Quote from Blackcat99
It sounds like you need to start doing some write-ups. Tell them to answer their call bells and when they don't you write them up each and every time. You are in charge and you need to let them know it. If they don't do what you tell them to do that is insubordination-write them up! Good luck
. Be tough and let them know you mean business.
In total agreement with the above. You hold a license, they hold a certification. Your license was much more difficult to obtain. There was much more involved, and more of a specialized set of training. It would be one thing for a group of CNA's that are good, do their job and are kick ass to give them some leeway, but if they go on break, someone has to cover their call bells, either another CNA, or a license, or them personally. Just because you go on a break does not mean that the hospital stops caring for patients. If they want to take a break "whenever" fine, then when your call bells light up you'd better be off your hiney and in that room within' 60. You can always go finish up your break after you've answered that call bell. I don't know how many times i've gone to take a break and it get's interrupted by this or that, and a 10 minute break ends up being 2 minutes here 2 minutes there over the course of an hour. Yeah it happens, but it's our job. I'd think you need to have a sit down with all those CNA's and have a heart to heart with them and tell them that your fine with breaks, no problem, but they will either answer their call lights or else the write ups will ensue. Give fair warning first, that way they can see who's in charge and that you won't be accepting their misbehavior. That way when you do end up writing them up, they can't say they weren't warned beforehand. And it would also be a good idea for someone else higher up to be there as well to verify that you had this little chat with them as well. They need to know you won't be steamrolled like this, and once you give them a foot they'll take a yard, then ten yards. Get a copy of the CNA's job description from HR, get a copy of the handbook and point out little things in there such as breaks are to be scheduled, call lights are to be covered during break periods, and the even bigger one, who the supervisor is and isn't etc etc etc. If you can point out that a part of their employment is contingent on these things they've agreed to, you can set them straight on their little attitudes.
Go higher up, get someone to sit in on the warning session, and start writing up. They will test you if they think you won't follow through. You have to follow through with everything you say, or they'll keep doing what they're doing now. Get yourself a big pile of write ups and keep it where they can see that you mean business.