Workplace worries: Ask our experts
Six months ago my former boss returned from maternity leave and decided to job share. I now have two bosses – and a far heavier workload than I had before. I’ve tried explaining to them that I’m snowed under keeping them both briefed, but they aren’t receptive and keep piling on the paperwork. What can I do? TheGlassHammer experts dealing with this week’s problem are Fleur Bothwick, Head of Diversity & Inclusiveness at Ernst & Young LLP, and Roger Tynan, Partner and employment expert at Campbell Hooper Solicitors.
Ernst & Young Diversity & Inclusiveness expert Fleur Bothwick:
“For this job share to be successful, it’s critical that both of your managers are able to develop processes that support both them and you in working seamlessly. ”
“Depending on the way this arrangement works, I would suggest that if there is an overlap day, then the three of you should have a weekly meeting to run through what you are working on, and agree your priorities and deliverables. ”
“If there is no overlap,” she adds, ”then either meet with one manager and confirm what you have agreed with everyone by email, or arrange two short weekly meetings with each of them. ”
Fleur concludes: “Either way, this is about formalising communication flow and expectations for everyone.”
Employment law expert Roger Tynan:
“Yours is a complaint symptomatic of the trend towards greater flexible working. The law in relation to flexible working permits an employer to have regard to impact on other staff when considering any request for flexible working (including any job share proposal).”
“However there is no obligation to do so, and many employers are concerned they will face a discrimination claim if they fail to accomodate a woman returning from maternity leave, so they fail to consider others’ interests. As a result, employees in your situation suffer,” says Roger.
He adds “You do not want to find yourself criticised at your next appraisal, but this must be a risk if you fall behind and your bosses are not in dialogue with one another about the increased workload they’re generating. “
“Have you tried emailing your bosses to document the problem? If so, the next step may be to involve your HR Department either informally or by invoking your company’s formal grievance procedure.” he suggests.
“This may at least force your bosses to recognise that there is an issue and to begin to address it. Come equipped to any meeting with a range of suggestions as to how the situation might be addressed.
You shouldn’t be defensive, but if you’re feeling vulnerable you may want to exercise your right to be accompanied to any meeting by a work colleague who can assist in getting your point of view across.”
