Write-Ups & Disciplinary Action - page 6
Has anyone ever been written-up or suspended by their place of employment? I received my first write-up today after nine months on the job. I am the type of person who can accept full... Read More
Jan 4, '07Wow all these stories make me wonder. If one day in my career, as its highly probable from this thread, I get written up for something unfounded, what can happen to me if i refuse to sign it? Can they terminate me for refusing to sign something as childish as "Lack of compassion?"
Jan 4, '07Quote from TrudyRNAlways keep close eye to those who put you on a pedastal....lol it never fails they are the ones who would dime you out.very person who is nicest to you is the one running to the boss behind your back.
Jan 4, '07Quote from txspadequeen921amen!one thing i found out the hard way is the people in admin that you think are your friends ,that are behind you 100%...are the people that are holding the pen and paper......to many politics and back stabbing in ltc...
Jan 4, '07Quote from TheOneWithGlassesWhat a ridiculous policy!!. This seems strange to me that a place of employment can write anyone up for being sick.After nearly five years at the same facility I received two write-ups within the space of a few weeks. One I admit I totally deserved; I tried to transfer a resident incorrectly and ended up having to ease them to the floor. I was written up for failure to follow proper procedure.
A lot of other CNAs were telling me I should fight it but I said why? I didn't look at the patient's ADL flowsheet beforehand--if I had, like I should've, I would have seen that the resident's transfer status had changed since the last time I cared for them. I made an assumption, I screwed up and I admitted it. I was quite upset when I got it but I moved on and learned from it.
The other one I guess I deserved but I feel a little more bitter about it. I have intermittent back problems that were caused by working at this facility, in addition to arthritis that I had before but has been worsened by the nature of the work. We had a couple weeks where it rained nearly every day and I was in a lot of pain. One day it was really bad so I called in sick. Not long after that I got written up (first warning) for calling in too many times.
The attendance policy states you'll be written up for calling in three times in ninety days and technically I did, but the first two were within a few days of each other and the third one wasn't until eighty days later. I thought about going to management and trying to argue it but since I haven't seen the doctor about my back or arthritis in months (and I didn't see him that day) I don't have any documentation to back me up.
The attendance one will be dismissed from my record if I don't call in at all for ninety days (and now I'm paranoid about getting sick or my car breaking down or something) but the other one is on my record for good.
Jan 4, '07I'm not a nurse, but my wife is. What is the role of a Nursing Union in the
disciplinary process? I assume you can file greivance for an unfounded
accusation and in a perfect world, the union would push for an appeal or
hearing if necessary. My wife is a union rep and I know she was involved in
one such hearing.
Jan 4, '07Quote from lorsterHad the same type of policy at my last job. Didn't matter if you had a doctor's note or not. They would just write you up. But, different when managment was sick. Then, it was ok to call in. Funny how rules get turned around when managment needs them to.:angryfireWhat a ridiculous policy!!. This seems strange to me that a place of employment can write anyone up for being sick.
Jan 4, '07Quote from DaytoniteBut what if the facts are misstated or incomplete (from the perspective of the backstabber who is of course CHA)? Should you not write the facts as you see them as a response to the write-up? Would this label you a trouble maker?Sorry to hear this happened. I always tried to resolve disciplinary problems orally in face to face discussions before ever resulting to putting something on paper. Once the write-up has been done, the best thing you can do is to sign it and comply with what you are asked to do to remedy the situation. It looks better for you in the long run because these papers get placed in your permanent personnel file at the facility. 10 years from now if anyone takes a look at them, they will see that you owned up to the error and were cooperative and compliant about correcting your behavior. To do anything different will only brand you as a difficult, problem employee. If other similar write-ups follow, then a trend is established and you can pretty much flush any hope of advancement or transfer to other units down the crapper at that point.
I do realize that any serious disciplinary action (other than the one I once got for drinking coffee ), no matter what the facts are, probably ends any chances for advancement at the same company; sometimes, it is just pure bad luck.
Jan 4, '07as a former nursing manager i can tell you what happens when people refuse to sign write-ups. the proper method is for the person presenting you with the write-up to get another manager or supervisor to witness your refusal to sign. that should then be documented on the form in front of you by the two manager/supervisors to prove that the problem was discussed with the employee. if an employee shows a trend for refusing to sign write-ups, or walking out of disciplinary conferences before any signing can take place, that can be used to show a pattern of insubordination and get you into worse trouble since insubordination is grounds for termination in many places. in some cases, signing a write-up can be much like getting a traffic ticket. it only acknowledges that you got it. there is usually a place on an official disciplinary action for an employee to respond to the allegations being made against them. use that space on the paper to present your side of the story if you feel you have been accused unjustly. ask for a day or two to compose your answer if you need it, or make a comment on the paper that your response is coming by way of a separate memo or letter so that it is documented and any others down the road will look for it if they go through the file. and, always ask for a copy of these write-ups. you have a right to have them. remember this. what is in your personnel file stays with the company. it normally doesn't go outside the company after you leave. these kinds of things, if they don't threaten your employment, mostly affect your ability to transfer or be promoted within an organization.
Jan 4, '07@ Daytonight,
Thanks alot for that clarification. I hope to not have to deal with such things in my future but it seems the odds are that eventually I will. Thanks for the heads up!
Jan 5, '07Quote from lorsterMost places have this policy- if it isn't workers comp or FMLA, it counts. They usually have a limit on how many times you can call off before disciplinary action is taken. If you have a chronic health problem, it's a good idea to get intermittent FMLA to cover the absences.What a ridiculous policy!!. This seems strange to me that a place of employment can write anyone up for being sick.
Jan 5, '07Thanks for the advice Daytonite. I appreciate you sharing your years of experience with newbies like me.
Sep 1, '07I worked under a DON who too thought she had a job of just writing up people. For some reason she was on me over everything. I was also the CRA of a research money-making project for the place and that seemed to burn her even more. My point here is that the stupidest write ups I've ever had are:
1. So and So said "I didn't like them because i made more money then tme. WHAT?
2. I had no choice but to join this facilities union, so one bright morning I'm called in before my first patient and told I'm breaking the rules by coming to my job (on Time), too early? My response was: are u going to write me up for all the hours i stay late to help out or am needed to? She decided that she didn't need to write me up.
What are some of these people thinking? OR NOT!