We had an aid that was toxic like this and wouldn't grow up and act like an adult. She came INTO our floor with experience on another, and immediately had an attitude that just wouldn't quit. We ended up reporting her attitude to the supervisors, and eventually she was reported to our floor manager. She eventually quit because instead of her watching US do OUR job, WE watched HER do HER job. We made sure our I&O were done by her (she was NOTORIOUS for not emptying foleys, and thus didn't have to chart them. I didn't realize she was doing this until I had to empty 4/4 patients foleys, and since they weren't emptied at MN, they were two or three trips a piece by 4am when I was finally able to tally the I&O's). We wrote up everything she didn't do and made her toxic attitude backfire on her. FWIW we *DID* confront this lady, and she literally told me to do whatever task I had asked her to do myself.
If I noticed a person watching me like that, please believe I'd be delegating a LOT more to her. If she has enough time to be a backstabbing b***h, then she has enough time to go do something else.
I'm a huge proponent of directly confronting her about it. It's the hardest thing to do, IMHO, but if you're at the point where you've had enough, enough's enough and you've got to do something.
As far as attitudes go, I also think writing incident reports is the way to go. If it's just bad blood between you, and nothing is being said at ALL, then you're not goign to be able to do much as far as incident reports, but you can at least write things up as far as her not giving you vitals for the patients, and instead giving it to the other RN. That's BS, stupid, and childish.
For some reason people get into this field for the wrong reasons, and when they realize that being an aid or a nurse is actually pretty hard work, they get attitudes about it b/c they don't REALLY want to be there.
Like I said - confront her, preferably behind a closed door (W/OUT PATIENTS / FAMILY, but also with a witness close by), and straight call her out on what she's doing. If she's not doing job expectations, and you aren't a type to write incident reports, GREAT... tell her that! "You know it's your job to tell me what my vitals are after you're done getting them either via charting them in their appropriate box or handing them to me directly. If you don't fulfill this duty in the future, I'm going to write an incident report that you're not fulfilling your contractual duties as per outlined on our floor and facility, and I will turn that into our director." If it's the attitude you want to tackle, I'd do it a bit more tactfully (read: NO use of "you, you're"). Something along the lines of, "I've noticed that we both have a failure to communicate effectively, and I'm trying figure out what the heck is going on or where the issue is. What's going on? Why am I getting attitude constantly?"
Finally good luck.