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

Disablednurse · Jun 7, 2003

That is a tough call. You could get in major trouble if you called and then she found out that you did, because even if you did it to help them, she might be able to sue the company. If she makes mistakes that obvious, they will be able to catch her quickly. If the company calls and asks for a reference on her and you have a good relationship with the other facility, then dropping them a hint could not hurt. If they don't call, I would not initiate it. This is something you will have to use your own judgement on. If the company you work for has a policy of not giving information, but gives it under the table to a sister company of other companies in the area, go for it. OTherwise, let them find out on their own.

webbiedebbie · Jun 7, 2003

Your hospital should have the right to say they will not hire her again if asked. That should give them a clue. They, unfortunately, may have to find out on their own. Hopefully, a patient will not be hurt.

Other that that, I don't really know what is done in this situation. Perhaps contacting the BON?

sjoe · Jun 7, 2003

Disabled has it right.

nialloh, RN · Jun 7, 2003

A lot of companys only give time of service as a reference as so many people sue for a poor reference, even when true. Just make sure you don't leave yourselfe open for one. Good luck :-)

MandyInMS · Jun 7, 2003

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???

NicuNsg · Jun 7, 2003

Mermaid, you may want to check with your state laws. I was an office manager for several years b4 going into this field, according to the laws w/in our state, you can only state how long they were employed, responsibilities (title, job descrip), and whether or not you would consider for rehire. Basically you are answering yes or no to what they have stated on their job appl. Have you thought about reporting this nurse to the state board of nursing? I know this maybe the last thing most would want to do, but legally it is the only thing. Another thing to consider is how this employer views your comments....you never know what she may have said, it could ruin your crediability. TOUGH situation, I can understand you totally, I wish you all the luck.

Tweety, BSN, RN · Jun 7, 2003

Careful because in this sue happy country, she has the write to sue her if you slander her like that. She'll hang herself soon enough, hopefully she won't harm a patient. If you truly feel she is an endangerment to patients, you need to contact the board of nursing, but better be able to have documentation.

ageless · Jun 7, 2003

I would not touch this with a ten foot pole.

If you call her employer unsolicited..she might call her attorney. Be sure to look at her evaluations...do they reflect what should have been documented?

I would discuss this would the board of nursing in your state only if the proper documentation backs your assessment of her performance.

sbic56, BSN, RN · Jun 7, 2003

Since the facility decided not to go to the BON with her incompetence, the most that can be done is for your personell office say she is not eligible for rehire, if a prospective employer calls. If you offer any other info and she finds out she will win a case of defamation of character...and she should because the system is set up to protect people that are unjustly accused by former employers who may have little basis for their criticism. If it had been reported to the BON, then an official evaluation of the problem would have taken place, but because the proper channels were not taken, you'd be very wise to stay out of it now.

RN2007 · Jun 7, 2003

I know a lot about legalities and human resources and I would do exactly what sbic56 said. Do not get yourself and/or your facility in trouble by even saying something "under the table", because mainly it is not supposed to be done regardless of who you talked to or how well you know the the person. Many facilities will ask a previous employer if you would re-hire this person and by you just answering "NO" would speak volumes, however if they asked you to expound on it, I would tell them that is all the information that you are able to give out.

susanmary · Jun 7, 2003

You've been given great advice here. Her evaluations should have documented her weaknesses. If she was unsafe in her practice, etc. -- you, as supervisor should have dealt with that then -- in writing & in person (with a plan of action for remediation.) If she was the "laziest, most stupid" nurse you ever met, why was she ever hired? Fired? Let this go. You do not have to give a specific reason "will not rehire" but if you do not have dated documentation ... you have nada "not documented ... not done."

Hope her replacement works out better. Move on and focus on making your facility the best that you can.

P.S. I love Cape Cod so much. Go there as much as I can -- several times a year. It's sooo beautiful -- especially off-season!