SacrosanctFiend
Diamond Member
Yea...HR can contact the physician to verify the note if the policy states so. Forging is usually grounds for termination, and not a good idea.
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I was out sick and h.r. is asking for a doctor's note
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Yea...HR can contact the physician to verify the note if the policy states so. Forging is usually grounds for termination, and not a good idea.
Chadder007
Diamond Member
I had a teacher that once said if you can even watch T.V. at home in bed, you are well enough to be at school. Of course people that are almost dead can do that....
AccruedExpenditure
Diamond Member
This
SacrosanctFiend
Diamond Member
To reiterate, it is NOT HIPAA protected information if the employer requires it.
At my previous place of employment, our policy was that after three days of consecutive sick leave, we started the FMLA process and a doctor's note is required.
If that is the policy of your company, get the doctor's note.
Employees might not think it's a "family" or "serious medical" condition, but that was the policy. People hated it when I seriously started cracking down on it, but I was getting audited on it and I was going to get caught going "oh crap they were out a week again."
If that is the policy of your company, get the doctor's note.
Employees might not think it's a "family" or "serious medical" condition, but that was the policy. People hated it when I seriously started cracking down on it, but I was getting audited on it and I was going to get caught going "oh crap they were out a week again."
Blackjack200
Lifer
Lots of funny replies here. But here is how I would handle it. Keep in mind that this is how I would handle it at my company, and every workplace culture is different.
1. Make your boss aware of the situation and be completely honest.
2. Explain to HR that you didn't see a doctor, and why. Tell them that going forward, this mistake will not happen again.
3. Offer to have those days charged as PTO (vacation days or personal days).
There's really nothing more you can do. If they still discipline you just deal with it as best you can and move on. My opinion is that this is a silly, petty policy, and it's only appropriate for companies that have no faith in their employees. But you still have to be professional. It's a super shitty economy out there and this is no time to be looking for a job. I would still make a mental note of this though - I've left companies because of stupid crap like this, but never before lining up another job.
1. Make your boss aware of the situation and be completely honest.
2. Explain to HR that you didn't see a doctor, and why. Tell them that going forward, this mistake will not happen again.
3. Offer to have those days charged as PTO (vacation days or personal days).
There's really nothing more you can do. If they still discipline you just deal with it as best you can and move on. My opinion is that this is a silly, petty policy, and it's only appropriate for companies that have no faith in their employees. But you still have to be professional. It's a super shitty economy out there and this is no time to be looking for a job. I would still make a mental note of this though - I've left companies because of stupid crap like this, but never before lining up another job.
PowerEngineer
Diamond Member
My thoughts exactly. At our company, the trigger is five consecutive days of sick time. You need a doctor's clearnace before returning to work. It's part of the company's procedures for ensuring their compliance with federal/state protected leave laws.
Spineshank
Diamond Member
Next time your sick go up to their part of the building (assuming youre in the same one) and hack all over the place. That will teach them.
Bignate603
Lifer
We've got a doctor on site at work. The easiest way to get approved for sick time is to just show up to work, have him look at you and then get sent home. HR can't get grumpy about it.
bobdole369
Diamond Member
Fire your ass.
Of course they can do that without you being sick. Unless you are union or have a contract or collective bargaining agreement, in 49 out of 50 states employers need no justification to terminate an employee.
Unfortunately it is not. THey are requesting documentation that you were under a doctors care during the time not at work. They don't care about the diagnosis.
Juddog
Diamond Member
The one place I worked, they required a doctor's note for a single day off sick. I got so mad about their policy that when I got really sick one time, I avoided going into the doctor's and just came into work, sick as a dog. Coughed on my hand before touching the doorknob, and was coughing throughout the day. Over the course of the week about 5 people got sick with the same symptoms I had. 3 days needing a doctor's note I can see, but one day is just ridiculous.
SacrosanctFiend
Diamond Member
For the third time, it is not HIPAA protected if the employer requires the employee to provide it. Stop spreading misinformation.
halik
Lifer
Not quite, you can simply not give them permission for those records. Although that probably wouldn't cover a doctor statement that he saw you (good lawyer could argue that visits could be a de facto disclosure of your health and thus covered)
Also dismissal because you refused to disclose medial history would almost guarantee a discrimination suit.
sourceninja
Diamond Member
I would of went to school with a bag of vomit, continued to vomit the entire class and they offer to shake his hand at the end for teaching me a life lesson and keeping me in school.
SacrosanctFiend
Diamond Member
When were we talking about medical history or diagnosis? This is simply about providing a doctor's note stating that the employee was out sick for the stated days. That is not HIPAA protected, you can be disciplined for it. How would this amount to discrimination? What protected class is being treated disparately?
Not to mention, in certain cases relevant medical facts can be required, and if the employee refuses he/she can be disciplined.
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