For those of you that are either employees, or employers, how do you handle scheduling time off?
One of the leads TODAY put in for NEXT thurs. and fri. off. Probably couldn’t be worse timing as we are swamped.
I’m thinking at least several weeks notice if not more unless it is an emergency.
How does your company deal with this issue?
Eric
Listeners weigh in on Brian’s haunted showerhead and ask questions about covering overhangs with trim coil, sealing air leaks, and how to partially finish a basement.
"I have learned so much thanks to the searchable articles on the FHB website. I can confidently say that I expect to be a life-long subscriber." - M.K.
Replies
It is a "request". You can either accept or deny it.
If the person put in the request 2 months ago, would it have mattered or would you would still be swamped?
I would talk to the person and be up front about being swamped and see if you and they can work around it. For example, maybe they can push it off till Monday if that would help a job finish and take off on Monday and Tuesday.
Just be careful not to piss off the employee or they may get "sick" on those days. =)
Ed
If the person put in the request 2 months ago, would it have mattered or would you would still be swamped?
In this instance it would have made a difference in decision making as it pertains to project starts. The thing is here, he is pretty well aware of where we stand relative to work load.
I'm going to talk to him tomorrow and see if something is up.
Thanks for your input.[email protected]
Let me preface my comments by saying that I am talking about good employees, the type you would rather not loose, the type who are not trying to get over on you.
If a guy wants a week off, and it would be a paid week, I think three or four weeks notice is more than adaquate; if it is unpaid one week is plenty of notice. If a guy wants a Friday and/or a Monday to make a long weekend a week is plenty of notice.
Happy employees are good employes and they do better work.
There are some important things the boss needs to remember, don't expect too much in return if you give the crew one weeks notice that you are going to the beach for a week with the family.
Don't ignore all calls on Wednesdays between noon and 3:00 and then show up at the jobsite at 3:45 with your clubs in the back of the truck and say you were at a "meeting".
Don' tell employees on Wednesday that "We are waiting on inspections so we don't have any work on Thursday and Friday".
Good employees are not stupid. Treat them fairly and reasonably and they will do right by you.
And one other thing, besides the week between Xmas and New Years, when are the slow times.
We're pretty laid back about time off. Most guys give me either at least a months notice when they know about something, a few weeks isn't un-common. Wanting the next day even happens occasionaly.
So long as it does not become a problem, we do not have any particular policy, well actually we do in the hand-book but it's not enforced and to be honest I'm not sure what it says.
So I'd base it on the employee and not necessarily the situation of being swamped. If he's a good employee, cut him some slack, the work's not going anywhere.
So I'd base it on the employee and not necessarily the situation of being swamped. If he's a good employee, cut him some slack, the work's not going anywhere.
Good points all.
We are dealing with people being with out kitchens and bathrooms, that's what we do. Or folks waiting to be with out.
Projects the price of real nice cars or decent down payment on a nice home.
The works not going anywhere doesn't cut it here.
Thanks for your thoughts.
Eric[email protected]
How many guys do you have?
I can understand you not wanting to let a job sit, I have the flexibility (usually) by having enough guys to jocky stuff around and keep job's going. It's not ideal to throw someone in for a few days on a job in progress, but it's better then sittng.
Anyway you can line up some subs for what ever the work is?
Edit: I want to clarify that by saying I mean the elec. or plumber. painter, etc. Not a sub to take over part of his job for a few days
I don't think the scale or type of job has much to do with it. Worst case is you have to explain to the H/O that your guy has something personal come up. If they're reasonable, and most people are, they'll understand. I'd probably give them a gift cert to a local restaurant for the inconvience or some small token like that
Edited 8/16/2007 10:29 pm ET by CAGIV
We're pretty laid back about time off. If it is a big family event, the guys generally ask a few months ahead of time and all is good. If it is a family emergency-take care of your family and let me know how we can help.
I try to let the guys know when we will be in crunch time and have not had to deal with time off issues. A day here or day there is no big deal. Everyone knows that we need to be working to make money and we know that a little R&R is necessary as well.
I could see where constant need for time off may require a sit down and evaluation of the this person's goals and needs. If they cannot be met in a manner that is suitable we should probably part ways.
Bruce
I try to let the guys know when we will be in crunch time and have not had to deal with time off issues.
That's a valid point and I am quite sure that this guy is well aware of what we have going on.
I've read of companies that try to dissuade or even offer in$entives to employees to NOT take time off during the busy season.[email protected]
How does your company deal with this issue?
Very simply. The principals come and go as they please, on about a 42-44 week per year schedule.
On the other hand, I get to be here all of the time every time (looking at a 51 week year so far). That's the joy of being the only production employee. If I'm not here, no billable work is done. Ergo, to bill for work I must be here.
Man, I need one of the applications to come back with an interview so bad . . .
Brother, you (we) need a beer.
Or actually a job with a better company. The similarities are scary.[email protected]
Brother, you (we) need a beer.
Ugh, get home at 2000--it's almost too late for beer (almost is such an ugly word <g>).
Or actually a job with a better company. The similarities are scary
Amen. Hopefully you don't work for father-n-son jerks. I still give 3-4weeks notice for such one, or part-of one, days off as I must have. Just with the knowledge that I'll have to do it all over again the day (and the hour) before, too.
Is it bad that I put up with the horribly inefficient on-line system to apply for a job with the neighboring City? Is it bad that I'm not quite sure I'd even tell them in advance for a $1 raise? (The mind boggles, near-intoxicated, as the thought of $2000 extra a year--O the possibilities!)Occupational hazard of my occupation not being around (sorry Bubba)
FWIW, I only have one part time employee, he is a fireman and he works for me on his off days, so my opinion may be irrelevant.
If he asked for a day or two off a week ahead of time, I would give it to him. I really couldn't care less what it was for and would'nt consider any of my business.
A good employee should know and care what the schedule is and when its tight, so if he asked for a day off it musta been important to him. Besides, I can't tell you how many times my guy has stayed late with no notice from me.
Sounds like its your business and his job, and your both just treating them as such. No harm there.
What do you stand to gain from him working those two days? .... What does he stand to gain?
dug
my company will give you time off when your jobs can spare you. nobody will cover for you. For the last three weeks. I leave the house at 2 am and get back around 6 pm. 16 hours a day for six days aweek. we get paid vacation time but harly get time to take off..Haga su trabajo de fricken
Sounds like its your business and his job, and your both just treating them as such. No harm there.
I am PM, not the owner, and not quite the boss ;)
What do you stand to gain from him working those two days? .... What does he stand to gain?
We gain not having a client observe thier kitchen project sit idle for two days. That ia not what people want to see.
He likely has not much to gain from not taking the time off.
Few of us truly have that company mentality.[email protected]
We gain not having a client observe thier kitchen project sit idle for two days.
Eric, why would the project sit idle for two days just because a lead took off? If he is a lead he's gotta be leading somebody. Are they not capable of holding it together for two days?
dug
Eric, why would the project sit idle for two days just because a lead took off? If he is a lead he's gotta be leading somebody. Are they not capable of holding it together for two days?
Perhaps using the term lead carpenter was technically misleading.
Our kitchen and bath remodels, which comprise over 90% of what we do, are typically completed with one carpenter and one helper. Unless there is very significant demo and or structural alterations to be done, then we might gang up two teams or possibly just add a helper.
So if the carpenter is out, there is not much or anything for a helper to do. Our helpers are typically unskilled laborers.
[email protected]
If the helper calls in sick, is the one carpenter still a lead? *chuckle*
With one carp and one helper, according to the plan to never have a job sit idle, the carpenter then can never take a day off during the week?
Beer was created so carpenters wouldn't rule the world.
I think you have to evaluate each employee differently; however, you must legally apply the same rules to everyone as well.
Has this guy been a quality driven, productive worker? If so then maybe asking for a couple of days off is not the end of the world. If he is looking to move to another company (it sounds like you may be fearful of that) you can't stop him.
I was an employee for longer than I have been an employer. The range of excuses for one of my guys needing off is amazing. Some people have very active imaginations.
I have always tried to maintain the type of company that carps would want to work at. Good pay for good work, treating my guys with respect, health and ental, no BS, some perks like me treating for lunch once a month, or some ball tickets.
It is definitely different from this side of the table. An employee does not normally realize how critical a time table can be to maintaining profit on a job, or to the companies reputation. If the client has been promised a certain time frame that the job should be completed in, that is what they expect.
Hopefully you can move some things around, or make a personal appearance to make sure that the job does not sit for 2 days. Good luck.
sully
"I think you have to evaluate each employee differently; however, you must legally apply the same rules to everyone as well."I believe you only have to treat members of the same CLASS of employee the same.A helper is a different CLASS than a leader.---But life runs better if you treat them all the same.
Edited 8/18/2007 6:42 pm by GHR
You are very correct. I know that there are some differences between upper level management and the lower level staff.
I am speaking of things such as medical benefits and pay for overtime; that type of thing.
I am under the impression that if you have office and field employees, then if you offer health benefits to the office staff and the company pays for half of the premium, then the same must be offered to the field personnel.
It's amazing how many laws and such come into play when you have employees. And by that I mean true employees, the ones that the company pays taxes on.
sully
When a carp is in "the book" for a week off, then we schedule around it.
A day or two here and there, nothing wrong with that. As a good employee, I usually try to do it in between finishes and starts so as not to interrupt the flow of the project.
There are "good" time to take time off as well as "bad" times to do it.[email protected]
Believe it or not.... I think I agree with Buck on this one Eric. If the guy has a habit of doing this sort of thing, then it should already have been dealt with. If he doesn't do this sort of thing much at all... then he's probably a good employee who deserves the time off.
As an owner or manager.... it's often difficult to remember that your problems are not always his problems and his problems are not always yours. The schedule and managing clients are your problem. In the heat of battle, I'm as guilty as the next guy of forgetting that we're not saving lives here. Nobody is gonna die if I don't work us to death. Don't get me wrong... keeping a schedule is important. But keeping productive employees happy is also HUGE in the long run.
But it says a lot about you that you're soliciting opinions on this. You were unsure of how to handle it even though your gut was saying that this guy needs to work. That's a good thing brother. Staying open minded and trying to see things from the other guy's perspective is a healthy thing to do. But it's a delicate balance for sure.... you don't want to become a softie either as that makes for ineffective management.
This business would be a piece of cake if you could take all the personalities out of it, huh? View Image
In the heat of battle, I'm as guilty as the next guy of forgetting that we're not saving lives here. Nobody is gonna die if I don't work us to death.
Sh!t, I was about to put a red light and a siren on my truck. Feels like I need it somedays!
This business would be a piece of cake if you could take all the personalities out of it, huh?
Including mine! amen![email protected]
Find out why he needs the time if possible. If he won't reveal the reason it may not be a bad thing , but just a matter of his personal privacy. What is the guys track record? Has he stepped up , worked long days to get a job done for you when needed? Has he gone an extra mile on occasion without asking for anything but a "Thank You" in return? Dug into his own pocket to pick up some needed part on his way to or from work ? Better that you should look at the long term then one client. Clients come and go , good employees are worth having stay around and actually get you more new clients in the long run than one dissatisfied client will cost you IMO. Oh , And now that you are aware that this is an issue what contingency plans are you laying for the next time a lead man in the company needs time off? Where did you leave your tool belt? ;-)
"Poor is not the person who has too little, but the person who craves more."...Seneca
Better that you should look at the long term then one client. Clients come and go , good employees are worth having stay around and actually get you more new clients in the long run than one dissatisfied client will cost you IMO.
Oh , And now that you are aware that this is an issue what contingency plans are you laying for the next time a lead man in the company needs time off?
Well said.
Where did you leave your tool belt? ;-)
It's under the PM hat. It's me that gets to fill the gaps.[email protected]
Different industry, but food for thought in brainstorming policies:
Used to work for a private school. As a teacher, my vacation was dictated by the school calendar - same as the kids minus a couple weeks of work days. I did have sick days plus two personal days that I could take anytime, as long as it wasn't adjacent to a scheduled break (they didn't want the school filled with subs the day before Christmas).
Moved into administration, I worked 12 months for a slightly better salary and had a few holidays, vacation, sick time (can't remember how much - rarely used it), plus the two personal days. Time off was the best part of that job outside of tuition discounts for my son (time worked the rest of the days was one of the worst).
I really liked having the personal days in addition to vacation days. Sometimes there are just days when you are tired and stressed and liable to explode on someone and need the breather. You aren't sick and there isn't time to schedule a vacation day. I found two per year was plenty, and they often allowed me to avoid migranes and over-working myself to a point I've no immunity (in a school, this means you get sick), which would have cost the school more sick days. The first couple of weeks were always stressful (I did technology and scheduling), and I would often use a day after this to catch up a bit around the house and then spend an evening with my family.
I've heard more and more companies are doing away with sick days because of dishonesty and instead increasing vacation time. I don't have sick days in my current profession. Don't entirely miss them, but I would like to have a couple personal days again just for the security of it.
I guess my ideal would be something along the lines of 2-3 weeks vacation (depending on years service) that can be approved or denied. The earlier you ask, the more likely it will be approved. I will often wait to ask for vacation until I know a project will finish on time and wouldn't want this to be excluded by a rigid # week advanced notice timeframe.
In addition, 2-5 days of personal time. This could be taken without notice and without question, and would include sick days so keeping them in reserve would be prudent. Perhaps five is a bit many, but I'm currently on the employee side of things <G>, and if the worst happened would like time until short-term disability to kick in. Perhaps some sort of rollover into vacation time or payment for not using them would give incentive for emergencies only.
If you don't have some kind of policy in place, what can you do?
You have to go talk to him, find out why he's asking for time off on short notice. It may be that his wife wants him to go somewhere and he doesn't know how to get out of it.
He might be just as happy to stay and work but maybe he needs you to deny the request, in order to tell his wife that he can't make it...to go visit Aunt Phoebe and Uncle Hiram on her own.
In other words, try to work around it. Offer him an extra day off with pay, after you get out from under the work load. Maybe throw in a pair of tickets to a sporting event or a big concert.
If his wife's behind the request, maybe you can find out what would make her happy. Dinner and a live show, whatever she'd like that would make up for the disruption to her plans.
You might also ask him if he's been looking at any new tools, something he's like to have on the job. Sincerely solicite his opinions on all job related subjects, make him feel as important as he really is to your continued success.
Let him know that you are accessible and easy to approach. All those things should help to keep his head in the game, especially when there's a lot of work scheduled.
Good points all.
I've read about companies that offer incentive to NOT take time off during the companies busy season.
I also know of companies that simply restrict time of during certain time periods.[email protected]
Like most others, we're pretty flexible. We have a guy off now who asked on Friday of last week to have this week off. It doesn't hurt us so we said yes.
We don't typically ask to work overtime, but from time to time the need arises. There's not typically not a lot of notice about overtime needs so why not be as flexible as you can with time off.
If you don't have a policy, how can you come down on a guy for when he asked? Common sense dictates that you don't ask on Friday for the next week (or at least that you don't get offended when the answer is "no"), but with no policy in force, who determines what is reasonable? A simple memo would work, it wouldn't even have to be a part of an employee manual.
Can you work with a skeleton crew on his job, and possibly others, to get through the week?
Jon Blakemore
RappahannockINC.com Fredericksburg, VA
I give the guys a schedule every week with their check for the up coming wek. On top of that, I have a dry erase board with 3 months advance schedule that they see every day.
Our policy states two week prior notice for days off. The only exception is an emergency. I stick to this because if I make an exception for one then I have to make an exception for all. And some guys will take advantage.
With two weeks prior, I have time to reschedule or replace the guy wanting off. Too many emergencies in a short time period and their out of here.
My brain + his brawn = a perfect team
Two weeks.............that seems reasonable.
[email protected]
We try to treat our guys like we would want to be treated. Most of the time, we don't have any problems. I have had some in the past ten years that would work M-Thur and on Fri, call and say, "Grandma died". Some had as many as 4 to 6 grandmas! After a while, we mandated the two week notice.
Our schedule really is up on boards for the next 3 months and they see it everyday when they come in. Kinda keeps them reminded of what's coming and gives them the time to plan if they do want some time off. Works for us real well.My brain + his brawn = a perfect team
Do you want a happy employee, or a pissed off employee?
I work for an architecture firm. As part of the company, there is one principal, 2 project architects, 1 designer (working half days while getting back up to speed after liver surgery), 2 intern architects, 3 draftsmen, 1 office manager, and me doing construction admin / filling in on CAD as time permits. Another intern architect quit last week.
We have at least one good sized commercial project due every week for the next two months and more in line behind those.
Throw in the fact that we have had someone on vacation for each of the last three weeks and two people are gone next and you realize that all hell is breaking loose. Good times.
Policy is to ask for days off as soon as you know you need it. Work around the company schedule as much as possible. The big thing is to have the Office Manager put the time off on the office calendar. Nothing irritates the boss more than people giving themselves time off without clearing it first - it happens more often than not. Generally, we can get any day off we need as long as the timing is right - I've never had to reschedule a day off in almost 8 years here.
As for your example, I put in this past tuesday to have a half day off anytime this week or next to take care a few things around the house. Boss had no problem with it except to say that next wednesday and thursday were off limits.
Edited 8/17/2007 1:16 am by boiler7904
There's a lot of good replies here, Eric. Certainly seems like most of them come from guys who have a lot of experience on both sides of the labor/management relationship.
As an employee I always expected the boss to be responsive to my problems and requests. Other employees took it a step further, expecting the boss to anticipate their needs. The boss should always be aware of and show concern for their well being, right?
As a boss I always expected my employees to be responsive to my problems and requests. After all, their paychecks are tied to making the client happy, just like mine. They should see that, right? Without being reminded of how much trouble it is to keep them working steadily, right? If they want time off, then let them wait until we run out of work, right?
I always thought that I was a good employee and a good boss but this topic shows me that I was guilty of expecting too much, on both sides.
Both sides should take more responsibility for speaking up, rather than expecting that their needs speak for themselves.
But the bottom line is; management sets the tone for communication between both sides. The boss should let his employees know that he is always available and open for questions and requests. Maybe I'd want to amend that to say, I'm available for personal requests during lunch or off hours but I'd still want to make sure that I was easy to approach. Otherwise, the employee may not ask for days off, just make a lame excuse/lie and leave me hanging.
We have a schedule up for three weeks ahead of time. That's not a hard and fast schedule but it gives you a good idea of what's going on. You can look at it and get a feel of whether it's a good time to ask off or not.
If you want vacation then we have another calender that has all the scheduled vacations on it. You look at it and if the week you want is open, take it. They like you to do this at least a month ahead.
It works out pretty good .Sometimes I muck it up because I'm the only bonafide electrician. If I'm off at the wrong time then they usualy have to reschedule or sub it out. Very rarely does that problem come up though.
.
"Everything is under control. I'M gonna go make some pies now." Dinosaur 07
http://www.youtube.com/watch?v=JPONTneuaF4
When I worked for a company that offered paid vacation time, I never took it because we always seemed to be "too busy".
Now, I can take however many vacation days I want, but not a one is paid, which really sucks. Of course, being union means there isn't much of a problem with the employer seeking a replacement if I take time off when it is busy... when it isn't busy, it is layoff time....
Most companies seem to want as much notice as possible. I have been told yay or nay for request approval. True emergencies are usually worked around. When the boss doesn't, then you know it is time to find a new one.
Funny how the companies never let the employees know a couple of weeks in advance when the slowdown comes. Double standards, I guess.
I keep seeing two themes; "I'm sure the man knows our schedule," and "We give the men a detailed short term schedule and keep the long term schedule where everybody can see it."To those who are sure the men know your schedule, Bu11sh!t. Most employees feel like mushrooms. The only thing they know about the schedlue is what thay have to do today. Some of the more discerning ones can make a pretty good guess, but that just creates conflicting rumors.Unless you make a direct continuing effort to communicate the schedule to all employees for as far in advance as you know it, you must assume that they don't have a clue. You also have to comminicate the schedule priority and continue to do so since both the schedule itself and its' priorities change on a day to day basis in most construction.Whewre in an employees' job description does it say "It is the responsibility of the employee to always be aware of the bosses decisions about the work schedule" ???"he is pretty well aware of where we stand relative to work load...
I am quite sure that this guy is well aware of what we have going on."What procedure or system is it that makes him aware of this?SamT
Good points Sam.
There is a back story to this which I won't go into yet as I don't want the thread hijacked.
We got (the management) the company into a small bind last week workwise by making a not so prudent decision.
This emloyee IS well aware of it. But; it is NOT his problem is it?
It's not my problem either really, I just work there. I could have put in for some time too, but I wouldn't 'cause I'm a company man, I always am looking out for the good of the company.
I don't fault this guy, that wasn't the point of the thread.
I'm just interested in how things are handled where you all are so that we might possibly develop a policy for future use.[email protected]
Time off is a problem for small firms.
The boss fills in.
---
I have always let people take as much time off as they need. Perhaps even more.
Time off is a problem for small firms.
The boss fills in.
Actually here, I would. Take off the PM hat and dig in.
Problem is I am allready dug in and the hat never really comes off entirely.
There is no more of me to dig in.[email protected]
Took Tues and Wed off, told the boss I'd be gone 9 PM the night before, no problem.
But then, I do know what the scheduled work load is.
What I hate is scheduling a vacation a few weeks in advance, then getting a call for a big problem that requires travel* and need to cancel the vacation - -<:(>
*have the option to skip the work, but often the task is more important than the vacation.
I'm always amazed at the situation of white collar workers who have to travel often. It seems typical to leave first thing Monday AM, return Thursday PM, and still go in on Friday. I know you're not really working 24 hours a day if you're traveling on business, but you're still gone from your family that long. Must be very difficult for some.
Jon Blakemore RappahannockINC.com Fredericksburg, VA
I'm always amazed at the situation of white collar workers who have to travel often. It seems typical to leave first thing Monday AM, return Thursday PM, and still go in on Friday. I know you're not really working 24 hours a day if you're traveling on business, but you're still gone from your family that long. Must be very difficult for some.
It is difficult.
It why I left my engineering job-200 days a year on the road-some weeks 7 cities in five days. The only good thing about it was the frequent flyer miles.
95% of my business travel is defense or space related work, so it has a purpose other than just $$. .
Told the Grand-daughter once that I didnt want to miss one of her school cello recitals, but how did she think I'd feel if a defense system didnt work 10 years from now and a Great Grand Kid was immolated.
As a lead, he of all people other than the owner should know that asking for time off when it's busy should not be done. Sounds like he's going for a job interview. OTOH, it might be a medical reason. I would talk to him about why he's asking during the busy season, at such short notice.
Do you give your employees two month's notice when you need them to work overtime?
We don't do overtime.
7:30 - 4:00[email protected]
When I was a lead, there was knowone who knew better what the work schedule was, or what situation I'd be leaving the crew in if I took time off. Nobody. Zip. Zilch. A well run crew should be able to function without constant supervision, or when the lead calls in sick everyone would have to go home.
Construction isn't black or white, it's a managed collection of events, and it's inevitable that people need time off for personal reasons. If the company treats professionals like professsionals then there has to be limits on this "put requests in two months, or weeks, in advance" bs.
There is no advantage for an employee to take time off work, other than to make less money. If I had something to do I'd try to give people a heads up as soon as I knew, but if I need tomorrow off and think it's important enough there isn't a whole lot of applogizing I'm going to do, I'm taking the time and letting the crew and big cheese know the work plan while I'm gone.
Treat a good lead carpenter like he's an employee at Wal-mart rather than a highly skilled professional and he won't stick around long. Not one job in my career has taken longer than 15 minutes of phone time to get, and if an employer starts pushing his weight around I'll remind him of the fact. As any professional would do, a lead will take as little time off as possible, and as much as needed.
Now that I'm a GC, if one of the other contractors I work with on joint projects tells me they are taking a week off starting tomorrow, it's not a big deal because they bust their humps unless they really need the time off. If a guy takes advantage of the professional courtesy we give each other, they won't be missed and might as well be working on someone else's projects anyway.
Good building
Beer was created so carpenters wouldn't rule the world.
way i figure it.... if the guy wants the time off.. they are adults and can easily see wether or not they're needed or the schedule is swamped
but really... if they quit, you'd have to do without them... so why not graciously accede with their request ?
usually get brownie points down the line
loyality is a two way street.
should be, I should say.
as for pretty much every company I have ever worked for as an employee ...
"management" seems to only see if from their end.
customer doesn't want to see their kitchen sit for 2 days?
bet they'd be happier if U guys worked straight thru ... no days off ...
and bet 10's would be better than 8 ...
and 12's better than 10.
and why not 3 guys?
where's it stop?
have seen many good coworkers walk away from "good jobs" over stuff like this.
if the guy is constantly pushing it ... U should have already fired him.
if not ... try to keep him happy.
either U want him or not.
once had a boss tell me I didn't need a full week off when my MIL died.
he was right ... took 3 days "off" ... spent the end of that week interviewing.
then took a full week "off" before starting the new job.
Jeff
Buck Construction
Artistry In Carpentry
Pittsburgh Pa
I've learned that there is always a bad time to take time off. If you wait till it's a good time, you may not ever get time off. I like a week to two weeks notice. I just work around it if I'm swamped. when you tell people so and so is away, I can't get to it right now, they generally understand. Only time I get annoyed is when they ask for time off for the current week we are in.
"it aint the work I mind,
It's the feeling of falling further behind."
Bozini Latini