What do you do when CNAs dont work and just take breaks and watch TV? - page 2

I am a recent grad..I am responsible for about 20 patients at a long term care facility..A CNA did not answer the call bells twice and I called him in the intercom about twice..I went out looking for... Read More

  1. by   burn out
    Write him and all of them up that won't get up off their cans to do their job..What are you afaid of..that you will have to do it, but you already are. Why not get someone in there that will help you instead of just collecting a pay check. This seems to be a bigger problem in LTC facilities I just wish their was a long term answer.
  2. by   GardenDove
    I worked in LTC at one time. LTC is utterly dominated by CNAs and it is extremely challanging to get some of these people to upgrade their standards. There is an extreme shortage of these workers and they are such a dominant part of the workforce that it is extemely difficult to do anything about their bad behavior.
  3. by   Talulah117
    Quote from GardenDove
    I worked in LTC at one time. LTC is utterly dominated by CNAs and it is extremely challanging to get some of these people to upgrade their standards. There is an extreme shortage of these workers and they are such a dominant part of the workforce that it is extemely difficult to do anything about their bad behavior.

    .....I worked as an LNA for years in LTC (with many dedicated, intelligent, caring aides) and can tell you that sometimes it just sad how obvious some people make their feelings about aides known. Obviously, there are some CNAs that make a bad name for themselves...but that can be said for any other role in healthcare also.
  4. by   CaLLaCoDe
    I recall when I was a CNA talking to a fellow CNA and expressed my anger at how low we are paid in comparison to nurses. How tired I was at the end of a long shift! etc, etc.. A sympathetic nurse overheard my complaint and spouted, "Hey, I didn't make the rules!"
  5. by   babyface23
    You need to write him up, not answering call lights is a form of neglect. It is very serious and he needs to know that. It does not matter that he has been there longer you are in a higher position then he is. Do the right thing and teach him the right way. Something bad could happen out of this and no one wants that.
  6. by   jimthorp
    Quote from Bala Shark
    Since I am a new employee and he has been there for 4 years, I cannot write him up or speak to him badly..
    If you are to supervise the CNA's then you most certainly can write someone up regardless of their service time. I would first give them a verbal warning. Next time they get written up.
  7. by   nurseangel47
    Sorry to have to chime in with my sad, old song. Most, but not all, of the CNAs I've ever worked with in LTC do not much more than what is absolutely necessary to sail thru a shift. There are more slackers in this role/type of facility than any other health care role, I'm afraid. They do it because they can. And yes, they are protected too much by management. Some is fear of aggression. Some is fear, period. These are some of the dregs of our society caring for our older, gentle residents and most of them are helpless. I had a cna "let" a MR lady roll out of bed to land on the floor. He simply stepped far enough back and didn't block her way. He was a real piece of work. Another chose to talk on his cell phone freely while working and in the building to the point that at times, we had to "confiscate" his phone at the beginning of shift and return it at shift's end. He also barely walked the line in giving pt care. Always eating blatantly in the pts. rooms, not taking off his "do rag" upon arriving to the floor, etc.
    Blatantly obvious to everyone he had no respect for authority of any kind. Could I write him up? No. The ADON and DON were always on his side. Mainly 'cuz of him selling reefer to the ADON for her hubby's use. What a joke that facility was! CNAs reading this who are not slackers: Please do not flame me. If you're a caring enough individual to be on here voicing your opinions of health care, you're most likely not like the ones I've chosen to speak out about. LTC Cnas do NOT get paid nearly what they are worth, the ones that actually work, that is.
  8. by   cajrio
    I wrote up my CNA for hitting a patient and they were not fired instead the CNA's who worked with me thereafter refused to help, they (cna) knew it was easier to replace the RN then the CNA so I left the job rather then lose my license,
  9. by   fultzymom
    I remember being a new nurse et afraid to write up people or give a one-on-one with someone who had been there longer than me. The thing is, you are not there to worry about the employees. You are there to see that the patients are taken care of. It does not matter if a NA has been there one day or fifteen years. They need to be taking care of the patients, not watching TV. You need to give him a warning and the write him up the next time.

    Leslie
  10. by   Blackcat99
    I use to work in LTC. I think it is best to confront the CNA immediately and give a verbal warning. If that doesn't work, then a write-up. Unfortunately, it seemed that most times I would still have to do write-ups to get any one's attention. Good luck
  11. by   Calgon-take.me.away
    Ya need to write him up, then make sure you let your CNA's know that sitting and watching TV while they are on the clock is totally unacceptable and that if they want to watch TV, you can make that happen. HOW??Unemployment in a word
  12. by   not now
    First time: write them up

    After that I just send them home. If they're gonna do nothing they might as well do it at home. My DON has no problem with it, I leave her a note telling her why I sent them home and she talks to them herself.
  13. by   SmilingBluEyes
    The others said it well. Anyone so derelict on duty should be written up. If mgt/admin does not back you up, well you know what you are dealing with. The sad thing, this is all too common in many places. But you have to take that step to correct this problem and write it up.

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