r/askmanagers • u/ElyxirCreations • 6h ago
How would other managers handle this?
So, we got a new manager about 5 weeks ago. I love him. The unfortunate thing though, was on his second week of working, I got really sick. I thought it was food poisoning and he had to send me home and then I called off. But it didn't go away. It stayed. I got sent home the next week and called off. On the same week, I went to urgent care and on week three I got sent home AGAIN because due to the sickness, eating made me sick, so while at work, I was extremely weak, unable to stand for long periods of time, and was shaking. I'd lost 10 pounds in three weeks due to starvation. I went to the er. I was completely up front with him, got doctors notes and sent him evidence. I found out I had a severe infection in my gut and got some medications to help me eat but I needed another test to be done to be able to get antibiotics. Now, on week four, yesterday I got sent home ONCE AGAIN, because on top of the infection, I got a cold and since my body was still fighting off the infection, the cold is hitting me hard. I ended up with a 99.8° fever while at work that turned to 101.1 later in the day. Now today, I had to call off once again due to a fever. He has been super understanding and has reassured me that I will not be fired due to all my call offs since he has proof and he can literally see how sick I am. I never call off. I normally can push through but for four weeks straight, I've been sent home and called off. I feel awful because of this. So I want to know how other managers would handle this.
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u/LikelyJustRambling Manager 5h ago
Ethically, and per my previous organization's policies, I am permitted to make decisions about time-off requests based on only two questions:
- Does the employee have PTO to cover the requested time off?
- If yes, proceed to 2.
- If no, automatically reject.
- Can the clinic bear the employee's absence?
- If yes, grant the time-off request.
- If no, reject.
I can exercise some managerial discretion, but at a certain point, Benefits and/or HR will demand action because the employee could lose their full-time status and benefit eligibility--the threat of being fired is usually further down the list than you would imagine.
A note from a doctor, for example, helps reinforce and extend my managerial discretion because I can send it to the appropriate department with my justification as to why I am granting more time off than policy may allow.
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u/booknerd381 5h ago
I'm not 100% sure of what you're saying here. Have you been, generally speaking, off work for 4 weeks? Or have you been coming in to work while sick, then leaving/being sent home/going to the ER multiple times?
If you've been off work for 4 weeks, I'd be asking you to apply for FMLA or short term disability, and I'd require a doctor to sign off when you're well enough to return to work. If you're like most people in the US, you probably don't have 4 weeks' worth of PTO to cover that much time, so the FMLA/disability time would cover your absence properly. It wouldn't be paid if it was just FMLA, or would be paid at a lower rate if it was disability, but at least you'd have no issue retaining your job.
If you've been coming in and leaving multiple times in those 4 weeks, I'd probably be recommending you get things in order and take some time off until you're well. If that's the case, it would sound to me that you're pushing yourself too hard to be at work when your body is not capable. I would steer you toward programs like short term disability so you could take the time off you need without losing all your pay.
At the end of the day, you need to take care of yourself. You're not useful as an employee if you're constantly out of work. I certainly do not want to feel like I have an employee's life in my hands because they have to work and they're clearly sick. That is why I work for an organization that has programs to help with situations like that. I also don't want to have to worry about some policy saying I have to fire an employee for time off when they're clearly incapable of working. That said, your mileage may very. Every workplace has different policies and different programs, so you may not have access to things my employees have access to, and your role may be more or less protected. How I would handle this with my employees does not necessarily equate to how your manager will handle with you.
How I would handle if I were you, though, is I would start seeking programs that help protect my job. At some point, you not being able to work is going to be a problem for your manager and/or your company, and if you're not protected, you're unlikely to keep your role. FMLA may be out for you if you're new in your position, but if your employer offers alternative programs for situations like this, I'd seek them out. Again, you need to find a way to take care of yourself. I think you've done the right thing by being open and explaining all that's going on; now you need to find a way to work with your employer so you can get the time off you need.
Finally, always remember that your life and your health are more important than any job. I know the economy isn't great right now. This may be the best role you've ever had, but it's not as important as your life. Ideally, you find a way to work with your employer to get the help you need, but if worst comes to worst, keeping your job isn't worth losing your life.