If you've kept up with my blog, you'd remember the last entry was all about the injustice that I was put through when I had attempted to call out since I had no babysitter. Well, I ended up having to go into work and make alternate arrangements for my son. It also prompted me, after talking with my on-site supervisor, to send an email to my corporate supervisor in which I let it all out.
For your enjoyment, I am quoting the email because I must admit it was one of the best pieces I've ever written. I also forwarded a copy to our department supervisor (outside of my chain of command) and he absolutely LOVED it. Names have been omitted to preserve their integrity.
Ms. ***,
I am coming to you with a few concerns and questions regarding one incident that took place today, Saturday May 28, and a few others that have been ongoing for a while now.
Today, I had attempted to call out due to a family emergency. I contacted my supervisor, ***** at 10:40am to tell her that I was unable to come in to work tonight. The response I received was that I needed to find someone to cover my shift and that she could not work because she had already worked 40 hours this week and wasn't going to be approved for overtime. If I could not find someone to cover my shift, I was required to come in and work, even though I had stated I was unable to come in to work. I was also informed that this was company policy and that every clerk is on our recall roster. However, I have not actually seen this policy and there is no policy manual to be found anywhere in the department. Also, not all of us clerks are on the recall roster (I myself am not listed on it), nor did I have access to this roster at home. She also told me that she had plans with her children this weekend and if I was dissatisfied with this response, I could contact our site supervisor, ****.
However, when I asked for Ms. ***'s telephone number, it was not provided. I had to obtain this information from another employee. I was then informed by Ms. **** that she had already spoken with Ms. **** and that Ms. **** echoed Ms. *****'s previous statement about me having to find my own coverage and that you would be calling me today regarding this as well. I called Ms. **** myself and received an entirely different response. I was informed that I needed to call you regarding this issue and the scheduling problem I have been having as well. She then gave me your number and I called and left a voicemail. Since I received no response, I was under the impression that I had no choice but to come to work tonight, despite previously stating that I was unable to come in. I do know, that when any other staff member has had to call out, they've just contacted our lead supervisor, who then coordinates coverage from there. I am curious to know why I was given a different protocol to adhere to, as well as being made to feel that I was not "allowed" to call out because we had no one able to cover. I cannot plan when things come up, and certainly cannot plan them around the availability of other clerks in the department.
Another problem I have been having lately is with my scheduling. I was originally asked, back in December, if I would be is that was originally asked to cover a maternity leave starting January 20th and continuing for 6 weeks until the other employee was cleared to come back to full-time status. However, after about two weeks, this same employee was covering a few shifts in the department. A few weeks later, she was back to full-time status, but covering a day shift position. I was asked, in February, if I minded continuing to cover this shift for one more month and I agreed. I continued covering this shift into March, and in April, was continued to be scheduled for this shift. I promptly e-mailed Ms. ***** and told her that due to child care arrangements, I was not able to continue covering this shift anymore. The schedule for May and June has come out and I'm still being scheduled for a shift I previously stated I wasn't available to cover anymore. When reminded, it seems that Ms. ***** has ignored my announcement of availability.
I also had asked Ms. ***** on January 15th that if a full-time position became available, I would like to be considered for it. Two days later, I received a text message from her asking if I was interested in working full-time nights. When asked which shift, I was told Wednesday, Thursday, Friday nights. I agreed. She then told me that I was going to be starting this shift in March. As stated before, I was asked in February if I would continue to cover the maternity leave and would then start this shift in April. I agreed, and made my childcare arrangements based on this. It is now coming up into June and this offer seems to have been retracted. After a long game of email tag, I have been given several different reasons as to why I was not able to start working this position and that I was "ok" because I could still cover the Thursday, Friday, Saturday shift. (Even though, as stated before, I am no longer able to continue covering this shift due to childcare.) My conflict with this is that after being told that I would start this shift in April, I have put my son in full-time daycare. With the shift I am being forced to cover, I not only have to put my child in daycare, but I also have to pay for a babysitter on the weekends and I simply cannot afford it. On more than one occasion, I have made this known to Ms. *****, and I have attached the email conversations that have taken place between myself and she regarding this issue as well. My understanding is that I currently stand at a part-time status, not held to any set hours or shifts.
I'm sure you are aware of the ongoing problems that we've been experiencing with one of our clerks. I have written to my lead supervisor on numerous occasions regarding the negligence to comply with proper ER procedures by said clerk and how the other two of us on shift are required to pick up the slack because if we don't, the ER and patients will suffer. We have certain types of documentation we must follow regarding suicidal ideation patients in which we must keep a log daily of how many we see and on Friday nights, this log isn't being maintained by the clerk in the back, as we were told was protocol. Charts are not being checked out in a timely manner on Fridays, so that the clerk up front maintaining our log book can do the daily count that we are required to do. When either of us go back to see why these charts are taking so long to be dispositioned, we find the clerk playing on Facebook or her cellular phone. It is only on Friday nights that this is a continuous problem. Also, charts are not being checked out correctly with proper times and disposition codes on Fridays and we clerks up front are feel obligated to either correct the problem or bring it back to the clerk in the back to correct.
I have previously, in December, filed a complaint with my lead regarding this same clerk smoking in non-designated areas and leaving the front desk unattended. (The other clerk was using the facilities.) Nothing ever came of that issue, until two months later, when Ms. ***** decided to print out my email and hand it to the clerk in question without taking my name off of the email or even giving me warning that she was doing this. Now, I stand by every word I stated in that email (also attached), but I feel as if my name should have been removed, as that action created a great amount of tension in the workplace. I had a meeting with Ms. ***** and our department head Mr. ******** about this issue and while it was never actually addressed, the situation seemed to have resolved itself at that time. However, despite this and now the current events that have transpired, I do not feel as if I can voice my concerns to my supervisor and have them adequately addressed. I have told this to Ms. ***** following that meeting, and I continue to feel this way because of the lack of response I receive regarding any correspondence between us.
I am not trying to cause problems, as I truly do love working here in the ER at Camp Lejeune. This is where my family comes to receive medical treatment and where I myself come. My entire family is employed here at this hospital; we plan on working here until we are no longer able. I just feel that we all should be held to the same standards and be made aware of proper policies and procedures regarding the day-to-day operations of the department. I have never, in any of the other places I have worked at, been required to find my own coverage when calling out, nor being forced to come in and work despite the call out. If this is proper procedure, I will be sure to follow it if I ever have to call out again in the future.
Thank you for your time and patience.
Respectfully, Desiree Cox
Now, the great thing about this email is not only does it tell about all of the shenanigans that are going on and have been allowed to go on in our department, but it's given our department supervisor ammunition to finally do something about it since our supervisor won't. This means that my company stands in danger of losing it's contract with the Emergency Room...big big money.
I am completely covered in that I have provided all email documentation to support any and all claims that I have made, as well as having been the first to send this, I am covered by federal law from any sort of retaliatory attempts. I have not only filed legitimate complaints, but also laid the groundwork for a discrimination suit if need be. I hate to have to resort to that, but it is honestly how I feel I am treated now.
Case in point, just after all of this happened on Saturday, I wake up Tuesday morning to a text from my supervisor asking me if I could cover for another clerk that night and I'd have Thursday off. But I am required to find my own coverage if I have something come up? I don't think so. I said no based merely on principle, and not only that, but knowing that the weekends are where I'm having trouble with finding a sitter, you offer me THURSDAY off? Good gravy, this woman is beyond comprehension. I do feel bad, and had that actual employee contacted me, I would have switched, but I will not allow myself to be treated differently because I'm a good worker.
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