Would you accept this call out excuse?

amoLucia · Nov 5, 2013

Who determines what is valid? That's a very vague policy.

If the CNA had called-in to say that she had just woke up with a horrible headache, that would have been the end of it (assuming that she was in the ok time window). Even if she was 'just not feeling well'. Who would have known the difference? But she provided a very questionable reason.

And that CNA was on the schedule, so it was not a pre-approved PTO situation. Most places do limit the number of PTO days off (and some very stingy-like), so an employee needs to keep track of their PTO if they want to be paid. The next time she is truly not feeling well, she may have already used up her PTO and will now be unpaid. Her choice - now or later.

The employee handbook is usually very specific re absences, esp if there's a union contract. Even no-frills employees have to abide by the call-in policies or else they risk disciplinary problems.

The CNA was being nasty and mouthy. OP didn't deserve that.

BrandonLPN, LPN · Nov 5, 2013

It IS my business because YOU will be the first one to complain that you're working short.

No, it's not really your bussiness. Workers are entitled to a certain number of sick days per year and are entitled to use them as they wish.

What is your business is if employees exceed the number of sick days allotted.

It's absurd to have a policy where employees have to provide a song and dance to justify their call out. All one needs to say is: "I'm not feeling well, I'm calling in sick." Period.

This is why I'm glad I work in a government ran union facility.

As for working short.... It's the facility's responsibility to staff with the possibility of call offs in mind. Staffing "just enough" to make it through the shift is bad management. And if worse comes to worse, there's always mandation. Everybody has to take their turn being mandated once in a blue moon.

I've worked at my LTC facility for almost 4 years and we've never once ran short for a single shift when it comes to licensed nurses. And we don't have any silly policy where the employee has to provide a "valid" call off excuse.

We have run short CNAs recently. But that's because we laid off the state CNAs and are now utilizing an agency for aides. We never once ran short CNAs when the staff was all government employees.

dudette10, MSN, RN · Nov 5, 2013

I'm in house registry, and I was told that if I call off for a shift more than 24 hours prior to the start of that shift, then I'm good. I have called in a grand total of one time, and it was more than 24 hours prior to the start of shift. Thing was, I was going to work the shift immediately prior to the called off shift. I was asked why I was calling off. I said, with the question inflection, "I am going to be sick?"

Sooooo, I have to agree with the others that needing a reason is begging people to lie to you.

Kooky Korky, BSN, RN · Nov 5, 2013

This CNA called in at 7pm...which considering that she didn't have to come in till 10:30 she still had time for a 3 hr nap...and they only work 3, max 4 on in a row.

Well, we see where honesty got her - probably a write-up for cursing but no gratitude for dragging into work.

With 3.5 hours between her call and the start of the shift, she MIGHT have been able to sleep 2.5 hours at a maximum. She had to fall asleep, which is not always easy or possible. She had to wash, dress, grab a lunch, and travel. It's awfully easy for Management to forget the foregoing.

If she had just said she was sick, would that have been better for you? For her?

Kooky Korky, BSN, RN · Nov 5, 2013

If the CNA had called-in to say that she had just woke up with a horrible headache, that would have been the end of it (assuming that she was in the ok time window). Even if she was 'just not feeling well'. Who would have known the difference? But she provided a very questionable reason.
And that CNA was on the schedule, so it was not a pre-approved PTO situation. Most places do limit the number of PTO days off (and some very stingy-like), so an employee needs to keep track of their PTO if they want to be paid. The next time she is truly not feeling well, she may have already used up her PTO and will now be unpaid. Her choice - now or later.
The employee handbook is usually very specific re absences, esp if there's a union contract. Even no-frills employees have to abide by the call-in policies or else they risk disciplinary problems.
The CNA was being nasty and mouthy. OP didn't deserve that.

Being exhausted is, in my book, a valid excuse. The worker should have just told the truth - "I'm sick", because without sleep, we do feel sick.

Also, OP was not entitiled to know what was wrong with the staff member. There are laws about that.

Kooky Korky, BSN, RN · Nov 5, 2013

I supervise at two different facilities. One I don't ask why they are calling because PTO is for whatever you want to use if for. If you call in too many times, you get written up. The other I have to ask since they need to be sick to get paid. If they don't say they are sick, they don't get paid. I think advising the CNA was appropriate and she still could have stayed home. The swearing was uncalled for, but doesn't suprise me.

The swearing is evidence that she was in need of sleep. I get irritable when exhausted, too.

MandieeRN · Nov 5, 2013

Thursday night I got a call at 7pm from a night shift CNA saying she was tired and didn't sleep that day and couldn't come in for her shift 11-7.
I told her that I that I would write up the call-out slip, but I didn't think being tired was an acceptable excuse. I got a string of profanities and then "fine, I'll come in"
I called my DON and double checked with her and she backed me up....but wow....if you are going to call out, come up with a better excuse, please!

Valid patient safety is key. Plus it's not the nurses business. If its constant then management needs to be involved.

Conqueror+, BSN, RN · Nov 5, 2013

As a supervisor I have to replace you regardless of the reason. I don't understand pressing adults for personal information. Many will just lie.

turningred15 · Nov 5, 2013

I could see where a reason would be needed for the call out for infection control purposes. If the complaint is respiratory or GI in nature further assessment must be done to ensure the worker is able to return to work.

I don't understand why an employee would be irritated about getting asked the reason for the call out. They have committed to their employer they are going to work and should show accountability if they cannot come in.

JustBeachyNurse, LPN · Nov 5, 2013

Calling in exhausted can be a valid health/safety reason. The cussing and tantrum were not necessary.

If a company has a sick only PTO policy they can ask if calling off sick or personal.

But as my classmates learned the hard way, a bunch called out claiming N/V/D (only a few were ill the rest figured they needed a day off). It was more than 10% of the class and triggered a health department investigation for possible GI illness outbreak. When questioned by the health felt public health nurses, they finally admitted the truth when they realized they'd be caught anyway when further testing was done. A terminal clean of the lab & classrooms was done just in case. All current & future students were reminded to be truthful (within reason as they didn't need to know you were hung over) and not claim illness if you needed a personal or mental health day.

The same thing happened at a local LTC and it turned out to be a viral outbreak ( Astrovirus I think ). Best prevention was washing hands in warm soapy water. Turned out the hot water heater was not set high enough so staff. & patients couldn't effectively wash hands. Staff had complained but an edict from the health dept threatening to shut down the facility.

That facilities policy was amended to ask call outs sick, FMLA, or personal. All were reminded that there was a limit on PTO payout for last minute personal days as they should schedule personal days off in advance.

CrunchRN, ADN, RN · Nov 5, 2013

I hate it when they cannot be bothered to at least makeaup a half way decent reason......................

IrishIzCPNP, MSN, RN, APRN, NP · Nov 5, 2013

If the CNA had called-in to say that she had just woke up with a horrible headache that would have been the end of it (assuming that she was in the ok time window). Even if she was 'just not feeling well'. Who would have known the difference? But she provided a very questionable reason. And that CNA was on the schedule, so it was not a pre-approved PTO situation. Most places do limit the number of PTO days off (and some very stingy-like), so an employee needs to keep track of their PTO if they want to be paid. The next time she is truly not feeling well, she may have already used up her PTO and will now be unpaid. Her choice - now or later. The employee handbook is usually very specific re absences, esp if there's a union contract. Even no-frills employees have to abide by the call-in policies or else they risk disciplinary problems. The CNA was being nasty and mouthy. OP didn't deserve that.[/quote']
The CNA got mouthy...she didn't start that way.
And again who determines valid? I know all about handbooks. Saying "valid excuse" is very vague. I'm tired is valid if they are so tired they can't stay awake. Very valid.