Manager not completing forms required for my partner to sit for exams

Question

TL;DR: Partner might no be able to sit exams due to manager refusing/ignoring having to "sign off" her logbook, meaning she wouldn't qualify for a higher senior salary for at least another 6 months.

My domestic partner is set to sit some exams to become a senior (and get a higher senior salary) in her role in a few weeks, and part of the registration process is completing a logbook. This logbook is comprised of 40 pieces of work, her comments on each piece of work, and her manager's comments on each piece of work. She has filled in all her parts, and all that is left to do is the manager's comments which he is showing absolutely no signs of doing, even though over the last 2 weeks he has "promised" to do it "tomorrow" or "at the weekend".

His latest offence was on Friday, where he said "I will absolutely get it done this weekend". Monday afternoon when he came into work (he should work 9-5:30, and nobody including his manager knew where he was), he hadn't done it, and was bragging that "he got drunk Friday, was hungover all Saturday, and decided to play golf Sunday". This to me shows a complete lack of respect for my partner, her training, and interest in him doing the work, and come this Friday (the deadline for entries) I have 0 confidence he will have done it.

If he doesn't do it, she can't sit on her exams for another 6 months, potentially losing 6 months worth of a higher salary. What kind of protections does my partner have from this type of process abuse? How can she best exert those protections?

Answer 1

Keep a paper trail, documentation is your friend

That being said, your partner should request that it be done immediately, and stress the potential impact it can have on their career. They should do this in an e-mail or some other form of trackable communication. If it does not get done ASAP, they should then escalate it up the chain of command to this individuals direct superior.

Having a paper trail where they act professionally is critical in covering for themself and protecting their best interests. If he doesn't do his job, they can use that trail to push for concessions without damaging their relationship with their employer, or they can pre-emptively push to have someone else complete the paperwork in time to avoid a 6-month delay.

Answer 2

Escalate the issue to more senior management

Ultimately your supervisor sets your priorities. This is true not only for your partner, but for her manager as well. (For the sake of brevity, let's call him Bill.) If this logbook isn't a priority for your partner's manager (Bill,) she should escalate to his/her supervisor.

In a calm and professional manner she should explain to Bill's boss that she is worried about whether or not the log book will be completed on time. She should explain the importance of the log book and how it will affect her career, and ask for his/her help in insuring that Bill completes the required work on schedule despite the many competing demands for his time. Doing so in writing will be best for the sake of future documentation, but doing so in person will be best for sending a more nuanced and personal message. If it were me I would prefer to talk to the big boss in person.

I would also downplay the personal attacks and try to express an understanding (even if it is feigned) for how busy Bill must be and how hard it can be to juggle multiple priorities at once in a demanding environment. Try to take the high road, as attacking Bill to his boss won't likely go over well.

Answer 3

You are right, we cannot offer legal counsel here as it is out of the scope of the Workplace.

What she can try, however, is to apply pressure on this manager. What I mean is that the only person applying pressure is your partner. Your manager has made it it clear that it doesn't matter to him.

You have mentioned multiple managers have to comment on her work. She could ask the following question to one of the other managers:

Manage X has not commented yet on my work. Does that mean my exams will be delayed by another 6 months ?

This manager should realize this is a mismanagement issue and try and solve it. Either by making sure the delay doesn't occur because of something out of her control, or by telling the manager to do his job.

Also, the only reason I am suggesting going to one of the other managers is because your partner has already tried the direct way (multiple times).

Edit: user1666620 has suggested CC'ing all of the managers in an e-mail. This is a good idea.

Answer 4

He says he will do it tomorrow. Which seems to mean "mañana" which means "not today".

This matter is important. Therefore you go to his desk, and insist that these forms are filled out now. While you wait. There is nothing more important. If there are any objections, you ask "You should have done this a long time ago, so will it help if I call (whoever his manager is) and explain the matter to them?"

If you have to call his manager, tell them that X's job is to fill out these papers, that you will miss your exam if he doesn't, that he has come with lame excuses for weeks, and that now he refuses to do his job. Remember his latest excuse was that he got too drunk on Friday, and was so hungover that he turned up at work late in the afternoon. That will go down very well with his manager (who surely knows what kind of employee he's got).

Answer 5

Assuming she has regularly asked him to do it, I think the blunt approach is needed. She should go up to him and ask why he is trying to sabotage her career by not doing up the documents. If necessary she can soften the tone of the question, but often blunt works better than being nice.

Another option is to ask the same question via email but include all of the managers' supervisors as well. Nobody likes looking bad in front of their boss. If your partner is brave enough, remind him in the email that he had promised to do the comments over the weekend but on Monday had told her he had spent the weekend getting hammered or hungover.

Answer 6

You can sue for anything, but only a lawyer can advise you on whether the cost of litigation would be justified in what you could gain from a lawsuit. Also, litigation would likely destroy the relationship between your partner and her company. I imagine a much better solution would be to have your partner go to her managers supervisor, as this does not directly cost the company anything other than handling a problem that already exists within their chain of command.