Set and enforce expectations. When she returns from leave, ask her if everything is okay and is there anything wrong, how are things going? Take the friendly approach initially, to see if he/she is willing to provide some context that somewhat justifies his/her actions or pattern of behavior. This is his/her opportunity to explain (with the exception of medical) But still if it is impacting the work, how can the ee expect you to accommodate and work with them, if they are not shedding any kind of light on what is going on right?
If no modicum of explanation is given, set the expectations and make sure she understands it. Articulate it to her verbally and also send it in writing as an acknowledgement. When he/she returns from leave, (with the exception of sick leave), advise that you have been giving them what is relatively light work and since the subordinate made a decision to simply not do it prior to taking leave, the next time, you will delay the approval (at least to the extent that your HR policy allows-check with them), until they can demonstrate accomplishing an acceptable level of work. You have a right to deny annual leave as the manager. And if they request sick leave, check your HR policy to see how much consecutive sick leave requires a doctors note and enforce it. At this point it is up to the employee to be upfront with you when it crosses the line of not getting work accomplished and it is becoming a habit. Its tough love, but I don't think it is fair to your other staff, especially if the work still needs to get done whether or not it inconveniences her....she signed up for the job, no one forced her to take it.
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