Some people would play the “I have kids” card to try and get what they want. We’vecoveredthis themeseveral timeson this site, and the story you’re about to read is no different.A recently hiredemployeewants to leave the graveyard shift and demands a change of work hours with her manager because of her children. The woman also threatened toquitif she did not get her desired schedule.The manager worked hard to get the suitable hours she currently has and refuses to budge. But at the same time, she refuses to be the reason for an employee’s sudden departure.RELATED:Some employees with children carry a sense of entitlement because of their situationImage credits:fabrikasimf (not the actual image)A woman demanded to switch work shifts with her manager because she has kids and threatened to quit if she didn’t get what she wantsImage credits:EyeEm (not the actual image)The manager refused to give in and feels she has paid her dues to work the schedule she hasImage credits:ufabizphoto (not the actual image)She is now seeking advice on what to doImage credits:Milkymilk909Parents are almost automatically offered more privileges, particularly with work schedulesThe corporate structure tends to favor parent employees regarding work privileges. This is why paternity and maternity leave exist and why the US Congress approved the Family and Medical Leave Act (FMLA)in 1993.“Historically, all of these provisions were for parents and carers initially. And some people don’t know that’s changed,” Manchester Metropolitan University HR lecturerDr. Krystal Wilkinsonexplained tothe BBC.The Clear Companyexecutive directorKate Headleyshared a similar sentiment, stating that most employers view flexible working as a privilege for “parents with young children.”This seemingly longstanding practice is likely why the woman felt entitled to a schedule that better suited her. However, many recognize the importance of impartiality among employees, regardless of whether or not they have children.University of Maine sociologistAmy Blackstonebelieves that companies do “very little” for childfree employees to “protect their time” to enjoy work-life balance. As she tellsHR Dive,“employers could do more to show they value all employees, not just those who are parents.”It might be easier said than done but for law professorJoan C. Williams, having “reason-neutral” policies that don’t favor anyone would be a good start.“When people work from home, just have them say, ‘I’m working from home.’ Don’t make people explain why,” Williams wrote in an article forHarvard Business Review.Image credits:Drazen Zigic (not the actual image)Managers should clarify employee expectationsIncorrect expectations could be a reason why an employee acts entitled. According to workplace expertMichelle Gibbings,managers should manage these expectations and clarify their obligations at the beginning.But ultimately, finding a middle ground should be the priority.“If the team member always wants the Friday off before a public holiday, work through the options and what is fair for other team members,” Gibbings wrote in an article forthe CEO Magazine.Gibbings also recommends thatteamworkbe a top priority. She advises managers to monitor employees’ performance and progress (or lack thereof) and consider how it affects the entire team.“For a healthy team dynamic, you want each person appreciating the value their colleagues offer,” she wrote.In the story, the newly hired employee does not yet have the right tomake demands, let alone from her manager. Her threat to quit if her request is not granted also questions her dedication to the job, making her a possible liability down the line.Image credits:Anna Tolipova (not the actual image)Commenters shared their unfiltered reactions, with some people suggesting the employee’s dismissalThanks! Check out the results:
Some people would play the “I have kids” card to try and get what they want. We’vecoveredthis themeseveral timeson this site, and the story you’re about to read is no different.
A recently hiredemployeewants to leave the graveyard shift and demands a change of work hours with her manager because of her children. The woman also threatened toquitif she did not get her desired schedule.
The manager worked hard to get the suitable hours she currently has and refuses to budge. But at the same time, she refuses to be the reason for an employee’s sudden departure.
RELATED:
Some employees with children carry a sense of entitlement because of their situation
Image credits:fabrikasimf (not the actual image)
A woman demanded to switch work shifts with her manager because she has kids and threatened to quit if she didn’t get what she wants
Image credits:EyeEm (not the actual image)
The manager refused to give in and feels she has paid her dues to work the schedule she has
Image credits:ufabizphoto (not the actual image)
She is now seeking advice on what to do
Image credits:Milkymilk909
Parents are almost automatically offered more privileges, particularly with work schedules
The corporate structure tends to favor parent employees regarding work privileges. This is why paternity and maternity leave exist and why the US Congress approved the Family and Medical Leave Act (FMLA)in 1993.
“Historically, all of these provisions were for parents and carers initially. And some people don’t know that’s changed,” Manchester Metropolitan University HR lecturerDr. Krystal Wilkinsonexplained tothe BBC.
The Clear Companyexecutive directorKate Headleyshared a similar sentiment, stating that most employers view flexible working as a privilege for “parents with young children.”
This seemingly longstanding practice is likely why the woman felt entitled to a schedule that better suited her. However, many recognize the importance of impartiality among employees, regardless of whether or not they have children.
University of Maine sociologistAmy Blackstonebelieves that companies do “very little” for childfree employees to “protect their time” to enjoy work-life balance. As she tellsHR Dive,“employers could do more to show they value all employees, not just those who are parents.”
It might be easier said than done but for law professorJoan C. Williams, having “reason-neutral” policies that don’t favor anyone would be a good start.
“When people work from home, just have them say, ‘I’m working from home.’ Don’t make people explain why,” Williams wrote in an article forHarvard Business Review.
Image credits:Drazen Zigic (not the actual image)
Managers should clarify employee expectations
Incorrect expectations could be a reason why an employee acts entitled. According to workplace expertMichelle Gibbings,managers should manage these expectations and clarify their obligations at the beginning.
But ultimately, finding a middle ground should be the priority.
“If the team member always wants the Friday off before a public holiday, work through the options and what is fair for other team members,” Gibbings wrote in an article forthe CEO Magazine.
Gibbings also recommends thatteamworkbe a top priority. She advises managers to monitor employees’ performance and progress (or lack thereof) and consider how it affects the entire team.
“For a healthy team dynamic, you want each person appreciating the value their colleagues offer,” she wrote.
In the story, the newly hired employee does not yet have the right tomake demands, let alone from her manager. Her threat to quit if her request is not granted also questions her dedication to the job, making her a possible liability down the line.
Image credits:Anna Tolipova (not the actual image)
Commenters shared their unfiltered reactions, with some people suggesting the employee’s dismissal
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