One of the employees in my section is too blind to see she's committing PD.
She's currently a per diem employee who is in the process of finalizing her move to career. When you're per diem, you're guaranteed nothing, including your job. The department can simply not schedule you for four months (because there's no guarantee of hours) then terminate you for not working for four months (it's called a "per diem release").
Anyway, apparently, she doesn't understand office politics and how she's quickly going to lose the career offer if she doesn't quit being a prima donna. Last year, she and another resident applied for the same career position and were equal as far as qualifications. Ultimately, the other resident was offered the position because she (employee) has some personality issues. As a "consolation," she was hired on as per diem (because we had no more career positions available at the time).
Fast forward a few months and the other person leaves for another job so the position is available again. We are allowed to offer it to her since we're still within the hiring deadline and then won't need to recruit for the position again. She says she needs to think about it. She spends a few weeks thinking about it then says she'll take it. Great. I submit the necessary info to hire her into the position. She changes her mind. Great, I just wasted about 30-45 minutes of work because now I have to cancel the request and start over, which I do. Guest what? She changes her mind AGAIN and decides to apply.
I'm peeved because, now, she's just wasting everyone's time.
She then withdraws because she decides she wants to hold out for one of the other career positions that has the hours she wants...sort of. The other career positions are "fill-in" positions to boost the staffing during our low-staffing times -- evenings and weekends. She also, apparently, goes round and round with the recruiter claiming that a University policy states that, as a per diem employee, she does not have to do the six-month probation period when being hired into a career position. The recruiter points out that, yes, that is a University policy...that doesn't apply to her position! (it's for a non-represented, meaning non-union, group; her union contract stipulates that she undergoes a six-month probation period).
Okay, you think she'd learn at this point. Nope! She argues with the person who will be her supervisor about the hours she will be expected to work and asks how those hours are equitable with the other staff. Well, her position was specifically created to cover evenings and weekends; otherwise, it wouldn't exist. To make sure this is in writing and very clear, her supervisor adds that stipulation into her job description (it was in the ad for the position). The assistant manager (who is her supervisor's supervisor) has already e-mailed the employee that this is her last opportunity and if she does not want to take this career position, then she may remain per diem (which actually means she'll be on her way out the door).
I'm not looking at my employer through rose-colored glasses; it is an excellent place to work and there are lots of opportunities for career advancement. We also earn a pension for once we retire. This employee has not learned the dynamics of choosing her battles (I have; while I'm not thrilled about having to "play the game," I like my job and know to assess the atmosphere before deciding when to address things or not to address them at all). The impression I get is she thinks she's looking out for her best interest and is being really savvy in asking all these questions. What she doesn't get is she has painted herself as a prima donna (even the recruiter told the supervisor that all these demands set up a huge red flag of problems to come). I have a feeling that she's either not going to make it through probation or she's going to find a career position elsewhere (we knew she'd been looking; I'm guessing no one else was offering exactly what she wanted or else she would've left months ago). Once she goes out that door, though, I know without question that she won't be welcome back (won't even make it past the application screening process; fortunately, we can screen out for those with proven personality/behavior issues, despite the skill-set and/or experience).