So, I need some un-biased advise from people who don't know me. :-)
I have worked as a CNA/Secretary for 3 years on the same unit in a hospital. I am just coming off of medical leave---I had to have surgery.
I requested a week off over the summer many months ago to attend my sisters wedding, which is out of state. (I moved away from my family)
The time off was approved, but unfortunately, I have used all of my vacation time while I have been on FMLA, and my boss isn't letting me have the time off.
I am not allowed to get it covered, only to switch, which isn't possible because I am limited to only working Secretary right now and no one is able. The kicker is I am only working 2 shifts that entire time because that's all they can give me with my restrictions right now. So I'm missing this entire wedding for 2 shifts.....
I understand where she is coming from, as the rules are the rules and the policy does in fact state that approved time off can be revoked in the event you don't have PTO.
I could take another vacation, purchase new tickets ( yes they are non-refundable) BUT I will never get another chance to see my Sister get married.
I have spoken to HR and they told me she is indeed within her rights to do this, but they advised me I could speak with the head of HR to attempt to get special permission for this extenuating circumstance.....that there are always "grey areas" that can sometimes be worked out.
What do you all think? Is she being unreasonable? Am I over-reacting?
Should I escalate it to the head of HR which is going over her head, or just leave it alone and be thankful I still have a Job???
Jun 20, '13
It's better not to let people know if you have an important family event so if you don't have PTO or can't get off you can always call in sick or absent I suppose.
Since hospitals are being run by corporate business people lots of rules, regulations and policies are being added to micromanage employees. This is very unfortunate and I think decreases overall morale.
This has become a common practice to demand PTO to take time off already approved, even to have the PTO by the time the schedule is approved even though that may be months ahead.
I suppose you could go to HR but then if they decided to deny you it would escalate matters if you decide to call off to attend the wedding. I would call off if it was me, but there may be consequences so you will have to be prepared for that. If your boss already knows about the wedding and still is refusing to let you off, I would try to find someone to work the days as a favor for you, even offer to pay them a little extra money if that would get them to agree.
Can you use the FMLA to take the time off?
I've heard it said it is better to apologize after than fact than have to ask for permission first. If you ask for permission and they refuse it only make it more difficult for you to call off! I think it is sad that your manager would try to keep you from attending a family wedding because of policy and overlook the human factor. Maybe it's a sign to look for a new job. Under the circumstances the manager seems cold and unreasonable if she knows the situation.
Last edit by brandy1017 on Jun 20, '13