Vacation vs LOA
- 1Years ago when i worked in more rural settings, this was never an issue. Now that I have been working metro for many years, it seems to be a big issue all over with the influx of more staff that migrated to the U.S from other countries. the ycome and want to take time off to go back home. some of them up to 3 months at a time. It is generally during the heavy vacation time of mid summer or over the Christmas holidays. I finally put my foot down, as then others can not take their vacations. I have told them their position will not be held after 3 weeks. A leave of absence will not be granted, etc. I then get in return, all sorts of "my dad, cousin, aunt, whoever is ill and dying". I have heard it so many times, i don't believe half of them anymore. I then explain that i need to staff to ensure my residents are taken care of and I'm sorry but, to be fair, i treat everyone the same. If it is a legit family health issue, they can contact someone back home and have documentation sent for the FMLA. Most don't even qualify. what is anyone else's experience??
- 2Dec 31, '11 by CapeCodMermaid, RNI worked in a place where this happened all the time. We finally put a stop to it since it wasn't fair to all the employees. Many of the CNAs quit out right expecting to be hired back when they returned. We had filled all the positions so the practice stopped on its own.
- 2Dec 31, '11 by caliotter3Quote from noc4senufI agree with this philosophy. Some people do not seem to have seen a difference now that the economy provides far too many people who are eager for a job. We had one individual who had a neverending "dying" family member. She came and went as she pleased, but then, she was a 'privileged' person anyway, even above the fact that she came from overseas and thus had that automatic preference. I would allow everyone two weeks, three weeks for extenuating circumstances beyond what is allowed by FMLA, then, job is gone. Have them sign an acknowledgement, either at time of hire, or on the request for leave form before they start their leave. Then, when the time comes, if they don't report back to work, send a registered letter that notifies them of the change in their employment status. End of problem.I have had several quit already. My thought is, if they don't want a job... their are plenty of others that do.
- 1Dec 31, '11 by caliotter3Quote from noc4senufThis is a good form. Nobody can say they were not informed.Out LOA form clearly states that theire position may be filled and they will need to work on another shift, in a different position and even at a different pay "if there is anything available".
- 0Jan 1, '12 by LockportRNThis can be very frustrating to have to deal with. Two of the facilities that I used to work for as a Nursing Manager not only allowed this but forced me to allow it as well. Then when I needed to use agency nurses to cover for them after burning out all of my regular staff, got flack for that! As for my regular staff? It is a wonder that they did not file some sort of employment claim as they were only allowed the 2 weeks while these priveledged few would get a month at a time, then get their old jobs back, on the floor and wing that they previously had. To add insult to injury, they were granted these extended holidays during the time of year when no others are granted any vacation time...Christmas. So they would not have to work Thanksgiving, Christmas Eve, Christmas Day, New Years Eve nor New Years Day. Again, I had to pull on our already overworked staff to cover. Frustrating, just frustrating!
- 0Jan 1, '12 by noc4senufMy staffing coor usually does not allow them to replace themselves as she may need those people for replacements herself. I am used to no one being allowed time off over the Christmas/New Years holidays if you need to be replaced. I have not used agency since 2001... don't believe in it.