call in procedure/timeframe

So I was just wondering what some of your experiences with calling into work are. The company I work for kinda leaves it up to the dept managers and mine says 24 hour notice for it to not go as unplanned. We don't have "sick days" everything comes out of one "bank". It is either planned or unplanned, I think 24 hours is ridiculous, was in the hospital most of last week, let my manager know Sunday at 3pm I would not be in and was told Monday would go under unplanned. So tomorrow will be my first day back in a week and am considering taking this to HR but was just curious what others deal with? My thinking is 12 hours, but that is just me, I am a type 1 diabetic and anyone that deals with this knows how fast dka can set in, so again 24 hours is nuts to me. Opinions?

The place I worked had a 10 point system. One point pet day missed. 1/2 point for being late. No excuses unless you qualified for medical leave.

As an employer, I deal with this extensively every Monday morning. We had "sick days" in the past. The usual suspects made sure they used them all each year. Now our policy is to discuss sick days in annual reviews. Also, if you miss 3 days in a row, you can't return without proof you have been to a doctor and he has released you to return to work. I hope you are taking care of your Type 1. DP

Was a dept. manager for 31 years. 2 different company's. Had several rule changes over the years mainly caused by abuse by employees. In your particular case if a unplanned impacts you as far as raises, or any other negative way I would go to HR. I was in a situation like that a couple of times where when following the rules that's the way I had to handle it. Then had to go to HR for the employee to get it changed. In your case it's really hard to say on a time for calling in. The 24 hour rule I can promise you is set for the Masses ( as DP put it THE usual suspects). If I was your manager and knowing your medical situation I would take your 12 hr notice and excuse it but that's just me.

24hrs is just cray cray :crazy:

I worked in a hospital, and we only had to give a couple hours notice before the start of our shift. And, we were all considered "essential personnel" ... so even during extreme weather conditions, we were expected to get to work, somehow.

You could probably take it to HR ... but, depending on the politics of your company, you may find that HR is only going to side with the dept manager. But, I'd certainly ask them if some kind of medical rider could be implemented in your case.

... cp :kewl

https://www.youtube.com/watch?v=av2iaABI_ws

so it looks like i am eligible for FMLA, which i was unaware of. I know FMLA is unpaid time off, but the company can make you use up accrued PTO, which is fine with me, i have no problem using the time, it is just when it counts against me as a UTO. So as of right now it looks like i am covered. Thanks for the opinions.

Hope you are on an insulin pump and continous glucose monitor to keep tabs on the type 1. I would talk to HR, but no matter what the company politics are, you are covered under the American Disabilities Laws. If your company is self insured they can verify your hosptal stay because they will be paying the bill.

I am a supervisor at what must be a very lenient company. We only have excused and unexcused absences. You have up to
15 min after your shift starts to call in to qualify for an excused absence. If you are off more than one day we "can" ask for a doctors excuse. Unexcused is if you call in past 15 min after your shift starts, and there is disciplinary action for this. Absenteeism is costly to employers but we find ways to work around it. We do require 24 hours notice if you are going to be late or it is an unexcused tardy, you are disciplined if you have 3 or more of these in a MONTH.

I sure am glad I don't have to be concerned with being to work on time anymore. However I also would contact HR.

No policy on call in time for my company. It is up to the individual supervisors to deal with absence on a case by case basis. I keep a log of my employee's sick time, but it's up to me to determine if the situation is acceptable or abusive.

For every action there is an equal and oposite reaction (Newton's Law). Although it is originally for inertia, it also applies here. The rules are set in place for the very few that abuse the system. I'm sure even HR agrees that the 24 hour rule is rediculous. I'm pretty sure if you speak with them, your situation is a tad bit different and they would be willing to work with you.

IF that is not the case, here is my recommendation: If you start work at 6:00am, I would call in "every day" at 5:50am and say "I MIGHT, not be in tomorrow". Do this for about a week and I'll bet they change their ways. Your simply following THEIR rules on this one. I know it is nit picky, but sometimes it takes one person to point out the obvious before action is taken to improve it.