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Why is he not using his PTO? That's what its for. Where I worked last they never needed excuses as calling off wasn't a huge issue (not abused and we had PTO). A previous employer, dr excuse was needed unless you were high enough up to have PTO.
Is there some kind of attendance policy in place? He could be put on probation for excessive call-offs, especially if they are being tracked
Why is he not using his PTO? That's what its for. Where I worked last they never needed excuses as calling off wasn't a huge issue (not abused and we had PTO). A previous employer, dr excuse was needed unless you were high enough up to have PTO.
Is there some kind of attendance policy in place? He could be put on probation for excessive call-offs, especially if they are being tracked
Exactly. He is getting free days off with no consequences and gets to create his own schedule. Smart guy.
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.
All the supervisors in your company need to have the SAME attendance/tardy policy.
Don't you guys have meetings about such stuff? Is it a very small business with one owner?
This doesn't make sense to me that everyone can do whatever they want.
Then, again, coming from the phone company we simply do NOT wing-it and have serious policies in place. You're OUT THE DOOR practically immediately if you call out on Mondays or before/after vacation.
At the very least, there should be a policy of going on an attendance warning after X amount of occurrences/days/etc AT LEAST.
Your company can basically do anything they want on this if they're smaller than 50 people under the federal FMLA laws and not breaking any state laws.
HIPPA protects medical information. By requiring a doctors note that is not violating HIPPA as you are asking the note to state that the employee was seen that day and when they can return to work. An employer can request that as the doctor does not need to disclose the reason why the employee was seen.
I'm in that situation now and been home for two days because of a cold. I scheduled a doctor's appointment for tomorrow at 8am since it will be my third absence due to medical this week. The only thing I plan to give them is the print out of the appointment i had scheduled for 12/6/17 instead of the actual reason.
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?
No, I do not ask, but company policy states I have the option of asking if it is three or more days in a row (though I never would as of now, as I do not have employees right now that would ever abuse the system). If I see a pattern of suspected abuse, such as your example, I can/will ask.
If you only have PTO, then why doesn't "sick time" or doctor's visits, or ANYTHING and EVERYTHING away from work fall into that and need to be accounted for as PTO?
It does, but he doesn't have PTO yet since he was only hired a month ago.
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