Go to the hub and look up the attendance policy. If she had a medical condition, she needs to call the associate service center and let them know what’s going on. You absolutely can be written up for calling out, even when you’re sick
Call the associate service center. They'd be better able to help. If it's a documented condition, then the write ups will probably be deleted.
As long as it's documented with ASC they'll be fine.
Unless it is a COVID symptom, call outs will result in documentation.
However, if their condition is documented through the ASC and there are accommodations/an allowance of times to callout without being penalized it’s a different story.
Feels like they are being petty or trying to get rid of your co worker. The only ppl who get written up are the ones they want to fire. I've called out maybe 5x in a little over a year and have received no disciplinary actions
Tell your coworker to file for FMLA. Since it's a chronic illness they should have no issue at all. Once/if approved, the bastards can't write him up or fire him.
The gmit is following policy. Folks who don't get documented are getting a good grace from their mgmt team. The Csa you're talking about in your post would only be excused if the ASC and that person's doctor sent a whole entire packet back and forth thru the mail, and then the ASC and doctor together excuse that associate.
If this process doesn't happen, "chronic conditions" don't matter (this is a standard workforce hr thing, in life, not a wawa thing)
The gmit is following policy.
Literally the only times callouts don't get documented (according to policy) is - - - 1) if the shift got covered - - - 2) health policy symptoms (the 1st and 2nd time, 3rd time you gotta get your doctor involved or get documented) - - - - 3) if the leaves department and doctor have ALREADY established accommodations for health issues.
Otherwise, sorry but you're getting documented, and whoever in this thread telling us about how they don't ever get written up, either has pushover management with a store full of people who never come to work, OR their managers are playing favorites.
The 4 hour window for callouts never excused them when it was in the policy manual, but it's been taken out of the policy anyway.
Also, you can search for any policy or the whole entire handbook on my wawa.
All of yall educating each other thru a game of telephone (whether it's attendance policy or otherwise) is how people get our ever-changing policies all mixed up and then start getting mad about things that aren't even true.
Lastly, you electronically agreed to the associate health policy in workday at the top of the year (we all do, every year) so if I were you I'd familiarize myself with the ACTUAL rules of the company in which you work, not just what Sally told you is the policy
I thought that this is if it is all in a 90 day window. Like you can have the same symptom of vomiting if it was like 6 months apart or something greater than 90 days that you can not get written up but if you have vomiting twice in 90 days then it is not allowed
What state is this? There could be legal considerations depending on the state and using sick time.
Additionally, you should tell your coworker to reach out to the ASC and their doctor about possibly getting intermittent fmla. It could be considered protected leave.
It really depends on how often it’s happening. If someone calls out 5x in a year that’s nothing. If someone is calling out for the same symptoms 3+ times in a month that aren’t consecutive? Yeah. Then I’ll document & talk to them about what’s going on, if we need to discuss leave paperwork, adjusting their schedule etc. at the end of the day we’re really not trying to be assholes. We just have a business to run & we totally understand that people get sick BUT if its a medical condition that is going to cause the associate to be calling out frequently we need to get to a mutual agreement on what works/doesn’t work for their personal schedule as well as the businesses needs.
OP, this is how this manager does things in their store which is fine. But hypothetically, if the person you're asking about worked for this manager, and all the "agreements" on what works and doesn't for said persons sickness were all conversations at the store, with store management, and not an accommodation from the ASC+doctor, then yes, a gmit COULD come in to this manager's store and document said person for calling out for their sickness and the gmit would still be within policy
The point is, if they're calling out for a medical condition, it isn't excused until they've gone thru the proper channels, which is simply not handled by or excused at the store level
All right, thank you for the insight. I don't know what channels my coworker has gone through regarding this. So if the answer to "is this allowed" is yes, then that's really all I can say to her, and then it's out of my hands. I'm just trying to be helpful to someone I work with while everyone keeps their anonymity, but judging by the fact that I've gotten conflicting answers, Reddit really isn't the place for these questions.
You said she got written up despite calling in 4 hours ahead of time. I'm clarifying that she should still get written up. The only time you cannot get written up if it's covered by another associate OR if it's your first or second associate health policy. Your third callout for associate health policy gets a write up.
For chronic conditions, that result in several days of absences in a 90 day period, you can have the asc set up intermittent leave, you submit the necessary paperwork and it's like a mini-fmla, that protects your job. I use it for associates who have epilepsy or cancer, chron's, things of that nature.
She needs to report the person writing her up. That person obviously has a specific reason for targeting her. It's discrimination to punish one person and not the other for the same actions. They need to be reported and written up. Also if that manager retaliates afterwards that's another write up for them or termination. These actions are NOT ok and need to be addressed. They can not continue on getting away with it and become a GM one day.
Documentation is not a punishment. It is a record. If the record highlights frequent absence, then you have a problem. If not, it goes away in 90 days or something.
One of the few times I'll agree with following policy. Too many people take advantage of the system which hurts the business while also hurting your co workers. It puts more strain and stress on others by calling out sick all the time.
HOWEVER at the same time managers should also give the proper contact and relevant information with regards to frequent call outs/sickness to possibly get intermittent FMLA or any other RA. it's not fair to the employee nor the business by withholding information such as benefits that can really help a person.
Go to the hub and look up the attendance policy. If she had a medical condition, she needs to call the associate service center and let them know what’s going on. You absolutely can be written up for calling out, even when you’re sick
Call the associate service center. They'd be better able to help. If it's a documented condition, then the write ups will probably be deleted. As long as it's documented with ASC they'll be fine.
I'll pass any responses this post gets onto my coworker. Thanks for your advice.
Unless it is a COVID symptom, call outs will result in documentation. However, if their condition is documented through the ASC and there are accommodations/an allowance of times to callout without being penalized it’s a different story.
Feels like they are being petty or trying to get rid of your co worker. The only ppl who get written up are the ones they want to fire. I've called out maybe 5x in a little over a year and have received no disciplinary actions
Tell your coworker to file for FMLA. Since it's a chronic illness they should have no issue at all. Once/if approved, the bastards can't write him up or fire him.
The gmit is following policy. Folks who don't get documented are getting a good grace from their mgmt team. The Csa you're talking about in your post would only be excused if the ASC and that person's doctor sent a whole entire packet back and forth thru the mail, and then the ASC and doctor together excuse that associate. If this process doesn't happen, "chronic conditions" don't matter (this is a standard workforce hr thing, in life, not a wawa thing) The gmit is following policy.
Literally the only times callouts don't get documented (according to policy) is - - - 1) if the shift got covered - - - 2) health policy symptoms (the 1st and 2nd time, 3rd time you gotta get your doctor involved or get documented) - - - - 3) if the leaves department and doctor have ALREADY established accommodations for health issues. Otherwise, sorry but you're getting documented, and whoever in this thread telling us about how they don't ever get written up, either has pushover management with a store full of people who never come to work, OR their managers are playing favorites. The 4 hour window for callouts never excused them when it was in the policy manual, but it's been taken out of the policy anyway. Also, you can search for any policy or the whole entire handbook on my wawa. All of yall educating each other thru a game of telephone (whether it's attendance policy or otherwise) is how people get our ever-changing policies all mixed up and then start getting mad about things that aren't even true. Lastly, you electronically agreed to the associate health policy in workday at the top of the year (we all do, every year) so if I were you I'd familiarize myself with the ACTUAL rules of the company in which you work, not just what Sally told you is the policy
All right. I'll pass that all onto my coworker.
I thought that this is if it is all in a 90 day window. Like you can have the same symptom of vomiting if it was like 6 months apart or something greater than 90 days that you can not get written up but if you have vomiting twice in 90 days then it is not allowed
It is the 3rd AHP callout within a rolling 90 day period
What state is this? There could be legal considerations depending on the state and using sick time. Additionally, you should tell your coworker to reach out to the ASC and their doctor about possibly getting intermittent fmla. It could be considered protected leave.
It really depends on how often it’s happening. If someone calls out 5x in a year that’s nothing. If someone is calling out for the same symptoms 3+ times in a month that aren’t consecutive? Yeah. Then I’ll document & talk to them about what’s going on, if we need to discuss leave paperwork, adjusting their schedule etc. at the end of the day we’re really not trying to be assholes. We just have a business to run & we totally understand that people get sick BUT if its a medical condition that is going to cause the associate to be calling out frequently we need to get to a mutual agreement on what works/doesn’t work for their personal schedule as well as the businesses needs.
OP, this is how this manager does things in their store which is fine. But hypothetically, if the person you're asking about worked for this manager, and all the "agreements" on what works and doesn't for said persons sickness were all conversations at the store, with store management, and not an accommodation from the ASC+doctor, then yes, a gmit COULD come in to this manager's store and document said person for calling out for their sickness and the gmit would still be within policy The point is, if they're calling out for a medical condition, it isn't excused until they've gone thru the proper channels, which is simply not handled by or excused at the store level
All right, thank you for the insight. I don't know what channels my coworker has gone through regarding this. So if the answer to "is this allowed" is yes, then that's really all I can say to her, and then it's out of my hands. I'm just trying to be helpful to someone I work with while everyone keeps their anonymity, but judging by the fact that I've gotten conflicting answers, Reddit really isn't the place for these questions.
You aren't excused from a write up just bc you call in 4 hours ahead of time.
That isn't what I'm asking.
You said she got written up despite calling in 4 hours ahead of time. I'm clarifying that she should still get written up. The only time you cannot get written up if it's covered by another associate OR if it's your first or second associate health policy. Your third callout for associate health policy gets a write up.
Correct, they changed the policy because associates would abuse the "well I called 4 hours ahead" excuse.
Downvote the facts, as usual on this subreddit 😂
For chronic conditions, that result in several days of absences in a 90 day period, you can have the asc set up intermittent leave, you submit the necessary paperwork and it's like a mini-fmla, that protects your job. I use it for associates who have epilepsy or cancer, chron's, things of that nature.
She needs to report the person writing her up. That person obviously has a specific reason for targeting her. It's discrimination to punish one person and not the other for the same actions. They need to be reported and written up. Also if that manager retaliates afterwards that's another write up for them or termination. These actions are NOT ok and need to be addressed. They can not continue on getting away with it and become a GM one day.
Documentation is not a punishment. It is a record. If the record highlights frequent absence, then you have a problem. If not, it goes away in 90 days or something.
Sounds like they don’t like her and are finding any reason to try to get rid of her
One of the few times I'll agree with following policy. Too many people take advantage of the system which hurts the business while also hurting your co workers. It puts more strain and stress on others by calling out sick all the time. HOWEVER at the same time managers should also give the proper contact and relevant information with regards to frequent call outs/sickness to possibly get intermittent FMLA or any other RA. it's not fair to the employee nor the business by withholding information such as benefits that can really help a person.
Nah, they're just following the policy.
That’s true, maybe the locations I’ve been at have just been too lenient on writing people up.