Issues of amonymity with complaints

  1. I have two supervisors on my evening shift who alternate days thoughout the week. One is wonderful! She's always willing to help or just be there to bounce ideas off of. She understands myself and the other nurse on my floor are very new but she also knows sometimes you just need another nurse's perspective. The other supervisor, repeatedly and consistantly treats us like total dirt. If any question is posed, even something small like where an item is stored, she sighs heavily and responds with some kind of quick, nasty remark. It makes the working environment incredibly difficult and tense, to say the least.

    The final straw though was last week when the dr prescribed a one time dose of prilosec for one of my residents, which the resident did not have prescribed in her cart and we did not have in our e-box so I had to call it in the our 24hours pharmacy. When I informed her of what was going on so she could go pick it up, she said, "Just give her someone elses!" to which I responded, "That's against regulation. Someone even recently got fired for doing it... I don't feel comfortable doing that and plus, how would I explain where I got it?" She said, "No one's going to ask! No one will care where you got it" and again I said I didn't feel comfortable with that and would be calling it in. If looks could have killed, I wouldn't be writing this right now. Then when I walked back over to give her the information, she's flipping though a magazine so it's not even like I was interupting some major paperwork or problem she was dealing with. About 2 hours later, she walked over with it and basically threw it at me.

    My problem, is that I want to report this kind of behavior to the ADON but they don't exactly offer the nicest environment to voice a complaint or issue. And ultimately, it's my word against hers. There's no sense of amonymity so if I voice concern over a variety of issues, I know she will know who spoke to the admins. And I know they wont actually fire her because apparently she's had multiple complaints before. So then, she knows what was said, who said it and my life becomes a real hell when she's there without anything being resolved.

    Do you guys have any advice on how to handle this situation? Because frankly, I'm sick at the thought of going into work every night because of how nasty she is but moreso that I still have a lot to learn and could fall into believing something she says only to find out it was wrong and then it's my license on the line.

    Any and all advice would be greatly appreciated.

    Thank you in advance!

    My point, finally though, is
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    Joined: Apr '13; Posts: 4; Likes: 1


  3. by   noc4senuf
    If you are having issues as stated, put them in writing and take them to the ADON. You stated you know others have made complaints and nothing was done. If I had a penny for each time I have heard that phrase over the years I would be rich. As I have told many in the past, I can not discuss with anyone, what is done with an employee after a complaint has been made. That is confidential information. When it looks to others that I have done nothing, I am actually creating a paper trail with verbal, first, second warnings, etc. Unless it was a gross incident or caused actual harm I can't just jump to extreme discipline. Not knowing your exact circumstances, I have also brought two staff into my office to have an open discussion where both sides are aired out with myself as the mediator. Sometimes it is just a personality difference. But, the best advise i could give you is to have the discussion with your ADON or DON.
  4. by   ktwlpn
    Remember,there are no victims,just volunteers.That supe is an arse,don't give her power over you.Obviously YOU KNOW you couldn't "just give her someone elses" . You can always call the physician and tell them exactly what you have available in the e-kit and get an appropriate order to avoid a delay in treatment.You need to stand up to this person to gain a level of respect.Act like an adult,not a frightened cowering child and tell her you don't appreciate the way she speaks to you,tell her you want to learn and are counting on her to mentor you and you need to forge a working relationship that is beneficial to you both. Then document everything and make sure you have a witness,if you are going to report her you need to do it for things that have a negative impact on your work performance,not" how she makes you feel" But stand up for yourself first in an adult and professional manner or you will be laying down for abuse for the rest of your career.
  5. by   Nascar nurse
    If I was in a mood I may have smiled sweetly and told her "Put it in writing that you are giving me the OK to take from someone else (which we both know she would never do) or go get me the medication. Whichever you feel more comfortable with as the supervisor".

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