Back on December 27th, only four days away from her 21st birthday, Foofy Sparklepants got into a terrible wreck on her way to work. This asshole was driving drunk and failed to yield. Foofy hit him (though the wreck was his fault) and got screwed up. Even now, in March, she’s still going to the doctor over it and is in pretty bad shape.
Last night, I learned that she now has 10 points on our 10-points-and-you’re-fired system.
This is related, because on the days she wasn’t at work due to being IN THE HOSPITAL for the wreck, they gave her 6 points.
The rules CLEARLY state that if you call in on your shift, that’s a point. Technically, while she didn’t ‘call in’, she COULDN’T. The store found out about the wreck when Security let them know, and it was confirmed when Rooster showed up an hour late, because he had seen it and upon realizing it was Foofy, he stopped his car and went to help her. So, this is counted in the system as a call in. They WERE alerted.
The rules GO ON to say that it’s a point for every day you’re out, BUT IF YOU HAVE A VALID DOCTOR’S NOTE then you only get A HALF A POINT for the FIRST DAY and every other point you got for being out get erased.
Stumpy, her roommate, came in the next day with a doctor’s note saying Foofy was in no condition to work and he was keeping her off for the rest of the week and was advising she not go back until sometime in February. She ignored that and as soon as the pain stopped shooting everywhere when she so much as breathed, she was back at work on very light duty.
So what do we do? I’ve told her that if they try to fire her on the basis of the points alone, to challenge it. She HAS a lawyer right now since they’re still working on the wreck case and the firing would result from the wreck, since most of the points are from the days she was hospitalized. I’ve let her know that if they let her go for any reason to demand to know WHY she’s being fired, but to not mention anything about the points until the if and the when, so they can’t claim it ISN’T the points when it will clearly BE the points.
I’ve also said there is the possibility of taking them to court for wrongful termination under the very rules they put in place and are ignoring. I don’t want her freaking out over this. I know my manager is NOT the one behind this at all, and that it’s coming from higher up. My manager is a wonderful woman and the kind of manager we all wish we had. She would NOT let Foofy get fired for this, but if it comes from higher up, there’s nothing she can do.
What do we do, RHU? Any more advice, any tips or help?
--Terah The Gas Slave