Q:
I have been asked to travel with “Myra,” one of my coworkers, to
attend a three-day conference. The trip is about five hours each way.
We will be taking a company van, which I will be driving.
Last week, Myra said, “I hope you don’t mind, but I’m planning to
bring my one-year-old son along on the trip.” In fact, I do mind a
great deal. This is a long drive, so the child will undoubtedly get
restless. Also, he is teething, which means that he is likely to start
screaming.
When I mentioned these issues, Myra said that her mother will also be
coming to help care for the baby. So now I am expected to take a
business trip with two members of her family.
I don’t want to offend Myra, because we have always had a good working
relationship. But she never consulted me about these plans. Our boss
has said we should just “work it out,” but I’m not sure how to do
that. If Myra would offer to drive her own car, the problem would be
solved.
A:
Forcing you to endure a 10-hour road trip with a teething infant does
not seem at all businesslike. By telling you to solve the problem
yourself, your boss is taking the coward’s way out. This is a company
trip in a company van, so someone in management needs to make the call.
Apart from your personal objections, the presence of these family
members could also create liability issues for both you and the
company. Ask your corporate attorney or insurance specialist about
potential legal risks, then talk with your boss again.
For example: “I know you want me to handle the travel arrangements
myself, but I have no authority to tell Myra that her family members
can’t ride in the company van. However, I am very concerned about
driving them. Having an infant along will make the trip difficult, and
I will also be responsible for their safety. I would really appreciate
your asking Myra to make other arrangements.”
Taking two cars would be a simple solution, so I assume the sticking
point is reimbursement. If your manager refuses to intervene, you
might purchase some peace of mind by offering to split Myra’s gas bill.
Q:
One of my staff members constantly addresses her coworkers as “hon”
and often tells them that they need to smile. I have had several
complaints about this. What should I do?
A:
As the manager of this cheerful employee, you need to help her
understand the problem, then ask her to tone it down a bit.
For example: “Mary, I know that you are a genuinely friendly and
outgoing person. However, some people take offense when you tell them
to smile or call them ‘hon.’
Although I really value your positive attitude, I need for you to
break those habits. I realize this may be hard to do, so I’ll remind
you if you happen to forget.”
