The Honeymoon That Never Came

[Merrie82]

So, I am a very new nurse, ie, still in orientation. I am feeling a little befuddled,  because I seem to have missed the everything is sunshine, and dewdrops, and kittens, phase of my new career. I'm hoping this doesn't mean I'm going to reach the 'boy I need a new job' phase exceptionally fast. Don't get me wrong, I like my job and my new unit, but I also am very much appreciative of my days off.

I started thinking about this because it came to light (ie I had no clue) last that my new unit only allows us to use 2 out of 5 weeks of earned time, and the rest we are supposed to cash out at the end of the year. (Or use as sick time, but I have no plans to become 'sick' so I can use my earned time, its just not in me). I am feeling particularly salty and crusty about this earned time policy, and wish I had known of it before I accepted this position,  as I do enjoy being able to take a day off here and there. In fact, I am feeling like a long weekend would be very good right about now ? ....and that's what I'm sayin'! I just started and I'm already ready for a break ? LOL. 

I have worked in the same hospital where I am now employed for a couple years as a CNA, and prior to this I worked for the same organization in a different role as a crisis worker for 3 years. It's also worth mentioning that things are a bit hairy at my hospital right now, as we are in the process of voting on unionization. Also, the covid. My old CNA unit is a covid unit, or has been since March, so I was maybe already a teensy bit burnt out. A friend of mine that I went to school with who also works in the hospital, and has transitioned to a nurse in her dept (ED) is feeling the same lack of ? and ?,  so im not alone. 

I just hope that this is not a foreshadowing of the shortest career in nursing history ?‍♀️?. This is my second career, and I cannot afford a 3rd LOL. Honestly though, did y'all experience the kittens ?  phase, or jump straight to the "2 more days and I get a day off" phase? I really do like a lot of aspects of my job. I find it to be interesting intellectually. I like the hustle and bustle and organized chaos. As hard as it is, I value being able to be there for patients when they are struggling, or when they pass. I like feeling like I accomplished something at the end of the day. So that's good, right? ???

Thanks for all your wisdom in advance❤

[DowntheRiver]

Was it this way when you worked in your other department? Something seems fishy about this, since you said it might be department specific. Can you call HR anonymously and ask? I'm wondering if your manager is pulling some tomfoolery. At my last job, you could cash out PTO, but if you did that you were charged 20% so you only got 80% of what you cashed out. Do they do the same thing? Because I'd definitely be upset then. 

[Merrie82, RN]

15 hours ago, DowntheRiver said:

Was it this way when you worked in your other department? Something seems fishy about this, since you said it might be department specific. Can you call HR anonymously and ask? I'm wondering if your manager is pulling some tomfoolery. At my last job, you could cash out PTO, but if you did that you were charged 20% so you only got 80% of what you cashed out. Do they do the same thing? Because I'd definitely be upset then. 

I don't think they charge us for cashing out pto. And no, my other department was not like this, but I think it IS the "official" policy. Some departments apparently just work around it or disregard it. I have talked to several nurses from other departments now, and it varies whether they follow it. I guess my old department manager was just more willing to work with the nurses. 

On 2/15/2021 at 8:39 AM, Davey Do said:

Fun & Frank sounds like a cartoon.

 

 

Here's to you, Merrie!

Ooh! Can I be Frank? I'm good at that ?

[Davey Do]

1 hour ago, Merrie82 said:

Ooh! Can I be Frank? I'm good at that

[Nhi Vo]

LOL

On 2/13/2021 at 11:16 PM, Nunya said:

I cannot believe a hospital gives you 5 weeks of PTO but only allows you to use 2.  Is this legal?

This is my first question to you- I honestly can't believe that this is legal.  Did they just say "you get five weeks off per year" but fail to tell you that two are PTO and three are sick leave?  Sounds fishy to me.

And my second thought is I do not know any nurses who ever said the first couple of years were the honeymoon phase. For the majority of us, the first couple years are the hardest because you are green and do not know anything and are always worried about making the right decisions.  I found the honeymoon phase around year three when I started feeing settled and more confident .

[Merrie82, RN]

1 hour ago, MHDNURSE said:

This is my first question to you- I honestly can't believe that this is legal.  Did they just say "you get five weeks off per year" but fail to tell you that two are PTO and three are sick leave?  Sounds fishy to me.

Pretty much. ? Although technically its all 1 bank of earned time, so how they can separate it out IDK. But, they do, and while it sucks, I don't imagine there are labor laws protecting my PTO since its an optional benefit. Here's to hoping if a union really is approved we can get that rectified. But I won't hold my breath.

And about the rest...I will happily take my honeymoon as a delayed event at the 3 year mark ?

[DeeAngel]

What you are saying does not pass the smell test with me, I think you should consult an employment attorney or post this on a forum where you can ask a lawyer.

[brandy1017, ASN, RN]

I think without a union contract mgmt can restrict vacations, especially now due to the short staffing plus Covid.  I expected this to happen when Covid hit and many places were short nurses.  I suspect it is a new policy to deal with the current shortages.  Curious if nurses at other hospitals have had their vacations restricted in the past year as well.

[turtlesRcool]

On 2/16/2021 at 2:02 PM, Merrie82 said:

Pretty much. ? Although technically its all 1 bank of earned time, so how they can separate it out IDK. But, they do, and while it sucks, I don't imagine there are labor laws protecting my PTO since its an optional benefit. Here's to hoping if a union really is approved we can get that rectified. But I won't hold my breath.

And about the rest...I will happily take my honeymoon as a delayed event at the 3 year mark ?

I don't know about it being an "optional" benefit.  It's part of the employment package.  If it's part of what the organization promised you when you were hired, then it's something they owe you.  It's not optional to withhold part of an employee's compensation. I mean, technically, anything over minimum wage is "optional" in that they're not legally obligated to offer more, but employers can't decide they're only going to pay you minimum wage after you sign a contract for a higher wage.  

Of course, I'm not a lawyer, so I don't know for sure, so the above is just how I'm reasoning it out.  And since neither of us is a lawyer, I agree that you might want to talk to a real life employment attorney about this. Better to find out definitively than just speculate whether or not you have grounds for legal complaint. 

And whether or not this policy is a violation of the current contract, unionization is probably a good route to both get a better contract and hold management to it.  Them letting you actually use less than half of your PTO is pure cattle manure. 

[Kooky Korky, BSN, RN]

On 2/15/2021 at 6:35 PM, DowntheRiver said:

Was it this way when you worked in your other department? Something seems fishy about this, since you said it might be department specific. Can you call HR anonymously and ask? I'm wondering if your manager is pulling some tomfoolery. At my last job, you could cash out PTO, but if you did that you were charged 20% so you only got 80% of what you cashed out. Do they do the same thing? Because I'd definitely be upset then. 

Do you have an Employee Handbook?  Seems there should be something in writing about PTO and how it can or can't be used.  And about having to cash out yearly.

If you don't have one or you have an old one, you could certainly legitimately ask for one from HR.  

The devil in the policy as you describe it is that you will likely get written up/fired for excessive absenteeism if you try to use anything even close to the 3 weeks not used for vacation.

Maybe one way around it is to go on intermittent FMLA if you have an appropriate situation that makes you eligible for that.  

If you like the job, get the experience and then maybe consider moving on.  Of course, the grass is not always greener on the other side.  Every situation in life has its plusses and minuses.

Best wishes.

 

[FallingInPlace, ADN, BSN, RN]

That stinks, PTO should be yours to use as you wish.  Check your manual and see if the hospital explicitly states that.  If so, I would suddenly develop  migraines...

Even though we're short-staffed and management is not approving any planned PTO currently, when people call out at my workplace, it's not usually questioned as long as it's not excessive.  Cars break down, kids get sick, employees get sick.  Might make your tenure on this unit a little more palatable to occasionally take advantage of it.  

[Merrie82, RN]

On 2/22/2021 at 2:28 PM, FallingInPlace said:

If so, I would suddenly develop  migraines...

LOL...I actually already have chronic migraines ?  so it would be totally believable ??‍♀️?‍♀️