Did I violate the confidentiality agreement? - page 2
Register Today!-
Jan 11 by Overland1Depending upon the actual terms of the confidentiality agreement, you may have, but both remain less than clear at this point. If you posted with your name and the name of the facility, then there may well be something to the employer's being upset. If your complaints in any way identified the place to others, then that could be a problem (depending upon the terms of the agreement).
The best way is to never post about work related stuff in social media... those things often come back to bite people when they least expect it. -
Jan 11 by KimburlyBDid you actually complain about your ratios or just inquire what others were? I'm sorry that you work in such a stressful environment! I hope good things come for you in the future. - Asst. Admin
Jan 11 by Esme12Quote from NurseAVOIt is hard to tell. The confidentiality agreement has other content besides HIPAA and patient confidentiality. Usually they have non compete agreement and not representing the facility when you aren't on duty....etc. I am not a lawyer and depending what you actually said it depends.Thanks for your input.
I don't think that it makes me any less- smart at all. I use Facebook for networking and keeping in touch with friends and family so I don't need to be completely anonymous.
I have now edited everything and blocked and deleted the coworkers except the close friend ones that I know are truthful. I also do not have it posted where My place of employment is.
I understand I shouldn't have posted it afterward- but I was just looking to see what other homes do in comparison as I do have a lot of nurse friends from past workplaces/school- just thought there might be a different solution to the issue. I saw it as asking friends in LTC what their staff:resident ratio is- but I guess I crossed the line.
Suppose I will have to censor myself and let things be at work, let them work themselves out -and continue being late at work and never paid for it. lol.
Thanks.
However...I do know that at least one healthcare entity employee fired for FB postings that sued...won and was backed by the NLRB (national labor relations board) for the RIGHT TO ASSEMBLE and organize.
An ambulance company that fired an employee after she criticized her supervisor on Facebook agreed on Monday to settle a case brought by the National Labor Relations Board. http://www.nytimes.com/2011/02/08/business/08labor.html
The plan resolves an Oct. 27 complaint against American Medical Response of Connecticut that said the employee, Dawnmarie Souza, had been illegally fired and denied union representation.
Among the issues was whether a worker has the right to criticize a supervisor on a site like Facebook if co-workers add comments. The case was the first by the National Labor Relations Board to assert that employers break the law by disciplining workers who post criticisms on social-networking Web sites.
“There’s a strong argument that social networks are like a public forum, an invitation to conversation,” said Marshall B. Babson, a lawyer who served on the labor board during the Reagan administration.
Under the settlement, American Medical will revise its “overly broad rules” to ensure that they do not improperly restrict employees from discussing wages, hours and working conditions with co-workers and others while not at work, and that they would not discipline or discharge employees for engaging in such discussions, the labor board said in a statement.
The original complaint by the labor board said that in November 2009, Ms. Souza was denied the right to seek union help before she responded to a supervisor’s questions about a customer complaint. She had posted disparaging remarks about a supervisor on her Facebook page from a home computer, according to the case. American Medical Response said in November that the statements she had made did not qualify as protected activityhttp://www.employerlawreport.com/201...#axzz2HhA616iCThe NLRB’s Hartford regional office issued a complaint against American Medical Response of Connecticut, Inc., on October 27, 2010, alleging that the discharge violated federal labor law because the employee was engaged in protected activity when she posted the comments about her supervisor, and responded to further comments from her co-workers. Under the National Labor Relations Act, employees may discuss the terms and conditions of their employment with co-workers and others.
Read more:http://www.employerlawreport.com http://www.employerlawreport.com/201...#ixzz2HhAWYzl9