Cruel, or appropriate?

Nurses General Nursing

Published

I recently asked for a day off 2 days in advance because my doctor had scheduled me for a CT scan. I work 12 hour night shifts in LTC. The scan was for the middle of the afternoon, and being anxious, I knew that I would get no sleep. My DNS told me that it wasn't an emergency and to reschedule it for my next day off because no one else could work for me!

I rescheduled it, I also spoke + cried with the adminisrator, who then spoke to the DNS who then apologized to me, but also stated that she still didn't see why I couldn't have worked that night.

Up Vote Up Vote ×

I recently asked for a day off 2 days in advance because my doctor had scheduled me for a CT scan. I work 12 hour night shifts in LTC. The scan was for the middle of the afternoon, and being anxious, I knew that I would get no sleep. My DNS told me that it wasn't an emergency and to reschedule it for my next day off because no one else could work for me!

I rescheduled it, I also spoke + cried with the adminisrator, who then spoke to the DNS who then apologized to me, but also stated that she still didn't see why I couldn't have worked that night.

Up Vote Up Vote ×
Specializes in telemetry, cardiac stepdown.

People who don't work nights will NEVER understand what it's like. Give your DNS something to compare to...ask her if she had a CT scan scheduled for, say, midnight, would she be in any shape to show up for her day job? :rolleyes:

Up Vote Up Vote ×
Specializes in telemetry, cardiac stepdown.

People who don't work nights will NEVER understand what it's like. Give your DNS something to compare to...ask her if she had a CT scan scheduled for, say, midnight, would she be in any shape to show up for her day job? :rolleyes:

Up Vote Up Vote ×

What gives with people working nights and always getting screwed when we request a day off? Is your DNS the same one I have??? I'm supposed to be going to an all day seminar in NY next week. Topic:"The Changing Role of the LPN". I live in PA,work in NJ. Seminar starts at 9am and is over at 4pm. I'll get back to work after the seminar about 5:30 or so depending on traffic. Drive home which takes me an hour on a good day. With the rush hour traffic going back to PA, I'll get home at maybe 8pm. Now I leave my house at 10:30 to get to work by 12mn.(I leave some time to stop for gas and grab a cup of coffee from 711) The thing is, the DNS said you can go to the seminar, but you'll have to double back, meaning I'll have to go to work that night. Are they out of their fool minds?

I've asked for the day after off and of course, "I don't have the coverage" is always their answer and I'm sick of it! They had two weeks to figure out how I could go and have the day off that night. I'm just tired of getting screwed all the time because I work the night shift. All inservices, seminars are scheduled for the day tour. They go and get paid for it. They should start scheduleing these inservices for the night shift and let days and eves come in at that time for them. Bet they wouldn't like it one bit!!!

Up Vote Up Vote ×

What gives with people working nights and always getting screwed when we request a day off? Is your DNS the same one I have??? I'm supposed to be going to an all day seminar in NY next week. Topic:"The Changing Role of the LPN". I live in PA,work in NJ. Seminar starts at 9am and is over at 4pm. I'll get back to work after the seminar about 5:30 or so depending on traffic. Drive home which takes me an hour on a good day. With the rush hour traffic going back to PA, I'll get home at maybe 8pm. Now I leave my house at 10:30 to get to work by 12mn.(I leave some time to stop for gas and grab a cup of coffee from 711) The thing is, the DNS said you can go to the seminar, but you'll have to double back, meaning I'll have to go to work that night. Are they out of their fool minds?

I've asked for the day after off and of course, "I don't have the coverage" is always their answer and I'm sick of it! They had two weeks to figure out how I could go and have the day off that night. I'm just tired of getting screwed all the time because I work the night shift. All inservices, seminars are scheduled for the day tour. They go and get paid for it. They should start scheduleing these inservices for the night shift and let days and eves come in at that time for them. Bet they wouldn't like it one bit!!!

Up Vote Up Vote ×

You sound like a dependable employee who is considerate of your fellow nurses and the staffing needs of your facility. Quit being so nice. Next time you have an urgent medical appt. Call off sick. You probably won't get fired since it sounds like the place is short of staff. Then if you are overwhelmed with guilt call them on your next scheduled day off and offer to come in in exchange for the sick day. Good luck!

Up Vote Up Vote ×

You sound like a dependable employee who is considerate of your fellow nurses and the staffing needs of your facility. Quit being so nice. Next time you have an urgent medical appt. Call off sick. You probably won't get fired since it sounds like the place is short of staff. Then if you are overwhelmed with guilt call them on your next scheduled day off and offer to come in in exchange for the sick day. Good luck!

Up Vote Up Vote ×

I have worked 12-hour nites for years--no more! A perfect example of how even the hosp. management does not recognize the differences--I once needed to see someone in Human Resources--but of xcourse, they are NEVER there at 7P or 7A. Finally called the HR manager,left a voice mail. He called me back--wondered why I couldn't just "come in during the day--you don't sleep ALL day, do you?" I replied"Do you sleep all night?" Apparently he got the message, because from then on there was always somebody in HR at 7AM!!

Folks just have no clue about those 12 hour nites!!!!

Up Vote Up Vote ×

I have worked 12-hour nites for years--no more! A perfect example of how even the hosp. management does not recognize the differences--I once needed to see someone in Human Resources--but of xcourse, they are NEVER there at 7P or 7A. Finally called the HR manager,left a voice mail. He called me back--wondered why I couldn't just "come in during the day--you don't sleep ALL day, do you?" I replied"Do you sleep all night?" Apparently he got the message, because from then on there was always somebody in HR at 7AM!!

Folks just have no clue about those 12 hour nites!!!!

Up Vote Up Vote ×

Have you formally requested Family Medical Leave. Regardless, both the Director of Nursing and the Hospital Administer have violated the federal law if they have not informed you of your rights under the FMLA Act of 1993. You may have a complaint and should check with your local office of the Department of Labor Wage and Hour Divison.

No employer with more then 50 employees are exempted from this law. Following is the URL for the law at the Department of Labor web site. I recommend you down load the forms and apply immediately. Any time taken for FMLA reasons cannot be held against you even during a review.

FYI recent case law/ enforcement guidelines define Key Employee as an employee who earns in the top .5% of an employer’s payroll i.e. CEO, CFO, etc. (Not just any nurse or doctor) http://www.dol.gov/dol/allcfr/ESA/Title_29/Part_825/29CFR825.110.htm

The following is from: http://www.dol.gov/dol/esa/public/regs/compliance/whd/1421.htm

Employment Standards Administration

Wage and Hour Division

FMLA Compliance Guide

Purposes of the FMLA

The FMLA allows employees to balance their work and family life by taking reasonable unpaid leave for certain family and medical reasons. The FMLA seeks to accomplish these purposes in a manner that accommodates the legitimate interests of employers, and minimizes the potential for employment discrimination on the basis of gender, while promoting equal employment opportunity for men and women.

Employer Coverage

FMLA applies to all:

 public agencies, including State, local and Federal employers, and local education agencies (schools); and,

 private sector employers who employ 50 or more employees for at least 20 workweeks in the current or preceding calendar year ¾ including joint employers and successors of covered employers.

For FMLA purposes, most Federal and Congressional employees are under the jurisdiction of the U.S. Office of Personnel Management (OPM) or the Congress.

Employee Eligibility

To be eligible for FMLA leave, an employee must work for a covered employer and:

1. have worked for that employer for at least 12 months; and

2. have worked at least 1,250 hours during the 12 months prior to the start of the FMLA leave; and,

3. work at a location where at least 50 employees are employed at the location or within 75 miles of the location.

Leave Entitlement

A covered employer must grant an eligible employee up to a total of 12 workweeks of unpaid leave in a 12 month period for one or more of the following reasons:

 for the birth of a son or daughter, and to care for the newborn child;

 for the placement with the employee of a child for adoption or foster care, and to care for the newly placed child;

 to care for an immediate family member (spouse, child, or parent -- but not a parent "in-law") with a serious health condition; and

 when the employee is unable to work because of a serious health condition.

Leave to care for a newborn child or for a newly placed child must conclude within 12 months after the birth or placement. (See CFR Section 825.201)

Up Vote Up Vote ×

Have you formally requested Family Medical Leave. Regardless, both the Director of Nursing and the Hospital Administer have violated the federal law if they have not informed you of your rights under the FMLA Act of 1993. You may have a complaint and should check with your local office of the Department of Labor Wage and Hour Divison.

No employer with more then 50 employees are exempted from this law. Following is the URL for the law at the Department of Labor web site. I recommend you down load the forms and apply immediately. Any time taken for FMLA reasons cannot be held against you even during a review.

FYI recent case law/ enforcement guidelines define Key Employee as an employee who earns in the top .5% of an employer’s payroll i.e. CEO, CFO, etc. (Not just any nurse or doctor) http://www.dol.gov/dol/allcfr/ESA/Title_29/Part_825/29CFR825.110.htm

The following is from: http://www.dol.gov/dol/esa/public/regs/compliance/whd/1421.htm

Employment Standards Administration

Wage and Hour Division

FMLA Compliance Guide

Purposes of the FMLA

The FMLA allows employees to balance their work and family life by taking reasonable unpaid leave for certain family and medical reasons. The FMLA seeks to accomplish these purposes in a manner that accommodates the legitimate interests of employers, and minimizes the potential for employment discrimination on the basis of gender, while promoting equal employment opportunity for men and women.

Employer Coverage

FMLA applies to all:

 public agencies, including State, local and Federal employers, and local education agencies (schools); and,

 private sector employers who employ 50 or more employees for at least 20 workweeks in the current or preceding calendar year ¾ including joint employers and successors of covered employers.

For FMLA purposes, most Federal and Congressional employees are under the jurisdiction of the U.S. Office of Personnel Management (OPM) or the Congress.

Employee Eligibility

To be eligible for FMLA leave, an employee must work for a covered employer and:

1. have worked for that employer for at least 12 months; and

2. have worked at least 1,250 hours during the 12 months prior to the start of the FMLA leave; and,

3. work at a location where at least 50 employees are employed at the location or within 75 miles of the location.

Leave Entitlement

A covered employer must grant an eligible employee up to a total of 12 workweeks of unpaid leave in a 12 month period for one or more of the following reasons:

 for the birth of a son or daughter, and to care for the newborn child;

 for the placement with the employee of a child for adoption or foster care, and to care for the newly placed child;

 to care for an immediate family member (spouse, child, or parent -- but not a parent "in-law") with a serious health condition; and

 when the employee is unable to work because of a serious health condition.

Leave to care for a newborn child or for a newly placed child must conclude within 12 months after the birth or placement. (See CFR Section 825.201)

Up Vote Up Vote ×
+ Add a Comment