Poor work attendance in a coworker -- what to do?

redshiloh · Feb 9, 2004

Well, you are not alone...we have the same situation here. Only this is a big city place. The hoops managers have to jump through to get someone fired are many.

The ONLY thing I can think of is peer pressure. But with a union around that can be risky. Wish I had a real solution for you. If you find one please let me know.

huggietoes · Feb 9, 2004

Totally know where it is you are coming from. The person I am referring to is a 12 hour person so she screws two shifts not just one when she calls in. We ask around 5, did anyone receive a call from the supervisor, then "so and so" must be gracing us with her presence tonight. Not that when she comes in she does much more than make her presence known. Never works holidays, always goes out on some fraudulent disability claim that she begins working up about a week before. Whining is incessant and I actually prefer working short to her just being there wasting valuable oxygen that could be reserved for those of us panting for air because we are running our tails off!

NicuGal, MSN, RN · Feb 9, 2004

Don't you all have a sick policy? We get points and at so many points we get canned.

Of course if she has a FMLA of any sort there's nothing you can do...some people use those like they are a get out of jail free pass.

We have SEVERAL that do that and gee, always on a Friday or Saturday. We finally passed an addendum that says intermittant leave will be rescheduled if a call in is on the weekend.

donmurray · Feb 9, 2004

As a nursing union representative I am baffled by these comments that surface from time to time about it being near impossible to fire someone from a union facility. In one sense I wish it were that easy! All a union rep can do for a member is to ensure that their manager follows employment law, and the sickness/absence policies and procedures of the employer, so that that the member is not treated unfairly. If sticking to the rules when sacking someone is beyond the wit of the manager, then that is hardly the union's fault! If you were the one facing disciplinary proceedings, Then I'm sure you would want a fair hearing too.

redshiloh · Feb 9, 2004

I'm not dissing unions, WHEN they work WITH management. Unfortunately, that atmosphere does not exist in our facility(at least the professional side).

I work on the federal gov't side, so mass amounts of red tape are a compounding problem as well. And given those obstacles, it IS remarkably hard to fire someone.

ceecel.dee, MSN, RN · Feb 9, 2004

Sometimes I think that the sick leave policies or benefits are just too liberal! I mean, maybe what your hospital should look at is making the sick leave bene leaner at your next contract negotiation. We have a liberal sick leave policy, and if a nurse decides she is going to "take everything coming to her", the rest of us really do suffer. The policy is there for compensating wages for real sick time, not for free days (this is our policy; many of you may have more practical language than we do). Sick leave is not owed you if you are not sick. --flame suit on--:chair:

Tweety, BSN, RN · Feb 9, 2004

Originally posted by ceecel.dee
Sometimes I think that the sick leave policies or benefits are just too liberal! I mean, maybe what your hospital should look at is making the sick leave bene leaner at your next contract negotiation. We have a liberal sick leave policy, and if a nurse decides she is going to "take everything coming to her", the rest of us really do suffer. The policy is there for compensating wages for real sick time, not for free days (this is our policy; many of you may have more practical language than we do). Sick leave is not owed you if you are not sick. --flame suit on--:chair:

Too many people think sick time means vacation time. If you're allowed to call in sick say six times a year, people think it as six days off they are entitled too. Very frustrating work ethic.

I must confess to have used sick days for days when I was mentally unfit to work and not physically sick. That was in October and the only time I've called in in 2003 and the only time since.

To the original poster, I would take your concerns to the manager or the union. Get to know what exactly the policy states and demand that the policy be enforced. Otherwise, other than quitting (which would serve them right) there probably isn't much you as a coworker can do.

I agree, sometimes it is hard to fire someone, even in a nonunion hospital. First they have to call in sick that one time too many, then they get a verbal warning, then they might straighten out for a month, then call in sick again but it is within the six days per 12 months they are allowed, then they do it again, and get a written warning, then do it again, and get a final warning, then they do it again and are getting another chance because it's been a while and there's a shortage of workers, on and on and on.

It might also help if you and your coworkers, during a moment when there isn't much anger, express your concerns with the employee. Explain how her/his selfishness if affecting the unit.

Good luck.

Gldngrl · Feb 9, 2004

Are others given warnings or written up per your hosp. policies for excessive call ins? If so, you could file a grievance, arguing that your manager is arbitrarily enforcing the policy which is creating a discriminatory effect on staff. If you have a sick/call in policy and your manager isn't enforcing them, you could file a grievance arguing that your manager is failing to perform her duties and adher to the hospital policies. I don't know if these are possible; this is just off the top of my mind and utilizing my imagination:). Whatever you do, you need to know your policies and understand them and leave a paper trail. Hopefully your colleagues will be as supportive and there's always your union steward to assist you as well.

ceecel.dee, MSN, RN · Feb 10, 2004

Or file an unsafe staffing report citing the sick call as creating the unsafe environment. Hospital admin hates those reports!

obliviousRN · Feb 10, 2004

Thanks you guys! I am going to get a copy of our union contract and hospital policy tomorrow at work. I had one somewhere and filed it under "probly never need" AKA garbage can. Now I need it! I do want to do this professionally and not look like it's apersonal vendetta because that hurts staff and moral also. Plus it's not a personal vendetta. I'm just tired of being shortchanged by her! Ah well, such is life, huh?

I appreciate all the input. You guys are awesome

oramar · Feb 10, 2004

If you work at a facility where sick benefits are liberal you are very fortunate. Most places I have worked have miserly or non existant sick pay. There actually is no sick time where I work right now. Only comp time which mixes all different types of paid days off together.