WowBB Forums Home 
Home Search search Menu menu Not logged in - Login | Register
WowBB Forums > Sports And Wrestling > General Discussion > Would you fire or let this person stay?

 Moderated by: Ron, brodiescomics, beejmi Page:    1  2  Next Page Last Page  
New Topic Reply Printer Friendly
Would you fire or let this person stay?  Rate Topic 
AuthorPost
 Posted: Tue Aug 17th, 2010 03:41 am
  PM Quote Reply
1st Post
Principal_Raditch



Joined: Mon Feb 18th, 2008
Location:  
Posts: 8138
Status: 
Offline
Mana: 
This has cropped up at our workplace, and it'll probably be out of mgmt's hands anyways and up to HR.

We have this RN who has Lupus. What's happened though is that she gets sick all the time, never just a day here or there, but 2-3 weeks at a time. So far this year she's missed just over 3 months of work, and did about the same last year. Now the way things work is that first you use Personal Time off for the first 2 shifts you're sick per incident...then extended sick leave kicks in...then you go to FMLA. FMLA is there to protect your job for up to 12 weeks per year.

So, now it's the 2nd week of August, and she's wiped out everything (just coming off missing the last 2 weeks) So now she has nothing left..no PTO, no ESL and no FMLA. She gains @ 6.6 hrs of PTO every pay period, and 2.25 hrs of ESL per pay period...so it would take at least a month just to basically have 1 day have banked, and with her track record, it's unlikely she'll not miss another week or 2 over the next 2 months

So we're walking this fine line. She's a nice enough person, decent worker, but the staff is getting pissed that an already short floor is now constantly put in very risky spots with regards to patients per RN with her not around so much. This has been going on for 2 years now, and supposedly it might be out of our hands anyways as HR has to make a determination if retaining the employee is in the best interest of the hospital. I go back and forth on this since I get that she's in a tough spot with her condition, but she's also been told time and again to shift to another area with lower stress levels (since the stress lowers her immunity, start up her lupus and leads to respiratory distress for her. She's resisted changing to another unit so far, but I would think that after 2 years of constantly being off work (last year she was gone almost 4 months of 12) isn't doing anyone any good.

Back To Top PM Quote Reply  

 Posted: Tue Aug 17th, 2010 03:44 am
  PM Quote Reply
2nd Post
amerorig



Joined: Thu Oct 18th, 2007
Location: Fresno, California USA
Posts: 2995
Status: 
Offline
Mana: 
Principal_Raditch wrote:
This has cropped up at our workplace, and it'll probably be out of mgmt's hands anyways and up to HR.

We have this RN who has Lupus. What's happened though is that she gets sick all the time, never just a day here or there, but 2-3 weeks at a time. So far this year she's missed just over 3 months of work, and did about the same last year. Now the way things work is that first you use Personal Time off for the first 2 shifts you're sick per incident...then extended sick leave kicks in...then you go to FMLA. FMLA is there to protect your job for up to 12 weeks per year.

So, now it's the 2nd week of August, and she's wiped out everything (just coming off missing the last 2 weeks) So now she has nothing left..no PTO, no ESL and no FMLA. She gains @ 6.6 hrs of PTO every pay period, and 2.25 hrs of ESL per pay period...so it would take at least a month just to basically have 1 day have banked, and with her track record, it's unlikely she'll not miss another week or 2 over the next 2 months

So we're walking this fine line. She's a nice enough person, decent worker, but the staff is getting pissed that an already short floor is now constantly put in very risky spots with regards to patients per RN with her not around so much. This has been going on for 2 years now, and supposedly it might be out of our hands anyways as HR has to make a determination if retaining the employee is in the best interest of the hospital. I go back and forth on this since I get that she's in a tough spot with her condition, but she's also been told time and again to shift to another area with lower stress levels (since the stress lowers her immunity, start up her lupus and leads to respiratory distress for her. She's resisted changing to another unit so far, but I would think that after 2 years of constantly being off work (last year she was gone almost 4 months of 12) isn't doing anyone any good.


Does your state have Disability insurance? Here in California thats what she would end up doing if she was smart.

Back To Top PM Quote Reply

 Posted: Tue Aug 17th, 2010 03:45 am
  PM Quote Reply
3rd Post
stingmark

 

Joined: Mon Oct 15th, 2007
Location: Cop City, California USA
Posts: 9440
Status: 
Offline
Mana: 
Principal_Raditch wrote: This has cropped up at our workplace, and it'll probably be out of mgmt's hands anyways and up to HR.

We have this RN who has Lupus. What's happened though is that she gets sick all the time, never just a day here or there, but 2-3 weeks at a time. So far this year she's missed just over 3 months of work, and did about the same last year. Now the way things work is that first you use Personal Time off for the first 2 shifts you're sick per incident...then extended sick leave kicks in...then you go to FMLA. FMLA is there to protect your job for up to 12 weeks per year.

So, now it's the 2nd week of August, and she's wiped out everything (just coming off missing the last 2 weeks) So now she has nothing left..no PTO, no ESL and no FMLA. She gains @ 6.6 hrs of PTO every pay period, and 2.25 hrs of ESL per pay period...so it would take at least a month just to basically have 1 day have banked, and with her track record, it's unlikely she'll not miss another week or 2 over the next 2 months

So we're walking this fine line. She's a nice enough person, decent worker, but the staff is getting pissed that an already short floor is now constantly put in very risky spots with regards to patients per RN with her not around so much. This has been going on for 2 years now, and supposedly it might be out of our hands anyways as HR has to make a determination if retaining the employee is in the best interest of the hospital. I go back and forth on this since I get that she's in a tough spot with her condition, but she's also been told time and again to shift to another area with lower stress levels (since the stress lowers her immunity, start up her lupus and leads to respiratory distress for her. She's resisted changing to another unit so far, but I would think that after 2 years of constantly being off work (last year she was gone almost 4 months of 12) isn't doing anyone any good.

Tread water lightly...if you shitcan her, she can try to sue and use the lupus thing as her defense...gray area.....



____________________
"I went to the #6th ranked liberal Arts College in California, I'm smarter than anyone else"(Also found out to be a formerly racist institution-Jeff Forsyth)




Back To Top PM Quote Reply  

 Posted: Tue Aug 17th, 2010 03:45 am
  PM Quote Reply
4th Post
amerorig



Joined: Thu Oct 18th, 2007
Location: Fresno, California USA
Posts: 2995
Status: 
Offline
Mana: 
stingmark wrote:
Principal_Raditch wrote: This has cropped up at our workplace, and it'll probably be out of mgmt's hands anyways and up to HR.

We have this RN who has Lupus. What's happened though is that she gets sick all the time, never just a day here or there, but 2-3 weeks at a time. So far this year she's missed just over 3 months of work, and did about the same last year. Now the way things work is that first you use Personal Time off for the first 2 shifts you're sick per incident...then extended sick leave kicks in...then you go to FMLA. FMLA is there to protect your job for up to 12 weeks per year.

So, now it's the 2nd week of August, and she's wiped out everything (just coming off missing the last 2 weeks) So now she has nothing left..no PTO, no ESL and no FMLA. She gains @ 6.6 hrs of PTO every pay period, and 2.25 hrs of ESL per pay period...so it would take at least a month just to basically have 1 day have banked, and with her track record, it's unlikely she'll not miss another week or 2 over the next 2 months

So we're walking this fine line. She's a nice enough person, decent worker, but the staff is getting pissed that an already short floor is now constantly put in very risky spots with regards to patients per RN with her not around so much. This has been going on for 2 years now, and supposedly it might be out of our hands anyways as HR has to make a determination if retaining the employee is in the best interest of the hospital. I go back and forth on this since I get that she's in a tough spot with her condition, but she's also been told time and again to shift to another area with lower stress levels (since the stress lowers her immunity, start up her lupus and leads to respiratory distress for her. She's resisted changing to another unit so far, but I would think that after 2 years of constantly being off work (last year she was gone almost 4 months of 12) isn't doing anyone any good.

Tread water lightly...if you shitcan her, she can try to sue and use the lupus thing as her defense...gray area.....


Oh...The lawsuit is coming one way or another. Just doin it by the book is the best way to go.

Back To Top PM Quote Reply

 Posted: Tue Aug 17th, 2010 03:47 am
  PM Quote Reply
5th Post
srossi

 

Joined: Sun Oct 14th, 2007
Location: New York USA
Posts: 62617
Status: 
Offline
Mana: 
Shitty situation for everyone.  No win situation for the hospital since firing her could result in a lawsuit or at the very least a PR disaster, but if they don't they're paying someone who's never there and giving her insurance to boot.  They should at least give her an ultimatum to switch units or be fired, if they really think that will make a difference.  I would think that HR would at least exhaust those types of options before actually firing her.



____________________
This thread was great before AA ruined it.
Back To Top PM Quote Reply  

 Posted: Tue Aug 17th, 2010 03:52 am
  PM Quote Reply
6th Post
Principal_Raditch



Joined: Mon Feb 18th, 2008
Location:  
Posts: 8138
Status: 
Offline
Mana: 
Well by law, they can fire her since if she takes anymore time off, without having time to take off (which is the case now since FMLA only protect like I mentioned, for 12 weeks). Personally I'm not sure how she's financially affording it, since you don't get paid on FMLA. So this year, out of the time she's missed at least 12 of those weeks have been unpaid.

Back To Top PM Quote Reply

 Posted: Tue Aug 17th, 2010 04:02 am
  PM Quote Reply
7th Post
Portalesman
HALL OF FAMER


Joined: Sun Oct 14th, 2007
Location:  
Posts: 7872
Status: 
Offline
Mana: 
Has anybody suggested she try porn, karate or Walmart?  I suspect thats the answer you were looking for.



____________________
http://www.wrestlingfanssuck.com

Sixk of Portalsman and he is a total fucking loser and mark for himself. A bore. Dude has never been laid in his life.

Total piece of garbage and a reason I have left wrestling forums. drdelaware
Back To Top PM Quote Reply  

 Posted: Tue Aug 17th, 2010 04:04 am
  PM Quote Reply
8th Post
Principal_Raditch



Joined: Mon Feb 18th, 2008
Location:  
Posts: 8138
Status: 
Offline
Mana: 
Eh, she could do porn, but it would have to be one of those amateur series like Dirty Debutantes. She's not white trash enough to work at Walmart, and I'm pretty such chick Karate doesn't pay.

Back To Top PM Quote Reply

 Posted: Tue Aug 17th, 2010 04:08 am
  PM Quote Reply
9th Post
Portalesman
HALL OF FAMER


Joined: Sun Oct 14th, 2007
Location:  
Posts: 7872
Status: 
Offline
Mana: 
Well, I guess things work different in your neck of the woods.  Its just how they roll in Culver.



____________________
http://www.wrestlingfanssuck.com

Sixk of Portalsman and he is a total fucking loser and mark for himself. A bore. Dude has never been laid in his life.

Total piece of garbage and a reason I have left wrestling forums. drdelaware
Back To Top PM Quote Reply  

 Posted: Tue Aug 17th, 2010 04:18 am
  PM Quote Reply
10th Post
whatever



Joined: Wed May 21st, 2008
Location:  
Posts: 983
Status: 
Offline
Mana: 
FMLA protects your employment. Not your particular job. No employer has to keep an employee in the exact same position just because he/she "resists". The hospital is well within their legal right to transfer her to a different position as long as they maintain her salary/seniority, etc. She is a liability to the hospital as it is now and they can give her a desk job "for the safety of the patients and wellbeing of other staff".

Back To Top PM Quote Reply

 Posted: Tue Aug 17th, 2010 04:22 am
  PM Quote Reply
11th Post
bart

 

Joined: Mon Jul 14th, 2008
Location:  
Posts: 742
Status: 
Offline
Mana: 
She needs to be transferred. Financially, the hospital might win this, but its wrong. Its a medical facillity, and they know what illnesses can do to someone. If you're a for profit facility, you can afford it. If not for profit, you still can, and its also part of the mission statement, somewhere in there, I guarantee it. I hold healthcare facilities to a higher standard when dealing with this type of thing, as they know damnned well what a chronic illness can do to a person.

That said, she also needs to realize, a change is needed, because the patients cannot be expected to accept a lesser level of care due to her illness. My sympathy only goes so far when patient care is the issue.

Bottom line for me, she needs a transfer, but it needs to be done gently, so as not to shove her on another area, but to work with her. If she won't work with those trying to help her and the hospital succeed, take the lumps and fire her.

Back To Top PM Quote Reply  

 Posted: Tue Aug 17th, 2010 04:51 am
  PM Quote Reply
12th Post
cheapseats



Joined: Thu Jul 8th, 2010
Location: Eastern Panhandle , West Virginia USA
Posts: 1249
Status: 
Offline
Mana: 
bart wrote:
She needs to be transferred. Financially, the hospital might win this, but its wrong. Its a medical facillity, and they know what illnesses can do to someone. If you're a for profit facility, you can afford it. If not for profit, you still can, and its also part of the mission statement, somewhere in there, I guarantee it. I hold healthcare facilities to a higher standard when dealing with this type of thing, as they know damnned well what a chronic illness can do to a person.

That said, she also needs to realize, a change is needed, because the patients cannot be expected to accept a lesser level of care due to her illness. My sympathy only goes so far when patient care is the issue.

Bottom line for me, she needs a transfer, but it needs to be done gently, so as not to shove her on another area, but to work with her. If she won't work with those trying to help her and the hospital succeed, take the lumps and fire her.
Nail on the head.



____________________
Never said that I could 100 % substantiate it. And convincing you 100 % is not a concern of mine.
Back To Top PM Quote Reply

 Posted: Tue Aug 17th, 2010 11:06 am
  PM Quote Reply
13th Post
Papa Voo



Joined: Thu Jan 17th, 2008
Location: Right Outside The Burgh, USA
Posts: 10916
Status: 
Offline
Mana: 
I am in the TRANSFER camp on this one. 

Back To Top PM Quote Reply  

 Posted: Wed Aug 18th, 2010 02:06 am
  PM Quote Reply
14th Post
freebirdsforever2001

 

Joined: 
Location:  
Posts: 
Status: 
Offline
Mana: 
She has a disease. People need to understand this and try to be " flexible" with Her schedule.

Back To Top PM Quote Reply

 Posted: Fri Nov 19th, 2010 03:20 am
  PM Quote Reply
15th Post
Principal_Raditch



Joined: Mon Feb 18th, 2008
Location:  
Posts: 8138
Status: 
Offline
Mana: 
Ok so this is an update of sorts.

Since I posted the original she has worked all of 2 1/2 weeks. She was off for 3.5 weeks at the beginning of Sept, then took 2 weeks unpaid time off for her wedding/honeymoon. Finally returned for 2.5 weeks in early Oct, then is now going on 3 weeks missed again.

Things came to a head at our monthly meeting on Tuesday, since we only got a replacement.....1 time total in all this time missed. We found out she was offered another position, which she promptly refused to take. This didn't sit well with most of the staff since our manager didn't in effect, tell her to either take the job or terminate her (since under FMLA rules a "comparable" job has to be kept, but not the exact same job.)

So I've been off since Tuesday ( I work Mon/Tues/Fri this week). I get a call tonight from one of my coworkers. Four of my coworkers quit today, and considering we only have 15 at our position in total, and the above one is always gone, that really puts us at 10 now. All have other positions, and had been planning this if things didn't improve. I'm getting to that point, having applied for an opening at one of our sister hospitals where I worked when I was first starting out.

So, if you were upper management, would you not be ready to shitcan this manager for letting things get this far? This is going to be a huge problem (will affect the # of surgeries able to be done) since most of us will not agree to pick up extra shifts. To replace this many staff could take realistically 6 months + at the very least, and then add in orientation, you're looking at close to a year. Now I get that employees don't get to run a floor, but you'd think that one would at least listen to the overt issue going on, and see that this could have been avoided had mgmt been firm and told her she had to take this other position or be terminated.

Back To Top PM Quote Reply  

Current time is 07:20 am Page:    1  2  Next Page Last Page    
WowBB Forums > Sports And Wrestling > General Discussion > Would you fire or let this person stay? Top




UltraBB 1.172 Copyright © 2007-2013 Data 1 Systems