19 year old taken off pt work schedule illegally

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mommy_k

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One of our children was taken off the work schedule for about 2 weeks now because of a minor injury at work.

We took our child to the doctor because something fell on their toe and we thought it was broken. The doctor ask how it happened and we said work, so they put it as a work injury and he gave his manager the bill. The doctor note said just a day or so off.

Two weeks have passed and manager keeps telling our child that he is not needed this week- he is not on the schedule. In essense-he is being jerked around by this manager because of the injury and claim. They want him to go away, and cannot fire him, but they are not scheduling him either.

Its a pt job that our child does in addition to school. On one hand, our child can just find another pt job-not a big deal. But- It really ticks me off because what this company is doing is illegal, and if it happened to an adult—it would not happen–KWIM?

Should I go there and ask the manager why my child is not on the schedule and put a little scare into him? Should I report this to the labor board? Or should I let this go? Should I call corporate headquarters and report this franchise owner and manager?

Or should I let it go? Our child is currently looking for another job anyway.
 
I’m sorry, I know you didn’t mean it this way, but you lost me when you asked about “putting a little scare into” the manager.

Many murderers later said “I was just trying to scare him!”

Son is 19. That’s an adult in the eyes of the law. If he wants to contact some labor board, fine. But you butt out, particularly with the attitude of “putting a little scare” into someone.
 
PolarGuy said:
I’m sorry, I know you didn’t mean it this way, but you lost me when you asked about “putting a little scare into” the manager.

Many murderers later said “I was just trying to scare him!”

Son is 19. That’s an adult in the eyes of the law. If he wants to contact some labor board, fine. But you butt out, particularly with the attitude of “putting a little scare” into someone.
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Lol–if you knew me in rel life-I am the least threatening person you would ever meet. Bad choice of words here on my part.

I would just go and ask why my son was taken off the schedule right after a work related injury and let him explain. Sometimes a direct question to a situation makes people dread having to explain themselves–even if coming from a quiet voiced person like myself, who is about 100 pounds soaking wet.

It just ticks me off that the manager is taking advantage of a young person. These days-everyone is about civil rights-and for a nice young person, there are none.
 
I knew you didn’t mean it that way, but words have meanings.

If I were 19 I’d want mom to handle this, but I think he ought to be the one to do so, for many reasons.
 
PolarGuy said:
I knew you didn’t mean it that way, but words have meanings.

If I were 19 I’d want mom to handle this, but I think he ought to be the one to do so, for many reasons.
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YES! Coach him, support him, help him understand what his options are, but don’t embarrass yourself and him by trying to talk to his manager. He’s 19, he needs to do it. It won’t go well if mommy does.

The best you can hope for in that situation is “Ma’am, I can’t discuss our personnel with you”.
 
I’m not sure where you live but where I live, it isn’t required to retain an employee that has been injured unless there is a contract to the contrary.
 
mommy_k said:
We took our child to the doctor because something fell on their toe and we thought it was broken. The doctor ask how it happened and we said work, so they put it as a work injury and he gave his manager the bill. The doctor note said just a day or so off.
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I am not siding with the manager here. As a doctor nothing ticks me off more than a manager who tries to get around the Worker’s Comp laws. Now that being said, I do know in my state of Pennsylvania the doctor’s note can not say “a day or so”. It has to have a specific return to work date on it for it to be valid. If that is the defense his manager is going to use he should have told your son that, but I think he is just jerking him around so he quits. Personally I wouldn’t want my son working there anymore, but the choice is his. As for turning him in, if you feel the need go for it. However I have a feeling it will just be a big waste of your time.

God Bless
 
The only thing business understands is the threat of a lawsuit. I’d be a bit flexible with a momnpop shop, but corporations are cutthroat and legal means are the only compelling remedy
 
St_Pancake said:
I’m not sure where you live but where I live, it isn’t required to retain an employee that has been injured unless there is a contract to the contrary.
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Even if the injury is sustained doing their job?
 
As a few others have mentioned, this is not your battle.

If your child is upset about the circumstances, he or she can go and speak with their manager.

If I had an employee’s mother come and speak to me about scheduling I would seriously question the maturity of that employee. You might put a quick end to the employment completely.
 
St_Pancake said:
even if the injury is sustained doing their job. Why would anyone be required to provide continued employment?
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In most states it’s illegal to fire someone soley because of an injury at work. It wouldn’t be a very safe workplace if people had to hide serious injuires in order to avoid being fired. At least with my kind of work that behavior would put everybody at risk.
 
St_Pancake said:
even if the injury is sustained doing their job. Why would anyone be required to provide continued employment?
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Because they can be sued for negligence, OSHA can be called in to investigate saftey protocol as well and they can be shut down.
That’s why companies have safety training. My son didn’t have this either.

To fire a person for a work related injury is begging for a lawsuit. But since this happened to a young person, there is no worries for them. I am not litigous, but know these laws.

In my child’s instance-the manager just promoted him to keyholder a few weeks before, so this is not performance based.

It is not a big deal job-but this is illegal in my state.

Aside forn this, This is his first job. I don’t want him to think that it’s ok to let companies do stuff like this. It is very difficult for me as a parent to sit back and watch someone take advantage. This age is very difficult for me-I never know when I should step in and help. Give me a two year old anyday over this.
 
I agree with the others that your son should be the one to contact his manager. You can talk to your son about this and see what he would like to do about it. If he wants to talk to the manager about it, you can coach him on what to say and what not to say. If your son doesn’t want to contact the manager, then I think the best thing would be is to let it go.
 
Graceful_Lamb said:
I agree with the others that your son should be the one to contact his manager. You can talk to your son about this and see what he would like to do about it. If he wants to talk to the manager about it, you can coach him on what to say and what not to say. If your son doesn’t want to contact the manager, then I think the best thing would be is to let it go.
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👍

This should be the extent of your involvement.
 
mommy_k said:
We took our child to the doctor because something fell on their toe and we thought it was broken. The doctor ask how it happened and we said work, so they put it as a work injury and he gave his manager the bill.
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Most companies have a workplace injury policy. For example, at our work you must file an injury report with HR and they open a worker’s comp claim and they have specific doctors that are part of our worker’s comp that you go to.

Not reporting the injury at work and then showing up with a bill for your manager might not have been the best way to handle it.

Also, it seems you were intending to pay for it on your own insurance, so you could have told your doctor to bill it that way and he would have.
mommy_k said:
But- It really ticks me off because what this company is doing is illegal, and if it happened to an adult—it would not happen–KWIM?
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I think that is where you are wrong. It happens to adults all the time.
mommy_k said:
Should I go there and ask the manager why my child is not on the schedule and put a little scare into him?
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No. Your 19 year old “child” is an adult. Your “child” should fight his own battles. He should go talk to his manager.
mommy_k said:
Should I report this to the labor board? Or should I let this go? Should I call corporate headquarters and report this franchise owner and manager? Or should I let it go? Our child is currently looking for another job anyway./
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YOU should do nothing. Your adult child should do what he thinks is best.
 
mommy_k said:
I would just go and ask why my son was taken off the schedule right after a work related injury and let him explain.
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You do understand that Mommy showing up at work does not gain your adult child any respect?

You do understand how far out of bounds this is, right?

You do also understand that work cannot legally talk to you about your adult child, not his performance, not his schedule, not “why” they did or did not do something, and certainly NOT about his injury which is a HIPAA covered item.

What does your adult child say about Mommy going to his work to chew out his manager? Frankly, I’d be mortified if I found out my parents wanted to do that. I waited tables at 19 while in college. My manager was a class A jerk. He made me cry in front of my customers while berating me for some stupid thing or another. I had good schedules and bad schedules. I had jerky coworkers and nice ones. I had conflict at work. I burned my arm on grease.

A) It never occurred to me to even tell my parents about my work problems at 19.
B) I’d have died a thousand times over if they tried to intervene in my work problems. Or my school problems. Or my relationship problems.

I’m sorry Mommy, I don’t understand why you would want to get involved in your adult child’s business.
 
injuryclaimcoach.com/fired-from-work.html

At-will Employment

With certain exceptions, every state recognizes the doctrine of “at-will” employment. At-will employment means both the employer and employee are free to terminate their working relationship at any time, for just about any reason. An at-will employee can be fired at anytime, with or without cause. (Montana is the only state which requires an employer to have “just cause” to fire an employee, once the employee has completed a probationary period.)
 
mommy_k said:
One of our children was taken off the work schedule for about 2 weeks now because of a minor injury at work.

We took our child to the doctor because something fell on their toe and we thought it was broken. The doctor ask how it happened and we said work, so they put it as a work injury and he gave his manager the bill. The doctor note said just a day or so off.
Click to expand...
If your son didn’t report it at work, it didn’t happen at work. The manager is just going to scoff at the doctor bill and is not going to schedule around an injury that took place outside of work. Let your son go and apologize to his manager on his on and ask to be returned to the schedule.
 
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