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I'm not really here for health answers... 
but I am a bit perplexed by a diagnosis I received, treatment from the doctor, his new attitude, and how to inform my employer that the past three days I was off might need to be repeated (with possibly more days) later this week or sometime in the beginning of February. Long story short: I fell twice in the week before last. Once in karate and then on a Friday night when a pair of socks hit the hardwood. I have a HUGE blister on my middle finger (on the front -- right hand) and it's very painful. I had "minor" surgery on Wednesday where I was numbed and had the "knot" cut through and a piece of my finger nail that had broken off was removed. I figured the incision was so fluid would come out of the wound (which it did) but by the next morning, it was swollen again. So, on Friday, we took an X-RAY (follow-up appointment) and figured that my bone in that finger must have split somewhat during the second fall... Also, he took blood from me because he felt that the wound resembled "staph infection". Without any urgency whatsoever, he informed me to call him on Tuesday to find out if it's staph and informed me that I would likely need to go to another doctor for a "major hand surgery". I'm headed back to work tomorrow morning (with a huge bandage on my right middle finger) and have always had an understanding employer... I'm getting along fine (extremely worried that it could be staph) and am so used to the injury that now I can type at regular speed by holding my finger off the keyboard and when it's time for it's stoke - coming up with my right hand and just using one of my fingers to click the key (crazy, I know...).
Anyways, how do you walk into an employer (I do have a written excuse for the past three days) with an injury that now looks worse than it did the last time they saw me on Tuesday and explain that you may have staph and may need to be out soon for several days AGAIN? I'm not so worried about time as I have a TON of sick time... It's just that I feel as though the past three days were wasted (as was the first surgery) and I'm not sure how to ask for so much more time when I've just had a good deal of time off. According to the doctor, there is nearly a 100% chance of going back in for surgery...
but I am a bit perplexed by a diagnosis I received, treatment from the doctor, his new attitude, and how to inform my employer that the past three days I was off might need to be repeated (with possibly more days) later this week or sometime in the beginning of February. Long story short: I fell twice in the week before last. Once in karate and then on a Friday night when a pair of socks hit the hardwood. I have a HUGE blister on my middle finger (on the front -- right hand) and it's very painful. I had "minor" surgery on Wednesday where I was numbed and had the "knot" cut through and a piece of my finger nail that had broken off was removed. I figured the incision was so fluid would come out of the wound (which it did) but by the next morning, it was swollen again. So, on Friday, we took an X-RAY (follow-up appointment) and figured that my bone in that finger must have split somewhat during the second fall... Also, he took blood from me because he felt that the wound resembled "staph infection". Without any urgency whatsoever, he informed me to call him on Tuesday to find out if it's staph and informed me that I would likely need to go to another doctor for a "major hand surgery". I'm headed back to work tomorrow morning (with a huge bandage on my right middle finger) and have always had an understanding employer... I'm getting along fine (extremely worried that it could be staph) and am so used to the injury that now I can type at regular speed by holding my finger off the keyboard and when it's time for it's stoke - coming up with my right hand and just using one of my fingers to click the key (crazy, I know...).Anyways, how do you walk into an employer (I do have a written excuse for the past three days) with an injury that now looks worse than it did the last time they saw me on Tuesday and explain that you may have staph and may need to be out soon for several days AGAIN? I'm not so worried about time as I have a TON of sick time... It's just that I feel as though the past three days were wasted (as was the first surgery) and I'm not sure how to ask for so much more time when I've just had a good deal of time off. According to the doctor, there is nearly a 100% chance of going back in for surgery...
21 Replies
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3141 views
Claude & OP-
The first big mistake employees make with sick time off for real health issues is they do it, not keeping their employer ( supervisor) in the loop. Bosses need to plan their work too and unless you work in government where often there are 5-6 people doing one person's job, especially small business owners depend on the productivity of each person to meet commitments they have made about schedules and budgets. So, always, keep your supervisor in the loop.
Second- Good employers will often help you through a serious problem requiring time off if the health issue require it, but it is based on a track record. You indicate having accumulated the time so that indicates you have that track record. Work with your boss so he can plan around the time you need and he needs to meet the work load. I base this on the assumption that you work for a fair boss. I understand there are many a**holes out there. I was never called one as plant manager (that I know of) but was often called an sonofabitch for never bending the rules or making special cases out of pitty stories. I would give good employees opportunity and bad ones the pink slip! That made me a sonofabitch in some's eyes and a hero in others. All one had to do to be a good employee for me is do the job they agreed to do, work the hours they agreed to work, never lie, and never steal. Professionals in my charge, Chemists, Electricians, and Plumbers were also required to maintain a competency level of their craft.
Claude's situation is not unusual but becomes a real problem if the business owner allows the practice to continue without consequence. It is called malingering. One thing emphasized in management school is you never tolerate malingerers. Give them a firm warning and if they continue you get rid of them. As is said, a new broome always sweeps clean and no clerk or assistant is that critical to your business that a good employer ( boss) needs to tolerate people who take advantage.
I spent 25 years in plant management and attented several management schools and the game is always the same- The longer you keep a person who has problems, the harder it is to get rid of them. Last year my wife had a similar situation with her group of support staff. I guess being a woman made her more compassionate than I was as a plant manager, but she'd come to me with these stories of this one who scheduled time as you described, Claude. Finally I gave her a little lesson in Maslo's employee pyramid theory of fives. Not sure that is the official name anymore, but it works like this-
You have 5 employees. You rank them in performance. The top two are achievers with the one at the top always in fear of losing his top rank, he works hard and the #2 works even harder to beat him off the top. You reward both well with the one at the top a bonus. The guy in the middle is in the middle because he is comfortable. He won't improve as long as he is in the middle. He feels safe and money won't motivate him either. The #4 position is also safe but he keeps looking over his shoulder, worried if any change happens he may be the next one out the door. He does just enough to keep from being last. The #5 guy is the one who is taking the time off and the one your other employees despise as they have to work harder to make up for #5's bad habits. PLUS, all your employees think less of you for keeping this #5 dead wood around. You decide one day you need more performance. Fire the bottom two and see what happens. All of the sudden that guy in the middle who thought he was safe, is now at the bottom and next to go. He pickes up his performance level and you now get more work out of your team but you don't have enough so you hire two more and the chances that you may get another number 1 or #2 type performer are greater than had you continued to hope the original #3,4&5 would become #1 and #2 performers. My wife went to the member of her team who was always making excuses to leave early and come in late and told her that the job she has can't be done with the hours she needs to have in her week for work time. She should look to finding other employment in a part time capacity; but the job here is full time whicvh she can't manage in her life. She suggested several companies where they operate with that in mind. My wife said it was amazing that after she got rid of that one the other 4 in her team worked harder. Then she hired a replacement who became a #2 performer in the team.
Now the older #4 was at the bottom and also worked much harder fearing they would be the first to go in any downsizing order by the company.
In the end I discovered I could get the plant output to greater levels with a reduction from 75 to 40 people. Plus, those 40 people remaining had a renewed spirit of teamwork I did not see in my plant when I had more employees on record.
The first big mistake employees make with sick time off for real health issues is they do it, not keeping their employer ( supervisor) in the loop. Bosses need to plan their work too and unless you work in government where often there are 5-6 people doing one person's job, especially small business owners depend on the productivity of each person to meet commitments they have made about schedules and budgets. So, always, keep your supervisor in the loop.
Second- Good employers will often help you through a serious problem requiring time off if the health issue require it, but it is based on a track record. You indicate having accumulated the time so that indicates you have that track record. Work with your boss so he can plan around the time you need and he needs to meet the work load. I base this on the assumption that you work for a fair boss. I understand there are many a**holes out there. I was never called one as plant manager (that I know of) but was often called an sonofabitch for never bending the rules or making special cases out of pitty stories. I would give good employees opportunity and bad ones the pink slip! That made me a sonofabitch in some's eyes and a hero in others. All one had to do to be a good employee for me is do the job they agreed to do, work the hours they agreed to work, never lie, and never steal. Professionals in my charge, Chemists, Electricians, and Plumbers were also required to maintain a competency level of their craft.
Claude's situation is not unusual but becomes a real problem if the business owner allows the practice to continue without consequence. It is called malingering. One thing emphasized in management school is you never tolerate malingerers. Give them a firm warning and if they continue you get rid of them. As is said, a new broome always sweeps clean and no clerk or assistant is that critical to your business that a good employer ( boss) needs to tolerate people who take advantage.
I spent 25 years in plant management and attented several management schools and the game is always the same- The longer you keep a person who has problems, the harder it is to get rid of them. Last year my wife had a similar situation with her group of support staff. I guess being a woman made her more compassionate than I was as a plant manager, but she'd come to me with these stories of this one who scheduled time as you described, Claude. Finally I gave her a little lesson in Maslo's employee pyramid theory of fives. Not sure that is the official name anymore, but it works like this-
You have 5 employees. You rank them in performance. The top two are achievers with the one at the top always in fear of losing his top rank, he works hard and the #2 works even harder to beat him off the top. You reward both well with the one at the top a bonus. The guy in the middle is in the middle because he is comfortable. He won't improve as long as he is in the middle. He feels safe and money won't motivate him either. The #4 position is also safe but he keeps looking over his shoulder, worried if any change happens he may be the next one out the door. He does just enough to keep from being last. The #5 guy is the one who is taking the time off and the one your other employees despise as they have to work harder to make up for #5's bad habits. PLUS, all your employees think less of you for keeping this #5 dead wood around. You decide one day you need more performance. Fire the bottom two and see what happens. All of the sudden that guy in the middle who thought he was safe, is now at the bottom and next to go. He pickes up his performance level and you now get more work out of your team but you don't have enough so you hire two more and the chances that you may get another number 1 or #2 type performer are greater than had you continued to hope the original #3,4&5 would become #1 and #2 performers. My wife went to the member of her team who was always making excuses to leave early and come in late and told her that the job she has can't be done with the hours she needs to have in her week for work time. She should look to finding other employment in a part time capacity; but the job here is full time whicvh she can't manage in her life. She suggested several companies where they operate with that in mind. My wife said it was amazing that after she got rid of that one the other 4 in her team worked harder. Then she hired a replacement who became a #2 performer in the team.
Now the older #4 was at the bottom and also worked much harder fearing they would be the first to go in any downsizing order by the company. In the end I discovered I could get the plant output to greater levels with a reduction from 75 to 40 people. Plus, those 40 people remaining had a renewed spirit of teamwork I did not see in my plant when I had more employees on record.
Does someone still have the diagram showing how to connect two Hopper 3s again?
I currently have one H3 and one 4K Joey, set up through a 1000.2 eastern arc hybrid lnb and solo hub.
The plan is to replace the Joey with the second H3. Already purchased a duo hub and I have three coax cables coming in from outside, from back when I used to have the older 1000.4 dish and the hopper 2. I don't fully remember, but I think the other two coax cables are just tied up next to the dish outside; will have to check again.
I currently have one H3 and one 4K Joey, set up through a 1000.2 eastern arc hybrid lnb and solo hub.
The plan is to replace the Joey with the second H3. Already purchased a duo hub and I have three coax cables coming in from outside, from back when I used to have the older 1000.4 dish and the hopper 2. I don't fully remember, but I think the other two coax cables are just tied up next to the dish outside; will have to check again.
26 Replies
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5646 views
Pub Member / Supporter
Lifetime Supporter
While always entertaining....I hope you guys recognize that the child molesters they arrested in this video were STRICTLY due to tips from the National Center for Missing and Exploited Children. I strongly suggest that you go to their website and support them. They are the ONLY entity that is trying to curb all the perverts out there. And yes...if you want to have sex or see someone have sex with a minor you ARE a pervert.
View: https://www.youtube.com/watch?v=swYXp9x5bag&t=911s
View: https://www.youtube.com/watch?v=swYXp9x5bag&t=911s
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0 views
Over the past few weeks, I have had problems connecting to streaming services (Netflix, HBO et al). When I go to the TV's native Channels, I have no problem. The Dish internet troubleshooter shows I have a good internet connection. I'm wondering whether it's an issue with my internet provider or a problem with the Dish software on the Hopper Plus. Anyone else seeing this?
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21 views
Staff member
HERE TO HELP YOU!
Cutting Edge
Sometimes a thread gets so many posts in it that is can cause issues for the server so that why today we introduce The Song Name Game Part 3!
So let the game continue!
The last song was added by Bobby who posted...
One Meat Ball - Andrews Sisters
CONTINUE ON AND HAVE FUN! WELCOME HOME TO SATELLITEGUYS.US!
Here are the original rules for the game as posted by WebbyDude back in 2006. http://www.satelliteguys.us/threads/68645-Song-Name-Game
Just name a song title and the band who performed it. The next person does the same thing, but needs to list a song title or band name which includes a word from the previous entry. Pick songs from any genre.
Example:
Long Live Rock and Roll -- Rainbow
Rainbow in the Dark -- Dio
Another example:
Ride the Lightning -- Metallica
Lightning Strikes -- Ozzy Osbourne
Get it?
An additional note: we all know that song titles, sometimes, use profane words. Because this is a family friendly website it is advised that you clean up that title up a bit. This is accomplished by using something like sh!t instead of the real word. Thanks....
So let the game continue!
The last song was added by Bobby who posted...
One Meat Ball - Andrews Sisters
CONTINUE ON AND HAVE FUN! WELCOME HOME TO SATELLITEGUYS.US!
Here are the original rules for the game as posted by WebbyDude back in 2006. http://www.satelliteguys.us/threads/68645-Song-Name-Game
Just name a song title and the band who performed it. The next person does the same thing, but needs to list a song title or band name which includes a word from the previous entry. Pick songs from any genre.
Example:
Long Live Rock and Roll -- Rainbow
Rainbow in the Dark -- Dio
Another example:
Ride the Lightning -- Metallica
Lightning Strikes -- Ozzy Osbourne
Get it?
An additional note: we all know that song titles, sometimes, use profane words. Because this is a family friendly website it is advised that you clean up that title up a bit. This is accomplished by using something like sh!t instead of the real word. Thanks....
68649 Replies
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2679805 views
Lifetime Supporter
I know HipKat said that they were working on conversions but we got the official news yesterday right from Dish that starting next month all DMA's will be on the western arc, and all customers will be assigned to that. That's gonna mean a lot of customers around here aren't gonna get Dish unless there are exceptions. Too many mountains and trees.
176 Replies
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5254 views
Pub Member / Supporter
Lifetime Supporter
5 Replies
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116 views
Supporting Founder
Really excited for this season with Kentucky having a new coach and some really exciting recruits. Probably won't last long, but here's hoping this season is great.
173 Replies
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2618 views
Interesting article about the work being done to develope an ATSC 3 converter box. Yes it does mention affordable.
www.tvtechnology.com
Pearl TV Issues Progress Report on Low-Cost 3.0 Converters in Advance of NAB Show New York
Group has secured lower pricing from key tech players to make less costly boxes available
www.tvtechnology.com
12 Replies
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673 views
It's dead, they just don't know it yet. They killed it by forcing DRM on it, and that TOTALLY botched implementing it.
There is absolutely NO compelling reason for anybody to switch to ATSC3.0. They only want it as a total and complete money grab.
S
WHAT ABOUT THE INTERNET PART OF IT. NO ONE WANTS A BOX CONNECTED TO THE INTERNET EITHER.
It's dead, they just don't know it yet. They killed it by forcing DRM on it, and that TOTALLY botched implementing it.
There is absolutely NO compelling reason for anybody to switch to ATSC3.0. They only want it as a total and complete money grab.
That would be handy. Download the latest RNA snippets that can be updated over 5G and no more shots! You're a Genius!Cough, cough. COVID vaccine implants.
Pub Member / Supporter
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92 views
Pub Member / Supporter
Susan Saint James, Emmy-Winning Star of ‘Kate & Allie’ and ‘McMillan & Wife,’ Dies at 80
Susan Saint James, the Emmy-winning actress who starred in "Kate & Allie," died Monday after being diagnosed with pancreatic cancer. She was 80.
variety.com
7 Replies
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109 views
