Np I’d be tempted to respond something like “I can’t get a note now because I can’t get a video appointment with my doctor without more notice and I feel too sick to go to urgent care. I have made an appointment for X day with my doctor, in case I’m still sick at that point, since a note is required after 3 sick days.”

I’d feel weird even telling them it’s food poisoning. Gross!

Anonymous wrote:I would look at the policy and quote it in a response email, asking for clarification. I might also note in a polite way that, as my work history demonstrates, I rarely take sick leave and I’m only doing so now because of how ill I am. Note that with food poisoning, there is usually no reason to go to the doctor because your system just has to work it out. Ask them if they are now deviating from the prior policy of only needing a note after being out sick for three days.

Do all of this in a very, very polite and professional tone. Write it as if it’s going to be an exhibit at a trial about this (I’m not saying it will be a trial, but it’s always good to write such things as if a decision making eye is going to read them.)

Chat GPT is great for this. Type up your email and then paste it in ChatGPT and ask it to clean up the email and make it sound polite and professional.

Do you have an HR dept?
If the policy says 3 days then your supervisor is violating that policy by even contacting you.

Anonymous wrote:

Anonymous wrote:and when I did they told me that I’ve been

Is they your boss? Odd that 1/2 day is too much already. They likely do not know your strong work (and non use of PTO) record. What is your HR policy? If you are all remote and co doing layoffs, tread lightly.

Yep and they’ve only been my boss for like 2 months. She’s been pip-ing and firing people over petty things so want to tread lightly

Then get the note. But if I were you, I’d also be looking for a new job

Anonymous wrote:

Anonymous wrote:and when I did they told me that I’ve been

Is they your boss? Odd that 1/2 day is too much already. They likely do not know your strong work (and non use of PTO) record. What is your HR policy? If you are all remote and co doing layoffs, tread lightly.

Yep and they’ve only been my boss for like 2 months. She’s been pip-ing and firing people over petty things so want to tread lightly

Go to urgent care, get the note. Not the time to be quoting policy at managers FFS!

Anonymous wrote:and when I did they told me that I’ve been

Is they your boss? Odd that 1/2 day is too much already. They likely do not know your strong work (and non use of PTO) record. What is your HR policy? If you are all remote and co doing layoffs, tread lightly.

Yep and they’ve only been my boss for like 2 months. She’s been pip-ing and firing people over petty things so want to tread lightly

In my experience, companies institute "unlimited PTO" policies when they don't actually want anyone to use ANY PTO. They know that employees will play the "am I using too much" game and err on the side of using too little.

Or just go with explosive diarrhea and dare them to challenge you on that?!?

Anonymous wrote:I would look at the policy and quote it in a response email, asking for clarification. I might also note in a polite way that, as my work history demonstrates, I rarely take sick leave and I’m only doing so now because of how ill I am. Note that with food poisoning, there is usually no reason to go to the doctor because your system just has to work it out. Ask them if they are now deviating from the prior policy of only needing a note after being out sick for three days.

Do all of this in a very, very polite and professional tone. Write it as if it’s going to be an exhibit at a trial about this (I’m not saying it will be a trial, but it’s always good to write such things as if a decision making eye is going to read them.)

This is how I would handle it. Be professional but direct. Make sure any communication regarding this is done in writing so there is no opportunity for he said/she said.

I’d respond back with a screen shot of the sick leave policy

I would look at the policy and quote it in a response email, asking for clarification. I might also note in a polite way that, as my work history demonstrates, I rarely take sick leave and I’m only doing so now because of how ill I am. Note that with food poisoning, there is usually no reason to go to the doctor because your system just has to work it out. Ask them if they are now deviating from the prior policy of only needing a note after being out sick for three days.

Do all of this in a very, very polite and professional tone. Write it as if it’s going to be an exhibit at a trial about this (I’m not saying it will be a trial, but it’s always good to write such things as if a decision making eye is going to read them.)

Can you call them (video) and then vomit on camera? I would be so tempted to do that.

and when I did they told me that I’ve been

Is they your boss? Odd that 1/2 day is too much already. They likely do not know your strong work (and non use of PTO) record. What is your HR policy? If you are all remote and co doing layoffs, tread lightly.

I’ve worked for this company for 3 years and I’ve only taken two sick days ever, which were when I had my wisdom teeth out and that was over 2 years ago. I’ve taken a total of 10 PTO days in the last year and our company average is 25.

I’ve had bad food poisoning this week and took half of Wednesday off and then called in sick yesterday, and when I did they told me that I’ve been “taking too much time off” and I needed a doctors note to prove that I’m actually sick. We’re also a fully remote company that has done a ton of layoffs lately so we’re really short staffed and I have a brand new boss. Our sick leave policy says we have unlimited sick days but if we’re out for more than 3 days we need a doctors note. But I haven’t even been out for a full day. Is this inappropriate and how would you respond?