I agree for the most part.
But at what point does our supervisor not bring in the attendance review? We do have a policy on this. I think this is what irritates me - the supervisor not the workers. Supervisor says nada - just "feel better".
And it is totally my issue but I wish the fact that I was covering for everyone was acknowledged. It's for sure coming up in my annual review!
We got 12 sick days per year and I took every single one every year and some years took more. My work was not my life- if I had something at my kids school or my daughter was sick I would take off.How much sick time do you use? My closest coworker is now on day 16 (not consecutive!) of sick days for the calendar year. I've taken one so far in 2022.
She also just got back from 2 weeks holidays.
If staff were taking excessive sick time (yes it's paid) would your employer say anything?
She's not the only one - also have 2 others that have taken quite a bit this year as well.
Just frustrating when you are the only one consecutively here!
I would only use sick time if actually sick. If I wanted to do something with the kids I would use vacation day.We got 12 sick days per year and I took every single one every year and some years took more. My work was not my life- if I had something at my kids school or my daughter was sick I would take off.
This exactly. Just lots of sick time around me right now so I'm crabby.The unfortunate reality of work life is that those who do rarely get recognized for it. The key to success in most places I've worked is not a strong work ethic and strict adherence to company policy, it's a weird mix of politics and a popularity contest. A mentor told me when I started, "kid, you're just a number to them". It took me almost a decade to realize he was right. Managers are the same as us, just trying to get through the day with as little headache as possible. A manager thanking you for your hard work is really just saying "thank you for not adding to my shoot pile this morning". When you pick up your coworkers slack, it is not adding to your managers pile, so they don't care that your coworker is taking more sick days than you. Once you realize this, work life gets better because you don't care how many sick days your coworker takes, because you aren't picking up their slack regardless. I'm sure some people are going to say they are appreciated at their job, and maybe they are, so to those lucky few- congratulations while it lasts.
My company (I'm assuming corporate wide) has been on a big push to make sure employees feel appreciated. Free lunches/ice cream truck one day/quarterly awards/personal notes from the (local) VP/etc.The unfortunate reality of work life is that those who do rarely get recognized for it. The key to success in most places I've worked is not a strong work ethic and strict adherence to company policy, it's a weird mix of politics and a popularity contest. A mentor told me when I started, "kid, you're just a number to them". It took me almost a decade to realize he was right. Managers are the same as us, just trying to get through the day with as little headache as possible. A manager thanking you for your hard work is really just saying "thank you for not adding to my shoot pile this morning". When you pick up your coworkers slack, it is not adding to your managers pile, so they don't care that your coworker is taking more sick days than you. Once you realize this, work life gets better because you don't care how many sick days your coworker takes, because you aren't picking up their slack regardless. I'm sure some people are going to say they are appreciated at their job, and maybe they are, so to those lucky few- congratulations while it lasts.
My company (I'm assuming corporate wide) has been on a big push to make sure employees feel appreciated. Free lunches/ice cream truck one day/quarterly awards/personal notes from the (local) VP/etc.
We get 7 paid sick days per year; they do not roll over. As sucky as that seems, it greatly exceeds the province's minimum labour standard, which is 5 days unpaid. Our employment agreements are extremely specific in their wording but we are given discretion at the direct supervisory level. I've officially taken 3 this year (all for legitimate illness; no Covid thank goodness) but my boss would give me many more if I needed them. It was very challenging during peak Covid times. Positive test results were mandatory to report to HR and there were mandatory isolation requirement in Alberta for 2 years. Having Covid meant burning all your sick days and having to take the remainder either as vacation or unpaid. We typically fudged it at the department level but for the unfortunate few that tested positive twice, the second instance was all on them.How much sick time do you use? My closest coworker is now on day 16 (not consecutive!) of sick days for the calendar year. I've taken one so far in 2022.
She also just got back from 2 weeks holidays.
If staff were taking excessive sick time (yes it's paid) would your employer say anything?
She's not the only one - also have 2 others that have taken quite a bit this year as well.
Just frustrating when you are the only one consecutively here!
You don't work for me but I'll thank you anyway. It is a NIGHTMARE at my workplace (especially this time of year) to cover vacation relief or leave of any kind for more than a day or two. Myself and the remaining staff kill ourselves to keep the wheels on. One thing that also irks me beyond tolerance is a staff member returning from holidays or sick leave and complaining that their tasks have accumulated. We can scrape by, but if we could entirely do your job without you here, I wouldn't need you here, now would I?!?I agree for the most part.
But at what point does our supervisor not bring in the attendance review? We do have a policy on this. I think this is what irritates me - the supervisor not the workers. Supervisor says nada - just "feel better".
And it is totally my issue but I wish the fact that I was covering for everyone was acknowledged. It's for sure coming up in my annual review!
We don't have personal days or family sick time either. There's some provision for longer-term compassionate situations through EI but nothing for just a day or two here or there. Makes it very difficult for parents of younger kids or those with elderly or infirm parents. Blessedly, I'm no longer in either of those categories myself.They do not have sick family members and even if they do we do not have family sick time.
The problem is you're painting EVERY company with a broad brush based on your experience. Yes, there are times employees are just "numbers". There are also times employers (in every step of the ladder) DO appreciate employees.That's awesome, but in my case at least, I'm not sure a free bomb pop is going to make me feel better for being passed up on a promotion after working 60 hour weeks for years because Janet booped the boss and so she was suddenly a better prospect for the promotion (true story, names changed to protect the innocent). I guess what I'm saying is they can do things to make working conditions better like pizza trucks and bouncy house recess time, but they will never actually appreciate any work you do because you're just a replaceable number to them. Again, just my opinion and my own healthy cynicism of any altruistic gesture by a company.
That’s a fair judgment, one I expressed myself in a previous post.The problem is you're painting EVERY company with a broad brush based on your experience. Yes, there are times employees are just "numbers". There are also times employers (in every step of the ladder) DO appreciate employees.
What does the employee handbook say? Most places allow a certain number of days as PTO then it starts coming from vacation then not paid.
I do not recall ever taking sick time off for myself (I'm seldom sick) but did have to take a few days with each kid's primary grade illnesses in. DH and i took turns and once hired a private duty nurse because DD was no longer really sick but couldn't go back for 5 days (chicken pox).
3 days is what California requires.Depends. Even though I work from home now, there are some things where one just can't concentrate and needs rest to recover. Maybe just keep up, attend group meetings, but otherwise try to stay out of the way until better.
I think California requires 5 days per calendar year.
My former employer did away with sick time and went with PTO. In California employers must allow all vacation and PTO time to either be carried over or paid out. The only time you can't carry over is for holidays worked. Holidays in my industry are norm work days. Those have to be used in the year they were worked.There is no separation between sick days, vacation and PTO for my DH, it’s all PTO. It accumulates over the year and does not roll over. To be honest I’m not exactly sure how many days it is, just that about this time of year he makes me crazy because he’s always underneath my feet. It’s use it or lose it so he uses it. All of them do. They coordinate with each other so everything is covered and unless they’re actually sick or on vacation are willing to go in if needed.
Not the case here. When I worked for a casino vacation was use it or lose it and sick days? Ha!My former employer did away with sick time and went with PTO. In California employers must allow all vacation and PTO time to either be carried over or paid out. The only time you can't carry over is for holidays worked. Holidays in my industry are norm work days. Those have to be used in the year they were worked.
We had 64 locations, but only two were in California. It took corporate over two years to get the PTO rules worked out for use in California. They hired numerous labor attorneys to try and get out of having to allow the carry over of vacation or PTO and all told them it's the law, you can't get ouf it. The handbook has 12 additional pages just explaining PTO rules for the two California locations.