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2nd Trimester
Written up at work for using the potty
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Re: Written up at work for using the potty
This exactly!
I used to work at a call center as well back in my first trimester. My problem wasn't peeing as it was bad morning sickness. I was constantly running to the bathroom to deal with it and it ate up all my personal time. I was written up for it and was told if I had any more infractions (running over personal time) that I could potentially lose my job. HR seemed understanding about the morning sickness, but couldn't find a way to make an exception in their policy regarding taking personal time.
Call centers get paid for keeping calls to a minimum time. Any employee who is scheduled to be on the phone but is instead taking personal time, those calls get back-logged. It reflects badly on the call center when they run monthly reports to their clients and the customer's hold times are above normal. So I understand the importance of that policy, but your company needs to make provision for pregnancy symptoms. I know for sure they have special provisions for people with other medical conditions, and certain pregnancy symptoms shouldn't be overlooked, especially if they are uncontrollable and disruptive to your work.
You have every right to pursue legal action if they threaten your job because of a pregnancy symptom... I never took it that far. I just quit my job.
I would try this. You're pg and holding it is often not an option.
I'm going to be the black sheep in this conversation. But without that Dr note the HR dept is requesting there isn't a reason she would be entitled to more personal time because of pregnancy. Her "condition" was by choice and didn't just happen like cancer etc. In the employee handbook I'm sure it says exactly how much time you are alotted and that rule should be follwed by the employee when they accept the position. Should rock climbing instructors, stunt drivers, size 00 models, diving instructors still be getting paid by the company while pregnant even though they cannot perform the job they agreed to do upon hiring?
Yes the rule totally blows, and I feel ya I really do because I had the same problem in my 1st tri. But I think your best bet would be to explain to your doctor that the letter is absolutely necessary and make sure the HR dept is satisfied with the steps you took. GL!
I'm going to be the black sheep in this conversation. But without that Dr note the HR dept is requesting there isn't a reason she would be entitled to more personal time because of pregnancy. Her "condition" was by choice and didn't just happen like cancer etc. In the employee handbook I'm sure it says exactly how much time you are alotted and that rule should be follwed by the employee when they accept the position. Should rock climbing instructors, stunt drivers, size 00 models, diving instructors still be getting paid by the company while pregnant even though they cannot perform the job they agreed to do upon hiring without some kind of temporary doctor note?
Yes the rule totally blows, and I feel ya I really do because I had the same problem in my 1st tri. But I think your best bet would be to explain to your doctor that the letter is absolutely necessary and make sure the HR dept is satisfied with the steps you took. GL!
Are you quoting the wrong person? I know it's an hour and half per month not week. I didn't even reference that in my post.....
This. Plus I would talk to HR.
OP, please don't do this. This is a very dumb idea. I used to be a supervisor in a call center and ACW (After Call Work) is strictly for that, after call activities (noting the account, following up on any issues with the call, etc)- not to run to the bathroom. You'd be written up even faster if your supervisor walked by your desk, saw you in ACW and away from your desk. So please don't do this.
I would definitely talk to your doctor about getting a note. I would hate for you to use IFMLA (intermittent FMLA) for bathroom breaks because it does deduct from your FMLA time once you have the baby. If I remember correctly, it had to be used in 15 minute increments. But that might be your only option with your employer.
I say, get the note from your doctor and have a chat with your supervisor and HR. I know that I made several exceptions for some of my agents, in other words, I tried to be as flexible as I could. Granted, I'm assuming you are not already on some sort of disciplinary actions for other issues. It's one thing to throw a little flexibility to a good employee (shows up on time, works hard, does the right things, etc) and a completely other thing if the employee is constantly late, has poor perfomance, etc.
GL to you. I hope you get it worked out.