I am an RN working full time in the ED. Every shift I am subjected to below par PPE standards. Asked to re-use N95 and surgical masks for multiple patients, covid or not. So it was not to my surprise when I got a call informing me a patient I had provided care for later had a positive covid 19 test. I was informed to contact our employee health if I developed symptoms. A few days later I had a cough, sore throat, HA, fatigue and sneezing. I contacted my employee health as instructed, a test was ordered, I was instructed to remain at home til I received my results. Unfortunately I am still waiting......
My issue with the situation is that my employer has already let me know the repercussions of a negative test, should that be my result.
I will receive an occurrence for missing my shift while awaiting test results. (The quantine was orderd by employee health)
I will have to use my accrued PTO to cover any hours missed while in quantine awaiting my test results.
I will also have the weekend shifts I miss counted against me while in quantine awaiting results. Meaning I can have less weekend shifts off for the remainder of the year.
As an employee I have always helped when it comes to providing for our adopted Christmas family or the food drives. As an ED nurse I am in the frontline of this pandemic, caring for those in need, risking my own health for lack of PPE. This has been extremely difficult for me to understand how the hospital I work for can treat me this way as I await my results.
The community has been amazing and supportive of our ED staff. They have given snacks, meals, encouragement and thanks this entire time. However, the hospital I work for can't do the same. It is shameful to work for such an organization.
I would contact your local news channel, lawyer, department of public health, etc... rattle some cages. That’s beyond ridiculous. Speak to a lawyer and see if you’re protected, if so, resign. No need to work for a toxic place like that.
I am an RN working full time in the ED. Every shift I am subjected to below par PPE standards. Asked to re-use N95 and surgical masks for multiple patients, covid or not. So it was not to my surprise when I got a call informing me a patient I had provided care for later had a positive covid 19 test. I was informed to contact our employee health if I developed symptoms. A few days later I had a cough, sore throat, HA, fatigue and sneezing. I contacted my employee health as instructed, a test was ordered, I was instructed to remain at home til I received my results. Unfortunately I am still waiting......
My issue with the situation is that my employer has already let me know the repercussions of a negative test, should that be my result.
I will receive an occurrence for missing my shift while awaiting test results. (The quantine was orderd by employee health)
I will have to use my accrued PTO to cover any hours missed while in quantine awaiting my test results.
I will also have the weekend shifts I miss counted against me while in quantine awaiting results. Meaning I can have less weekend shifts off for the remainder of the year.
As an employee I have always helped when it comes to providing for our adopted Christmas family or the food drives. As an ED nurse I am in the frontline of this pandemic, caring for those in need, risking my own health for lack of PPE. This has been extremely difficult for me to understand how the hospital I work for can treat me this way as I await my results.
The community has been amazing and supportive of our ED staff. They have given snacks, meals, encouragement and thanks this entire time. However, the hospital I work for can't do the same. It is shameful to work for such an organization.
Is this OK? Is this fair?
Your employer is screwing you really bad . like it was your fault, getting sick, after being exposed to the virus. Can you file for unemployment.
I hope this virus mess will be the catalyst for nurses to truly unite, to stop waiting for other nurses to lead the way, to sound off in unison against such vicious treatment as Indy has been threatened.
Indy, I am thankful you tested negative. Please use your experience with such bullying as your employer did to make things better for nurses where you work.
Describing the application of normal excused time off procedures as being "disciplined" isn't really accurate.
What the OP describes is how normal illness call-offs work at every place I've worked, whether or not how the normal system works is fair or not is certainly a valid argument, but it's not particularly honest to call it being "disciplined".
I certainly agree that employers should be more sympathetic to nurses, or any staff for that matter, than can't work due to a potential COVID infection, but I don't think adding sensationalism helps.
@Wuzzie.....just because it’s not illegal doesn’t mean it isn’t right. You’re saying getting a lawyer isn’t good advice. We NEED to start fighting back. We have all the power. This is how positive and good change comes about.
Like someone else said, you may say you’re not on the side of administration, but it seems like some of your advice is like “welp, not illegal so what can you do?”
Like someone else said, you may say you’re not on the side of administration, but it seems like some of your advice is like “welp, not illegal so what can you do?”
You know, I'm beginning to wonder if reading comprehension is going out the window with this disaster. What I said was quit telling the OP to call an attorney. There is nothing to sue for. Attorneys cost a lot of money. Why pay $400 to find out she doesn't have a case. There are things she can do, like going to the media, but there are also risks involved. Maybe she doesn't want this to be the hill she dies on.
Like I said, the real people to blame are the crap employees who abused the current crisis to get themselves a free two week vacation on the backs of others. The hospitals wised up and now we are getting punished for their bad behavior and it sucks.
I tell you what Jolly and all the rest who seem to think that litigation is a viable option for ONE person to shoulder. How about all of you contact the OP and pony up the money for her attorney.
@Wuzzie my reading comprehension is just fine, thank you very much. You actually just reinforced what I said. Employees may be getting some blowback for past actions of a few bad apples, but don’t sit there and think administration and upper management haven’t been reaping rewards from staff and taking advantage of them for decades. That’s just crazy talk.
This is just the beginning to shining the light in poor administration and management practices. Mark my words on that. There’s gonna be so many lawsuits and settlements from all of the fallout from this. *** has to change.
The REAL problem is not a few bad employees. That’s a drop in the bucket compared to all the crap they have pulled and how they are treating us now.
Describing the application of normal excused time off procedures as being "disciplined" isn't really accurate.
What the OP describes is how normal illness call-offs work at every place I've worked, whether or not how the normal system works is fair or not is certainly a valid argument, but it's not particularly honest to call it being "disciplined".
I certainly agree that employers should be more sympathetic to nurses, or any staff for that matter, than can't work due to a potential COVID infection, but I don't think adding sensationalism helps.
If he is getting an occurrence, that is not sensationalism. That is a disciplinary measure in place to ensure it’s not a repeated behavior pattern.
my reading comprehension is just fine, thank you very much. You actually just reinforced what I said. Employees may be getting some blowback for past actions of a few bad apples, but don’t sit there and think administration and upper management haven’t been reaping rewards from staff and taking advantage of them for decades. That’s just crazy talk.
You are making a lot of assumptions about what I think my friend. I've been at this gig for a very long time and am very well aware of the crap administration blows our way and have stood up for my peers on countless occasions. You seem to be missing the point that I have never said what happened is anything less than despicable. I just said that it isn't illegal and to keep telling one individual that they should mount a legal process pursuant to the issue is, in a word, ridiculous. That is where your comprehension seems to be lacking. Please stop conflating the issues. Again, this is going to require more than one nurse falling on her own sword. Nurses need to unite to fight for what's right not expect one nurse to sacrifice herself for the good of everyone else. You want her to hire an attorney...you help her pay for it.
You are making a lot of assumptions about what I think my friend. I've been at this gig for a very long time and am very well aware of the crap administration blows our way and have stood up for my peers on countless occasions. You seem to be missing the point that I have never said what happened is anything less than despicable. I just said that it isn't illegal and to keep telling one individual that they should mount a legal process pursuant to the issue is, in a word, ridiculous. That is where your comprehension seems to be lacking. Please stop conflating the issues. Again, this is going to require more than one nurse falling on her own sword. Nurses need to unite to fight for what's right not expect one nurse to sacrifice herself for the good of everyone else. You want her to hire an attorney...you help her pay for it.
So when you say “the real problem are crap employees” what am I and others supposed to take away from that? Those are your words, not mine.
You’re absolutely right. Nurses need to unite now and stop getting steamrolled. Easier said than done especially when you need a job, I’m totally aware and not immune to this fact. There aren’t any easy changes. Class action lawsuits would be a nice start but would be drug out forever.
My point still stands! If someone had time and resources, contacting a lawyer would be an absolutely OK avenue to explore. This is how change starts. You have to hit them where it hurts. Just because it isn’t currently illegal doesn’t mean anything.
If he is getting an occurrence, that is not sensationalism. That is a disciplinary measure in place to ensure it’s not a repeated behavior pattern.
Not looking to argue one side or another as I am someone who gets respiratory issues frequently (and therefore the occurrence system sucks for me), but I think the main thing they’re saying is that the sick occurrence is common practice. So, you get one occurrence when you call out sick for a single cause. You only actually get disciplined if you call out sick for a certain max number of occurrences within a time frame (like 3 separate occurrences in 3 months). I think all they’re saying is an occurrence isn’t a discipline on its own. The definition is below.
“Occurrence: An occurrence of sick leave is defined as one continuous period of absence of any duration for the same reason, or a period of absenteeism related to a single cause if supported by acceptable medical documentation. An occurrence may also include unauthorized or unpaid time.”
So, the OP would just receive one occurrence for the entire duration of their time out due to the covid19 test. Most people don’t even notice that they get an occurrence when they call out sick unless they get sick a lot or have sick kids.
I don’t personally think that someone calling out due to Covid-19 should have normal sick time policies apply though. I think there should be a separate leave bank provided by the employer since covid 19 requires you to stay away from work for so long. Whereas with a cold you might only call in sick 1-2 days and then wear a mask at work. That’s just my opinion though. It’s an evolving situation and everyone is just doing what they think is right. So I think it’s best to remain calm, clarify everything in writing, and then clearly and succinctly ask for exactly what you want. Your manager is just following existing policies, so you would need to request an exception to the policy by directly asking for it.
I am sure hospitals will streamline their covid 19 sick leave policies in the next few months. Hopefully a few things will be changed.
Specializes in Pediatrics, Pediatric Float, PICU, NICU.
7 minutes ago, jollydogg_RN said:
My point still stands! If someone had time and resources, contacting a lawyer would be an absolutely OK avenue to explore. This is how change starts. You have to hit them where it hurts. Just because it isn’t currently illegal doesn’t mean anything.
It means everything...if they didn’t do anything technically illegal, then all an attorney would do is tell you they didn’t do anything illegal so there isn’t anything they can do, thus they aren’t able to “hit them where it hurts.”
mrjesusnavarro, MSN, APRN, NP
2 Posts
I would contact your local news channel, lawyer, department of public health, etc... rattle some cages. That’s beyond ridiculous. Speak to a lawyer and see if you’re protected, if so, resign. No need to work for a toxic place like that.