To Term or Not to Term

[Lyss]

I have a DCM that is constantly telling me she hates her job and wants to get fired (she won't quit, DCD who is in Afghanistan won't let her). She got assigned a new shift 9weeks ago, a schedule she requested (4 10s), and since then she has not worked a full week without calling in at least one day.

She got a doctor to fill out FMLA paperwork for DCB, something about a dairy allergy and stomach pains. I've never seen the mystery "severe stomach pain" she claims he gets immediately after dairy, mainly cheese/milk, and she often sends him with cheese burritos for breakfast... but that's a whole other story. Anyways she has like 8 days a month (she said once anyway) for FMLA.

To be honest I don't mind her taking the days off, DCB stays home and I get paid anyway per my contract. The thing I'm concerned about is if I suddenly loose this income I'm financially going to be in a bit of a tight spot until I get it filled. I don't have room for another FT child to accept currently, so I'd have to get rid of DCB to be able to accept another child. I really like DCB (he's a great eater, napper, and super friendly) and would be sad to see him go.

She thinks all this calling in is going to get her fired, but if she has FMLA then legally they can't fire her for taking it right? She's been doing this for 9 weeks now and hasn't had any disciplinary action as of yet but as I know the end game is eventually to get fired I'm wondering if I should be advertising and then term DCB if I find a FT child? What would you do?

[cheerfuldom]

How hard is it to find a replacement? what is your exit policy in your contract....two weeks paid notice?

[littlemissmuffet]

If she's following your rules and you like her son - I wouldn't term. It's unfortunate she hates her job so much and is TRYING to get fired, but who knows, that might never happen... and you'd be losing a child for no reason. And you'd definitely regret your decision if the replacement family you took on ended up being a nightmare!

I understand the want/need to be prepared, but if you have a 2 week notice claus in your contract is that not enough time to find a replacement??

I personally require a full calander months notice because of situations like this. I've never had an issue with it.

[Lyss]

How hard is it to find a replacement? what is your exit policy in your contract....two weeks paid notice?

I do require paid 2 weeks notice. My husband is convinced that she will skip out on it, but I'm pretty confident she will pay as it's in the contract.

It was hard to get this FT spot filled when I had it open months ago and I have provider friends in our area who have been trying to fill FT spots for awhile. I think this is the main part of my worry if she does get fired.

[littlemissmuffet]

I do require paid 2 weeks notice. My husband is convinced that she will skip out on it, but I'm pretty confident she will pay as it's in the contract.

It was hard to get this FT spot filled when I had it open months ago and I have provider friends in our area who have been trying to fill FT spots for awhile. I think this is the main part of my worry if she does get fired.

Well, you do what you gotta do. Start advertising the spot, try and find a really great fit and when you sign them on tell mom that you need to have a steady income coming in, not a maybe income. Good luck!

[Blackcat31]

I think this is a perfect example of what happens when we sometimes know too much information....kwim?

If you didn't know any of this info about mom hating her job, the FMLA and the fact that she is TRYING to be fired, how would you be handling any of this?

You wouldn't be trying to fill spaces or make arrangements just-in-case the DCM leaves because you wouldn't know any of that, right?

I think this could be the case with any kid you have enrolled...they could have something in their life happen and give notice tomorrow so I think it is like that saying "Don't count your chickens until they hatch". If you lived on "What ifs?' all the time you'd be bonkers.

Hang in there and deal with it IF and when it happens, otherwise do what you normally do and try not to stress too much about it.