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Opinion on work matter

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So I had to phone in yesterday and say I wasn't going in into work because I had a family emergency. I was supposed to do a night shift and I didn't get any sleep in the night or day as I had to unexp… Read More
mr_geese Avatar
6m, 1w agoPosted 6 months, 1 week ago
So I had to phone in yesterday and say I wasn't going in into work because I had a family emergency. I was supposed to do a night shift and I didn't get any sleep in the night or day as I had to unexpectly take someone very close to me to Gatwick (I live in Essex, quite a long way from the airport) due to a serious matter.

I wouldn't have missed work if I could but impossible for me to work 10 hours with no sleep at all in more than 24 hours.

I asked my manager if I could have this day taken off as a holiday (as I still have a couple of days to take that they say I need to sort out urgently) but I was told that they don't put holidays through so close to Xmas and to call the store and follow the normal absence procedure.

It just seems stupid to me. This was a day I was gonna miss anyway and not giving it to me as a holiday means that I will anyway miss another day for sure when I am off on holiday and they're always asking for overtime, meaning that they are always short of people.

It doesn't bother me really but I think it doesn't make much sense from their point of view either.
mr_geese Avatar
6m, 1w agoPosted 6 months, 1 week ago
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#1
it doesn't make much sense from their point of view either.

It doesn't make sense to not pay somebody a day's wage when they don't have to?

Makes sense to me.
#2
Should have just phoned in sick.
#3
RossD89
it doesn't make much sense from their point of view either.
It doesn't make sense to not pay somebody a day's wage when they don't have to?
Makes sense to me.

Well they will have to pay me the holidays all the same, which is days I am paid for staying home and not work. I don't see what they lose really.
#4
mr_geese

So I had to phone in yesterday and say I wasn't going in into work because I had a family emergency. I was supposed to do a night shift and I didn't get any sleep in the night or day as I had to unexpectly take someone very close to me to Gatwick (I live in Essex, quite a long way from the airport) due to a serious matter.
I wouldn't have missed work if I could but impossible for me to work 10 hours with no sleep at all in more than 24 hours.
I asked my manager if I could have this day taken off as a holiday (as I still have a couple of days to take that they say I need to sort out urgently) but I was told that they don't put holidays through so close to Xmas and to call the store and follow the normal absence procedure.
It just seems stupid to me. This was a day I was gonna miss anyway and not giving it to me as a holiday means that I will anyway miss another day for sure when I am off on holiday and they're always asking for overtime, meaning that they are always short of people.
It doesn't bother me really but I think it doesn't make much sense from their point of view either.

Find a copy of your employers absence management process and ensure it has been followed. Speak to your trade union representative.
#5
It's not just pay either if they don't mark it as sick they cannot go through a disaplinary action if you have even more time off and hit a trigger. If they do it for you they would have to for everyone. People would end up ringing in just for a concert (and lie) etc as they could have it as holiday therefore not get into any trouble.
Not saying it's not unfair for you but some people ruin it for others. You've been honest so maybe they will allow you to have it as AWOL

Edited By: lincolnsmommy on Dec 12, 2016 19:27
#6
deeky
Should have just phoned in sick.
Wanted to avoid having it count as an absence and phoning in sick is just the same as phoning and say I'm not gonna go to work because of any other reason. The consequences are the same.
#7
Yes, i've had to take the odd day off in the past, to sort very important stuff out.
http://img.pandawhale.com/40112-drunk-santa-gif-cJMr.gif
#8
lincolnsmommy
It's not just pay either if they don't mark it as sick they cannot go through a disaplinary action if you have even more time off and hit a trigger. If they do it for you they would have to for everyone. People would end up ringing in just for a concert (and lie) etc as they could have it as holiday therefore not get into any trouble.
Not saying it's not unfair for you but some people ruin it for others. You've been honest so maybe they will allow you to have it as AWOL

I get that but holidays are paid for and you don't go to work so the only difference is that instead of asking in advance, you do it at a very short notice and take the day off. I'm aware of the fact it can mean they have not enough people to cover a shift if this became a habit. As I said, I didn't phone in sick but explained it was a family emergency. I'll remember it when they come asking me to do some hours with a few hours' notice.
#9
mr_geese
lincolnsmommy
It's not just pay either if they don't mark it as sick they cannot go through a disaplinary action if you have even more time off and hit a trigger. If they do it for you they would have to for everyone. People would end up ringing in just for a concert (and lie) etc as they could have it as holiday therefore not get into any trouble.
Not saying it's not unfair for you but some people ruin it for others. You've been honest so maybe they will allow you to have it as AWOL
I get that but holidays are paid for and you don't go to work so the only difference is that instead of asking in advance, you do it at a very short notice and take the day off. I'm aware of the fact it can mean they have not enough people to cover a shift if this became a habit. As I said, I didn't phone in sick but explained it was a family emergency. I'll remember it when they come asking me to do some hours with a few hours' notice.

I get what your saying. It is normally just incase of staffing issues. Depends on your employer. Mine are quite good with emergencies but pain for real sickness. I hope you sort it. Like someone else said try the union
#10
You might find they WILL take it as a holiday, but not publicly say so, due to the policy.

You might find, as a family emergency they will pay you AND let you keep the days holiday; it all really depends on how well they look after their staff.

I used to know a guy who took 18 days sick in one year, all Mondays, because he was too hung over to go into work.

No wonder his (gorgeous) wife left him.
banned#11
I would imagine policy is that no staff holidays at this time of year, but as others have said check it out. If they then give it to you, other staff could complain that they can't get them and it could be seen as preferential treatment. Therefore to keep it the same for all staff, it has to be recorded as an absence. It also records you being unable to work, which is ok as a one off but is recorded should it be a pattern of short term absence. If it is policy, there is no option for line managers, they have to follow it.
#12
Gentle_Giant
You might find they WILL take it as a holiday, but not publicly say so, due to the policy.
You might find, as a family emergency they will pay you AND let you keep the days holiday; it all really depends on how well they look after their staff.
I used to know a guy who took 18 days sick in one year, all Mondays, because he was too hung over to go into work.
No wonder his (gorgeous) wife left him.

That would be good but I doubt it as the manager made me phone the absence line, so it would be considered an absence I guess. Clearly said sorry but you have to call the store as we don't put holidays through so close to Christmas.
#13
diason5
I would imagine policy is that no staff holidays at this time of year, but as others have said check it out. If they then give it to you, other staff could complain that they can't get them and it could be seen as preferential treatment. Therefore to keep it the same for all staff, it has to be recorded as an absence. It also records you being unable to work, which is ok as a one off but is recorded should it be a pattern of short term absence. If it is policy, there is no option for line managers, they have to follow it.
One of the managers is off on holiday and it's Christmas time. Allowed for them but not for staff? I thought anyway emergency leave was a right or something. I don't have children but say I had had a bereavment like I did in June when I worked elsewhere, then what would they have done? Not give me the time off because it's Christmas?
banned#14
emergency leave is usually discretionary so it comes down to line managers but I would check the policy. If you feel unfairly treated, make an appointment with your manager and ask them to explain the reasons to you. I have found it is most easily resolved with a friendly approach on both sides. If you have a bereavement, again it comes down to the policy, places where I've worked said for immediate family only and you had to swap shifts to be able to be off to attend.
#15
From my experience each company is different on how they record absences and how they juggle the recording of such. When I used to work in retail many years ago they would mark such absences down as holidays, however I did have a very good relationship with my department manager and HR manager so may be it was exception rather than the norm.
#16
Most holidays this time of year need to be booked way in advance and all depends Around the circumstances.
I would your companies procedure and employee handbook in how it covers sick leave for immediate family. Some companies do it, some dont as its not law like it is with children.

Hope you get it sorted.
#17
As a manager short term absence, for whatever reason, has a detrimental impact on performance or productivity depending on the type of business you are in.

Policies are introduced for the benefit and protection of both the employee and the employer. Working for me you would have been offered the unpaid time off at short notice so I would be able to use the wages to cover the shift.

It wouldn't class as dependent leave in the situation as it was something you chose to do to assist someone.

It would not make good business sense to allow someone to book quick short notice holidays unless in exceptional circumstances as it sets a new standard and others would follow.

Hope you got the person to their destination safely.

Edited By: t0rnad072 on Dec 12, 2016 20:57

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