How do you deal with a coworker who is never wrong even though you have instructions telling you otherwise?

Question

I work with a guy who no matter what can do no wrong. In the last two days alone I have had to go back and compensate for his inability to pay attention to instructions. He ignors verbal instructions that intale more work. He refuses to believe that he makes mistakes and has lied about entering things wrong even if his handwriting and computer ID are all over the items.

The sad thing is that my boss refuses to dicipline him for fear of upsetting the work enviornment here. Instead, he has made it my responsibility to just fix/cover up the problems before they become an issue. I am told "Oh well, a little extra work for you. Whats the big deal? He is finished and its too late to make him correct it so just make an entry to fix it."

My work, however cannot be completed in the same mannor. I am held to a high expectation level. I have questioned why I continuosly have to redo his work and was told that it is my problem to catch the mistakes. He does a fine job.

I was told to document everything; so I did. My coworker made mistakes all over the place, nothing was consistent and if asked, he would go into the system and delete things I asked him about to cover up the problems. But when it came time for my review, I was repremaned for spending too much time on making corrections. I have emails from my boss telling me what to fix and in what order he wanted things to be done. I followed the emails and was slapped in the face. I made the corrections after arguing why he didn't have to fix his messes, and then got grilled on the entries. I had to justify how the items got entered wrong in the first place.

I gave up on complaining; because it didn't matter. When the auditors came in they wrote our area up for its lacking leadership.

My boss proceeded to blame this on me and listed it as mark on the review. I have been looking for a new position, but no luck yet.

We're not talking like one or two things here and there. I talking like over 50 lines of correction in one of my entries last year alone.

My argument was that he was paid once to enter the things, why is he not looking at them to see if they are right? I am not being paid to make the corrections, in fact I was told that that's what an accountant does is fix everyone else's mistakes. Last time I checked, we were not data entry people working for an A/P clerk.

My biggest beef is that he is allowed to work OT and stay as late as he wants to enter this stuff. Why are we paying him to enter this crap if it's not done correctly?

What's really disheartening is that we have had several meetings about this with all three of us and mr. A/P just wants to slam the stuff into the system anyway he can. He has emails covering the disscussions and listing the procedures to use, but they don't apply for him.

I even asked to reveiw the stuff before it was posted- told NO Way.

H/R was no help and my bosses boss said as long as it gets fixed he didn't care how it was done.

So no support there. My review also said that I blamed Mr. A/P for the mess he created instead of making the entries timely. Some of these things were deleted from the system and I had no way of verifying them but I had invoices in hand telling me that they were entered. Sometimes the information was in a completely different account because he only used the defaults in the system, so I would have to waste my time verifying things that were not there.

It's a total nightmare. Whats even better is that he went crying into the boss as his raise was not much this year. He needed to work even more OT because he just bought a house and a new car.

So in the end, he will make more than me because he can now work 25-35 hours of OT per week. They are not in our dept, but now he just shoves crap in faster so he can go work and earn his OT. I still have the mistakes comming.
Lucky me

Answer 1

Find a different job. When you do what you are told and your boss does not back you up, you aren't in the right place.

Answer 2

what share roles have you ever had? relatively, those are minor proceedings. I relatively have worked in places the place they thieve your stapler, and could replace your printer cartridges with empty ones. The EEOC have rules against unsightly paintings environments. relatively, you have 3 selections; the two confirm what their situation is (be a pal, perhaps study a pshyc e book or 2), ignoring them, or discover yet another job. in spite of you do, shelter a point head an don't get emotional. Your supervisor has probably had to handle "intense" conflicts while so and so stole my pen, and would not prefer to hearken to approximately it. So except an occasional plate of tarts will comfortable it over, i could initiate searching for yet another place to paintings. do no longer end till finally you have a sparkling job, and once you tell your supervisor why you're leaving, clarify (correct) that unacceptable coworker habit lead you to a various place of employment.

Answer 3

For your own protection and peace of mind I would seek advice from your boss's boss or put it in writing to your direct boss. What happens if this person really mucks up and your the last one who tried to fix it and it reflects you mucked up!

Its very frustrating I know but unless your boss is able or willing to deal with it theres not alot you can do. Do you think there is more to this than not upsetting the relationships.

Protect your self!!

Answer 4

its time to look for a better job why take the blame for someone eles mistakes hes just being a jerk because he knows you allways fix the problems my idea is let him make the mistakes dont fix them let the boss finnaly see that its not your its your co-worker

Answer 5

i have been living this for 2 years now; i have decided to leave at the first of the year. with you gone there will be no one to fix his mess and the company will realize his incompetence

Answer 6

I see 3 options:

Live with it.

Ask for a raise to compensate for the extra work.

find another job.

Answer 7

take it up with HR and tell them what the issue is with both of them.