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Calling out of work is something that every employee will do from time to time. If done correctly, you get your needs met and keep a good reputation with your employer and colleagues. If not, you can cause yourself harm and, in really serious cases, it could even get you fired.
If you work full time, you probably get PTO (paid time off) as part of your employment package. Some sick time, vacation time, a few holidays, and maybe a personal day or two.
Even if you work part time, you may have access to some paid time in case of illness. Click here for information about sick time for part time employees in many states.
You should use your vacation, holidays and personal days. Plan them throughout the year to your liking so you can do the things you need and want to do. Use it all and enjoy.
There is a big difference between planned time off and calling out of work. Planned time off is, well, planned. You have chosen the days that you want and your employer has made arrangements to cover your work.
Calling out is different. It is occasionally necessary, but understand that it puts stress on your employer and your co-workers. And, if excessive, can stain your reputation at work.
Sick time is an insurance policy
Sick time is not meant as additional days off
We all hope to stay healthy. If, however, we get really sick, need surgery or an extended recuperation period, it’s important to have time available so that we get paid while we’re recovering.
I have seen several instances this year (2020) of staff members having to be out from work due to COVID-19. Fortunately, none got really sick, but each did have to stay out of work until their period of self-isolation was over, up to two weeks.
One person in particular did not have any PTO available because he called out so much that he used it all up. The organization allowed other staff to donate some of their unused sick time to fellow employees in need. While several staff members donated to others, no one was willing to donate their time to this person because they all knew that many of his call-outs were not legitimate. Had he behaved more responsibly, he would have had the PTO needed to cover his time out of the office.
In addition, co-workers who use their time responsibly don’t appreciate someone who gets more time off dishonestly, by abusing sick time.
Your employer knows when your call-outs are not legitimate and so do your colleagues
All call-outs fall into one of two categories:
- Oh, are you sick? Do you need anything? Feel better! OR
- So what else is new?
If you are in the second category, it does affect your employment whether you realize it or not:
- You are not going to be considered for any promotion because your employer can’t depend on you
- If you want a better schedule (first shift instead of second or whatever you’re looking for), you are not going to be at the top of the list because, again, you can’t be counted upon
- If you want to move to another position, you won’t get very good references from your employer or your co-workers
If you are calling out for a legitimate reason, be sure to follow the process set by your employer
This seems obvious, but I have seen many people fail to follow protocols. Your employer’s call-out procedure probably includes some of the following:
- How to call out
- You have to speak with a person – cannot rely on text, email or voicemail
This is because:
- You need to be sure that your supervisor gets the message: technology is not always reliable
- Your employer needs to be able to ask about whatever you were scheduled to do that day to decide what can be postponed and what needs to be reassigned
Some employers will consider an inappropriate call-out (for instance, texting instead of calling and not receiving a confirmation) to be a no-call no-show. You definitely do not want that on your record.
Get familiar with your employer’s expected call-out procedure before you need it.
- When to call out
- Most employers expect a call several hours before your workday is to start so that they can make alternate arrangements if needed. My rule is to let me know as soon as you know that you can’t come in.
- Do not ever wait until you’re supposed to be at work to call out.
There are life situations that do not warrant calling out from work
Remember that calling out for inappropriate reasons can result in consequences noted in #2 above.
- Car trouble
- A flat tire is usually not a reason to call out from work. It probably means calling your employer to say you will be a little late while you wait for AAA or a family member. Get the tire repaired or replaced after work or on the weekend.
- Your child’s school is closed for parent conferences
- Of course you want to attend your child’s conference. You got the schedule at the beginning of the school year. You knew it was conference day and should have already requested time off or made other arrangements.
- Medical appointments
- Either make routine appointments for before or after work (easier if you are working a first or second shift rather than 9-5) OR
- Plan a day (or half day) off in advance. Many employers allow you to use sick time for routine medical care for you or your children; this is an appropriate use of sick time and, because it is planned in advance, you are not calling out and creating stress for your workplace
Mental Health Days
If you’re at work, chances are that you are experiencing stress to one degree or another. Some jobs are more stressful than others, of course, but work is work and we all need a break.
While an occasional mental health day is probably ok, remember that any call-out causes stress to your employer and, if too frequent, makes you look bad.
If you find that you need to call out frequently due to a stressful job, plan ahead instead:
- Schedule a vacation day for multiple Mondays
- calling out on Mondays is suspect;
- planning Mondays off is smart (same for Fridays)
- you have a three-day weekend to anticipate and no one else suffers, since you didn’t call out unexpectedly
- Or, schedule a monthly Wednesday off
- You’ll have an abbreviated workweek to look forward to each month and you used your PTO appropriately, avoiding any of the consequences noted above
Family Emergencies
This one can get tricky because there are different definitions as to what constitutes a family emergency.
I have worked with people with huge families who had an “emergency” almost every week.
I spoke with one woman about it, since her call-outs were becoming excessive.
She disclosed that, in her family of many siblings, aunts, uncles, and cousins, she is looked to as the competent person that everyone goes to in times of need. Knowing her, that makes sense. She is a competent person and I have seen her work very well in stressful situations.
The problem was that her excessive call-outs were putting too much strain on my program, making it difficult to keep her employed, though I didn’t want to lose her.
We came up with this strategy:
- Train yourself not to think “I’ll skip work” as a first response to stress in the family
- Consider what REALLY needs to be taken care of immediately and what can be done before or after work
- Give assignments to other family members, helping them understand exactly what they can do to help
- Set boundaries on your availability, insisting on being able to be at work uninterrupted. She found it helpful to remind family members that her becoming unemployed will cause yet another problem for the family
This has worked pretty well for her.
Life/work balance is a constant struggle for many, myself included. If we use our PTO responsibly, we will be able to take off from work when it’s truly necessary. Losing a job due to excessive call-outs (and believe me, this happens) just adds undue stress to the life you were trying to balance in the first place.
For best practices when calling out, read How to Call Out from Work the Right Way.
