Anyone have a nursing supervisor require you to work while sick? - Page 5

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  1. Guide
    Sep 15, '09 by
    :flowersfo:flowersfo:flowersfo:flowersfo:flowersfo :wshgrt:

    sharpeimom
    NurseJennDenn likes this.
  2. Sep 15, '09 by
    Quote from sharpeimom
    :flowersfo:flowersfo:flowersfo:flowersfo:flowersfo :wshgrt:

    sharpeimom
    awww, shucks, thanks seriously!

    jenn
  3. Guide
    Sep 15, '09 by
    this crusty old supervisor says "good luck! and you're welcome." :icon_hug:

    kathy
    sharpeimom
  4. Sep 15, '09 by
    CONGRATS!!
  5. Sep 15, '09 by
    I guess one COULD tell such a supervisor to put it in writing. Most facilities have policy and procedure that specifically says NOT to come to work when you are sick.
    So, put her on the spot, tell her to put it in writing, that you require that in order to CYA with your state's BON in the event there is a problem.
  6. Sep 15, '09 by
    Quote from RuRnurse?
    I guess one COULD tell such a supervisor to put it in writing. Most facilities have policy and procedure that specifically says NOT to come to work when you are sick.
    So, put her on the spot, tell her to put it in writing, that you require that in order to CYA with your state's BON in the event there is a problem.
    She had it written up prior to calling me to her office. It was a no win situation
  7. Sep 15, '09 by
    NurseJenn, if she DID put it in writing, then guess what? YOU win.

    All you do now is make several copies, and send them to the facility admin, your Board of Health, the CDC, and the media. Do NOT black out her name. But in the meantime, continue to stick to your guns about not going in while sick.

    Once those letters get to their destinations, things may happen quickly.
  8. Sep 17, '09 by
    First of all, this supervisor must be the most stupid person on the planet. You cannot force a person to come back to work until they are released by their doctor. If you were going to be out for very long, she was to have given you the opportunity to apply for FMLA and it is her responsibility to tell you that you may be eligible for the plan and to provide you with the information. You are eligible for FMLA if you have worked at that facility for a full 12 months.

    The important message that has come out of all of this is that you will have nothing negative on your record. Now if you wanted to you could file a complaint with the labor board stating that she created a hostile work environment for you. I do not know the in's and outs of this, but it might be worth it to give them a call just to see what they have to say.

    You are going to have to use some caution in how you present your leaving this job in your next job interview. You never want to bad mouth your previous facility or manager and you certainly don't want to bring up the fact that you were brought up before the board, even though you were found not to be at fault (unless you have a letter specifically spelling this out). If you do, then you might just state the facts briefly and then show the potential employer the letter and leave it at that. In other words, don't dwell on the subject. Keep your mind on your positives and your problem solving skills, which you certainly seem to have. Get your resume up to date with a nice, neat, short cover letter and get out there girl. Get into a hospital environment if you can. You will learn more and it will be less stressful for you. Good luck.
    NurseJennDenn and
  9. Sep 17, '09 by
    Quote from diane227
    First of all, this supervisor must be the most stupid person on the planet. You cannot force a person to come back to work until they are released by their doctor. If you were going to be out for very long, she was to have given you the opportunity to apply for FMLA and it is her responsibility to tell you that you may be eligible for the plan and to provide you with the information. You are eligible for FMLA if you have worked at that facility for a full 12 months.

    The important message that has come out of all of this is that you will have nothing negative on your record. Now if you wanted to you could file a complaint with the labor board stating that she created a hostile work environment for you. I do not know the in's and outs of this, but it might be worth it to give them a call just to see what they have to say.

    You are going to have to use some caution in how you present your leaving this job in your next job interview. You never want to bad mouth your previous facility or manager and you certainly don't want to bring up the fact that you were brought up before the board, even though you were found not to be at fault (unless you have a letter specifically spelling this out). If you do, then you might just state the facts briefly and then show the potential employer the letter and leave it at that. In other words, don't dwell on the subject. Keep your mind on your positives and your problem solving skills, which you certainly seem to have. Get your resume up to date with a nice, neat, short cover letter and get out there girl. Get into a hospital environment if you can. You will learn more and it will be less stressful for you. Good luck.
    Diane,

    Thanks for the advice. I had only worked there a few months, was per diem so did not qualify for FMLA, and I resigned after filing a grievance with HR. She actually got in trouble with the BON for requiring me to come back to work w/out a physician's note! I started a new job yesterday as a nursing dept. manager and believe me, I will not require ONE nurse to come to work sick. We'll just have to adjust our schedule Thanks! Jenn :redpinkhe