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Post by workingclassdog on Oct 12, 2020 21:41:50 GMT
So DD broke her foot and has been off work. She was hoping to go back around the 23rd or so. Work was okay with that. She went to doctor and they want her in a boot for four more weeks. She isn't allowed to work in this area of the hospital with a boot on. Now they are telling her if she isn't back they will have to fire her. I told her to call the doctor back and explain to him what will happen and see if there is an alternative to wearing a boot. I don't know what that would be though.
She's been at this hospital for years and years and everyone loves her. Problem is that her division was sold to a private company and she had to go with them and it hasn't been a year yet so she doesn't get FMLA until January. I don't know why they can't just wait four weeks. It will probably take them that long to even fill her position and then train. She is a supervisor and has done an excellent job.
Anyways, just wondering if anyone has any tips to try to get her to hang on. I think my next plan of action would be to lay down at the mercy of this company.. uggggg.
I am thinking too, maybe if she can't get her job back, maybe the hospital would rehire her in a different position? But that might be starting all over with $$$$$
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Post by christine58 on Oct 12, 2020 21:44:30 GMT
She needs to go plead her case to HR... Any chance she broke it at work??
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Post by malibou on Oct 12, 2020 22:14:51 GMT
Of driving to or from work?
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Post by malibou on Oct 12, 2020 22:18:41 GMT
Is it possible she can get beg an extra week off and have it casted until then to keep it immobile? Maybe she will get enough healing done to get a walking boot at the end.
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Post by Darcy Collins on Oct 12, 2020 22:28:01 GMT
Feet are tricky as there are a million different bones, so obviously depending on what she broke and how severe is going to make a tremendous difference. A friend was able to get away with an extremely supportive shoe instead of a walking boot. She broke one of the little bones on the side of the foot. I can't remember the exact shoe, but don't think it was special ordered or anything. In her case, she actually walked around for several days before getting xrays, so obviously it wasn't a severe fracture. I also know one of my daughter's friends had a medical shoe instead of a boot, but that was for a toe I think - it kind looked like an ugly sandal. Hope your daughter is able to work something out.
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Post by karinec on Oct 12, 2020 22:43:07 GMT
Perhaps if she frames it as, she will further damage her foot if forced to return to work and then they will be on the hook for a workers comp claim? I know the laws vary from state to state, but if working is going to cause harm because she’s not fully healed I would imagine there would be some repercussions for the employer.
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scrappinspidey2
Pearl Clutcher
Posts: 2,511
Location: In the Parlor with the Fly
Mar 18, 2015 19:19:37 GMT
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Post by scrappinspidey2 on Oct 12, 2020 22:54:22 GMT
So DD broke her foot and has been off work. She was hoping to go back around the 23rd or so. Work was okay with that. She went to doctor and they want her in a boot for four more weeks. She isn't allowed to work in this area of the hospital with a boot on. Now they are telling her if she isn't back they will have to fire her. I told her to call the doctor back and explain to him what will happen and see if there is an alternative to wearing a boot. I don't know what that would be though. She's been at this hospital for years and years and everyone loves her. Problem is that her division was sold to a private company and she had to go with them and it hasn't been a year yet so she doesn't get FMLA until January. I don't know why they can't just wait four weeks. It will probably take them that long to even fill her position and then train. She is a supervisor and has done an excellent job. Anyways, just wondering if anyone has any tips to try to get her to hang on. I think my next plan of action would be to lay down at the mercy of this company.. uggggg. I am thinking too, maybe if she can't get her job back, maybe the hospital would rehire her in a different position? But that might be starting all over with $$$$$ Couple questions: 1. Did she break her foot at work? Or was it private? (this makes a huge difference in what can happen) 2. Does she have a doctors note explaining what she can do when she returns to work? work restrictions like: Must wear boot at all times, non weight bearing on affected leg, no lifting more than...no walking longer than...(examples) 3. Short term disability an option? You mentioned FMLA but in this case it would be more of a short term disability option 4. Has she discussed with her supervisors if they have alternative work for her knowing she will be in a boot for another four weeks? Just because they want her back at work doesn't mean its her regular job, they might have alternative work available for her to do. 5. I would show up and let them send me home. Bring in the note from the doctor that describes what she can and cannot do as far as work is concerned. That boot is non negotiable. I imagine she is going to end up having physical therapy as well once the boot is removed if she hasn't started some already. Im a work comp nurse...I know these injuries well. If she broke it while at work, her options are very different than if she broke it on her off time. |
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Post by epeanymous on Oct 13, 2020 1:08:02 GMT
I have no advice, but I read her story because I once broke a bone in my foot, and her story really stinks.
I didn't have a car when I broke my bone (I was a student), so had to walk everywhere. It took much longer to heal completely than the doctor originally projected.
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Post by artgirl1 on Oct 13, 2020 1:28:19 GMT
I am just speculating, but would she be protected under the ADA?
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Post by workingclassdog on Oct 13, 2020 14:23:22 GMT
Sorry to come back so late to the thread I started.
1. No definitely broke foot on her own time. She was on one of those electric scooters and biffed it.
2. Short term disability was denied.
3. ADA? Not sure.
4. Alternate work available. I asked her about that and she said no. Because she works in a hospital but not for the hospital she can't really transfer to another job. Her job is mostly admin stuff so she can't really trade work with the salad bar person or grill person, because of the restrictions.
5. I'll ask if she has any vacation or sick time left... She saved a bunch of time because she is also in her last year of college (before going for her Master Degree) but she needs the time off to finish her internship.
Bless her heart she has worked so hard for everything and hate to see something like this set her back. I will definitely run ALL these options by her so we don't miss anything that will give her four more weeks.
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scrappinspidey2
Pearl Clutcher
Posts: 2,511
Location: In the Parlor with the Fly
Mar 18, 2015 19:19:37 GMT
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Post by scrappinspidey2 on Oct 13, 2020 14:31:05 GMT
4. Alternate work available. I asked her about that and she said no. Because she works in a hospital but not for the hospital she can't really transfer to another job. Her job is mostly admin stuff so she can't really trade work with the salad bar person or grill person, because of the restrictions. The alternate work would be something her supervisors come up with. Granted Im in work comp so its much different than a private injury, but I have people who literally are stapling packets together all day. It isn't their job and definitely in their job description but it fits their medical restrictions and they are returned to work. They may have something similar for her, you just never know. till she goes in with her restrictions in hand. If this was work related and they could cover her work restrictions, she would be expected to return to work and do whatever it is they asked her to do as long as it didn't violate the work restrictions. She may feel like they don't have a place for her, but they might actually have modified duty available. They have told her she has to return so again if it were me, I would be brining my paperwork with me listing my restrictions and go back to work. If they can't accommodate then she has to talk to HR about her options, but she has to make the effort. I cannot see why they would want her back though till healed because like another pea mentioned, if she does anything to that injury while at work, they are now on the hook for it in some form or another (depends on state regulations and what the additional injury is) |
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