Hurricane Mathew/pharmacy closed

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ancienbon

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If you are a salaried rph and was scheduled to work today ( 13hrs shift) and the pharmacy is closed because of the Hurricane, will you get paid ?
 
owlegrad said:
Yes it is called 'HUB' (hours under base). But get real you are going to be working for most of the day...

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Click to expand...
The pharmacy is closed and will reopen tomorrow
 
we totes were closed for 3 days for hurricane. some stores closed longer - staff evacuated. but we got paid the same and got a totally sweet ass email for coming in
 
ancienbon said:
If you are a salaried rph and was scheduled to work today ( 13hrs shift) and the pharmacy is closed because of the Hurricane, will you get paid ?
Click to expand...
If you work for the federal government then probably so. Anywhere else, probably not.
 
ancienbon said:
If you are a salaried rph and was scheduled to work today ( 13hrs shift) and the pharmacy is closed because of the Hurricane, will you get paid ?
Click to expand...


The most logical option is to call corporate, tell them you're not showing up for a community pharmacy shift during a natural disaster under any circumstances.
If they fire you or don't pay, file a lawsuit.
Seems simple to me.
 
CetiAlphaFive said:
The most logical option is to call corporate, tell them you're not showing up for a community pharmacy shift during a natural disaster under any circumstances.
If they fire you or don't pay, file a lawsuit.
Seems simple to me.
Click to expand...

Well, the way it actually works in the real world.....if you elect not to come in due to the hazardous conditions, then whether or not you are paid or reprimanded depends on the absentee policy of your workplace. If the store closes and/or you are told not to come into work, then again, whether or not you are paid (and whether or not that pay comes out of your sick days/vacation days) depends on your workplace policy. With the vast majority of pharmacists working at "at will employment", there is no basis for a lawsuit, assuming the workplace was following their own policies/protocols.
 
BidingMyTime said:
Well, the way it actually works in the real world.....if you elect not to come in due to the hazardous conditions, then whether or not you are paid or reprimanded depends on the absentee policy of your workplace. If the store closes and/or you are told not to come into work, then again, whether or not you are paid (and whether or not that pay comes out of your sick days/vacation days) depends on your workplace policy. With the vast majority of pharmacists working at "at will employment", there is no basis for a lawsuit, assuming the workplace was following their own policies/protocols.
Click to expand...

Well, I thought that the labor laws concerning these situations had nothing to do with a state's "right to work" status.

Aren't most pharmacists are "exempt" under the FLSA?
Also, wouldn't that employee be protected by the LMRA (§143) , which makes it illegal to fire an employee who refuses to show up during "abnormally dangerous conditions?"

Am I misinformed?
 
CetiAlphaFive said:
Well, I thought that the labor laws concerning these situations had nothing to do with a state's "right to work" status.

Aren't most pharmacists are "exempt" under the FLSA?
Also, wouldn't that employee be protected by the LMRA (§143) , which makes it illegal to fire an employee who refuses to show up during "abnormally dangerous conditions?"

Am I misinformed?
Click to expand...
"You're not being fired for refusing to come to work while your house was under water. You're being let go because you didn't offer me a flu shot when I came in."
 
zelman said:
"You're not being fired for refusing to come to work while your house was under water. You're being let go because you didn't offer me a flu shot when I came in."
Click to expand...

Nuh-uh my character has cyborg Johnny Cochrane for a lawyer and he already has cyber recordings of the district manager admitting he fired the guy for not coming in during a hurricane.
Also he wins the lawsuit for $99,000,000

Cyborg Cochrane:
"U thought u cud use a quickly thought up loophole to fire my client in this scenario fabricated for the sole reason of creating the illusion that zelman is contributing to the discussion!?
Psht... Nothing personnel... Kid"

District manager:

"Aaaarggh, you got me Cyber Cochrane!! I have no choice but to fire myyyyself!!!"


[Fin]
 
Well. I did get paid for the day the pharmacy was closed. I get paid hour under base.
It looks like some of you may have misundertood my original post. We received a text on Wed letting us know all pharmacy in the district would be closed on Thursday due to hurricane Matthew. And Thursday was long day,14 hrs shift
 
ancienbon said:
Well. I did get paid for the day the pharmacy was closed. I get paid hour under base.
It looks like some of you may have misundertood my original post. We received a text on Wed letting us know all pharmacy in the district would be closed on Thursday due to hurricane Matthew. And Thursday was my long day,14 hrs shift
Click to expand...
 
In your first post it was 13 hours. Now it is 14. Get your story straight.[emoji14]
Anyway the first reply said you would be paid under HUB, so looks like that was right. 😉

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owlegrad said:
In your first post it was 13 hours. Now it is 14. Get your story straight.[emoji14]
Anyway the first reply said you would be paid under HUB, so looks like that was right. 😉

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Click to expand...
My store opens 8 to 10. It was a 14 hrs shift
 
ancienbon said:
My store opens 8 to 10. It was a 14 hrs shift
Click to expand...

When I first graduated, I floated at a CVS in east Austin. I was only there for 4 hours of coverage with the staff rph there from 8am - 9pm straight.

She looked like she was gonna lose it when I got there, so I told her to go take a quick break in her car.
An hour later, I called her to find out she was so exhausted she'd fallen asleep
 
CetiAlphaFive said:
Well, I thought that the labor laws concerning these situations had nothing to do with a state's "right to work" status.
Aren't most pharmacists are "exempt" under the FLSA?
Also, wouldn't that employee be protected by the LMRA (§143) , which makes it illegal to fire an employee who refuses to show up during "abnormally dangerous conditions?"
Am I misinformed?
Click to expand...

I didn't say they could fire the employee for not showing up, I said they didn't have to pay the employee, or they could make the employee use vacation/sick time. But I'm not a lawyer, so I could be wrong.
 
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