Hey all - I'm looking for input on the following situation:
a co-worker has been granted a religious accommodation to never work a Saturday (hospital ICU, where everyone is scheduled every other weekend). She does not have to work every Sunday, and they have not filled the hole her not working as created. As you can imagine, our Saturdays are horrible. I have gone to our union - NYSNA - but they are not willing to do anything.
She is also scheduled 8 hours less every two weeks than the rest of us, yet still maintains full-time benefits even though she is actually working what is considered part-time.
I'm becoming extremely resentful......am I valid feeling this way, or should I just mind my own business?
Oh you didn't disappoint me. It gave me the perfect opportunity to make the post you quoted, it was meant to be a tongue in cheek post that a few members would get. That's super sweet you shared your goldfish crackers. I bet she was super appreciative about that.
It's only fair. She came to my rescue when I stupidly took my pt's clock off the wall to reset the time and then couldn't get it back up, and it's dangling by its wires and all I can think of is electrocution. So all is well.
I think it's fair for those requiring off Saturday in an every other weekend environment to work every Sunday. I've seen this strategy work.
If she could find someone willing to work every Saturday while she picks up every Sunday it would be perfect. I doubt that would happen - it's just too small of a unit.
Hi! I'm not new to all nurses but I haven't posted much and I just can't get into my old account (don't rem the info). I am one of those that gets religious accommodation not to work on Saturdays, but I've always worked every single Sunday (unless they didn't need me on occasion because there was too much staff) and that was stipulated in my agreement when I started. This is a management decision they do not have to allow her to be off all weekends.
Edited to add: when I worked at a NYSNA facility I had to sign an agreement that I would work every Sunday and Monday (still don't get why the Monday) where the other RNs worked 2 weekend days 2x/month. I don't think what you described is according to union policy
Specializes in Hospice, corrections, psychiatry, rehab, LTC.
My point was that sometimes you have to threaten to quit (and mean it) in order to get what you want.
If you do this, be prepared for them to take you up on it. As a manager, I don't have a lot of tolerance for ultimatums. If an employee wants to discuss something and try to reach a solution I'm more than willing, but tell me that you're going to quit if you don't get your way? Well, bye.
As Cowboyardee said, you have no idea of the details of management's agreement with this employee, and in all likelihood she made other concessions in order to get Saturdays off.
IMO Coffee Nurse has the right idea. The real issue is your workload on Saturday. Your coworker's schedule is merely a contributing factor. This is a coverage issue that should be taken up with your nurse manager.
The job may have been posted as full time, but she told management at the interview (maybe something came up from the time she applied to when the interview took place) that she could only commit to PT hours.
Management must have liked her (or they were desperate for competent staff) and agreed.
Regarding the benefits: How do you what level her benefits are?
It could just be that management is inexperienced with this type of religious accommodation and didn't even think to have this nurse work extra Sundays. It is also possible that when the nurse brought up the Saturday issue she may be have mentioned working extra Sundays but the manager was afraid of looking like she was discriminating and just said not to worry about it.
You don't know the whole story. I don't think this would be an issue if your unit didn't have staffing issues.
The job may have been posted as full time, but she told management at the interview (maybe something came up from the time she applied to when the interview took place) that she could only commit to PT hours.
Management must have liked her (or they were desperate for competent staff) and agreed.
Regarding the benefits: How do you know what level her benefits are?
It could just be that management is inexperienced with this type of religious accommodation and didn't even think to have this nurse work extra Sundays. It is also possible that when the nurse brought up the Saturday issue she may be have mentioned working extra Sundays but the manager was afraid of looking like she was discriminating and just said not to worry about it.
You don't know the whole story. I don't think this would be an issue if your unit didn't have staffing issues.
The job may have been posted as full time, but she told management at the interview (maybe something came up from the time she applied to when the interview took place) that she could only commit to PT hours.
Management must have liked her (or they were desperate for competent staff) and agreed.
Regarding the benefits: How do you know what level her benefits are?
It could just be that management is inexperienced with this type of religious accommodation and didn't even think to have this nurse work extra Sundays. It is also possible that when the nurse brought up the Saturday issue she may be have mentioned working extra Sundays but the manager was afraid of looking like she was discriminating and just said not to worry about it.
You don't know the whole story. I don't think this would be an issue if your unit didn't have staffing issues.
The job may have been posted as full time, but she told management at the interview (maybe something came up from the time she applied to when the interview took place) that she could only commit to PT hours.
Management must have liked her (or they were desperate for competent staff) and agreed.
Regarding the benefits: How do you know what level her benefits are?
It could just be that management is inexperienced with this type of religious accommodation and didn't even think to have this nurse work extra Sundays. It is also possible that when the nurse brought up the Saturday issue she may be have mentioned working extra Sundays but the manager was afraid of looking like she was discriminating and just said not to worry about it.
You don't know the whole story. I don't think this would be an issue if your unit didn't have staffing issues.
Rather than take it out on the coworker, discuss your Saturday chaos with management. Keeping the person out of it makes more sense for everyone involved. Overall, I think it's best not to fixate on what others do and don't have. You're unhappy with your own situation or you wouldn't be focusing on hers. The most productive thing would be to look at your own situation and strive to make changes that will make you feel better. I.e., look inward not at others.
momto6msn
10 Posts
It's only fair. She came to my rescue when I stupidly took my pt's clock off the wall to reset the time and then couldn't get it back up, and it's dangling by its wires and all I can think of is electrocution. So all is well.