Well because it’s not an on the job injury they can only pay me monitor tech pay which is about half of what I normally make (so I’d be physically working 36 hours for about what I’d normally make in about 18 hours). Or I can take 24 hours/week pay at my normal rate instead of 36 to stretch out the hours. Plus it still counts as only “1” absence incident. If I’d tried working and then something happened and I had to take off again it would have counted as a second absence. And since I was given a verbal warning about too many absence incidences last year I really need to keep this count down this year. 3 absence incidences in a year and you’re supposed to get a verbal warning (my manager didn’t catch it last year until I had 7, which according to policy is a fire-able amount.) But you still have to go through the verbal warning, written warning, etc. procedure before you can do that. Most managers get around this by if it doesn’t seem like a lot of absences (basically you’re not pissin someone off by calling in enought that they are upset by it), they ignore it until they have to count it up for your yearly evaluation.