Comments on: Workers say they’re punished for taking sick time

By: Tom

Tom — Fri, 20 Feb 2009 15:27:37 +0000

This is another example of an unfunded mandate by the government which will penalize small businesses. Our employees receive the benefits that our company can afford to attract and retain the employees the company needs. The government wants to tell us how to run everything. When they can successfully and profitably run the Post Office or AMTRAK, then maybe then we should listen to them.

By: RJB

RJB — Fri, 13 Feb 2009 18:54:54 +0000

We tried unsucessfully to change our union staff in 2008 (during negotiations) to PTO from traditiional vacation, personal days and sick days. The REASON they would not make the change was because they felt they were losing 5 days per year that most were not using anyways. Our senior staff gets 25 V, 6 P and 10 S (41 days) and the comprimise for PTO was 36 days. Our average employee was using 4.2 sicks days per year and yes some of that was most definitely abuse.

I find that 50% of our hourly employees have the “it’s my right” thought process and these are the employees who complain about everything. You are not going to change them and if you try you spend most of your time handling disciplinary actions. The government already intervenes to much in employment issues. When an employee commits to taking the job they have agreed to the working terms that are offered. Sick time is not an entitlement.

By: Gary

Gary — Fri, 13 Feb 2009 17:30:49 +0000

The way this has been handled in some states, and could very well by done in the federal law, it is going to hurt some employees in the long run. In some states, the state has passed the law and forbidden companies to adjust their vacation or PTO policies after the law is passed, even if it is more lenient than the mandate. The company I work for is seriously considering changing our 4 week PTO policy to a 2 week vacation policy with a 14 day sick leave policy before the state comes and and mandates a 7 day sick leave on top of the 4 week PTO. In this case most of our people would lose 2 weeks of time off every year unless they are sick. I agree people need time off, but where a company has a lenient PTO policy I think it should be exempted from the forced sick time requirement. As usual, when the government steps in things go from bad to worse. An acquaintance of mine had 100% paid insurance at his job in San Francisco until the city, in all its wisdom passed a requirement that companies pay a certain amount per hour of work toward health insurance for all employees. His company decided that sounded good, so that changed their policy to do so. Now she has to pay about $150 a month for his insurance. Thank you big government.

By: Leon

Leon — Fri, 13 Feb 2009 15:26:24 +0000

The government should not dictate how private companies administer sick days. Let the principles of our free market system work. Companies compete for workers. Companies with the best benefits attract more applicants. Companies that make more money can afford better benefits. This is the way it is supposed to work. We don’t need more government in our business.

By: Mary H.

Mary H. — Fri, 12 Dec 2008 20:38:21 +0000

You know…we all have choices about for whom we choose to work. It sounds to me like Joni has chosen to work for an employer who doesn’t care about the morale of their workforce. If it were me, I would be seeking new employment.

That does not change the fact that the government has their hands in way too many things that are none of their business. THis is America and as such, we should be able to run our companies the way we choose.

THere are laws in place to protect employees from discrimination, harassment, etc. PTO is a BENEFIT, not a birthright.

By: Joni

Joni — Fri, 12 Dec 2008 20:04:59 +0000

I have actually just been through this personally. I am a “salaried” employee, and work over 45 hours a week.
I was told at my hiring that I would have National Holidays, as well as sick time. I was also informed that I would not be given overtime. (No, really? I kinda figured that one out on my own…being “salary” and all)

Well, regardless of the times I have stayed WELL over 45 hours a week, one week being 72, I did not even get a thank you for keeping costs down…yet when my son had surgery and I was informed by the Dr (and she put it in writing) that I would need to be with him for the 1st 48 hours, I was told that I could do so, but at the rate of $100.00 per day from my pay!

If people are going to be allowed to run a business in THIS country, then there are things we adhere to called “ethics and morals”…maybe the Government wouldn’t have to mandate PTO, if all people who owned business’ acted as if they wanted to keep a business.

I for one am frustrated that when told that sick time is going to be allowed, I am treated as if I am asking my employer to walk over hot coals.

One another note, I DO agree that certain employees DO ruin it for others by taking advantage of the system.
For instance, I had an employee that “faxed” a Dr.’s note (with 2 months prior date on it), stating that they should be excused for 2 days. When I brought the inaccurate date to the owner’s attention, I was told to “quit fabricating” things to escalate the situation…hmmm? The employee later bragged about it…”I got one over on you”

BTW…that same employee who decided to fax over an “old” doctors note…came in with a broken hand and said they could not work for 2 weeks while their hand healed…when asked what had happened to the hand…”I was at a bar drinking, and got in a fight, that’s how I roll, and what I do”…he later walked out twice with no warning in the middle of a shift, and managed to get hired back without my consent.

Keep a “volatile” employee, or care about employees that care about the company?

Employees make or break your company. I have found that happy employees are more dedicated and loyal, versus employees that feel like they are just a “clock in card” that will sit and do nothing but ride that proverbial clock!

Now that is MY 2 cents to quote someone from a previous reply!

By: Jeani

Jeani — Wed, 26 Nov 2008 13:01:23 +0000

Our team members are required to bring in a doctors not if they are going to be out more than a day. We have a point system in place and if they bring in a doctors note it won’t count against their attendance. It has been a very effective way to keep people honest. So yes, I would agree with giving paid sick days.
Our establishment got hit hard with the flu last year, where we were literally losing 2-4 people per shift. They would come in knowing they were sick, knowing they would spread germs, but they couldn’t afford to stay home and lose a days wages. Let the government mandate paid sick time.

By: Johnny Warren

Johnny Warren — Fri, 21 Nov 2008 19:25:52 +0000

I already give my employees two hours sick leave every pay period will equal to 52 hours a year. I don’t think Congress should mandate that employeers be required to give employees sick time. What’s next; mandated vacation time!

By: Mike

Mike — Fri, 21 Nov 2008 17:50:27 +0000

The merits of federally mandated sick time aside, I think it’s the responibility of the editor, Mr. Hosier, to indicate that the bill mentioned, the Healthy Families Act, was submitted in May 2005 (that is not a typo) and never became law.

http://www.govtrack.us/congress/bill.xpd?bill=s109-1085

By: Allen

Allen — Fri, 24 Oct 2008 16:31:46 +0000

I don’t think employer’s should be obligated to pay for days not worked, unless there exists a standard / policy that compensates for sick days already in the company.

Our company provides for 6 sick days per calendar year and any balance does not roll over to the following year (use it or lose it), and is non-paid sick days. Per my understanding of employment law, employers are required to pay for time worked, therefore if the employee isn’t there, they are not paid. We provide for accrued paid vacations if an employee so chooses to obtain pay with available vacation time.

We also have other policies to work in conjunction with this policy requiring doctor’s notes at 2 or more consecutive sick days, to call in to notify your manager for business operational support.

If abusive amounts of sick days are taken, and/or if an employee exhibits a pattern of abuse beyond permissible sick days, they are counseled, and possibly written up if it interferes with operational needs. The good ol’ documentation, etc. procedure.

I cannot speak for others, but I work to enjoy vacations and survive in So Cal (paying with my sunshine dollars), so if I need a sick day, its legitimate. But I have a job to work, not to pass the time until I decide to take time off.