Thursday, August 27, 2015

Equal Opportunity Disease?

Last year, in the height of the Ebola scare, the employee health doctor angered quite a few people by refusing to allow employees back to work after a vacation to Africa followed by two weeks of sick time.

It is customary for employees to take a month to return home to western Africa.  As the hospital only allows two weeks of vacation at a time, certain employees use sick days to cover the remaining two weeks of vacation.

If I did this, I would be fired.  For others, administration allows this to go on.

The buck stopped at employee health.  To return to work after an extended sick leave, an employee must be cleared by the employee health doctor.  He decided that someone who visited Africa and then was "sick" for two weeks should not be allowed back into the hospital for at least a few more weeks.  He was called a racist, but he would not back down.

Administration intervened and allowed the banned employees back in.

A nurse visited family in the Philippines for two weeks and twisted her ankle while there.  She called out for an additional two weeks.  Upon return to work, she presented her evidence- negative xrays and notes from physicians in the Philippines and the United States that her ankle was sprained but on the mend.

The employee health doctor will not allow her to return to work yet.  "If others can't call out sick after vacation, then neither can you," was the explanation the tearful nurse recounted to me.

"A sprained ankle is not contagious," I tried to counter.  Not even the union would get involved.

She's out of paid time off.  She said she will get another job if she can't return to this hospital soon.

Why do they make trouble for the good nurses, but protect the evil ones?

1 comment:

  1. I think it works both ways.. If an employer treats an employee fairly, I believe the employee will do a better job. Why? Because they will enjoy their job

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