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She went from feeling frustrated to shocked. Management knew her first two absences were because she got sick at work. Then, a new manager called to ask why she had not come in. When she explained she had already been fired, the manager told her to keep working her scheduled shifts anyway, and that she would still be let go after that.
She said no.
Text messages followed, urging her to come in. Eventually, she responded that if she wasn’t fired, then she was quitting.
The experience left her questioning not only the decision, but the system itself. Was it reasonable to expect someone to continue working after being told their job was already gone? Should illness acquired while caring for vulnerable residents count the same as an unexcused absence? Others told her she should have finished the schedule anyway, that walking away looked unprofessional.
From her perspective, the answer was simple. She had worked sick, alone, and beyond the job’s original scope — and when it mattered, the policy mattered more than the person.
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Image is representative only and does not depict the actual subjects of the story.
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"AITA for refusing to work my 2-week schedule AFTER being fired?"
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Image is representative only and does not depict the actual subjects of the story.
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