Guest guest Posted June 3, 1999 Report Share Posted June 3, 1999 I have been contacted by a couple of clinical facilities who have questions concerning the requirements of maintaining 7-day coverage and employees' requests to be exempt from working on religious holidays and/or during scheduled church services. As facilities are requiring 7-day coverage for rehabilitation services, and thus asking staff to provide that coverage, have other managers received requests from employees to be exempt from staffing on the grounds of a conflict of religion? If so, what are the ways in which this situation was resolved? Were there complaints received from other employees, in rehab and throughout the facility? I have referred these managers to their own human resource departments and attorneys to look at written policies and employment contracts; all other input is gratefully accepted. Thanks, Anne , EdD, PT, ACCE Armstrong Atlantic State University ------------------------------------------------------------------------ eGroups.com home: /group/ptmanager - Simplifying group communications Attachment: vcard [not shown] Quote Link to comment Share on other sites More sharing options...
Guest guest Posted June 7, 1999 Report Share Posted June 7, 1999 We switched to 365 day/year coverage a couple years ago, certainly not without some complaining. This schedule however was a job requirement and policy for one is policy for all. Weekends/holidays are covered on a rotational basis, with everyone involved. At that time staff was given the opportunity to develop a system/schedule for performing the necessary work around their differing religious activity schedules. In the end, they decided that it was easier to adjust their respective ceremonies once every 4-6 weeks, due to support personnel availability, etc. Now, depending on your location/job market, those arguments are practically moot as we have prn workers practically begging for weekend work. Rintamaa, PT Lake Hospital Systems Anne wrote: > I have been contacted by a couple of clinical facilities who have > questions concerning the requirements of maintaining 7-day coverage and > employees' requests to be exempt from working on religious holidays > and/or during scheduled church services. > > As facilities are requiring 7-day coverage for rehabilitation services, > and thus asking staff to provide that coverage, have other managers > received requests from employees to be exempt from staffing on the > grounds of a conflict of religion? If so, what are the ways in which > this situation was resolved? Were there complaints received from other > employees, in rehab and throughout the facility? > > I have referred these managers to their own human resource departments > and attorneys to look at written policies and employment contracts; all > other input is gratefully accepted. > > Thanks, > Anne , EdD, PT, ACCE > Armstrong Atlantic State University > > ------------------------------------------------------------------------ > > eGroups.com home: /group/ptmanager > - Simplifying group communications > > ------------------------------------------------------------------------ > > Anne , EdD, PT > > Anne , EdD, PT > > Work: > Netscape Conference Address > Specific DLS Server > Additional Information: > Last Name , EdD, PT > First NameAnne > Version 2.1 ------------------------------------------------------------------------ eGroups.com home: /group/ptmanager - Simplifying group communications Quote Link to comment Share on other sites More sharing options...
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