few other people are watching and willing to turn her in, she might clean up her act a little. Again be careful so she doesn't claim hostile work environment or something and it should best be done at another location. Could even be asking her how she does it, things like that.

Again, good luck. I know it's frustrating! You try to do a good job and feel like you're banging your head against a wall.

You're definitely right about not leaving a log at work, Cynic. I know that someone went through something personal of mine a couple of years ago.

I am going to just repeat what others have said- don't do her work. But it has been years since I have worked in a real office. I am the only person in my office now- and to be honest, most of the time I am glad for it!Keep your chin up and start that log!

Trish

Not having had experience in such a situation, Susan, I feel that don't have much of value to offer in terms of dealing with your dilemma.

But I feel for you and your position and send my best wishes.

I find that cynic's ideas and opinions usually seem well founded, in my opinion.

I agree with the idea of keeping a log ... and, as everyone seems to agree, keeping it offsite.

It would likely be useful if some others could be doing so, as well ... but, as someone said, they might be made to appear as troublemakers, later.

Isn't it a shame that such folks like to make sure that they're "well connected"?

I agree with the judgement that she's stealing from her/your employer. Rather similar to embezzling, really.

Good wishes for getting the situation resolved without too much hassle ... and before too long.

ole joyful

Take 2 weeks off. That should be very telling.