Would you do anything about this situation with an employer?

[MadisonsMomRN, BSN, RN]

Unfortunately, in my hospital we have a "no fault" absentee policy. It doesn't matter why you called in sick, it's the fact that you weren't working your scheduled shift. As my mother the nurse manager would say, " I hope you had a legitimate reason". I'm sorry that this happened to you and your children, but that's why it's a probationary period and the facility can discharge you without even giving a reason. Good luck to you in the future.

There are better places to work than where I was. No matter why or what the reason my kids ALWAYS come first. NO MATTER WHAT.

[shantal43]

This is really making a LONG story short.

I was working as a staff rn for a state hospital. I started 3/30/05. 2 weeks later my son had seizure (he is 7)...his first one so I took him to the ER as per the pediatrician. Could not find anything. Of course I called out of work to do this. A week later he had another one...had to call out. I provided documentation to support my absence. THEN about 4 weeks ago my 18 month old daughter was hospitalized with campylobacter jejuni (have no idea HOW she came in contact with that). Anyway I spent another night in the ER and she was admitted for 2 days for hydration and IV antibiotics (thought she had a bladder infection but did not). So I could not go to work the night we were in the ER and THEN our whole family got sick with it...so I was out another day. **4 occurances total**. Camplyobactor is a foodborne illness so the health dept was notified. THEY faxed a letter to my employer stating I could not work until 48 hrs after diarrhea had stopped.

WELL...the probationary period at this facility is 6 months. At my 6 month review they called me in at 3:30pm (I worked 3-11) and said that the would be terminating my employment on 9/30/05 at the end of my probationary period due to my occurances. Talk about shocked. I had legitimate documentation...why did they asked for it? UGH!! :angryfire My review was great with the exception of this. I know there is probably nothing I can do since it is a probationary period.

What do you think??

I hope this is were you reply, I am little lost and this is the first time I have replied. I think the person or persons responsible for your termination have never had unfortunate circumstances occur to them. Shame on them and I hope if misfortune happens to them, their superiors are more sympathetic and understanding.

[NNICURN]

I used 2 work in HR--most hospitals have a policy on FMLA w/ very strict guidelines (bcuz there r many people who abuse it), so u prolly would not have qualified 4 it--usually u have 2 be employed for a year and have worked a minimum amt of hours, etc. My guess is that it would no have even benn an option 4 u. Good luck!

[rach_nc_03]

I used 2 work in HR--most hospitals have a policy on FMLA w/ very strict guidelines (bcuz there r many people who abuse it), so u prolly would not have qualified 4 it--usually u have 2 be employed for a year and have worked a minimum amt of hours, etc. My guess is that it would no have even benn an option 4 u. Good luck!

At my hospital, FMLA requires 1250 hours in the last 12 months worked, and the 12 months don't have to be consecutive. I found out last week I need hip surgery- which may be extensive and require up to 3 months to recover- and i'm trying to find out if I meet the minimum hours requirements, as I've worked there since last july, but as a student until may, when i went to casual (1 shift per month) until the end of june when i started my RN position. IF i don't qualify for FMLA, we have personal illness/injury leave, which is just like FMLA except the hospital doesn't pay my insurance premiums. We also have intermittent FMLA and intermittent personal medical leave. Management never mentions this, of course. But it's an option at many facilities.