Btw, he still got paid but it was because he had always been a hard, dependable worker. When he ended up out for about 2 months and was ready to come back even before the doctors wanted him to, we would not because we wanted him to get well. We stayed after him to get onto the doctor to get to the bottom of it because we cared for him. Another employee ended up getting so sick w/o knowing it that he ended up in the hospital before they finally figured out why he kept getting sick so often. Sadly his condition got worse and he ended up dying but we still kept him on and even helped w/ funeral expenses. Even when he was out for several months we still kept him on, checked on him every few days ourselves by either visiting him in the hospital or calling, coworkers checked with him all the time, etc. We have had in the last year and a half two employees that really were sick, one was in the hospital multiple times, would get cleared to work and come back then end up back in the hospital (not because of the work but it was the medical issue just getting worse). Just don't hide out pretending to be sick. LOL!!! But if one of our employees is really sick, no problem. I always love it when a new person starts and they are "sick" the first week or something. For one the others that are having to pick up the slack pick up on this person's "sickness" and it shows. So if one person habitually calls in "sick" and really is not but can't even tell the truth for their absense, yes, they are history. Being a small company where everyone's position matters, no time to sit around working on your resume, if one person is out it is up to everyone to pick up the slack. Of course it is when we find out that they really were not sick, never bothered to call to let us know what was going on, etc. Well, as an employer have we ever fired anyone for "calling in sick"? Yes. I have friend who's sister used to work at Dillards and said they same thing. So, that is my two cents on this subject! Two weeks ago I went and had my first ee of charge, thanks to them.while I was on the clock! When you are sick, they say, go home, get to feeling well, come back when you can. As of today, I work for the largest chicken company in the 's official today, we bought out another company, and they are so caring when it comes to their employees. Needless to say, I do not work there anymore, and that is one of the reasons I quit. DILLARD's does not care for the employee's welfare! especially during the holiday's. AND another one for Dillards.they called my co-worker to come in and she had 102 fever and strep throat!!!! she regrets she answered the phone. Well, guess what, got the little dropper medicines mixed up in the bathroom (because I couldn't see) and I put the fever blister medicine in my eye, OMG, I sure couldn't see then.I thought I was dying it burned sooo bad.ANYWAY getting back to Dillard's.they called me everyday wanting to know when I could come back to work! I told them I COULDN'T see.much less drive (the 32 miles one way to work)!!!! plus.they would only pay your sick pay, if you went to the doc and missed 3 consecutive days.so if you went back after one or 2 days, you didn't get your pay.so what fool would do that? ANYWAY.I really still couldn't see well on the 4th day, but went anyway. I was a makeup artist for Estee Lauder, where I came in close contact with clients on a daily basis.touch, apply makeup, etc.I had a severe eye infection last year, kinda like a staph infection, yes, believe it or not, from a tanning bed.I also had a stubborn fever blister. Maybe a small mom & pop operation might do it, but rarely will any company of size expose itself to that kind suit risk.Ĭan't decide if I want to give the name or give it.
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Otherwise one opens oneself up to a lawsuit (wrongful dismissal, discrimination, etc.). Calling in sick wouldn't be a reason to be fired unless it were part of a history of repeated absences that are documented and in line with written and stated company attendance policy. The reasoning was to make sure that the company didn't have different standards which can be used to make a case for discrimination in a lawsuit. There's also the fact that most companies follow the policies of their most stringent locations, for example, I worked in Nevada, a RTWS, but we followed the laws of California because much of our employee base was there.
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Firstly, no matter if it's a "Right-to-work-state" or not, one can sue for wrongful dismissal if there's no clear reason for being fired. Technically true, in practice almost never. If you live in a "right to work state" you can be fired, just because.