call offs

Specialties LTC Directors

Published

any good policies/programs in place to help curb call offs?

Prefer something positive rather than a negative. Just getting written up after so many doesn't seem to work. Any creative ideas would be helpful.

I used to work at a place that took everyone who had no call-ins in a three month period and drew names for $50. I think they picked four names a month. I won it three or four times in the year and a half that I was there/ It doesn't offer a lot of incentive not to call in since you only have a chance at getting the $$$, but it rewards the people who actually show up like they are supposed to.

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At my place if you call in- The next day you must go before the QA board and explain why you call in- They ask you all kinds of questions- Then they send you out of the room and they vote to excused your absences or not-

As a CNA I'm scared to call in- don't want to faced the board- it does make you think twice before calling in-

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Oh yea, the QA board sure sounds effective... now we have nursing staff facing a "parole board". An administrator at one of the local nursing homes was a no show for many days, did not even provide a phone contact for when the DOH came to audit...and this person gets a severance pay.

My answer to the DON who wanted a positive way to motivate people. Try self scheduling if possible-it helps a bit.

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Hello!

I would be interested in knowing more about your self=scheduling guidelines.

Thank you!

Tammy

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Specializes in geriatrics.

Has anyone ever used something along the lines of a "points system" for disciplinary action on call-offs. This would also be used for tardiness. I am just curious if anyone has heard of it and how it works. Thanks.

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Our facility works 12-hr shifts. Each employee works 72hrs/pay period and gets paid for 80. If the employee calls off, they loose their 8 hrs of bonus pay for that pay period.

Amazingly, the staff still call-off but the call-off rate is much lower than I have had at other facilities. I thought it was a good idea.

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We managed to slow down some of the calling off, I don't know how long it will last. This is how we did it. HR keeps track of actual hours worked and employment status re: PT or FT with benefits. If they call off enough to be one hour under the FT requirements for 2 pay periods, she changes their status to PT and with that there are no benefits. No holiday pay, no vacation time, no sick time accrual. They usually don't realize it until they see they did not get their holiday pay and come to HR complaining. When we explained that when they are scheduled a certain amount of hours, it is meant to maintain their FT status, and when they call off or even give 2 days to another employee, they have cut their own hours and thus their status down and benefits. Now that it has happened to a few of them, the call offs for stupid stuff has stopped. Also, they are required to stay on the floor and cover the next shift if their is a call off, so they police each other.

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I consider myself really blessed to work where I do. We rarely have nurses that call out. And if they do, they are really, really sick. Now CNA's are another story!

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Specializes in Level 1 Trauma Center & LTC.

Luckily I too work at a place where it is very rare for the nurses to call off. The CNA's are definately a different story. But when I took this ADON position they were "running the show", calling off all the time. Seriously, one of the CNA's has had over 100 call offs in the 4 1/2 years she has been there. Now we definately butted heads when I started because I actually implemented the policy.

More than 1 call off a month = excessive and more than 5 a year = excessive

1st offence = documented verbal

2nd = written

3rd = 3 day suspension

4th = termination

I called each one in and counseled them, tried to figure out ways to avoid another call off. But this eased the minds of the CNA's that never call off and think that everyone that always calls off never gets reprimanded and the good ones are always having to pick up.

At first it really cut down on call offs, I mean we went an ENTIRE month without 1 call off, for me, this was record breaking! LOL :yeah:

Then I slacked off a little bit, i have a really great rapport with most all of my staff and therefore when they have to call off its more disheartening to have to discipline them, but then I noticed the call offs becoming more prevalent again.

So the policy is implemented in stone (for the most part) I let all new staff know on hire too. And the girl with over 100 call offs just came off her 3 day suspension. I started new with her when I started, but I wanted to give her an opportunity, she did very well, only up to the 3rd offence in 1 year. Which is miraculous for her. And she completely understood and she still laughs with me and we still have a good working relationship.

Bottom line: There has to be ground rules. In the beginning everyone knows them and they decide their own fates. This way they know what to expect, all the time, no question. Peace of mind for some. Otherwise its chaos from what Ive seen and everyone is testing their boundaries, like two year olds. LOL

I would like to give the self scheduling a try. I thought about that when I first started this job. But how do you keep the appropriate amount of staff on the days without going over or being understaffed?

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Specializes in ICU, CM, Geriatrics, Management.

Having enough back-up staff is the key. Call-off policy violators must be treated per the policy.

Impossible to do if you don't have bodies to carry out the work needed.

What's totally baffling: staff overheard to complain that they need the money, are behind in their mortgage, rent, etc., but who continue to be attendance problems... especially in this economy.

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Call in on Sat or Sun is each counted as a separate day, and you need to make it up on your next weekend off.

Seems like the only thing they understand is the negative

We have the same policy at our facility. Now what baffels me is a person calls out say..today..that crew is "punished" by not having full staff (the CNA' also have the you call out on your weekend, you make it up on your next weekend off". But the weekend that get the person that called out..get a "bonus" extra person.

I've worked LTC in many different place and I had never seen the weekend call out policy. And in my facility now, I really don't see a reduction in weekend call out from this policy. On the contrary it seems there are MORE call outs on the weekend. Doesn't seem to be working. Maybe because the people use "sick time' pay for the weekend call out, so their paychecks aren't reduced..and the following week, when they have to work their normal hours AND the extra Sat and/or Sunday, their paychecks show OVERTIME. Calling out on your weekend seems to be a "good" thing in some people's eyes, you make more money. Hardly a "punishment".

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Specializes in Geriatrics, WCC.

They don't get the bonus pay for working their weekend off OR do they get any OT due to the makeup. As for extra people, not happening. Due to vacations and requested time off... there is always an open shift to place them on.

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