hope3456 has '9 yrs as a RN/ADN. 13 years in healthcare.' year(s) of experience and specializes in 'LTC, psych, M/S, developmental disabilie'. From 'rocky mountains'; 37 Years Old; Joined May '05; Posts: 1,275; Likes: 1,114.
I would've needed her to elaborate a little more on that statement. Like, did she mean she was doing them a favor by firing them instead of reporting them to the BON? If some employers were more cautious about who they hire in the first place, they wouldn't have to make comments like that.
Well, I've personally worked under three nurse managers who had their license numbers referred to the state board of nursing for mistakes made by staff nurses working under their direction. Out of these three nurse managers, one had her RN license revoked after all was said and done.
So I somewhat understand where the nurse manager described by the OP is coming from. A nurse manager can be held liable if (s)he knowingly allows a dangerous nurse to continue to work under her direction without any evidence of having provided inservices, education, remedial opportunities, plans of correction, or progressive discipline.
I happen to know many of the nurses and cna's fired by this NM are doing well for themselves in other positions around town so in a somewhat twisted way, she was right. She really seemed to believe this is what threw me for a loop. You shouldn't try to resolve issues - just fire your staff for anything and everything - then make the rest of your staff work short handed because she doesn't have a replacement for the fired worker. It is the patients that suffer and it is a vicious cycle.