Leaving 2 hrs early as a oneoff - AL? benefit?

[tubefeed]

We have two employees that have requested leaving the office at 2pm. Normal finish time is 4.30pm.

How do we agree on this? Our emps already have a lot of benefits i.e. additional leave, flexible hours, one already works 70%....as small business employers we feel like they are taking advantage of our good nature.

How do we account for this additional time off? Should we make them take it as 1/2 day annual leave? I don't really think we would get any benefit from them working an extra couple of hours on another day (they are not that productive anyway!!).

If they were star performers we would happily just let them take it, but they ask and get every allowance or benefit they can get their hands on.

They have already booked a weekend away so how can we say no? Any suggestions would be appreciated, I am sure there is answer sitting right in front of me!

[Cottoneyes]

I'd tackle it based on whether they are 'clock' watchers or not. Do they rock in right on 8.30 each morning and spend the next half hour visiting the bathroom, getting a coffee, talking about the rafters episode the night before with colleagues before getting anything productive done, and then promptly are in their car at 4.30? If so, ask them to submit leave.

If they are usually in early, then stay back to get the job done without overtime being paid, give them the time. Swings and Roundabouts.

[tubefeed]

....nothing extra, and in fact if you don't check on them they often don't do something that you have asked them to do! Either that, or you assume it has been done then find out by accident a couple of weeks later that it hasn't!

Yep - I think annual leave. One of them has also taken a large lot of sick/carers leave that has exceeded their quota.

[Moz]

I agree with Cottoneyes - swings and roundabouts. But it sounds like these two are all take and no give and you would probably be better off without them.

I'd tell them they can't have the time off at such short notice because it is not convenient for the business. If they still take the time off, give them their first warning. If they call in sick demand a doctor's certificate - it is your right to do so.

[Tianna]

I agree with with above perspectives.

What is your leave policy? I re wrote a leave policy when I commenced with my current employer as the one in place wasn't specific. Now it clearly states they need to provide a minimum of 1 months and is pending approval from HR. The policy also advises not to book any holidays etc until such time where the leave has been approved.

I would definately consider the option of a warning if the leave isn't approved! Some much needed performance management is required with these employees.