Calling off on two week notice?

[Kalypso22]

Hello!

I have just accepted a new job as a department manager at another hospital. I am going to give my current employer my two week notice today however I was informed by the new job there is a benefit put on by the chief surgeon of my department and that I need to be there.

Of course it falls on one of the last nights I work.Normally I wouldn't even consider calling off after giving notice, I just feel like this is important. Another thing I'm struggling with is my current employer will not pay out my PTO because I'm one month short of being there a year. So calling off would give me some of these hours back but I don't like the thought that I'm leaving coworkers short.

I have tried to switch shifts but no one is able. What would you do?

Thanks!

[Tweety, BSN, RN]

I'll have to look, but I think our policies require you leaving in good standing and working out a notice before they pay out any PTO or pay you for a sick day during your notice.

You've let it out of the bag by asking other people to cover you that you need the day off, so if you call in sick, they will be wise to that and not pay your PTO.

Of course you can always do the "what are they going to do? Fire me?" and blow them off and call off sick. Or you can work out your notice and inform your new employer you won't be able to start until you hire date and let the chips fall where they may which is what I personally would do. Surely you're new employer will respect you being an adult and dedicated worker.

[Workitinurfava, BSN, RN]

Well you put your notice in, so the point is for them to find someone to cover you because you are leaving. Technically they should already have someone as you have "put in your notice that you are about to be over like a unhappy marriage, just kidding". Anyways do what you gotta do so you can move on to something better.

[djh123]

HouTx said:

OP's situation seems odd. I have only worked with organizations in which PTO was actually accrued time (X number of hours per pay period), so it's $ that is actually owed to the employee and must be paid when they terminate. Seems very odd to me.

Odd? I've heard of numerous people leaving my workplace whose vacation hours - and yes, they were accrued, as you say - axed 100%. I'm thinking a state law may be part of this, though (some states probably required accrued vac. to be paid; others probably don't).

[Ruby Vee, BSN]

HouTx said:

OP's situation seems odd. I have only worked with organizations in which PTO was actually accrued time (X number of hours per pay period), so it's $ that is actually owed to the employee and must be paid when they terminate. Seems very odd to me.

The OP hasn't been at her current job for a year. I think many places have policies such as not paying off accrued PTO until after a year of employment, hopefully to cut down on job hopping.

[Been there,done that, ASN, RN]

Ruby Vee said:

The OP hasn't been at her current job for a year. I think many places have policies such as not paying off accrued PTO until after a year of employment, hopefully to cut down on job hopping.

Certainly, paying off on accrued CTO depends on the facility's policy. Over the years, I have mostly seen that I start earning from day one, and can start being paid at 6 months. Any decent facility would not expect you to not call in, or need any earned time off for an entire year. OP is wise to leave this rinky dink joint. If they don't pay her for the call in day, oh well.

[JerseyTomatoMDCrab, BSN]

At a previous hospital job of mine, if you called out after giving your notice, you had to extend your last day to reflect it. So, if I called out 2 days, I would have to work an additional 2 shifts after my originally scheduled last day. At another job, I was told if I called out after giving my notice I wouldn't be paid out for my PTO but I don't know if that's true. The manager didn't tell me that, other nurses did so who knows if it was the case.

It doesn't sound like this benefit is really work related though. I know it's being held by the department chief but it's not like it's mandatory training. It's before your official start date, I am not sure if it's worth possibly burning a bridge with your soon-to-be former employer.

[VegasTigerRN]

I don't know about the PTO but every hospital I have worked at has a policy about calling out during your notice. If you call off, you are not rehireable. Do you really want to burn a bridge?

[KCMnurse, BSN, MSN, RN]

I don't think you are obligated to attend the benefit until you are an 'official' employee. At best you will smile and shake some hands - you have years to build a rapport with these folks.

Leave on good standing with your current employer...you never know...

[Ruas61, BSN, RN]

HouTx said:

OP's situation seems odd. I have only worked with organizations in which PTO was actually accrued time (X number of hours per pay period), so it's $ that is actually owed to the employee and must be paid when they terminate. Seems very odd to me.

Not all, large now defunct LTC chain wouldn't pay out unless it is mandated by law.

[Kooky Korky, BSN, RN]

klone said:

You may want to check your current hospital policy. At many facilities, you are not allowed to use any PTO during your last two weeks of notice. If you call out, you may have to take it unpaid.

I don't think this is correct, just a threat that employers use to make sure you come to work after you've given notice. Check with the Dept. of Labor. What if a person has a true emergency or is truly ill?

And if OP did have to be unpaid for one day, it probably wouldn't hurt her finances.

But she could just tell the new employer she can't make it. Or just not go. It's pretty nervy for the new place to more or less demand her presence while she is still employed elsewhere. Not a real auspicious beginning on the new job. Why do people try to put others in a trick bag all the time? Maybe it's a loyalty test? Or a "see what you're made of" test? Can you be enticed? Tempted?

[greenerpastures]

HouTx said:

OP's situation seems odd. I have only worked with organizations in which PTO was actually accrued time (X number of hours per pay period), so it's $ that is actually owed to the employee and must be paid when they terminate. Seems very odd to me.

My hospital does this too. They don't pay out PTO when you leave at all. They slide it into the employee handbook, then say "you signed the paperwork you read the handbook."

[WKShadowNP, DNP, APRN]

A former employer tried to withhold my PTO when I had to take my swine flu positive daughter to the ER. I made up the hours and extended my notice the difference. I showed them their own policy and got my earned PTO.

My current employer will pay me out. I reread the policy prior to turning in my resignation. It's organization dependent.