Long story short, nice job with lots of problems, some of which I am beginning to think are very serious.
paychecks bounce - in past 20 pay periods, at least 6 have bounced. Owners agree to pay all fees, however I have had to pay broker commission for stock sale to deposit cash and cover my bills. Not to mention credit score taking a dive for late payments and insufficient funds on my part.
I am now the only RN available to work, it is a 2 nurse job with at least one RN required to be on premises for them to open for business. Doesn’t this mean that they expect me to come in even if I have the flu or other contagious disorders? They have no plan to advertise for replacement RN, even though previous one has already left and gave them plenty of notice.
Occasional need for MD appt. due to chronic unresolved issue which is making it more difficult for me to walk safely. As per #2 above, I would not be able to leave during business hours for MD appt., even if it was the only time I could be seen by MD (many doctors are not making appt’s past 1 PM in my area, and I am on duty until 2 PM). Isn’t this one truly non-compliance, denying me the opportunity to receive medical attention as needed?
I am wondering if this is something I really want to get into, with the Labor Board, etc.
My advice:* Run!* If you’ve just started there and you’re already having these sorts of problems, the outlook is not good. It’s only going to get worse.
Are the patients at this place getting adequate care? If not, I think it is something that should be reported to the appropriate board. If it’s just an employer-worker issue, then reporting it is up to you.
Ummm, yeah, paychecks that bounce is a big red flag. After it happens more than once, you cut them way too much slack by staying. As a practical matter, from now on deposit or cash them ASAP, ideally into an account at the bank they are drawn on. I had this happen once and the first few employees who deposited their checks did not have them bounce.
If for some reason you do want to stay there, find out what the arrangements are for them to get a temporary nurse in case of your absence. They should be thinking about that, but it wouldn’t hurt for you to be proactive.
Is the company large enough to be covered by the Family Medical Leave Act or similar legislation? I think your profile said you were in California, which often has better labor protections than many states. But if the company is very small and there is no state law stricter than the federal FMLA, they do not need to let you have time off for medical appointments. Law wise, it’s not that they’re denying you the ability to see a doctor, they’re denying you the ability to keep the job, which is their right. If your health problem and your employer are covered by the Americans with Disability Act (or similar state legislation on disabilities) there is a chance you may have more rights. Again, if you really want to stay with this job, find out what arrangements you can make with a doctor to see you on your schedule. For example, can you be seen for this at an urgent care?
Yes, I do need to stay there, mainly because my disability prevents me from doing other more physical types of nursing. Also, I do enjoy the work. And it’s not the biggest market for barely ambulatory nurses around here.
That said, I need neurologic and orthopedic medical upkeep. I do not want to go on disability. My place of business is owned by people who are new to this country and don’t understand respect and responsibility. Sometimes I think that they are trying to make the business fail. Seriously. They have lost 3 very important employees in the past 2 months. So far, only one was replaced. And she is already sending out her resume.
Anyway, just thinking out loud of options. If the state can come in and shut us down for charging for one extra meal by mistake, then they would certainly have a field day with the pay check situation. Isn’t that covered on the posters from the Labor Board that should (aren’t) be hanging in a place for all to see and read???
It’s not a simple situation. I need the job. I probably should have mentioned that in the first post. Thanks to those who responded and didn’t call me a moron. :smack:
Uh - no matter how big the company is they have to pay you, no fees included. Yes, go to the labor board - they owe you any fees and late fines, and possibly compensation for your shitty credit rating.
And only having one RN on staff when they need 2 is also a big no-no, and means that the patients might not be getting the care they need. I’d say go to the medical board, too.
I’m not a lawyer, just so you know - but payment of employees is a BIG labor law issue. They cannot, under any circumstances, NOT pay you, or not have the funds available to you. Especially in California, which is a union state and therefore has stricter labor laws. You need to do some research and fnd out exactly what to do, but I’d start with the labor board.
It sounds like your employers are (A) incompetant businessmen, and (B) nearly bankrupt. Needless to say, item (B) is probably a direct result of item (A). IMO, sicking the Labor people on them would be a bit like having a homeless man arrested for stealing your hot dog. Your number one priority should be to find a new job, because your current bosses will almost certainly be out of business soon.
Knowing a bit more about your situation, I recommend you really sit down and research what your rights are as an employee with a disability in California. For employers who are covered by the ADA (and whatever additional laws California may have would provide additional protection) they must make reasonable accommodations for your disability if you can do the job. Your current employer sounds like a small business, and might not be fully covered by these laws. You might find you are a lot better off with a large employer, and it is illegal for them to hold your disability against you in the hiring process, as long as you can do the job with reasonable accommodations. Also, there is no clear cut definition of “reasonable,” it is considered case by case, but a large employer would have a harder time arguing that an accommodation is an unreasonable burden that would put them out of business.
I am not optimistic that you are in a good situation. However, if they do stay in business and you are one of the few people who will put up with their crap, you may have some job security. If you do stay, you might want to think it through loosely based on a management technique called Hands On Transactional Management. That means employees and managers figure out what each one really needs to make the situation work, and go from there. Ideally this negotiation will all be within the bounds of the law and company policy…
If this place shut down tomorrow, what would you do?
I pose that question as a serious suggestion of something to think about. Paycheck bouncing is a HUGE red flag. When you say you need the job, surely you mean you need the paycheck. My counsel is that you cannot rely on that paycheck.
Now, if the owners are capable of paying and abiding by other regulations, and if they can be convinced to do so reliably, that could change. But those are two gigantic “ifs,” especially in light of this comment: Sometimes I think that they are trying to make the business fail.
I know you’re asking about fixing your current situation, but I have serious doubts it will be fixed. Do you have reason to believe otherwise?
I’ve worked jobs where my paychecks bounced and it never got better, only worse. I would at least do some googling of your company, or checking on health related websites about your company.
Another consideration, if your job requires 2 RNs and you’re the only one there, are you opening yourself up to some liability? Could you be putting yourself at risk for a malpractice finding if something goes wrong because you are either over-taxed, distracted, or just exhausted? And most importantly, are patients being put at risk by the state of affairs? If so, I think you are obligated to report the state of affairs to a governing body.
It’s a good field to be in, however I have too many physical disabilities and can only work very limited jobs. I’m not the management type, and sitting at a desk all day doesn’t sound great. But thanks for the input from all of you, I’m weighing my options and we’ll see what happens next payday.
Came in to work today, none of the usual early people there. Eerie, like a creepy moment from a movie. Then one of the best and most essential workers told me that the owners had decided to “downsize” and had fired several people late the day before. Funny thing is, they have already been advertising for those positions
before this took place. Hmmmmm. Labor no-no.
That was it. Typed my letter, put it on the desks, did my work. Director came in frantic later in the morning, and all I said was “just one of those things”. She stared at me, expecting more. I tend to blabber on during uncomfortable silences so I concentrated on playing it calm and collected.
That place is going down. I can’t say when, but I feel it. I think my blood pressure just went back to normal.
Have you considered being a case review person for occupational health?
Or an advice RN for an HMO or insurance company?
Those are much less ambulatory.
Or like my wife aka the doper named Cyn who is an RN case manager for a huge preschool program here in CA you probably have some near you as well.
She has helpers who do alot of the more physical work and she mainly makes sure the kids get all their shots, and recieve any needed medical or dental care, assess for proper growth, weight, neuro function, hearing & vision screening.
Wow, you gave only one week’s notice, and it still looks like they going to collapse under you!
I’ll second the idea of being a case review nurse. My mother’s best friend is a nurse who had to quit her job as an emergency room nurse because of health problems, and last I heard she was a case reviewer for an insurance company.
Here’s my logic: If you leave voluntarily, then the odds are 100% that starting next week, your income will be zero. But if you stay with the job, then even though you’re gambling with some paychecks that might bounce, at least you’ll be entitled to unemployment compensation when they close up in a month or two.
Seriously! Before, when you didn’t realize how bad a situation they had, I can see why you wouldn’t want to stay in such a place for who-knows-how-long into the future. But now that it is clear that they’re so close to the edge, what do you have to gain by quitting?
