Do you give details such as symptoms (vomiting, fever, cough, diarrhea, etc)
or do you just tell them that you are "sick" and won't be in?
If you know that you won't be working the next day either, how soon do you let them know that you're still sick?
Do you feel believed? Do they question you for more info? Are you frowned upon for being a sick nurse?
Do you feel that you have to thoroughly give enough excuse to be off sick, as if you feel guilty or are made to feel guilty?
When patients cough in your face every time you are near their bed, do you hand them a tissue and ask them to please cover their mouths when they cough?
What are other ways you keep from continually getting sick from patients, in addition to good handwashing?
Did you know that leagally it is none of thier businesss, what your symptoms are, or why you are sick?
For infection control purposes they may ask (again you do not have to tell them) if you have an infection. They may ask for infection control issues but as an employer it is legally none of thier businesss.
You do not owe anyone an explaination why or how you are sick. It is not necessary to explain let alone exagerate. Those who ask you are rude not the other way around. AND even if they do not know it they do not have the legal right to an explaination.
When they insist you should feel guilty, tell them you refuse to feel guilty on thier behalf for being human or being ill. Staffing is management's responsibility not the staff's.
We know about privacy rights of patients concerning thier health. Well remind them it applys to everyone, not just patients. Employers do not have a right to know. Too bad what they believe, or think. And what the H*** are they doing discussing it with other's anyway?!
Recently, I've "switched sides" as a per-diem house supervisor. I've only done a handful of shifts- and you wouldn't believe the # of calls!! The "sick" calls don't bother me, it's the long stories... my car, my baby's father, my sitter, I was supposed to have the day off and nobody got back to me, and I'm still out of town (true story). And the most frustrating is the per-diems or overtimes that cancel their shifts- sometimes doubles!! These people are obviously not sick when they can work 7-3 but not 3-11!! They overbook themselves and then cancel. These shifts could have been filled- but not an hour before!! Another recent one: I got into a car accident...I'm okay...No I'm not hurt...I just can't make it in. Just say you have pain in your back!!!
Of the few that have actually called in "sick", I don't question it, I just say 'feel better', because I know how it feels to be scrutinized. :angryfire
Agreed, same as when you are asking someone if they can come in and work........its the, "I would but.........and it lasts and lasts and you just wish they would say "No, I can't work."
No I don't give an excuse, because as a scheduler, you become hardened (which is very sad for the truly sick individuals) but you just begin to think, "Oh sure your leg is broken," its just very hard to be the one to take all of the calls and be sympathetic, or empathetic, whatever the word may be.
Did you know that leagally it is none of thier businesss, what your symptoms are, or why you are sick?
But where do you draw the line? It just seems that the ones who abuse the system are the ones who are constantly coming up with a new story each time. And this is in my experience as staff, where I was just a bystander. The stories just become too good to be true:nono:. In situations like this, doesn't management have some right to know what's going on? Let's face it, attendance is always part of your evaluation. Obviously me and my family come first. But if I can't work (or don't go to work), me and my family suffer in the end.
But where do you draw the line? It just seems that the ones who abuse the system are the ones who are constantly coming up with a new story each time. And this is in my experience as staff, where I was just a bystander. The stories just become too good to be true:nono:. In situations like this, doesn't management have some right to know what's going on? Let's face it, attendance is always part of your evaluation. Obviously me and my family come first. But if I can't work (or don't go to work), me and my family suffer in the end.
You are allowed to fire at will unless there is a contract. Often contracts have sepcifics about excessive absenses.
IT DOES NOT MATTER THE REASON. If one is absent they are absent period. Knowing the reason changes nothing. After all many of you say you can't believe the reasons given so why would you even ask?
A person who is absent 50 times a year for illness and one who is absent 50 times for something else is still absent. If you are going to fire or disapline do so consistently based on objective data. The objective data here is THEY ARE ABSENT.
The supervisor usually asks what's wrong if you call in "sick". I've never been given a hard time about it. I know they have a call in log book where they write the sx down. somebody said they do it so they can see if there is a pattern with a certain illness.
Beth
And the POINT of finding a pattern IS? So what absent is absent. Excessive absence is excessive. IT IS NOT right to treat one employee differently than another for absenses.
Agnes has the right idea. I have worked within all positions on the chain of command, from administration to staff nurse, and I have worked for a variety of hospitals, from strict to lenient in terms of employee expectations regarding sick time, but consideration needs to be given only to the law. Outside the realm of having to abide by the law, we have a choice in the way people treat us. Exercise your rights, that's all. We either allow or disallow someone to treat us other than the way we feel that we should be treated. If you do not want to be treated in a certain kind of way, try not allowing it. The only requirement you have is to follow the law. If I am fired or penalized in any way for reasons that do not coincide with someone's policy, whether the policy is that of a facility or that of an individual, whether it pertains to sick time or otherwise, their policy best coincide with the law or a law suit may be my recourse. You should assume your rights, or you can expect to be treated as a person who has no rights. Likewise, when I worked in management, I was careful to follow the law in my requests of others, not because I did not know who would allow themselves to be bullied by me and who would not, but because I respect people as well as the law under which people are employed. Don't be bullied by employers who have no regard for either. Talk to the Labor Board and find out what the law dictates in the area of concern.
Just tell them your sick and that's it. Who cares if they believe you or not. We are humans and sometimes we get sick too. If a patient coughs and doesn't cover his mouth I politely ask him to do so.
Wow! I really expected to be blasted. I expected to hear how uncareing cold hearted etc., I am.
My daughter was fired from a job for excess absense due to a health related issue. Here is the clincher, by the time they fired here the issue was resolved. Life is not fair. Once we accept that to be so, then we can begin to look at it from the employer's view point.
It is also not fair to the employer when someone keeps calling in. The reason does not make it any easier on the employer. He/she has to staff the business. It is unfair to the staff that picks up the slack either by fewer people doing more work or by someone who is unexpectedly called in.
There fore absense is an absense. What ever the reason it creates a problem for others.
That does not mean you should feel guilty for calling in. Staffing is the job of management. Some times that may involve hiring more to cover absenses and sometimes, it may mean firing those who are consistently absent.
If you are not in charge of staffing, then you don't have to worry about how they will cover you and this should not even be discussed with you.
On the other hand if your absenses are excessive for any reason you must understand your job is in jepordy no matter the reason. Explaining the reason will not make it go away.
You may find a sympathetic ear if you explain; you may even get concessions. However, it changes nothing. If you are given concession they are not playing fair with the other employees.
Some time employers ask. As I said they may only ask if you have an infection, and that is for infection control purposes.
Some times the employer is trying to instill guilt as they are angery because you called in. It is a way of striking out.
When we explain it come from a sense of guilt. We feel sheepish like we should not be doing this; we are aware of the problem we are causing. So we come up with reasons or explainations. NOT NECESSARY.
I missed 3 days due to illness during my orientation. That was distressing. It wasn't requested, but I did get a doctor's slip. Fortunately, I'm fairly healthy and didn't have another call off for at least a year. It was getting to the point that if I called off, it was assumed I must be dying.
That has changed since nursing school. More germs in school than in a hospital! Missed a 4 day stretch with the flu, last year. That may have required a dr's note, since I went on short term disability, but no one ever asked. Missed 1 day a couple of times last spring because I was just too tired, also had CN's mark call-off time as lcd time once or twice. It certainly pays to get a rep for not calling off. I never take "mental health days," and almost never for routine dr appts, etc.
I give a general Dx (flu, cold, upset stomach) but not the concept map or care plan.
Agnus
2,719 Posts
Did you know that leagally it is none of thier businesss, what your symptoms are, or why you are sick?
For infection control purposes they may ask (again you do not have to tell them) if you have an infection. They may ask for infection control issues but as an employer it is legally none of thier businesss.
You do not owe anyone an explaination why or how you are sick. It is not necessary to explain let alone exagerate. Those who ask you are rude not the other way around. AND even if they do not know it they do not have the legal right to an explaination.
When they insist you should feel guilty, tell them you refuse to feel guilty on thier behalf for being human or being ill. Staffing is management's responsibility not the staff's.
We know about privacy rights of patients concerning thier health. Well remind them it applys to everyone, not just patients. Employers do not have a right to know. Too bad what they believe, or think. And what the H*** are they doing discussing it with other's anyway?!