I have an issue I'm struggling with and wanted to get some ideas.
I work in a regional capacity in a segment of the health care industry that is 24 hours a day/7 days a week. I use certified and license personnel to provide direct patient care around the clock. There are times that we have to force employees to continue working beyond the end of their regular shift to meet staffing requirements due to call offs, scheduling issues, etc.
We have employees who will bring in what they often call an "8 hour slip", basically a note from their doctor restricting them from working mandatory overtime. Generally speaking it's not that problematic--we try to use mandatory overtime as little as possible, anyway. However, I've found that once one or two people bring in these slips, it tends to snowball until we've got 10% or more of our employees with these restrictions. Typically, if we try to help distribute the overtime more evenly by scheduling the 8 hour employees for an extra day, they will return a slip that restricts them to 8 hours a day, 5 days per week (sometimes even 4).
It's particularly bad right now, for some reason, and I'm getting a lot of push back from my managers for some other ideas.
Before I go into what I advise managers to do, I'd like to hear some of your suggestions to see if there might be something else I can do. What would you require employees to provide? How would you consider such a request to fall? (ADA? FMLA? Both/Neither/Other?)
For reference, all of my facilities are subject to FMLA and ADA.
Thanks in advance for helping me with my brainstorming!