Is is possible to overcome attendance problems...

P_RN, ADN, RN · Sep 20, 2003

I had a couple of years like that. Check into the FMLA, I believe you can use that in segments for just what you have listed. One year I had a gallbladder surgery, broken ankle, pneumonia and an ovarian cyst rupture.....bad year, but I was able to keep my job. Our place counted occurrences not days missed so my absences though 11 weeks were only 4 occurrences.

indie · Sep 21, 2003

But it doesn't matter why you are not at work . . . the bottom line is that you have not been there when scheduled, others have had to be reorganized to carry out your duties at extra stress to those RNs who are at work

AND you should be taking off some serious, scheduled time to get your health into a better place. You are simply not taking care of yourself which is your first duty.

Probably not what you wanted to hear, but I'm sure it's the best advice at the moment.

Todd SPN · Sep 21, 2003

How sad that the company you work for has no empathy for what you have gone through. Do they think you can contol these serious illnesses you have suffered through? I would not have signed the written warning and given my notice at that time. You need to find a place that will appreciate what you bring--they don't.

fab4fan · Sep 21, 2003

FMLA, FMLA, FMLA!!!

I miss for migraines, and it's covered under FMLA, so there cannot be any repercussions/discipline.

It is unreasonable to expect that every employee is going to be the picture of health...we're people. Dragging yourself in to work doesn't do you, your co-workers, or pts any good (I was written up for coming in to work sick, believe it or not).

Liddle Noodnik · Sep 21, 2003

Originally posted by fab4fan
FMLA, FMLA, FMLA!!!

Re FMLA and missed time, do you have to do something ahead of time like say, "I am taking a leave of absence"? or just take the time as you would anytime you are sick and when the issue is raised, mention the FMLA?

I've missed lots of time due to my migraines since April so I am interested.

Agnus · Sep 21, 2003

Originally posted by lovemyguys
or should I just find another job?

I ask this after a really stressfull year healthwise. I've been hospitalized for severe dehydration, bronchitis where I was coughing up blood clots and at one point they thought I had a PE, migraines, kidney stones (I've passed them 3 times in the past yr!), cholecystitis, and, recently, appendicitis!

I've been made to sign a written warning regarding my attendance last week. As if my job as an RN isn't stressful enough, I now have the pressure NOT to miss a day of work hanging over me daily.

I'm just wondering....have any of you overcome issues like this? I have to meet with my nursing supervisor tomorrow, and I'm wondering how do I approach this with her? I want to know frankly if my job is in jeapordy, if I should start looking for another one right away or what? I was told that in the state of CA they can't hold it against you attendance-wise if you call in for a child being sick- Does anyone know if this is true?

I'm really anxious at this point. I've worked here for 2 yrs, and need to know if I should just call it quits and start fresh or what I can say to management to feel out the situation, and whether it's workable or not???

Please, any input is appreciated! Thanks so much.

I feel for you it always seems so unfair with one looses a job do to attendance when it was illness related.

In these situations the employer is usually aware of the situation that caused the absense and may even be sympathetic. The real issue is the employer hired you because they need you. They need to be able to count on you being present when scheduled to work. No amount of empathy is going to change the fact that your frequent absenses have created a problem for them.

I would suggest talking to your supervisor and discussing cutting back on your hours. It sounds like this job is too demanding right now for your health. The problem that I see with going to another employer is they can and likely will inquire about attendance. (attendenance is one of the few things they can ask another employer about, and almost always is asked)

They will want some assurance this will not happen there. Since this is so receint it is unlikly you can convince them. Stay with your current employer, cut back on hours, and work something out where you get your own coverage if you are sick.

A willingness to make these concessions will go a long way.

While you are doing this you might look for something were the employer can affored you more flexibility.

Consider per-deim.

Discuss per-diem with your current employer. This would allow you to redeam your self with that employer if they would accept you working per-deim. That way you will have time to clear up your attendance record with them.

flashpoint · Sep 21, 2003

I don't disagree that lovemyguys recent illnesses can cause a hardship for the other nurses who have to work short or pull extra shifts to cover, but everything that has gone on with her is totally beyond her control. Employers and fellow employees need to be understanding and help her get through the rough times, so that when she is healthy again, she can jump back in and do her job again. If she has had good attendance in the past, it seems to me that it would be better to keep her around, knowing that she is a loyal employee than to fire her and hire someone else who might not display the loyalty that she does.

My employer has a great sick leave policy and my managers and coworkers really work hard to help employees through tough situations so they can get back to where they need to be. Their concern is focused much more on "How is Suzie going to make it through the month since she has been sick for so long?" rather than "How are we going to make it through the shift since Suzie is sick again?"

kids · Sep 21, 2003

Originally posted by fab4fan
FMLA, FMLA, FMLA!!!

I am sorry you have had a rough year health wise, I sure know how it can happen and I hope you are feeling better (other than supervisor related stress).

You should be eligible for protection under it.

Yes, you have to give advance warning IF POSSIBLE but they can't refuse you if you don't.

The limit is 12 weeks in a 12 month period (the 12 month period starts on the date that FMLA is first used) and it can be used in bits and pieces.

Employers are required to post posters with the info in employee areas, look for them where your L&I and safety info is hung. The posters include the contact info if you feel your rights are being violated.

You may not beable to use it as protection on your previous absences but you can sure use it for EVERY future one (including children's illness).

You can not be disaplined (sp?) for attendance if the absences are FMLA.

I was in a situation where an employer agreed to be flexible so I didn't have to take FMLA at 1 day/week. Several months later I got a less flexible Director, the same day I filed for FMLA she fired me for attendance. I could "prove" that in the previous 6 months I had only had 2 absences that were not pre-arranged and pre-approved. I won the Unemployment Claim for wrongful termination and in the end the Corp wrote me a lump sum check for 12 weeks severence pay.

jemb · Sep 21, 2003

I, too, have a chronic and recurring (unexpectedly always, of course) illness. I have had FMLA protection for the last three years.

You do need to file the forms for eligibility with your employer. There are two parts -- one completed by your physician, and one part by you. And if a second condition or illness occurs that was not included on your original application, you must request another certification for that condition from the involved physician. However, the total weeks available for all conditions combined will remain 12 weeks/ year. But unless your employer is a real dolt, they are not likely to penalize you for any reasonable additional time necessary for the certified condition.

And, to address the problem staff working short because someone is ill -- It is the employer that is unwilling to utilize per diem pool or offer extra hours to part time employees. (Where I work, our per diem and part timers are begging for extra hours right now, but administration has clamped down on the budget. )

How does terminating the ill employee, and maybe not replacing them for months, help staffing?

Tweety, BSN, RN · Sep 21, 2003

I agree you should check into the FMLA.

Our hospital policy, and I don't know if it's law here in FL or not, is that you are allowed to miss time for a sick child and use your own sick time.

Changing jobs isn't going to fix your problem, as you will take your health problems with you.

Talk to your manager, talk to your human resources people and see what can be worked out.

While they should be understanding, as someone has pointed out, they have a job to do and like any business they need someone that is physically capable of doing it. As coldhearted as that is.

Hope you feel better soon.

Agnus · Sep 22, 2003

Originally posted by cotjockey
Employers and fellow employees need to be understanding and help her get through the rough times, so that when she is healthy again, she can jump back in and do her job again. If she has had good attendance in the past, it seems to me that it would be better to keep her around, knowing that she is a loyal employee than to fire her and hire someone else who might not display the loyalty that she does.

What is and what should be are ofter two different things. Often the supervisor and even the supervisor's supervisor has little or no say in the situation. They are employees too.

If she is getting a written notice this is not a good sigh. She needs to deal with the particular situation that she is facing not some ideal.

I agree it is not fair. Been there. Seens others who were there. Even see situations where the stress of the job was responsible for the illness. Didn't matter.

If you can invoke FML by all means do it but cover your back side as well. Take care of yourself and cut back hours.