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I'm a supervisor at my place of work. I have a question for those of you who are supervisors. Do you always tell someone that has an appointment of some kind to bring a note in the next day? Reason I'm asking is because I generally don't. The company I work for doesn't really enforce it so I usually don't ask the people that report to me to bring in a note. BUT!!! Lately there's one guy that has been coming up with a new excuse almost every week for why he can't come in to work. And it just so happens that it is usually on Mondays. I really want to start asking him to bring in a note if he uses the doctor or dentist excuse. I feel like people would take offense to that because it shows that you are skeptical. How many SUPERVISORS here require some form of proof or a note from the people that report to them?
if it becomes an issue, fire him, no laws prevent you from firing someone if they are not doing the work. you cant fire them for the health issue directly, but if they arent there to work, that is separate
What is your company's official policy? Unless there's a superseding agreement in place, like a PIP or some sort of employment agreement addendum, then that's what rules. If your company does not require proof of doc visits then you will likely not be able to force this employee to provide them, as that's likely a violation of HIPAA.
Additionally, when this employee calls out, is he using some kind of sock or PTO time? Is he being paid? Does someone need to cover his work, or is it left for him when he comes in on Tuesday? Those are all factors in a very gray area discussion.
What is your company's official policy? Unless there's a superseding agreement in place, like a PIP or some sort of employment agreement addendum, then that's what rules. If your company does not require proof of doc visits then you will likely not be able to force this employee to provide them, as that's likely a violation of HIPAA.
Additionally, when this employee calls out, is he using some kind of sock or PTO time? Is he being paid? Does someone need to cover his work, or is it left for him when he comes in on Tuesday? Those are all factors in a very gray area discussion.
Very informative. My company has very little HR in place. He's not being paid on his "sick" days because we don't have sick days, only PTO. And he's not using it. Others have to fill in for him which is a huge burden since our company is not that big. It sets us almost a whole day back.
Notes are required after 3 days of absence for a medical reason. Is he saying he is sick? Does he have to ask in advance? Does he have to fill out a form? Have you ever told him that his request for time off is denied? Are you allowed to address the pattern of abuse?
I am not sure I understand your above post. Is he taking the day as unpaid time off? If so, why do you allow it?
Notes are required after 3 days of absence for a medical reason. Is he saying he is sick? Does he have to ask in advance? Does he have to fill out a form? Have you ever told him that his request for time off is denied? Are you allowed to address the pattern of abuse?
I am not sure I understand your above post. Is he taking the day as unpaid time off? If so, why do you allow it?
One week it's a transportation issue, the next week it's a medical issue, the next week he's sick, etc..... We try to employ individuals that are reliable. We are a small company. This time off is not asked for in advance. He just calls me the morning of.
It sounds like it's time for you to talk with him about how you need more notice. You understand that sometimes "stuff happens", but you need as much notice as possible.
If it's still a problem, it sounds like it's time for your company to get more HR than it has (be that actual HR staff or just implementing policies).
If you ask for notes, you need to do it with some sort of consistency. After 3 days, or 3 last minute notifications, or whatever. Make a policy for your Dept, get your boss to sign off on it, and implement it.
However, in this case I don’t think it necessary. If you call out with no leave to cover the absence, that is reason enough to terminate. I don’t care if it is taken without pay. The reason to have a designated leave bank is to be able to manage your work force.
First, make them cover the missed time with PTO. Then, the first time they miss a shift with no PTO you give them a written warning. The second time is a final warning. The third time is termination for cause.
In our employee handbook it states that an excuse is required after 3 days for medical absences; however, the supervisors have the discretion to request an excuse if they feel that the employee is abusing the leave policy. Most of the supervisors don't request it, they operate on the honor system but most of us provide an excuse anyway. When I was a manager, I didn't request it but my employees were aware that it was a policy and at the discretion of the supervisor to ask for it. I would discuss things with the employee and find out if there is an underlying issue without being too invasive, if that's possible.
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