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Brown-nosers and Conniving people...long, sorry.

post #1 of 17
Thread Starter 
**Don't know if this is the right thread, but feel free to move if not**


I am really having an issue with one person that works for me. This person is as described above, but is my boss's pet. How do you deal with this person?

Although I am a supervisor, this person is in so tight with my boss that no matter what they say, my boss takes it for the golden truth. From my deductions, this person seems to be the common factor among all the gossip and negativity that happens at my job.
My boss even tells this employee when someone is going to be fired, what people say while they're being "counseled" and just general things that a front-line employee has no right to know.

It always seems that when I'm away on vacation or on a long weekend, I come back and am in trouble for something, and that is no overexaggeration.

I have confronted my boss about how I feel, but to no avail. This person also has sooooooo many attendance issues that per policy, I had to write them up for it. My boss reviewed it with employee without me and employee came out bragging that my boss said, don't worry about it, I'll see to it nothing happens.
So this year, I have tracked employee's attendance (as I have to for everyone) and they have a HUGE amount of tardies! Atleast 4 days out of 5! But what can I say or do if my boss allows it to happen?

How do I deal with this? I've been at my job for 11 years and both my boss and said employee have only been there for a little over 2 years. I feel like I'm being watched while I'm at work. BUT I AM THE BOSS, TOO, and I shouldn't be the one worried about every move I make.

If I go to HR about it, I know I'll be brought into a meeting amongst everyone and it'll be them against me. Not that I have anything to hide or to worry about, but I feel so lost now. This job has been everything to me but now I don't feel apart of the team. Its all about who can brown-nose the boss the most, because they are the ones who always get the special treatment.

I am really, really down in the dumps and its all I can do to drive into work everyday--and in 11 years I've missed 3 days! I really need advice if you have any.
post #2 of 17
Wow, that's a tough one. I understand your not wanting to go to HR. It usually doesn't work out well as far as I can tell. Is there someone who is your bosses boss? It really sounds like an inappropriate work relationship going on between these people. Are there others in the office that may have noticed it as well?
post #3 of 17
Thread Starter 
A couple other people notice. Thanks for your reply, tho, but I'm not sure how the boss's boss would react either. This just plain out sucks. May just be a sign that it's time for a career change...
post #4 of 17
Quote:
Originally Posted by Taurus77 View Post
A couple other people notice. Thanks for your reply, tho, but I'm not sure how the boss's boss would react either. This just plain out sucks. May just be a sign that it's time for a career change...
Well, if it's all you can do to go in to work, you might want to at least look around... Vibes for it going the best way for you...
post #5 of 17
It sounds like a completely unfair position. Knowing that, though, wouldn't it be easier to simply do your job, leave said person with 'special' priveleges alone, and let them sabotage his/her self?

It doesn't sound like your boss is the absolute authority in our company, and maybe your unfriend is shooting him/herself in the foot with all this.

Having a coworker who will do ANYTHING to sabotage me, my work or personal life included, but who has managed to get our boss to like her anyway, it really isn't worth it unless you know for a fact that it is directly affecting your progress at work (ie, you are not getting a promotion, raise, etc or people aren't getting their work done because of her attendance record). If not, be satisfied that most people are probably on your side even if they don't want to say anything and the things s/he does aren't going unnoticed even if it seems like they are.

Basically, I guess I'm saying to just do your job like nothing is off, and in the end, you are the bigger person who is happy inside and they are the one with few friends, a job based on lies, and a pretty heavy knowledge of what kind of person they are.
post #6 of 17
Oh I can sympathise with you here - there is a girl at my work who is best buddies with the team leader and gets away with so much, as well as rats everyone out. She has lost a few friends with this behaviour.

Since you are one of the bosses, can you schedule a meeting with someone, like the board of management, regarding this person's behaviour?

It will be a good idea to start recording everything on paper that this person does, if it does not put you in any danger of losing your job, so that you have a written record of anything that happens for future reference.

It is people that abuse the system that makes it harder for the more honest employees, and it is unfair.

post #7 of 17
What a tough situation.

I agree with the previous poster. The dis-honest employees can end up making things harder for honest employees. New rules could be set in place because of that person's advantage-taking.

I would just look into meeting with a higher up. If you get ok vibes from the situation, approach it from a complete company point of view. The company is losing work from absentee-ism. Other company employees are struggling to do their work AND the others work. The company is losing money (if this person is on salary) on this employee. The company the company... what ever is in the best interest in the company.

If you don't get a good feeling from it. Keep a written record and the time will eventually come when you'll be able to use it. Obviously you can only keep track of factual stuff, not the 'brown-nosing' things.
post #8 of 17
I was in a situation similar to yours about 3 years ago. The two bosses had a "type" of girl that he really liked. One liked blondes and the other preferred 5'4" or under with a petite, super skinny build. The one trick that I learned is to BEFRIEND THEM. That's when things got better for me and I could live on a day to day basis at work.

I use to treat them like everyone else, or maybe just a little less, but that did not make work better for me. I had nothing to prove (documentation or other) since I Was the IT person and they were sales, but once I started making small talk with them, then my name must have been brought up behind closed doors as my work situation got better. The majority of them turned out to be really nice people.
post #9 of 17
Document, document, document! Write down and record everything you see, hear and discover, and how you came to see, hear and discover the information. Write the times and dates and give names as to who was present and witnessed it too. If you discuss anything with your boss and it's a private discussion and you find out that this other person is privy to what you discussed, record the date and time you talked to your boss, what you talked about, indicate that it was private and then the date and time you became aware that this other person knew about it. Document any discussions you have with your boss and what is said by both you and him.

Once you have a good amount of ammunition, go to your boss's boss and present it to him/her and tell them that you have tried to discuss this with your boss but he/she doesn't take you seriously and then goes and tells this other person about the conversation that you and he had etc.

Unfortunately that's the only way you can get around brown nosers and poor management, and documenting gives hard proof that something is wrong and needs to be addressed.
post #10 of 17
Thread Starter 
This is all great advice and I appreciate it! I know I should've been documenting from day one, but I have started at this point, so if things continue down the same path, I know it won't be long before I have proper amounts of info.

Thanks, everyone.
post #11 of 17
Unfortunately, you will find brown nosers & backstabbers anywhere you go.
Is there any possibility that they are having an after hours relationship?
post #12 of 17
Thread Starter 
Quote:
Originally Posted by ShopCat View Post
Unfortunately, you will find brown nosers & backstabbers anywhere you go.
Is there any possibility that they are having an after hours relationship?
Its funny you mention that. I have contemplated that often.
post #13 of 17
Quote:
Originally Posted by Natalie_ca View Post
Document, document, document! Write down and record everything you see, hear and discover, and how you came to see, hear and discover the information. Write the times and dates and give names as to who was present and witnessed it too. If you discuss anything with your boss and it's a private discussion and you find out that this other person is privy to what you discussed, record the date and time you talked to your boss, what you talked about, indicate that it was private and then the date and time you became aware that this other person knew about it. Document any discussions you have with your boss and what is said by both you and him.

Once you have a good amount of ammunition, go to your boss's boss and present it to him/her and tell them that you have tried to discuss this with your boss but he/she doesn't take you seriously and then goes and tells this other person about the conversation that you and he had etc.

Unfortunately that's the only way you can get around brown nosers and poor management, and documenting gives hard proof that something is wrong and needs to be addressed.
Wow what a horrid horrid situation to deal with day in and out....
Natalie gives excellent advice...

Your boss is being totally unprofessional. As your boss he is supposed to keep certain things confidential by law and cannot go divulging them to someone he wants to get in the knickers of.

Does this employee need to clock in when she comes to work? That would be fabulous evidence!

I know it might sound a bit extreme but desperate times mean bigger measures. Is there a way you could get one of those little recorders? Keep it in your pocket. Verbal proof is the best proof ever. They can deny writing, they can't lie about their own voice ...

People like them always come unstuck in the end.

If you take it to head office, they also can't just dismiss it. As I am sure you know companies have complaint polices/whistle blowing polices they HAVE to follow up. Once the doubt about them is put out there, I would think they would be under tighter observation by HO?

Is it just you 3 that work there, or is there someone else that can back you up?

I hope it gets resolved for you.
post #14 of 17
Quote:
Originally Posted by Taurus77 View Post
Its funny you mention that. I have contemplated that often.
I would "spy" on them & try to confirm it. No, I'm not talking about stalking in a creepy way, but just out of curiosity. Maybe then you'll know. If your gut thinks they are, you are probably right & it won't take much to find out for sure.
post #15 of 17
Thread Starter 
Quote:
Originally Posted by Okuda View Post
Wow what a horrid horrid situation to deal with day in and out....
Natalie gives excellent advice...

Your boss is being totally unprofessional. As your boss he is supposed to keep certain things confidential by law and cannot go divulging them to someone he wants to get in the knickers of.

Does this employee need to clock in when she comes to work? That would be fabulous evidence!

I know it might sound a bit extreme but desperate times mean bigger measures. Is there a way you could get one of those little recorders? Keep it in your pocket. Verbal proof is the best proof ever. They can deny writing, they can't lie about their own voice ...

People like them always come unstuck in the end.

If you take it to head office, they also can't just dismiss it. As I am sure you know companies have complaint polices/whistle blowing polices they HAVE to follow up. Once the doubt about them is put out there, I would think they would be under tighter observation by HO?

Is it just you 3 that work there, or is there someone else that can back you up?

I hope it gets resolved for you.
Our department has about 50 employees. There are about 3 other people I feel confident would back me up regardless of the consequences, the others would rather turn their heads as it doesn't affect them.
This person does clock in and our policy is 2 tardies= 1 absence. I have documented about 40 tardies. Our policy also is 7 absences is termination (of course, after proper counseling is conducted). The last time this was addressed, my boss put excuses in the write-up for her that her mom was sick so she cared for her dad, then after her mom died, she had to make sure her daughter was on the school bus--excuse after excuse; valid, yes. But 20 times later, something should have been done.
I know that I face some discipline myself if/when I bring the attendance issue to HR because I didn't do something about it but my defense is the last time I did, my boss dismissed me to the employee, made excuses for her and did follow through with policy, so what could I do?

I just want to make sure my back yard is clean before I say anything about them, if you know what I mean--therefore I am documenting everything in a journal daily.
post #16 of 17
Quote:
Originally Posted by Taurus77 View Post
I know that I face some discipline myself if/when I bring the attendance issue to HR because I didn't do something about it but my defense is the last time I did, my boss dismissed me to the employee, made excuses for her and did follow through with policy, so what could I do?

I just want to make sure my back yard is clean before I say anything about them, if you know what I mean--therefore I am documenting everything in a journal daily.
I would include in your documentation what you did to remedy:

i.e. Employee X was tardy twice in week October 1-5 and I marked him as one absence. When Boss saw this mark, he made the excuse for the two tardies. Employee X came out of Boss' office bragging about his dismissed absence to me and other employees. When Employee Y was late twice, I marked her with an absence per the protocol. Employee Y received said absence.

This way you're showing that you are consistent on your behalf and unbiased towards any employee.
post #17 of 17
This type of thing happens all the time and I can sympathize with you.

I think the best advice is to document everything and for an extended time and CYA on any and all projects that you work on that are involving this other employee. Keep a copy of all emails and memos. If you have to print them and take a copy home or forward to a personal email. Companies can make internal emails disappear.

We have one lady here that for some reason her bosses have bent over backwards for her and even though they are long gone this person continues to work here.

She has left and come back three times now. The last time she freaked out at another employee and was screaming in the hall about them. She called the VIP and screamed at him. Her boss, who was also my boss at the time, had to drag her into her office to get her to shut up and calm down. Two weeks later she was suddenly working from home. She now works maybe one day a week. She is suppose to come to the office once a week but if I see her twice a month it is a miracle.

Every personal issue she has gets precedent over her work and project schedules. I just can't seem to figure out why she is even still employed here. I and several other employees used to think she was doing "favors" for her boss but he is long gone. My old boss that was her boss is gone. So now we speculate that she has some deep dark secret about the company or one of our systems that only she knows. We can not see one thing that she contributes to the company.

It sucks when you work hard and are dedicated to your job and there is someone that always seems to be able to bend the rules and get away with it.
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