Should high absenteeism be cause to be fired?

[Emergent]

My hospital seems to be cracking down on absenteeism. The second person this month in our dept was just fired. He has a wife with severe medical problems. He also calls in for bs reasons I suspect.

He was fired while his wife was hospitalized and he called in. That seems like kicking a man while he is down to me.

I'm wondering, is nursing only for people with no health problems in themselves or their immediate families?

[duskyjewel]

According to the OP, this guy called off for BS reasons in addition to his wife's health problems. Sounds to me like he burned up whatever compassion would normally have come his way by abusing the ability to call off. That's why people should be careful.

We all take a "mental health day" now and then, but I know every time I'm tempted, I remind myself I might need that PTO for when I'm actually sick. I haven't been with my company long enough to earn much very quickly. It currently takes me 2.5 pay periods to earn enough PTO to cover one shift. Also, hospice in general is struggling and census hasn't been great, so if it comes to layoffs, do I want to be that dependable person they can always count on, or seen as expendable dross because I call out a lot?

To answer the question, yes, if you're the person who calls off every weekend, or last minute all the time, you cause headaches for everyone else, and if it affects the functioning of the business badly enough, you should lose your job.

[VANurse2010]

Constantly calling in on your weekend, calling in beyond what you have PTO for, etc. I think should be grounds for discipline.

Calling in when your wife is in the hospital like in this situation? That's disgusting. Does he qualify for FMLA? If so I would think he might be able to dispute the termination (although personally I wouldn't want to work somewhere where I'm that valued ). He should have 12 weeks of job protection to care for a family member. I know men are able to take it following the birth of a child even though HE didn't give birth, so can't see why not for a hospitalized wife.

FMLA doesn't apply for companies that small.

[Been there,done that, ASN, RN]

All hospitals should be "cracking down". There is a well specified policy regarding absenteeism.

There is also a very generous FMLA available. 12 weeks off per year on a rotating basis.I have no problem with a colleaque that requires and documents the need to be off for 12 weeks.

Any one that needs more than 3 months off.. is not able to hold a full time position.

[emmy27]

It's rough to fire someone who is in personal difficulties. At the same time, it's bad for morale and patient care to have someone who regularly calls in. While most of us are willing to pull together to deal with it if a usually reliable coworker is having problems, if the problems come after a long period of BS, or if the problems are so pervasive and ongoing that the worker can never be relied on to show up for an entire shift, then something needs to be done.

I worked on a unit with a nurse who called in at least once and sometimes twice a week, or left significantly early (less than halfway through, sometimes way less than halfway). Towards the end of her time at our hospital, she was calling in far more often than showing up- and leaving shortly after showing up when she did make an appearance. Because she would wait until minutes before shift change, or actually arrive and then leave, it was rare we could get coverage. Night shift morale was in the toilet after months of constantly working short-staffed. She always had reasons and they were usually tragic, but who knows if they were real- and after a certain point, who cares. If you can't actually perform a job consistently, it should go to someone who can.

[NicuGal, MSN, RN]

If you know you have a family member that will need care, and you keep calling off, yes, then you should be fired. Not sure how large the company is, but if he had FMLA and used that up and kept calling in for BS things, sorry, you burned that bridge.

[RNperdiem, RN]

The working world is changing from valuing seniority to valuing individual merit.Here is another sign of the change. The old seniority system gave some protection to nurses who were older and perhaps less healthy. Now, getting older and losing your health makes you a big liability to your employer.

A valued employee is more like one who never calls out, picks up overtime, works any shift, can take any assignment, has enough experience to precept or be in charge, but not so much experience that they are the highest paid.

[Rose_Queen, BSN, MSN, RN]

This is why it is important for every employee to be aware of their employer's attendance policy. Ignorance of the rules is never a valid excuse, and some people will abuse calling out only to have it bite them in the backside when they have a legit call out. Life isn't fair, and sometimes the actions of a few cause problems for everyone who generally does their best to follow the rules.

In my personal experience, I've dealt with people who called out so much and were so undependable in showing up to work that it was almost a relief when they were finally fired. Knowing that a body definitely won't be there beats the whole wondering thing.

[caliotter3]

Everyone should follow the employer's policy on absenteeism unless there was an agreement made upon hire for extraordinary circumstances and that agreement is being followed by all concerned. I was hired under certain circumstances one time. Guess what happened to my situation when the person who made that agreement with me left? Better yet that there would be some kind of statement in writing memorializing the agreement that is kept in the employee's file.

[brandy1017, ASN, RN]

It's not just nursing that has this type of policy. Absenteeism is grounds for dismissal/firing in most careers/jobs.

I was fired from a retail position I had . I was never late and never absent in the year preceeding my dismissal. As a matter of fact I was the one who would come in early and stay late as well as come in on my days off to fill in.

I called in sick (I truely was sick). My boss (who also owned the small retail store) told me if I didn't come in for work that day to considered myself fired. I didn't go in and he called me at the end of the day to tell me I was fired. I called the Labor Board and inquired if I could be fired for calling in for one day in a year. When asked to read our handbook policy on absenteeism, it stated, the employee would be fired for excessive absenteeism. The board said since 'excessive' is subjective and it didn't give a specific number of absences that would be considered excessive, I could be let go. The owner of the company may feel that one time in a year is excessive while someone else may say 6 times in a year is.

I hope you got unemployment!

[brandy1017, ASN, RN]

That is so interesting that you say that. Any number of evaluations of late seem to have a "you call out too much" undertone to them. Or rather "you do not have a bunch of sick time left".

Sick time is accumulated. If you have it, not using it, there it sits as part of your compensation package. It is interesting that this is something that seems to be a forefront in advertising for nurses (One sick day a month!! Vacation up to blah blah a year!) HOwever, if you actually USE it, then it is used against you. Some companies even have sick banks, that if you don't have it, you get paid anyways. But again, lose your job over it?

Time off is time off earned. If facilities have no intention of letting you actually use the time off you have earned, then they shouldn't offer it as part of a package. But they do. And once they lure you in, then it is held against you. Ah, the sweet smell of corporate America!!

I don't think too many places have sick days anymore unless you are union perhaps. Otherwise it is now PTO. Even when we did have sick pay we couldn't cash it out on retirement. It was use it or lose it!

[brandy1017, ASN, RN]

According to the OP, this guy called off for BS reasons in addition to his wife's health problems. Sounds to me like he burned up whatever compassion would normally have come his way by abusing the ability to call off. That's why people should be careful.

I don't think there was any evidence presented that the man did anything less than a good job with the company. Simply they are small enough that they don't have to comply with FMLA! Sounds like the oral surgeon that laid off his assistant when she told him she had cancer. Real nice! Oh but he really had her best interests at heart, according to him, it was so she could get unemployment. Get real! Unemployment doesn't begin to make up for a salary. Unemployment is bare bones, in my state it wouldn't even pay my monthly mortgage, let alone all the other bills!

[UnaNayeli]

If you suspect the reasoning might be BS, it is likely management does as well. Unfortunately - or maybe not - we build a reputation and, when life comes down to brass tacks and we NEED credibility, we have either earned it, or had a bad rep precede us.

Karma....she's a ...!