I'mTheFather
Senior Member
This doesn't sound like a hospital setting. How many employees are there?
The legislation I read didn't even indicate that the place must be private. Therefore, a breakroom accessible by others during the break period would be considered acceptable. Unless I'm looking at the wrong legislation, and an updated version requires total privacy.If your expectation is that they are to create a private space that is to be used exclusively for your wife to express and that it will be used for no other purpose so that it is always immediately available, your expectations are too high.
It does not sound as if there has been any attempt to deprive your wife of any protected right. All her but-what-if-they's are wasted energy. If it ain't broke don't fix it.
Wouldn't the proper care of the patients ultimately be the best interest of the employer?Further clarification - it's a nursing supervisor's job to look out for the PATIENTS' best interests, not necessarily the staff OR the employer. But in this situation, it is actually a nursing supervisor's job to advocate for the needs of her staff so they can do their job and take care of their patients properly.
It is legal to lay her off and hire someone cheaper. Her recourse is to join a union. Now it comes across as if you are attempting to escalate things in an attempt to save her job.
You are the one who presented their attempts to eliminate employees. Don't blame me for highlighting the facts you present.I am not sure how you are coming across but that comment isn't needed here. There is a difference between laying someone off and being fired. If they want to lay people off to hire someone cheaper, we are actually fine with that. But what we don't want is for her to be fired for doing her job the same way she has been doing it for the last 3 years there. Please read more carefully before you accuse me of "escalating things."
The fact is, he presented this in a manner which suggests the goal here is to provide a retaliatory defense so they are afraid to terminate her, as they are other higher paid employees. Exploring the proposition is reasonable.Every comment OHTroll makes is unnecessary. Feel free to ignore him completely. Engaging never helps.
My issue is that this place of business is harassing my wife over her right to not give my son baby formula. A weaker women would have already submitted to their pressure and this has opened my eyes to how many women this must happen to in the workplace.The fact is, he presented this in a manner which suggests the goal here is to provide a retaliatory defense so they are afraid to terminate her, as they are other higher paid employees. Exploring the proposition is reasonable.
I can understand that completely. Even the nursing profession is not exempt from poor workplace environments. Rather than requesting a place to breast pump, has she attempted the proactive method, when going on break, such as advising the supervisor she is going to XXX to pump over her break?My issue is that this place of business is harassing my wife over her right to not give my son baby formula. A weaker women would have already submitted to their pressure and this has opened my eyes to how many women this must happen to in the workplace.
Barring a valid employment contract or CBA, the employer is allowed to set the schedule as it sees fit.Here is an update, which is basically a new scenario and a new problem. They have been running the facility short staffed and although they are interviewing new nurses they have not hired anyone recently despite firing quite a few. They are trying to get my wife to work one more day per week, which would move her from 4 to 5 days per week. This is not an option for her, and she was actually hired for part time 3 days a week and then offered full time at four days a week. Since the facility all of a sudden needs more nurses, they are changing the requirements of full time nurses and saying that she either needs to work 5 days in a week or go per diem.
5 days a week just is not an option for here. Can they make her go per diem? I don't understand why, if they need more employees, would they put her on per diem? It is my opinion that they want to create a hostile work environment so that all of the current nursing staff quits and so they can hire new people. Regardless, shouldn't they offer to put her back to part time at 3 days per week instead of offering only full time or per diem?
We are most worried that they will make her go per diem and then offer no hours. If they are simply offering per diem as a way to remove her health benefits, than I guess we can deal with that, but if they put her on per diem and give her no hours and hope that she leaves, is that legal?