First write up as an RN

[Leesha]

I work in a sub-acute unit at a physical rehabilitation center. It's my first job as an RN and I have been there for 7 months. I recently had 2 patients complain to me about how they were treated by a particular nurse on the weekend. I have never had a patient complain before for so I asked the DON what to do and was told to fill out a form. I filled out the form and turned it in as I was told to do. The next day I was called in to the office and was written up. I was accused of talking about another nurse on night shift to my patients which never happened!!! I find it very convenient that this happens to me after I report a nurse that has been there for 7 years. I thought we were supposed to advocate for our patients??? How am I wrong for following a policy that they put in place?

As frustrating as this is I will have to start looking for another job. They called the write up a class 3 so it is my first and final warning. Any insight on this would be appreciated.

Thanks,

Leesha

[anotherone, BSN, RN]

Just some advice..... If the management is friendly with this nurse or she knows who wrote out the incident be prepared to have every single thing you do scrutinized and reported. Things like giving a senna tab or colace late or even asking questions (even if you are new, obviously the other nurses know the answers!). I have seen many new grads lose this game. When pts complain about a nurse I tell them we have a manager they can talk to from 8-5. Many of the complaints are flimsy and opinion based.

[salvadordolly]

When I get complaints about staff, I just listen and tell the patient I'm sorry that they had that experience. Then I let it go. The only exception to this is when I get a ton of complaints about one person (which has been rare, actually). It sounds like you meant to be a patient advocate, but learned a lesson about what that really means. I'm sorry it was so harsh. As you are a nurse longer, you will learn to choose your battles with patient advocacy better. You are seeing people at some of the rockiest points of their lives, they will have complaints! As a manager/DON myself, I don't like it when people run to me with petty complaints. I usually have more than enough on my plate with serious ones. Managers like to see that you made some attempt to resolve the problem yourself before you approach management with it. Now your manager thinks you are probably being "catty" toward other nurses. It sounds like you now have the big X on you. I would apologize to your coworkers and DoN and see if they'll ger over it. If not, learn your lesson, and move on.

[SaoirseRN]

When I get complaints about staff I just listen and tell the patient I'm sorry that they had that experience. Then I let it go. The only exception to this is when I get a ton of complaints about one person (which has been rare, actually). It sounds like you meant to be a patient advocate, but learned a lesson about what that really means. I'm sorry it was so harsh. As you are a nurse longer, you will learn to choose your battles with patient advocacy better. You are seeing people at some of the rockiest points of their lives, they will have complaints![/quote']

This is good advice in general. Acknowledge the experience without actually becoming involved.

I do this 99% of the time. There is that one percent who seem to have a very legitimate concern, and those are the ones that I would pass on to management.

I have only once reported a patient concern about a specific nurse one time.

I had taken over for night shift a room with three very alert, competent patients (forth bed empty). I felt for the first two hours that I was being watched, or assessed, or something, but carried on with my care as usual. At 2130, the three of them called me into the room, and collectively expressed their concerns about the nurse on the previous shift.

They offered some very specific examples of what had concerned them. I listened without asking questions or prompting them in any way, then told them I would notify the department manager in the morning, which I did. In this case, I felt the concerns were valid and the way in which they presented them -- not complaining or ranting, but in the form of a serious discussion -- only fortified that impression.

[mariahlily]

there was one comment who said you should have just kept your mouth shut and immediately brought in the DON, to avoid talking about the nurse.

then there was another comment who said that you should have talked with the patient about the nurse, and should not have dared bring it up with the DON.

two completely different ideas about how to solve the situation. and both people insisted that they're right, and anyone who deviates from that course of action is wrong and unprofessional and unreasonable and deserves repercussions.

sigghhhhhhh.

[Tait, MSN, RN]

I am assuming this is a pretty small facility. I reason that because you had the opportunity to go to the DON as opposed to a manager/supervisor/charge. At my first job the DON was the manager of our small 30 bed unit so she was the be all end all. At my 400 bed hospital job I didn't even know who the DON was for the first two years (night shift). Anyway, I find the reaction of a third and final warning totally bizarre.

When it comes to patient complaints I usually sort of look to see what they are complaining about. If it is basically a customer service thing, or a "I had to wait 20 minutes to go to the bathroom" I will apologize and just try to give them some extra attention. If it is more severe, such as someone was rough with me, hollered at me, etc I will pass the comments on to an immediate supervisor, be it charge nurse, house supervisor, or manager. I then expect that they will investigate the claim further.

[DTWriter]

OP, you have just experienced a taste of the "dark side" of nursing. You may have been in the right to report the nurse; nevertheless, whistle-blowers/snitches (no offense) are not look upon kindly in the workplace. Unfortunately, both the wrong-doer and the whistle-blower would be punished, even if, say, for example, the wrong-doer was a sexual abuser (case and point: Sandusky/Penn State).

For now, they are leaving you alone because it would look worse if they were to fire you soon after you reported a buddy of theirs, but, as soon as you make the slightest mistake, don't doubt that they wouldn't jump on the chance to fire you. Hopefully, this does not happen to you before you are able to find a new job, but if it does happen, seek legal advice if you can afford it or go to the Department of Labor to contest your firing and to secure unemployment checks.

Side note: I am not saying that you shouldn't report another nurse at all, especially in more serious cases (ex. physical abuse), but just keep in mind that when you have to blow the whistle on someone, take it as cue to look for a new job ASAP. The longer you stay, the more time that the wrong-doers' mindless buddies would have to do something to get you fire and damage your reputation as a nurse. Finding a job, even with no criminal history, is hard enough. You don't need a bad record to make finding a job more difficult.

[MatrixRn]

....As a manager/DON myself, I don't like it when people run to me with petty complaints. I usually have more than enough on my plate with serious ones. Managers like to see that you made some attempt to resolve the problem yourself before you approach management with it. Now your manager thinks you are probably being "catty" toward other nurses. It sounds like you now have the big X on you. I would apologize to your coworkers and DoN and see if they'll ger over it. If not, learn your lesson, and move on.

I have to say I agree with the above statements. There are many items in the original post that are flags to me.

First, the patient complained about a nurse. You do not say what the complaint was or if you helped her with resolution. If the complaint was it took 20 minutes for someone to respond to my light that requires an apology from YOU and kind words. Things happen and nurses, including you, are busy.

Second she did not give a name and You said that the patient said she did not have a badge. Was this information revealed on further questioning? This may be the area where your DON thought you were chatting about a fellow nurse.

And worse a fellow nurse who is also a friend to the DON. While I do not agree with giving favoritism to any nurses- I try to treat all of my staff the same- we all know this type of behavior is out there. And as much as I hate to admit that....this is really what the others are talking about when they mean you have a large learning curve. It is very important to know who knows who, and who is friends with who before making waves. Especially in this case where there was no name given or specific details apparent. Without these two items it looks like you are targeting a specific nurse and that is never desirable.

The fact that the DON told you to write up the report is questionable as well. This suggests to me that either you were very assertive in your presentation or, well, she is not a fan.

Then, there is the letter stating 1st warning is last warning. These are not as uncommon as many believe, but generally it takes a big offense. And based on what you have said they are concerned that you are being negative and gossipy. I can tell you in my facility that is grounds for a first\last warning.

Last, I want to bring something up that has not been stated. There is the possibility you were played. I have had a patient or two try to pit me against other nurses. Just saying, it happens.

[wooh, BSN, RN]

How am I wrong for following a policy that they put in place?

How is it wrong for them following the policy that they put in place to write YOU up?

[BuckyBadgerRN, ASN, RN]

Why in the "blank" didn't the DON go talk to these patients herself to get the story? Either they're looking to get rid of you or there is a gap in the story...

[jadelpn, LPN, EMT-B]

Whenever a patient complains about another nurse, the meals, the noise......I politely stop the patient and say "I would like to go and get my charge nurse so that you can have this conversation with her/him." By advocating for a patient, you are putting them in direct contact with a person who has the authority and policy knowledge to take it from there.

[morte, LPN, LVN]

Sigh....I have "passed on" these sorts of things to sups/managers because I want the NURSE protected....

[grad2012RN]

Great advice and THANK YOU! I'm in a new grad orientation program and learning maybe a hospital setting is not for me. I love serving the patients..... even the demanding ones, but, I may not be able to handle the politics.

A patient recently complained to me about the tech, who by the way was going out of her way for the client. I apologized to the client and offered to fix things, but, I should have referred the matter.