Disciplinary action, How long after?
- 0Jun 3, '03 by michelle126How long after an infringment (sp) do you have to formally write some one up? I would say immediatly or no latter than a week is appropriate. Now if the information came to the supervisors attention much later, then asap? Does this question make sense? My DON waits for ever to hand out discipline (Well she'll wait to fill the schedule for the week). A nurse who doubles 5 days a week was written up for calling off a month ago. This DON used her for the doubles, then wrote her up. Shouldn't it be ASAP, esp for incidents that affect pt care
- 4,970 Visits
- 0Jun 3, '03 by susanmaryOriginally posted by michelle126
How long after an infringment (sp) do you have to formally write some one up? A nurse who doubles 5 days a week was written up for calling off a month ago. This DON used her for the doubles, then wrote her up. Shouldn't it be ASAP, esp for incidents that affect pt care
My concern is for the safety for patients who are under this nurses care -- this nurse works 80 hours per week. What type of facility do you work in? LTC? Acute care?
I would run away from your unsafe facility which is clearly punitive and does not support employees. Disciplining staff? Are you made to stand in the corner? Yes, if a nurse does not follow safe practice -- investigate, write her up, and then SUPPORT/EDUCATE this nurse regarding the incident so that she learns from it. Regarding calling out, DISCIPLINE?
I take my position & patient care very seriously. I do the best I can. If I'm truly ill, I call out sick -- let them write me up as much as they want. Our raises are dependent on our calling out -- we are allotted so many days then we do not get a raise -- this is determined on our "official" number of hours worked -- ex. 32-hour or 40-hour employee and DOES NOT take into account all the extra shifts worked. I really don't care -- and as a charge nurse I know that I WANT my nurses to stay home and not infect the rest of the staff/patients -- we'll cover the hole somehow or suck it up. I would NEVER be punitive for a call out. If someone is chronically absent, then that 's a different story. But what kind of support/flexibility can we offer a valued staff member who is an integral part of the patient care team?
I know I'm rambling ... I'm just sick of nursing being so punitive. This is NOT grade school ... and the thought of being DISCIPLINED!!! makes me shake my head in disgust. Write me up ... support me .... whatever ... but discipline me (I don't think so.)
Just my thoughts.
- 0Jun 3, '03 by susanmaryOriginally posted by redshiloh
The time SHOULD be ASAP. You can get away with later on, but it sure makes anything hard to prove. Depends on your facility's policies. Sounds like the DON has an ax to grind with that nurse.
- 0Jun 3, '03 by KaroSnowQueenOne of the main reasons I got away from LTC. I saw this at every facility I worked at. People being used by the facility until the powers that be saw less of a need for them, then written up.
I have also seen people not written up for numerous infractions, some of which were minor and ignored when done by others, and all writeups given in one day, and the person fired the next day.
In my experience, LTC management is the worst about this.
And I have seen people volunteer for hours and hours of OT, then if they get sick and call in, even with a dr. slip get written up. Happens ALL the time.
- 0Jun 3, '03 by ChainedChaosRNIn my facility I only give attendance disciplinary actions on paydays. I follow the companies attendance policies for nurses and the unions for the CENA's. I do not have time to check the attendance book daily for 120+ employees for who is due for an attendance disciplinary action. Many of the employees come to me...and say "I'm due" they know the policy very well.
Regarding other disciplinary actions I serve them after I have completed a full investigation and determine disciplinary action is appropriate...or counseling is appropriate. Again my company's rules are detailed and fairly complete...so I'm not winging it.
If it's a termination offense I will probably run it by my companies Human Resource consultant...and even legal if I feel it's necessary.
I dislike terminating anyone and rarely do unless it's blatant negligence or insubordination. I prefer to counsel and educate up the whazoo...sometimes that fails. I've never terminated anyone that wasn't fully aware it was coming and they had full understanding of why.
Communication is key. The staff must know what my expectations and the company's are and the consequences of not doing what is expected. This is not rocket science...but some managers lack communication of their expectations.
- 0Jun 3, '03 by ChainedChaosRNOne other thing I want to add because I've ran across this alot over the years. Is when I counsel or give disciplinary action...it's a private matter between myself and the employee.
So very often I am accused of "You didn't write so and so up when they did this". You get the picture. Well as a matter of fact I have written so and so up, and so and so, and so and so...but it's none of their business.
Staff can be very petty at pointing fingers to a co-worker behind closed doors...more than you would think.
- 0Jun 4, '03 by calliouI agree that it should be done immediately.
Our DON decided that after about 2 months, people who missed work were written up for attendance. We had to sign the write up before we could pick up our checks!
The secretary gave us the write ups she had in a stack on her desk.....couldn't get paid till we signed the papers.... what a crock!
But that's the way our facility is run....believe me, if there were any other nursing oppertunities where I live, I'd be outta that messed up place!
- 0Jun 5, '03 by HuqMost of these so called rules and regulations are in place simply because the facility knows that the employee will probably not question them.
One does not have to sign a "write up' this is optional`
It is illegal to withhold a pay check for ANY reason.
Check with your local labor board