Our expert says:
OK< firstly, the company made a BAD decision a ile ago to promote her not based on competence and performance but on their own convenience.
It was, as I understand it, their duty to provide her with further training to ensure she became capable of doing the job, or to move her again to a job she was indeed competent to do.
Maybe she's truly dedicated to her work, maybe like some other incompetents, she hopes that by always being at work, she can more easily cover up for her errors and at least be assumed to be hard working even if not competent.
Tomany is right. Place the problem squarely with the HR person, where it belongs, and document all of her inadequacies and errors.
Refuse to sign any document that is inacurate or incomplete. If you are behind with your own work because of fixing her mistakes, record that this is so, and insist on completing your own duties before you can even think of assisting her.
Do NOT feel sorry for her - she could have remedied this situation in many ways raher than just taking advantage of it. You are not in the least horrible for not pitying her.
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