Sick Days & AMP

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Carolla said:
It really applies to those with acute illnesses - not chronic conditions. 48 hours to be more certain that one is not still shedding virus etc. - ie less likely to infect others at that point.
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Is there no problem then if one takes 1 day sick?
 
Pinga said:
@Seeler, I don't know of a company that doesn't encourage its folks to be at home when sick. I don't doubt they exist, but, I wonder if anyone has any personal stories of such companies. Might be an interesting thread.
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Pinga, it has been a long time since I was in the work force, so I might be behind the times, but reading through this thread and talking to my daughter and others who work, it seems that there are pressures put on employees about absenteeism. Of course nobody wants a sick employee at work, but hey don't want a person to take time off either. And people living pay cheque to pay cheque can't afford to lose time and money by staying home and missing a shift.
 
ChemGal said:
Is there no problem then if one takes 1 day sick?
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The symptom free period off is required after diarrhea IIRC.

I am not sure about fever or vomiting. I know day care centers have rules about these things, too.
 
paradox3 said:
The symptom free period off is required after diarrhea IIRC.

I am not sure about fever or vomiting. I know day care centers have rules about these things, too.
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In any kind of care situation, I think the huge worry is of c. difficile...

My institution moved to a managed attendance system. It was largely a PIA, and godde knows how much the contract with the quacks that ran it cost the institution. And this was a union shop with a mandated number of sick days (two different unions, two different number of sick days, lol), so you know you're not going to 'move' the numbers much. Idiots.
 
paradox3 said:
The symptom free period off is required after diarrhea IIRC.

I am not sure about fever or vomiting. I know day care centers have rules about these things, too.
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So what if someone has something like IBS or a stomach issue in the case of vomiting? If there are no allowances for chronic conditions I would consider that to be discriminatory.
 
ChemGal said:
So what if someone has something like IBS or a stomach issue in the case of vomiting? If there are no allowances for chronic conditions I would consider that to be discriminatory.
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Good question! Maybe someone who is still working in health care could give us an update. I have been out of the field for 5 years now & a lot can change in this period of time.
 
BetteTheRed said:
In any kind of care situation, I think the huge worry is of c. difficile...

My institution moved to a managed attendance system. It was largely a PIA, and godde knows how much the contract with the quacks that ran it cost the institution. And this was a union shop with a mandated number of sick days (two different unions, two different number of sick days, lol), so you know you're not going to 'move' the numbers much. Idiots.
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What is a PIA? I am not familiar with this short form.
 
paradox3 said:
Good question! Maybe someone who is still working in health care could give us an update. I have been out of the field for 5 years now & a lot can change in this period of time.
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I have heard of policies like that before, but never experienced one personally to have any clue on how it worked.
 
BetteTheRed said:
And this was a union shop with a mandated number of sick days (two different unions, two different number of sick days, lol), so you know you're not going to 'move' the numbers much. Idiots.
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Just to be clear about this, the allowable threshold for sick time (under attendance management) does not correspond with the sick leave specified in the various union contracts.
 
I am not clear of a named number of sick days in company policies.
If you are sick, you take the day off. If you are feeling better, but may be contagious, and your work allows, you may choose to log in and do work.

If you have performance issues, you have performance issues. A manager knows that. Sure you track sick days. If there is a chronic pattern of being off on Mondays after partying all weekend, then, hey, you as a manager address it as impacting work performance, but, typically, it would be through performance related items.

So, I am all for people takign time off for when sick.
 
paradox3 said:
Just to be clear about this, the allowable threshold for sick time (under attendance management) does not correspond with the sick leave specified in the various union contracts.
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Correct. Completely unrelated. So, what it leads to is pissed off, genuinely sick people, filing grievances. I had some friggin nurse calling me up, before major surgery, to talk to me about how much recovery time my surgeon had recommended. I mean, wtf?
 
Note: when I was off on short-term disability the back to work process was amazing, and it was through the insurance company. I worked for the US team so was a bit of a hodgepodge of policies between Canada and US; however, it was very thoughtful and cared for.
 
I have seen the same behaviour in union contracts that have sick days. I know people who phoned in sick so they could keep bankign their sick days for their eventual retirement.
 
Banking of sick days for payout at retirement has pretty much been phased out AFAIK. Even in government agencies.

School boards had it as well years ago. Mr Paradox, who was hired as a permanent teacher in 1988, received a payout at retirement but it was much less than in previous decades. Much less. For today's hires it is gone altogether.
 
Pinga said:
er knows that. Sure you track sick days. If there is a chronic pattern of being off on Mondays after partying all weekend, then, hey, you as a manager address it as impacting work performance, but, typically, it would be through performance related items.
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Of course. If absenteeism is culpable it is dealt with through the normal discipline process.

Attendance management programs address innocent or blameless absenteeism. If an employee is eventually terminated for excessive absenteeism it is a non-disciplinary discharge. Not sure how much difference it makes but such an employee is not fired for cause.
 
BetteTheRed said:
Correct. Completely unrelated. So, what it leads to is pissed off, genuinely sick people, filing grievances. I had some friggin nurse calling me up, before major surgery, to talk to me about how much recovery time my surgeon had recommended. I mean, wtf?
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I don't think it is unreasonable for the employer to want an estimate of how long an employee is expected to be off work. But they need to understand it is an estimate only. . . you can never predict complications, individual recovery times, etc.

Much might depend on how you are asked about this by the company occ health nurse.
 
I know of at least two orgs == both union, both public sector which have x sick days per year in their contract. This inclusion of sick days in a contract as a set value encourages bad behaviour.

Organizations that work on improved health, good food in cafeterias, healthy work spaces are what i am used to. again, private sector, non-union
 
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