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What's also weird is being somewhere 15 years and not knowing the attendance policy...yet, I see it all the time in my job too ... people who get in trouble with the attendance standards and then act like you were supposed to keep track for them or like they didn't know the policy, which they signed. Oh well.
Hospitals are especially picky about sick leave abuse because of the nature of the work; most of it cannot be put off until the next day so someone else is stuck doing your work. She should have been saving up her sick leave, not using it for her monthly.
Interesting topic because most of the staff at a local Hospital about to be sold are taking all the sick/family leave time they can...
Some have months of the books and just learned it will not carryover...
Some companies pay it out... all my friends in civil service get it paid out or applied to early retirement.
It is definitely causing staffing issues as some senior managers went out on sick leave and after maxing out all they have resign on the day they are due back.
My work has a fairly low tolerance of people calling out sick often even if they have sick time available. They are on a point system. Each day sick is one point. If you're sick two days in a row, that's 2 points. Going home early is half a point. Coming in late is half a point. If you get 6 points or more within a year period you are in trouble and could get fired. Most likely you will get written reprimand, put on probation and if your attendance doesn't improve, you get the boot.
How much work does she miss? How much sick leave does she get per year? Has she been talked to about her sick leave use? Unless she has significant and long term health issues, I am not sure how a 15 year employee doesn't have a bank of sick time. No one can tell you what the hospital is going to do; we don't know their polices and past practices, nor your wife's history.
I have never had a job where you can bank your sick days from one year to the next. You get a set number of days each year, no carrying over. This year my company switched to a system of one overall bucket for all PTO. I imagine you might be able to carry a couple of days over with your manager's approval, but they would still expect you to take it within a month or so of the start of the new year. I wouldn't make any assumptions that this employee has 15 years of unused sick time.
To the OP, this tolerance for taking sick leave as you describe varies so widely from company-to-company, and even group-to-group, it is really an impossible question to answer for your specific situation. I know that in my case, my immediate management would not care too much, as long as it is not blatantly being abused. However, I have a friend in another group who can be (and has been) docked for being over on days. I don't know what would happen were this a chronic issue, but I wouldn't be surprised if being fired was on the table in such a case.
I have never had a job where you can bank your sick days from one year to the next. You get a set number of days each year, no carrying over. This year my company switched to a system of one overall bucket for all PTO. I imagine you might be able to carry a couple of days over with your manager's approval, but they would still expect you to take it within a month or so of the start of the new year. I wouldn't make any assumptions that this employee has 15 years of unused sick time.
To the OP, this tolerance for taking sick leave as you describe varies so widely from company-to-company, and even group-to-group, it is really an impossible question to answer for your specific situation. I know that in my case, my immediate management would not care too much, as long as it is not blatantly being abused. However, I have a friend in another group who can be (and has been) docked for being over on days. I don't know what would happen were this a chronic issue, but I wouldn't be surprised if being fired was on the table in such a case.
They do allow one to accumulate sick time at my work for several years but I don't know what the limit is. That's in case you have something happen like need surgery and a long recoup period so you don't have to go on disability.
How long is your teen daughter expected to babysit?
That's because the sick time is supposed to be used for actual contagious illness, not menstruation and teething.
Just have to add.... severe menstrual cramps can be debilitating. There are conditions that worsen it, like fibroids or endometriosis. It's not exactly easy to pop a midol and get on with a normal life.
About time....does this apply to civil servants? LOL
It's called don't vote them in again.
Public employees in NY can't be terminated easily since they're union. If one doesn't have a union, it's very easy to be fired. In NY, you've been able to fire people for any reason and no reason for decades. Not anything new.
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