I am very stressed out about possibly being written up for time & attendance. Recently, I received an attendance "warning" (not write up) related to my attendance points- we have a system that tracks points over a year and tardy is 0.5 points & a call out is 1 point.
I have been working to clear my points, because after 6 months of no tardies or call outs your points go back to zero. However, I recently registered on a wait list for a CPR class at work. I never received an email or any notification that I was off the wait list, however I was reported as a no-show. According to our attendance policy, a missed class is regarded as a call out. Because of this, I will now have a formal write up and be automatically terminated if I have any tardies or absences in the next 6 months.
while I don't intend on doing so, I worry about incidentals! I have emailed my manager regarding the situation, but have not received an email reply (I am off work for a few days)
I am so stressed about this!
Any advice/ people who have been in a similar situation?
Honestly I would start looking for a new job. These punitive systems encourage nurses to work sick -- what if you had influenza or norovirus? Or what if you had a small, sick child -- sick children can't go to daycare. They're penalizing a call out for those, as if you had called off to go to a party or something? I would not want to choose between working with influenza or getting fired for not working with influenza.
In the meantime, can you screenshot your inbox to show you had no notification? (The IT people should be able to tell if you deleted it and lied about it, in case they accuse you of simply deleting a notification.)
Honestly I would start looking for a new job. These punitive systems encourage nurses to work sick -- what if you had influenza or norovirus? Or what if you had a small, sick child -- sick children can't go to daycare. They're penalizing a call out for those, as if you had called off to go to a party or something? I would not want to choose between working with influenza or getting fired for not working with influenza.
In the meantime, can you screenshot your inbox to show you had no notification? (The IT people should be able to tell if you deleted it and lied about it, in case they accuse you of simply deleting a notification.)
Every place needs some way to keep call ins under wraps. You can't run a hospital if people are calling in every other shift. It just depends on how generous and lenient it is if it's reasonable.
We have a system like this, if it ever goes to HR they look at everything and will forgive certain things like the class and if you have a note for an absent time. I wouldn't worry too
much unless you abuse the system. We accumulate a point for every hour we call off and a point for each tardy incidence. After 20 points we get a warning, 30points written and 40 points you get a verbal. At 48 points it is a trip to HR. I have only actually seen 3 people in our unit get fired, but they were always calling in for no reason or late every single day. If we don't call in for 6 months 12 points drop off, otherwise they stick around til one year and then drop off.
I just want to say, I hate systems that have these corrective actions. I know that it is not good for the facility/hospital/institution to have lots of call offs, but sometimes people have a bad period...things going on....divorces...sick kids...etc. I think our time or PTO is ours' and should not be questioned, for the most part. I definitely think the corrective actions should come only after a long period of what they might consider "abusive". Imagine having a child sick, then being sick yourself several days later, then a bad (personal day) day....or having an adjustment period to a new shift and not sleeping, then getting sick from exhaustion, and then next week an elderly parent that you help care for is having changes--- you can accumulate separate call outs fast.
I just want to say, I hate systems that have these corrective actions. I know that it is not good for the facility/hospital/institution to have lots of call offs, but sometimes people have a bad period...things going on....divorces...sick kids...etc. I think our time or PTO is ours' and should not be questioned, for the most part. I definitely think the corrective actions should come only after a long period of what they might consider "abusive". Imagine having a child sick, then being sick yourself several days later, then a bad (personal day) day....or having an adjustment period to a new shift and not sleeping, then getting sick from exhaustion, and then next week an elderly parent that you help care for is having changes--- you can accumulate separate call outs fast.
This just happened to me. Bought a house, the closing went bad, then I got sick, then my MIL broke her hip and coded when they tried to do surgery so she ended up in the ICU, water heater broke in our "new" house, I didn't sleep for 3 days, and now my BIL is in the hospital while my MIL is still in the ICU.
At my company, you get five days of PTO each year for your first three years of employment. FIVE. There are no sick days so when you call off you use your PTO. We also have the point system. One point = 1 call out. 6 points in a year = disciplinary action up to termination.
Recently, here in Florida, when it rains it pours...
This just happened to me. Bought a house, the closing went bad, then I got sick, then my MIL broke her hip and coded when they tried to do surgery so she ended up in the ICU, water heater broke in our "new" house, I didn't sleep for 3 days, and now my BIL is in the hospital while my MIL is still in the ICU.
At my company, you get five days of PTO each year for your first three years of employment. FIVE. There are no sick days so when you call off you use your PTO. We also have the point system. One point = 1 call out. 6 points in a year = disciplinary action up to termination.
Recently, here in Florida, when it rains it pours...
Every place needs some way to keep call ins under wraps. You can't run a hospital if people are calling in every other shift. It just depends on how generous and lenient it is if it's reasonable.
I get that, but does their policy have to include the choice between working while truly ill (as in my examples of influenza and norovirus) and getting fired? Because that's exactly what a call-out-once-in-the-next-six-months-and-you're-fired directive is.
And by the OP's SN, I'm guessing she cares for kids. Should those parents have to have their already-ill kids subjected to a sick RN?
This just happened to me. Bought a house, the closing went bad, then I got sick, then my MIL broke her hip and coded when they tried to do surgery so she ended up in the ICU, water heater broke in our "new" house, I didn't sleep for 3 days, and now my BIL is in the hospital while my MIL is still in the ICU.
At my company, you get five days of PTO each year for your first three years of employment. FIVE. There are no sick days so when you call off you use your PTO. We also have the point system. One point = 1 call out. 6 points in a year = disciplinary action up to termination.
Recently, here in Florida, when it rains it pours...
I am sorry about all the sickness, bad closing, etc.
However, what if your MIL and BIL lived out of state or too far away for you to be reasonably expected to help her? You would not have called off.
Closings should take place on your day off or before or after your work day.
Sick kids are another story, but at least a couple of backup child care scenarios are necessary for parents of young children.
One's personal illness is another story.
Five days off is really cheap. Can you work holidays and save those up and use them when you need them? For true emergencies?
I must sound harsh and I apologize, just that we are hired to work, not call off. I know i have hated being on the receiving end of these policies.
Here.I.Stand, BSN, RN
5,047 Posts
Honestly I would start looking for a new job. These punitive systems encourage nurses to work sick -- what if you had influenza or norovirus? Or what if you had a small, sick child -- sick children can't go to daycare. They're penalizing a call out for those, as if you had called off to go to a party or something? I would not want to choose between working with influenza or getting fired for not working with influenza.
In the meantime, can you screenshot your inbox to show you had no notification? (The IT people should be able to tell if you deleted it and lied about it, in case they accuse you of simply deleting a notification.)