Quote:
I can tell you right now, if you let the company decide, you won't like the answer. Because they are looking for new "big data" ways to find "abusers" all the time.
Get sick right before or after vacation? You're an "abuser." Get sick after getting assigned a rotation or short call two days ahead of your actual report? "Abuser."
And God forbid you get sick on the same week next year that you called in this year. "Abuser!"
It's absolutely pathetic that we've got folks here who claim there are "abusers..." but offer zero proof, zero definition, and display zero hint of a unionsist mindset. In a previous life, we used to call guys like this "buddy ****ers."
Originally Posted by StoneQOLdCrazy
So who gets to decide whom is "abusing" sick leave?I can tell you right now, if you let the company decide, you won't like the answer. Because they are looking for new "big data" ways to find "abusers" all the time.
Get sick right before or after vacation? You're an "abuser." Get sick after getting assigned a rotation or short call two days ahead of your actual report? "Abuser."
And God forbid you get sick on the same week next year that you called in this year. "Abuser!"
It's absolutely pathetic that we've got folks here who claim there are "abusers..." but offer zero proof, zero definition, and display zero hint of a unionsist mindset. In a previous life, we used to call guys like this "buddy ****ers."
Good job of defining what the company might consider abuse, thus requiring a GFB call/note (possibly)
But, let's not talk about hypotheticals regarding the company. Let's get YOUR definition/example of what abuse might be.
What would constitute "abuse" in your opinion? Any hypothetical scenarios that you could call "abuse" or could possibly be a basis for a GFB call/note?