No call no show?
- 0Apr 3, '12 by FngrpntsnotasinWhat should be done about a no call no show? Is it grounds for termination? I ask because we had one tonight and it really ticked me off. It is so hard to find someone to come in after 1100 pm. This is this persons first no call no show but they are notorious for leaving a shift 3 and 4 hours early and also calling out shortly after their shift starts. We also used to have a nurse who was a repeat. No call no show ans she. Kept her job forever. I really feel disrespected when something like this happens, I'm sure its not personal but it sure feels that way!
- 5Apr 3, '12 by BuckyBadgerRN, RNIs there an employee manual that addresses issues like these? A cut and dried, black and white procedure manual is pretty helpful in situations like these. And I agree, it's downright rude and unprofessional. In reading the threads here on AN, it seems like there are plenty of nurses out there that would be thrilled to have a nursing job to show up to each shift.
- 2Apr 3, '12 by heathert_kcThe fact that you take your job personally shows you care. But this tends to be the type of individuals who do no call no shows, those who call in all the time, have countless 'family emergencies', car break downs, mysterious illnesses, or simply 'I can't make it', etc. It certainly should be grounds for dismisal, though that all depends on the policy at your facility. My facility is horrible about sticking to there own attendence policy, which can be frustrating. From my experience every no call no show I have ever had was a person who should have been fire a long time ago, not my opinion, but if our attendence policy had been followed. I mean if god forbid I were in an accident and/or in a coma or extreme circumstances I would hope my job would excuse me. So there has to be some discussion, but for those who are notorious for being unrelible, show that they obviously don't want to work there, and that is how I see it. You gotta look at your policy and speak up when it is not being followed, remind management that it is you and all the other staff members who suffer as a conscience.
- 1Apr 3, '12 by Ruby VeeQuote from FngrpntsnotasinUnless she was in an coma somewhere and couldn't call, a "no call, no show" is certainly grounds for disciplinary action, if not for dismissal. Check your facilitiy's policies. By the way -- how come she hasn't already been through the disciplinary process for leaving three or four hours early and for calling out just before the shift starts? Surely your facility has policies to cover that, too?What should be done about a no call no show? Is it grounds for termination? I ask because we had one tonight and it really ticked me off. It is so hard to find someone to come in after 1100 pm. This is this persons first no call no show but they are notorious for leaving a shift 3 and 4 hours early and also calling out shortly after their shift starts. We also used to have a nurse who was a repeat. No call no show ans she. Kept her job forever. I really feel disrespected when something like this happens, I'm sure its not personal but it sure feels that way!
- 2Apr 3, '12 by Ashley, PICU RNYou should have a facility policy that specifies the disciplinary process for excessive absences.
A no call, no show at my facility would put an employee on probation. A second would be grounds for termination. Calling out without proper notice (two hours before the shift) is also considered a no call, no show. Calling out after the shift starts certainly would be as well.
How can she just leave a shift 3-4 hours early? Wouldn't that be considered patient abandonment if there is no one to cover for her?
Your manager/DON needs to be notified about these absences ASAP. I would call her as soon as an employee does something like this- doesn't show up, leaves early, calls out late, etc. No matter the time of day. Get your co-workers to do the same as well. I bet after your DON gets woken up a few times in the middle of the night because of this employee, she will take some action.
- 0Apr 3, '12 by FngrpntsnotasinI really wonder if she has been disciplined for attendance, but I just don't know. My meltdown last night came down to the fact both of my 11-7 CNAs were out. One of them called out the other was a no show. I wrote out both absence slips. It is so hard to call in someone after 11 pm. Especially when we are Not allowed to offer call pay. I did finally get help in but only after almost 2 hours on the floor just me and the two aids from the other unit. It really makes me boil. Ugh!
- 2Apr 3, '12 by michelle126At first I thought you were talking about my place
Our policy is two then you are fired. The first could have been and accident, etc the next should get you termed. I say should because sometimes it it the scheduling persons fault. Yes, it is that messed up at the place where I work.
- 0Apr 4, '12 by *LadyJane*Doing it once at my work will get you terminated, and this is made clear during orientation. Early on, like a week into my orientation, I didn't hear my alarm in the morning. My phone rang a couple minutes after 6am, asking where I was (I always show up 15 or so minutes early to hang up my coat, wash hands, and look at vitals/labs etc so they knew something was wrong) I had overslept, told them I would throw on my scrubs and was there in 15 or 20 min from the time of the call. I apologised profusely (and now I have 2 alarm clocks, both set to wake up time) and was awarded demerit points for showing up late. I am astounded at the high rates of call ins for cnas....
- 1Apr 5, '12 by caliotter3Based on what you said in your post, this person should probably be fired. Everywhere that I have worked, NCNS meant immediate termination. Exception, sometimes, home health, where sometimes people take advantage of all involved because they are able to. A good employee would get the benefit of the doubt, but someone who leaves early and calls off often enough for it to be mentionable has not stored up any good will. I can assure you there is an employee out there somewhere who will show greater appreciation for that job.