If you feel this impacts you directly - you have to do more work, or there aren't raises in the budget b/c of their comp - I suggest addressing it directly. Fo

If you feel this impacts you directly - you have to do more work, or there aren't raises in the budget b/c of their comp - I suggest addressing it directly. Focus on the impact and work delivered, rather than whether they are working or not. Best to understand, however, there may be undesirable consequences. You might get them fired, or you might get yourself put in the doghouse b/c this person is the manager's sister in law. But if there is unfairness in compensation, and it bothers you, address it. You may have quite a bit of leverage if you're holding the productivity line up, but you may shoot yourself (or your colleague) in the foot. My rec would be to focus on the impact of your work compared to your expectations. Comp should be fair. I would not accept a situation where I feel I'm being treated unfairly. (Now, if this colleague is not giving you more work, is not in the way of a raise or promo, and is not a bad person... you definitely don't owe the company any "efficiency gains" conversations. Let that person milk the situation, if it doesn't impact you!)