Fired for calling in sick during 90 day probationary? (employees, employers, work from home)
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From what I've observed, too often it's the reverse: employers who fail to use the probationary period as the most sensible way to get rid of an employee who isn't working out.
Depends on their reason for being sick, if they are truly sick, then you can usually tell they are getting sick a day or two before hand, or the day after, they just do not look, sound, or act right. Usually those ones who are really sick should not be at work, and I have never minded them taking a day or two if need be for their health and the health of those in the office.
If it is the brown bag flu, then we have a problem. I have fired people for taking multiple sick days in their probationary time due to knowing they were sick because they were out drinking and partying the night before. Often they are the type that cannot help but talk about all their drinking and exploits, they were fine the day before they took off, and they were pretty much fine when they came back from their day off. Usually I will give them a warning, but the 2nd time they are gone.
We had a new guy that didn't make his six month probation . Called in sick a couple of times , late a couple of times , borrowed money from three of his coworkers , then wrecked a company van . A real winner .
^^This is why they have probationary periods^^
It costs company more time and money to fire, re interview, drug/background check, etc. than to keep you on if your a decent employee. Most of the time its to make sure that you aren't constantly late, hungover, lazy, mooching, etc...
My friend recently got a new job she was super excited about. She was there for about 2 weeks. She went down to visit her family over a long weekend because she wasn't sure she'd see them over the holidays due to her new job.
On the way up, her car broke down and she was stranded on a Sunday evening. She checked into a motel and the next day in the morning called her new job and told them what happened. They said it's fine.
She took her car in and got it fixed luckily and was at work the next day. At the end of the day they fired her. EVEN THOUGH she asked them if they wanted to see her receipts from the shop and motel.
She was so sad about it, luckily her old job took her back (she'd been there 5 years with no issues) but she feels terrible about getting fired. I didn't have the heart to tell her they probably just didn't like her.
Most jobs have a 90 day (or however many) probationary period. In my current job we aren't allowed to use PTO, but that means not getting to use preplanned vacation days. The company actually has a policy about being sick where they DON'T want you there. If I had needed to call in, I would never be afraid of being fired. Maybe they would have made me take it unpaid (still doubt it).
Really it just covers their ass if they want to fire you. Yes, if you call in sick multiple times you are not setting a good impression. But if you're actually worried, take a DRs note in to prove you weren't faking it. Most employers understand that getting sick happens (or having sick kids).
No, not me. Not anyone, I guess. I've always heard this in general "oh, you better not call in sick during your first 90 days! It'll reflect poorly and you'll get fired!" For the jobs I've held, I've seen people call in sick during their first 90 days, and even during training. Every single time, they'd come back the next day and nothing would happen. At my current job, a guy that started 3 months ago has already called in about 5 times. Maybe he's on thin ice at this point...but he still has a job!
Is this a warning that is not followed anymore? Was this something companies would do "back in the day" but are more compassionate now? I would think in this economy, with the amount of applications a job gets, it would be very easy to say "you called in, you're done" and hire the next person in line. Too much paperwork? Too much time and money? Any company do this? Has anyone been fired for calling in sick during their 90 days?
if a company hired and fired you within 90 days, it better have been a much bigger problem then someone staying home sick. it takes a lot resources for a firm to hire someone and just fire them, ive never heard of it personally. once hired its pretty hard to be fired. youd have to do something blantant, or just not doing quality work, or the company can no longer afford to pay people. people ive known getting fired were doing these following things: watching porn at work, using a company gas card for personal usage, lying on time sheets, stealing, lazy and not working, calling in sick ALL THE TIME, late for work repeatedly.
usually HR won't act unless its a repeat offender (were talking weeks to months)
I had a friend who was on a probationary period at a factory. He told the hiring manager during his interview that his girlfriend was pregnant and due to give birth any day... She said the company would allow him a day to be with her at the hospital.
Well, said girlfriend went into labor a week later and he drove her to the hospital at 5:30 in the morning. He called his manager on the way there, and was immediately let go because it was not 3 hours before his shift started (at 8:00). Now, he is blacklisted from the company.
But when I was pregnant, I planned on quitting work to stay home with my baby, but was let go from my company earlier in my pregnancy than I preferred. I applied for some temporary work, received a call 2 months later 3 days before my due date, explained that I would work for as long as I could but that I would be having a baby any day, and was cursed at by the recruiter when that day turned out to be the one I was scheduled to start. Now I am blacklisted from that temp agency. Doh!
You can pretty much be fired for anything. A guy that worked at Coors was fired for drinking a Bud. Unless you prove discrimination or harassment they can fire you easily, unless they are union.
Honestly, it's unfortunate, but I have seen this happen in better econ times. First 90 days is a huge test, pass or fail.
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