Do you have someone above the manager that she reports to that you could tell about these blantant violations? As long as she is allowed to get away with this, it will only continue. Is she aware that you are aware that she is doing this? Sometimes when you single out the violations it can cause a stir. I would list them all and present them to her. You are right-it will eventually cause an issue with inconsistent policy enforcement.

I would document the manager's violations and attach the violation expense that the company could incur. Not to mention potential lawsuits that could be filed by other employees (unfair, inconsistent, and unlawful practices). I would also inform the manager that she and/or others could be held financially and professionally liable as well.

Aligning dollars to violations and the adverse impact it can have on the company's reputation and employee morale typically get the attention of those needing to support HR. I wish you well.

The bad news is that such favoritism exists in every second organization and you will always find some black sheep here and there who systemically flout the policy to their own ends.

The good news in this case is that the deviations caused can be identified through the data /record and the complaints you have heard gives you a good entry point to investigate and take the matter to conclusion .

The sooner you do and bring to books the delinquent Manager; you are safer legally and can take control of the morale issue.

The situation calls for affirmative speedy action and remember to create the desired demonstration effect of the action taken to check recurrence and that it becomes a deterrent for other department managers.

Louise , convert this problem into an opportunity for HR assertion