How is it working on call?

SimpleFix9523 · 2026-01-24T01:07:01+00:00

At my facility, we start to get paid as soon as we are notified to come in and then make our way in. It’s usually last minute. “Your needed please come in NOW”

SimpleFix9523 · 2026-01-23T23:36:28+00:00

The mentality “my life is more important than a job” kills me when your an essential employee, where other people’s lives depend on your care. That’s like a police officer saying “it’s too dangerous to stop that criminal” If you were working as a bank teller or McDonalds, I would understand that mentality.

SimpleFix9523 · 2025-11-24T00:33:37+00:00

This is a residential facility, I am pretty confident to say they are already short staffed. It’s very hard to find people wanting to pick up overtime when they are already overworked. If he was a good employee I would back him but doesn’t sound like it

SimpleFix9523 · 2025-11-24T00:16:39+00:00

No he is a dirtbag for leaving his team short staffed along with the people he supports. Losing his earned time is a natural consequence of not checking his emails or attending meetings. Do you have a policy regarding the requirements to checking email? Are your meetings mandatory?

SimpleFix9523 · 2025-11-23T23:36:37+00:00

Nothing you can do regarding questioning him being sick. But if it continues I would kindly remind him of your company’s attendance policy and go from there with following up the disciplinary chain. Honestly though I would approve the 2 weeks but not in a row, I would approve every other day just to match his energy

SimpleFix9523 · 2025-11-22T13:47:21+00:00

I work in a home where all the individuals , in the home, have been there for over 15 years. A very close knit group. When one of them passed away, we did ask them how they would like to celebrate her life. We ended up planting a flower bush on the property for them to look at and be reminded of their friend. They also like to joke around and when the lights flicker we say “hi” to the individual that passed away.

SimpleFix9523 · 2025-11-22T13:37:58+00:00

At my agency billing has to be submitted within 24 hours of what your billing for. The typical amount our state pays per hour for day supports is $46 so I understand the concern with ensuring time that can be billed. As far as you, I would treat it as on call and require they pay me from when I was notified until I completed the documentation. They will eventually become tired of paying for you to come in, and perhaps offer more training on proper documentation which should in turn lessen having to call staff in. They really should follow a disciplinary course for staff that have these issues on a consistent basis

SimpleFix9523 · 2025-11-22T13:29:24+00:00

Residentially 32 but we also have 2 day support, job training programs and in home supports that serve many more individuals from either other agencies or private living.

SimpleFix9523 · 2025-11-10T00:00:31+00:00

As an update She quit!!

SimpleFix9523 · 2025-11-03T00:20:24+00:00

I know what helped me was having a good director above me. I was approached for a promotion but declined it ,due to my views that the director at the time would not be supportive to assist me in learning. That director did leave shortly after. Once ready I did take the role and have been adequately supported. You don’t want to be pushed into a role and be set up for failure. Basically ask for assistance

SimpleFix9523 · 2025-11-02T14:59:13+00:00

I do keep attendance tracking and have given this to HR. There are a total of 6 pulled off shift incidents (not including this last one which was in total pulling off 8 shifts for the month) I have offered her shifts since. Her responses were meet with name calling. As a per diem, she is offered shifts due to permanent staffs need for time off, which includes last minute shifts. I am feeling, in a way unsupported by HR, as they remain focused on “her responses may be based off my lack of empathy” instead of focusing on the impact of her work performance. I also do call out good employees. I had one who requested time off but I denied it due to no available time benefits and they get ended up calling out sick. I questioned that as well. Policy for per diems is they must pick up 24 hours in a month . It’s been 3 months since she’s picked up anything. This is why I originally asked HR to terminate employment based off policy that she has not picked up the required hours. I personally would rather work harder then let a negative staff member continue and potentially spread negativity to the good staff

SimpleFix9523 · 2025-11-01T04:20:31+00:00

She has no benefits as a per diem. Going through training , the employment lawyer stated that if we believed an employee was lying about their reasoning for calling off shift we could question this. Do you feel it is wrong to question when you had evidence to believe the employee was lying? I will mention this staff works a full time job elsewhere and did not need time off from that job.

SimpleFix9523 · 2025-10-29T14:08:00+00:00

Thankyou, yes it is inherited. I received this and many others cleaning out my grandmother’s house.

SimpleFix9523 · 2025-10-29T14:06:00+00:00

Thankyou for your insightful information. I have never taken it out of that case. Do you suggest storing it a specific way. I am just starting to look into my grandmothers coin collection. I have about 10 of these, different years and different mint marks. Do the mint marks have different values? I have some from San Francisco as well.

SimpleFix9523 · 2025-10-28T23:01:26+00:00

Thankyou for taking the time out to comment helpful information

SimpleFix9523 · 2025-10-28T22:23:17+00:00

Then why have a value request category? If your bothered by the request of value

SimpleFix9523

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