Nurses What's Your Unit's Sick Call Policy?

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    So as I was having one of the crappiest shifts ever last night, the assistant NM stops me and asks if anyone spoke to me regarding my sick time? I said no, she said oh 'cause there is a discipline (write up/verbal warning) that has been sitting in the office (manager's office) for a while.

    I was like whaaaa? Apparently they don't allow more than 1 sick call in a 3 month period and I had called in sick twice within 3 months!

    I completely understand that there are people who abuse sick time, and I even mentioned to the ANM (who is more understanding than the others) that there have been plenty of times that I've come to work sick just because I don't want the unit to be short. One time I nearly barfed in my car on my way to work and still came IN! That same night I had fever and chills, but due to the fact that we always have just barely enough nurses to cover the unit I decided to ride out the rest of my shift.

    And get this, the ANM then says oh it's nothing you don't even need a delegate for this discipline it's just a slap on the wrist!

    Sometimes I wonder with all these managers we have floating around is it one of their jobs to just find things to write people up for?

    Ah being a nurse. smh.
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  4. 8 Comments so far...

  5. 1
    Ours is something like no more than 3 sick calls in 4 months. I understand that there are people who abuse their sick time but, at the same time, I think this policy is a little ridiculous. Do we really want nurses coming to work when they're vomiting or even if they just have a cold? A cold can turn into pneumonia in some of our patients. I'd much rather nurses keep their germs at home.
    All4NursingRN likes this.
  6. 0
    I once had a supervisor (at another facility) actually call me back hours after I had called in to beg me to come in. I told her I was sick and had called in the night before (so as to give them extra time to find staff) She said she didn't care and would like me to come in anyway. I was floored.
  7. 0
    This is something that just baffles me- the way hospitals treat their nurses when it comes to sick (and vacation) leave. Always has. It's so wrong on so many levels, patient safety, worker safety, common sense and oh.... CARING hellllooooo.
    I'm lucky to have a union but believe you me management infringes on our rights and it is a constant battle to stave them off with grievances, sigh.
    I just had emergency surgery (abd) last week and my surgeon wouldn't give me a note to come back, said I couldn't yet... lol I said I'm a nurse... silence.... he gets it too. I could apply for FMLA or use vacation time but I feel better already so I'm back to the grind.
  8. 0
    We get points and after so many points you get a verbal, then after more points you get a written and at X amount of hours (it is prorated to your hours worked) you get a walk to HR to review your file and hope they find something they can take points off for (like doctor notes, etc).

    I agree...nurses aren't allowed to be sick.
  9. 0
    My hospital's policy even says something to the tune of "a doctor's note does not necessarily excuse these absences." Um, what? If a doctor says I can't come to work, how is that not a valid excuse?
  10. 0
    Previous hospital #1: One call in per 3 months. God help if you had kids and they were sick too. The punishment was a write up. If you had another one in that time frame, then you were discplined. I had a m/c while employed at this hospital. I had a d/c and had complications. Two weeks later, after having an uterine infection, from retained fragments, I went back in for d/c #2. As I was waiting in the back area, HR came to see me. Did they want to know how I was? Noo. They came to give me a discpline notice. I had missed too many days in my precious 3 month period from my m/c and surgeries. I quit on the spot, laying on a stretcher...

    Previous hospital #2. Didn't have much of a discpline policy, but they would not be happy if you called in and would not accept the sick call. I called in when I had a raging flu with a 102 temp. They were going to get me for a no show, if I stayed home. So..I went in, during a snow storm, and worked for 8 hrs. OMG, I will never forget that. I felt horrible. It's a wonder I didn't kill anybody, and I wanted to toss every pt I had out of their bed so I could lay down!!

    Current Hospital: Soooo good. I came in green the other day, having had something hit me on the way into work. I was there for 30 min tops before they figured out I was sick. I was sent home. Only those that severly abuse the attendance get their hands slapped. It's wonderful.
  11. 1
    Quote from makawiliwili
    I just had emergency surgery (abd) last week and my surgeon wouldn't give me a note to come back, said I couldn't yet... lol I said I'm a nurse... silence.... he gets it too. I could apply for FMLA or use vacation time but I feel better already so I'm back to the grind.
    You really should apply for FMLA, even if you don't think you need it for this event. Let's say you get sick again and need time off. Your FMLA to cover this event will provide protection the next time you need time off due to a related or separate medical issue.

    In other words, it will protect you from this happening:

    I had a m/c while employed at this hospital. I had a d/c and had complications. Two weeks later, after having an uterine infection, from retained fragments, I went back in for d/c #2. As I was waiting in the back area, HR came to see me. Did they want to know how I was? Noo. They came to give me a discpline notice. I had missed too many days in my precious 3 month period from my m/c and surgeries. I quit on the spot, laying on a stretcher...
    PLEASE people! Claim FMLA if you qualify!
    makawiliwili likes this.
  12. 0
    I just looked up retroactive application of FMLA. You won't be able to do it.

    A qualified employee may use up to twelve (12) workweeks of leave during any 12-month period for a serious health condition that makes the employee unable to perform the essential functions of his or her position. 5 CFR 630.1203(4). In order for an absence to qualify as FMLA leave, the employee must invoke his or her right to FMLA leave and must comply with the FMLA notice and medical documentation requirements. 5 CFR 630.1203(4)(b). An employee may not retroactively invoke his or her entitlement to FMLA leave unless that employee and his or her personal representative were physically or mentally incapable of doing so during the entire period in which that employee was absent from work for FMLA-qualifying purposes. 5 CFR 630.1203(4)(b). In that case, an employee may retroactively invoke his or her right to FMLA leave within 48 hours after returning to work. 5 CFR 630.1203(4)(b). The incapacity of the employee must be documented and he or she must also explain why their personal representative was unable to contact the Agency and invoke the employee’s right to FMLA leave. 5 CFR 630.1203(4)(b).


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