The daughter of the CEO works as an intern in our company. When I once asked her to do a call for me, she replied "do you know who I am?"
I don't know how to handle this. Should I politely tell her, that it is important, that she should be engaging in the daily activities to do a better job in the future? Should I completely ignore her and pass it on other workers, to not get in trouble? Should I report it to the CEO about her behaviour?
"Yes I know who you are. My understanding that folks in your role are responsible for X, Y and Z (taking calls). If that's not the case, let me apologise and clarify with your manager to get a better idea of what -people in your team are expected to do". If there is a pattern of not doing stuff she's expected to, then speak to her manager about how her lack of cooperation in tasks she is expected to perform impacts your ability to get your stuff done. CEO relationship is not something I'd concern yourself with directly.
If she reports to you then get a position description from HR and go over it with her.
She is taking advantage of her "special" status as the daughter of the CEO. What she did was unprofessional / rude if taking calls was part of her job duties. As to how you should handle this situation, you should first ignore of her "special" status, and treat the incident how you normally would if she were another regular employee, which she is.
Bringing spoiled and childish behavior into the workplace does her no good in her future professional life, and if you were to handle this incident any differently than if the incident concerned a another employee, it can also negatively affect other's employees perception of you.
Personally I would go to the CEO, not with a complaint but with a request for clarification of expectations. Tell him his daughter is working for you as an intern and you would like to know what his expectations of what she should be doing are. Just say you don't have a problem at this time, but want to be clear on what to do if a problem arises. If you want to expand, say you have seen it happen where the CEO expects the same behavior as anyone else and where the CEO expects that person to be cut some slack and you wanted to be sure that you did what was expected. I personally would have done this immediately on finding out I was getting the relative as my employee even before ever talking to that person.
You need to start asking your boss, if not the CEO, what your responsibility is when it comes to managing this person. Once you know what those in charge expect, then you can approach her and act accordingly. This can range from treating her like everyone else, so she learns what it means to have a job and follow directions or your boss doesn't want to upset the CEO so you need to just let it go.
Just make sure you get the straight information and you find out how anyone else in the company would be treated for noncompliance. If it's not a fireable offense for others, it's not for her either.
The boss probably knows, what is he doing. Probably he knows very well that employing his daughter is more harmful for his company as employing someone else with a more neutral background. The likely reason for him to do this, that he is willing to pay this price, in the sake of educate his daughter.
You can't be sure, what price is he willing to pay for that. It is quite possible that he is willing to fire you in the case of an open conflict with his daughter.
1.
You have to test the boss, what is he willing to pay. Make a test maneuver, how the boss will react if the conflict with his daughter would escalate. How can you test him, it depends on your circumstances.
For example, you can mention his daughter in a neutral context, or in a nearly neutral context. Or, you can watch, how the Boss reacts if your daughter has a conflict with others. Watch closely his face. Try to understand, what is he doing and why.
2.
From the result, you have to estimate, until when can you go.
3.
Until you don't have a clear image, what is the work relation between the Boss and the Daughter, handle the Daughter carefully. I would suggest to accept what she wants. Consider she as a "Crown Princess". Try to get her trust, or at least a neutral stand.
4.
If the Daughter has also conflicts with others, then be silent, watch closely, and go back to (1). If she has conflicts only with you, you should choice, until which point can you go in a conflict.
5.
It could be also useful to give time to the Daughter, maybe she doesn't really know, what is she doing. The Boss is likely closely watching her, and continuously instructs her, what to do, how to behave.
6.
Even if you decide, the situation is intolerable, step out professionally. Yes, I know, it means you will have to "swallow a lot of poison", and it will be hard. But the Boss will know this, and this is exactly what also he will consider as you step out.
Try to avoid open conflicts with the Daughter, and if you decide to leave, do it in good standing. If you feel, what she is doing is extreme, swallow it. Later, in the far future, it will be judged as a big positive thing from your side.
Also this is possible, that the Boss will teach his Daughter, how to behave with the employees. On the sudden changes of her behavior, you will see what instructions had she got from him.
In this case, accept that from the Daughter and be forgiving. Helping the first "wing beats" of a member of a family company could result for you lifelong respect in the company, and thus, stable job.
