I’ve seen the forms before. In an employee evaluation form from the University of Kentucky, when I was in grad school, there was an attendance section which had four different possible selections, one of which was “Uses sick days as fast/almost as fast as they are accumulated.” And no, that box was not checked in my case; I almost never missed work, and yes, I went to work even when I was not feeling 100%.
I did have a few instances of missing time when I was hospitalized due to Crohn’s Disease, something I have but which is almost completely in remission. My last serious flare-up was in 2012.
However, in an article in Wednesday’s Philadelphia Inquirer, on the use of sick days in the city’s public schools, there was one line which told subscribers — yes, it’s another of those “subscribers Only” articles — which encapsulated the problem very succinctly:
“The days were meant for us to take,” said Cristina Gutierrez, a kindergarten teacher at Elkin Elementary in Kensington.
No, Miss Gutierrez, the sick days are not some sort of personal time off that employees are “meant” to take; they are there for employees to use when they are actually sick! Perhaps the Inquirer’s school system reporter, Kristen A Graham, or an editor was as appalled by that statement as I was, given that someone made it the lead photograph, complete with that abysmal quotation, in the online version of the article!
10 are allowed each year, but after accumulating a few, instructors are expected to meet with the boss. Then things intensify.
by Kristen A Graham | Wednesday, February 28, 2024 | 5:00 AM EST
Philadelphia teachers’ contract allows them 10 sick days a year. But they are progressively penalized just for taking them.
No, the teachers are not being punished for using sick days; they are being held to account for abusing sick days.
That means when a teacher comes down with a virus or has a family member with a medical emergency, there’s a constant calculus in the heads of many: Can I afford to take the day off? Will there be consequences for doing so?
The policy, known informally as “3-5-7-9,” works this way: After a teacher’s third “occurrence,” whether a single sick day or the third in a consecutive stretch of days, principals are instructed to have an informal conversation with the instructor and write a memo documenting the episode. After the fifth occurrence, the teacher gets a warning memo in the permanent file; after the seventh, the teacher gets an “unsatisfactory incident” memo in the file and a formal conference. A teacher who reaches nine occurrences gets a second unsatisfactory incident report, a recommended suspension, and conferences with the principal and assistant superintendent.
The policy seems kind of bulky and overly documentarian, but I suppose that’s something that’s required in a large, unionized environment.
My far too expensive Philadelphia Inquirer subscription. I could use a senior citizen’s discount right about now!
Miss Graham’s article continues to tell
readers “subscribers like (me)” — and I subscribe so that you don’t have to — several different stories about hardships that some teachers have: sick children, handicapped spouses, and the like, many of which would appear to be legitimate concerns.
Much further down:
The policy stems from a case dating 40 years, when a district secretary was fired for poor attendance. The PFT (Philadelphia Federation of Teachers) challenged the termination and ultimately lost; the arbitrator wrote that management can “require reasonably steady attendance as a condition of employment, regardless of the reasons for the absences, since otherwise the employee is of no practical value to the enterprise.”
The PFT contract sets the number of sick days at 10 (plus three personal days), but the arbitration decision gives the district the right to set the 3-5-7-9 policy. The district’s employee relations department tells principals that “progressive discipline uses increasingly more severe penalties to bring about positive change in employee behavior. The goals of progressive discipline are to improve employee output, correct inappropriate behavior, or terminate recalcitrant employees.”
Under the union contract, full-time teachers, referred to as ten-month employees, have a work year defined as 188 days and a work day set at 7 hours and 4 minutes, including a duty-free lunch our of 30 minutes in secondary schools, and 45 minutes in elementary schools. How many employees in the private sector, who normally have a 244-day work year plus two weeks of vacation, would love to have ten sick days plus three ‘personal’ days? Yet here we have teachers, who get a solid two months off a year, combitching that they can’t use sick days just willy-nilly. I can guarantee you that, if I had taken ten unscheduled says off a year, I’d have been fired in any job I ever had!
The union contract has the sick day provisions in place not to be [insert plural slang term for the anus here], but due to teachers with an attitude as expressed by Miss Gutierrez, that sick days are things simply granted to teachers to take off for whatever reasons they have. If the employees had a decent employee attitude, they’d come to work every day they were scheduled to work, do their f(ornicating) jobs, and the Inquirer would have had no story on the subject.
What about Lewis Elkin Elementary School, where Miss Gutierrez teaches? According to US News & World Report, only 5% of students tested at or above grade-level proficiency in reading and 5% scored at or above grade-level proficiency in math. Niche.com gives the school a C- in overall performance, a C- in academics, and a C for quality of teachers. Perhaps Miss Gutierrez’s expressed attitude has been shaped by working in a poor school in Kensington, or perhaps the poor school in Kensington has been shaped by her attitude.
Shortly after he started teaching at Building 21, a district high school in West Oak Lane, Julian Prados Franks explained his new employer’s sick time policy to his family. His father, a casino worker, was mystified.
He said, “‘They do what?’” said Prados Franks, who has not incurred consequences for using his sick time — yet. “This policy just demonstrates a fundamental distrust between the district and the teachers; that level of control makes it feel like we’re not adults, like we don’t deserve to be treated with dignity.”
It’s simple: the Philadelphia Public Schools are unionized, and the union contract has to specify how teachers who do not act like adults have to be treated and subjected to discipline. Mr Prados Franks may very well be one of the good guys, but the School District has to have the policies in place for everyone — and Miss Graham’s article noted that there have been complaints that the policy has not been enforced evenly — good and bad. If some teachers believe that they are not “treated with dignity,” it is because some teachers have not been worthy of dignified treatment.
You know, we used to have a pretty strong work ethic in this country, and some of us still do. We go to work and do our jobs, every day we are scheduled to work. I’ve had to work many Saturdays in my career, and not a few Sundays as well. I’ve worked 19 full days in a row before, and one year, because another worker had a heart attack, I had only two work days off all year, no vacations, nothing.
But now we have a generation of whiners, and I find it sickening.
I’ve got to hand it to the people at Friends’ Central School in Wynnewood, Pennsylvania! When the news came out that Dr Margaret Somerville, of that fine institution, allegedly had some sort of sexual contact with a student many years ago, they, or at least someone, very diligently scrubbed out any references to the accused in which her photo was available. But a Google search for margaret somerville friends central, for images, was still good!
