They have the right to do that, the CBA does not have a definitive attendance policy, therefore its management rights, we been through this on the M&R side.
Only choice is the union has to grieve it.
Sick Policy
- Thread starter formerislandgirl
- Start date
Only choice is the union has to grieve it.
My bad. You are correct. The current policy still assigns 1 point to an excused absence, although it shouldn't charge ANY points because by all intents and purposes, it can be proven to be beyond the control of the employee. Anything that is beyond the control of the employee should not cause a penalty, ie. bad weather, documented illness, or family emergencies.
As far as the unexcused absences are concerned, the assignment of points (either 1 or 2) is still left up to the discretion of the manager who handles the attendance policy and reporting. If you are generally a good employee, there are times when a 2 point conversion can be reported to Tempe as a 1 point conversion. It all depends on the manager and the track record of the employee.
formerislandgirl
Newbie
- Joined
- Mar 18, 2009
- Messages
- 13
- Reaction score
- 1
Hello.
I just went out for four days because of surgery, I gave the Manager my Doctors excuse to advise I would be off for this period of time, My I say three weeks prior. I received an email that says Thanks for the advanced notice but you will now have 1 step against you per the policy procedure. The surgery that I had was based on letting Cancer take my life away or correcting it as fast as i could. It was only skin cancer but if you let some types of skin cancer go, it could killl you.
Jester
Veteran
Doc,
You say things like "should" as a subjective statement on how things would be in an ideal situation, but the normative reality is that people are being charge one point regardless of reasons provided... sick, security breach at TSA screening, power outage, bad weather, flat tire, child birth, etc. The only saving grace is FMLA which cannot be so casually dismissed as it is Federal law. The Management spin was to call the policy as a "No Fault" but it could be more accurately called "All Employees' Fault" because I am hard pressed to think of a situation for which the absence would be anything else BUT the employee's fault! I am reminded of the so-called "Right to Work State" when it is more akin to being a "Right to be Fired for Any Reason or You can Quit Any Time State". The labeling does not match the reality of the situation.
In terms of Management discretion for a "good employee", I have personally seen a "good employee" who screwed-up by picking-up a full-time shift but confused the days and ended-up with a no call, no show... and no phone call from Management either. From Level 0 ("good employee") to Level 2, so much for Management benevolence. This policy more than any other has caused the greatest amount of animosity between the FSA's and the Tempe Boys. For example, I was once a very helpful agent willing to go the extra mile to get flights out on time, but now I walk-off a gate and refuse to stay even a minute longer to complete a push-out for a flight -- for the simple reason that if Management is going to hold me accountable with a 1/2 point for every 30 seconds I am "late", then I'll be damned if I am going to go the extra distance by working even a extra minute!
So Disposes Jester.
She may not qualify for FMLA depending on the city she works in and how many hours she worked last year. I would check Wings anyway and apply for FMLA. Let them tell you you dont qualify instead of assuming. Also shows that you tried to do things correctly. Also I believe the correct notice from management would be you have 1 point, not 1 level, unless you have accrued many points in the previous year. I know 1 point is not something that is expected for a treatment like this, but if it is 1 point and not 1 level, then it isnt something to be terribly upset about at this point in time. Good luck with the treatment. You are correct, skin cancer is not to be taken lightly.
The company likes to call all advance schedule surgery elective therefore not covered on FMLA or excuse. The company says take vacations, VTO, shift swap off
I would thing getting skin cancer removed is not an elective surgery.
We use to go round and round with US on FMLA till we called the DOL and got them involved and US backed down.
They cant deny something that is legitimate under FMLA.
We use to go round and round with US on FMLA till we called the DOL and got them involved and US backed down.
They cant deny something that is legitimate under FMLA.
InternationalShannon
Veteran
The sick policy is unfair and never should have made it past the union.
InternationalShannon
Veteran
OH don't even get me started. They can do whatever they want you just have to be willing to fight your a$$ off to get it reversed and even then they take no responsibility....They make it so damn difficult that you don't even want yor job back.
Oh, whatup everyone?????? I suddenly remembered my password. Weird.
Absolutely wrong! If you are going to be out 3 or more days under doctors care, this does qualify you for FMLA. If the employee has enough hours worked and their station has more than 50 employees. If not, the other option is medical leave, I know it's in the fleet service CBA. Ask your station administration for FMLA (if you qualify) or medical leave paperwork for doctor to fill out. 0 points are accrued for these types of leaves.
