Family Owned Business and working with Family Members...

[C.A.R.]

Start off by saying I'm not happy in my job - but it pays the bills, is easy and stable.

Around 2 years ago our department (estimating & sales) which consisted of 2 staff - me and my boss - were gifted another member of staff. The workload wasn't there to fulfill another employees time but this particular member of staff holds a special place on the payroll.

He is the MD's son.

Fresh out of school and thrust straight into 'work' to learn the ropes. Our time not compensated for teaching him what we know and we are constantly undermined by his attitude - he is ultimately going to take the reigns of the company so doesn't really need to put in any effort.

Now our salary is not affected by our performance, that is to say that we don't earn commission on sales. This is good because we help one another out and it's a joint effort to keep the factory busy with work.

The problems have really started to come about in the last few weeks. The level of enquiries is dying off, so we are short of things to do. This made the management look to see who is doing what and when it transpired that the 'son' was completing enquiries that me and the sales director weren't aware of we started to panic. The lack of effort the son puts into work means the quotations are sub-standard, and when work is quiet we need to be distributing high-quality work with a view to securing as much business as possible.

Ultimately I feel like I'm being replaced. I sit beneath the sales director, my experience in the industry is 8+ years, his is 30+. The new(ish) recruit has virtually no experience of working.

The friction builds up because -
The son is allowed to come and go as he pleases (arrives late, leaves early)
Takes extended lunch-breaks (up to 2 hours)
Doesn't come into work if his father is on holiday (wtf?!)
Doesn't chase up clients for work
Refuses to use the telephone

If things get really bad (for instance) and work doesn't pick up, where does this put me? I've been with the company for 4+ years and the 'son' has been here just over 2 (although it would be considerably less than this if you calculated days worked).

It's not quite constructive dismissal as I'm not feeling pressured into leaving (yet). But am I right in thinking that if redundancies had to be made and I could prove that my workload was exceptionally larger and more beneficial to the company that I should not be made redundant before him?

For the record, we have the same job description (which is another bug-bear, given the differing levels of experience / knowledge).

Any advice much appreciated.
Yours sincerely,
Disgruntled employee...

[C.A.R.]

Mr Pointy said:

Does the owner realise the problems his son is causing?

The problem you have is that your immediate boss, the Sales Director, is not doing his job by controlling your colleague. If the situation is as you describe it then the SD should have disciplined him. However, this isn't going to happen, given that he is the owner's son.

You must realise you won't win this one. Start looking for another job & don't rely on redundancy procedures to either be fair or provide you with significant compensation.

I think you highlight a good point, Mr Pointy.

That is that the MD believes his son to be doing quite well - it was only a couple of months ago I had to point out that 'no'; he does not do all of the new tender quotations! What I didn't point out is that in fact he is lucky to do 1 quotation a day (when busy, me and the Sales Director can take care of 4-6 a day).

I think there is this underlying fear of pointing out our frustrations because this will upset the MD. He MUST know that his son isn't pulling his weight, but it's getting harder and harder to pull the son up on his various mistakes because someone came up with the genius idea of integrating the office into one big open-plan situation.

Thanks for all the honest replies, I think you have said what I was concerned you were going to say, that is that I really could do with looking elsewhere in the near future.

[C.A.R.]

Something came to a head today with regards to this and an unrelated matter.

My second child is due in June and we have our 20 week scan scheduled for next Friday.

I previously OK'd this with one of the Directors (not the MD) and established that ample notice had been given to book the day off (2 weeks). However, it turns out I have used my holiday allowance for this year (reset in April).

We get 20 days holiday per year - but 6 of these are pre-allocated by the company over Christmas.

The days leave is booked, but the big question will be whether or not I get paid.

The reason this is related is that the MD's son who is causing all the friction has just got back from a skiiing trip that nobody (other than his dad) knew about previously.

It's the attitude which stinks - taking paid holiday leave which he is not "entitled" to take but expected to do the same job that we are, it's basically taking liberties.

Whilst the lady in charge of holidays and payroll is happy to turn a blind eye she is also incredibly honest (a good thing) and I think she will feel she has to let the MD know.

I learned a new word which would have made my thread title a lot shorter anyway - Nepotism. Blatant, obvious and totally-legal, too. Great!