Dangerous/Stupid nurse....what should I do?

Nurses General Nursing

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I need some advice. I am the supervisor of a 142 bed skilled nursing facility. We hired a nurse manager for the subacute unit...she couldn't do the job so she was asked to step down and become one of the floor nurses. She could hardly do that job and chose to go Per Diem. Yesterday was her last day. She is going to another facility to work. Should I write/phone/email someone there to warn them? She is one of the laziest, stupidest nurses I have ever met. I had to tell her things 3 or 4 times and she still wouldn't do them right..and we're not talking brain surgery here! Am I obligated legally? Morally? Ethically? She made several errors here and then said the facility was at fault. She was given chance after chance and on her last day said we "took advantage of her"..HELP

Originally posted by MandyInMS

I'm not sure how the system works legally :/ but seems like if this person made so many mistakes that he/she put pts at risk this would have to be reported to the State board of Nursing???

That's what i was thinking... in our state..you can call the state board about "concerns" of another nurse and remain aynonomous.It's a hard call though..I'll be thinking about you

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Specializes in Obstetrics, M/S, Psych.
Originally posted by CraftyLPN

That's what i was thinking... in our state..you can call the state board about "concerns" of another nurse and remain aynonomous.It's a hard call though..I'll be thinking about you

That is so in every state in regards to the BON, but there have to be more than "concerns". As some had already mentioned, without proper documentation, the facility has no case and would be liable for defamation of character. Sounds like the facility handled the whole situation poorly, IMO. Additionally, this nurse is no longer employed at the facility; the window of opportunity is passed.

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Personally I would not initiate contact with another about this. And I would limit my comments. If they contacted me

Occasionally a hiring facility will have a candidate sign a waiver that gives consent for you (the previous employer) to tell the new facility anything they ask and that the candidate will not come back at you with a law suite.

However, in the latter case it is unlikly that you will ever see such a form. Even then I would use caution and probably consult with the legal department of my facility.

The new facility will find out. Soon she will have made the rounds and not beable to find anyone to hire her. I have seen it.

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If this nurse is so stupid and dangerous, why was she allowed to remain employed by your facility? She should have been terminated. Im sure that her new employer would be asking that same question if you were to call to inform them of what a terrible nurse she is.To avoid a law suit, I wouldn't volunteer any discriminating information.

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Specializes in Gerontology, Med surg, Home Health.

Thanks for all your good advice. Unfortunately, our administration will keep nurses here unless they are flagrent in their stupidity....a warm body is better than none at all. And my DON likes to give people chances to "grow and improve their skills". The shortage of nurses is so great here that ANYONE can get hired.

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Specializes in Specializes in L/D, newborn, GYN, LTC, Dialysis.

**shaking my head in total disgust***

does NOT bode well for our futures as patients when the shortage deepens even more....

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Specializes in Gerontology, Med surg, Home Health.

I was at a meeting of the LTC association. The moderator went around the room and asked how many nurses were going to retire in the next 5 years. When added up, the total years of nursing experience was more than 500!!...I hope I'll never be an old lady in a LTC!

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Check the hospital's policy on references in Human Resources.

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Also if you reveal something to the new employer that should have been called into the BON, you also put your license on the line. I found this out the hard way. I did not get in trouble, but if something had happened I could have.

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Specializes in Step down, ICU, ER, PACU, Amb. Surg.
Originally posted by CapeCodMermaid

Thanks for all your good advice. Unfortunately, our administration will keep nurses here unless they are flagrent in their stupidity....a warm body is better than none at all. And my DON likes to give people chances to "grow and improve their skills". The shortage of nurses is so great here that ANYONE can get hired.

First check with your state laws. I know in NY State it is illegal for the previous employer to say anything more than dates of service. yes, some places have the prospective employee sign a wavier that releases their right to create legal issues (I think I worded that right) should negative information be reported.

Second, if the nurse was that negligent and dangerous, you should raise your concerns to the State Board of Nsg.

Third, rest assured, if this nurse is hired somewhere else, her short comings will come out and then it will be someone else's responsibility to deal with the inadequecies. I say this because currently we have a Per Diem nurse that is negligent in every sense of the word. Was considered dangerous enough that his former employer let him go and this info was discovered by an nurse that works per diem at the hospital he was previously employed at. Our charge nurse is currently working on relieving him of his per diem duties with us (You can not call a nurse safe when he wants to know if you hang another bag of IV maintenance fluids once the bag that is currently up is completed).

Definitely make no comments with out speaking to your Human Resource Dept for guidance on the laws and good luck.

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