What can be done????? This is serious

  1. 0
    There's an RN where I work who has been "talked to" about her behavior with other staff and patients. Her behavior is unacceptable, unethical, and just plain disgusting. Shes a bully and has created such a hostile work environment, that on Sundays im depressed because I have to go in there the next day. She has lashed out to everyone in the clinic even to the point of calling one girl an idiot in front of patients. Shes told people that this girl is too stupid to be alive. The madness doesn't stop with her..the person in charge doesn't do anything. This has gone as far as the president of the hospital and still nothing. She has been quiet lately but I just dont understand how tbis type of thing goes on. Everyone thats works there is miserable. The description "hostile work environment" is heard on a daily. There's also a medical assistant there that lies and causes havoc every chance she get and still the person in charge does NOTHING! Without going into too much detail because it will take 2 days to write, can someone please advise. Any and all responses are appreciated. Thanks
  2. 13 Comments so far...

  3. 1
    Moved to nurse/colleague/patient relations to elicit further response.

    There is not much you can do about someone else's attitude especially if senior administration won't take action aside from start looking for other work
    anotherone likes this.
  4. 0
    This clearly more than attitude. Her bad attitude does not justify her to call people out of their name.....
  5. 2
    Again aside from documenting incidents with witnesses and following chain of command there isn't much more you can do. Whether attitude, sense if entitlement or personality or even medical condition, you cannot change her especially if management fails to act or follow up.

    It is a very difficult situation to be in, especially if you live in an area with few jobs and high unemployment.

    I was in a similar situation quite a few years back. My colleague who at times was in a slightly superior position at times , also took to berating via email. I kept copies. Also copies of concerns brought to HR & management, personal notes about incidents whether minor or major (including names of other employee witnesses (client initials only), dates& times) and responses from management and HR.

    It was so bad, clients complained to their company contact after this person decided to basically throw a screaming tantrum in a public work area. But again nothing was handled in a timely fashion.

    Ultimately I resigned. I filed for unemployment claiming poor work environment. When UEI investigated she was shocked as to some of the things this person put into writing. My claim was fully approved with a reason of hostile work environment. When UEI sent a copy of her findings to corporate HR amazingly they didn't bother to file an appeal.

    You need to figure out what will work best for you.
    salvadordolly and NRSKarenRN like this.
  6. 1
    Someone should call her behavior out. Without stooping to her level, tell her that her actions are unprofessional and that if she has a problem with people she works with it should be address away from the patients and if possible in the presence of a manager.
    anotherone likes this.
  7. 1
    Confront her? I don't know if that will just make it worse but I've heard people say the best way to deal with a bully is to give them a taste of their own medicine. And there's always the choice to kill them with kindness too lol I know, that one is easier said than done. Personally, I would probably just ignore her and ask that she keep her nast comments to herself. If it doesn't get resolved and you feel you can't work safely in that environment then I would find a new job.
    anotherone likes this.
  8. 0
    Vague general complaints are useless. " bad attitude" is completely subjective. I hope the complainers are giving specific quotes and examples. Maybe she is black mailing management. IF they already know and don't care , I do not know what else you can do. Sometimes it helps to call these people out on it IN PUBLIC.
  9. 3
    Call a “Code Bully” or a “Code Pink"?

    See the Online journal of Issues in Nursing article:
    Combating Disruptive Behaviors: Strategies to Promote a Healthy Environment ...


    One strategy that has been used by nurses to show support for other nurses is by calling a "Code Bully" or a "Code Pink" (Childers, 2004; Namie & Namie, 2009). If a nurse is being yelled at by another healthcare worker, a code can be called by word of mouth or by a more formal method, and the nurses can unify by physically standing behind the nurse so as to let the disrupter know that the disruptive behavior is unacceptable (Childers, 2004).

    When this happens, disruptive individuals realize they are not facing one person but rather facing a group of people, and a power shift occurs. This power shift is sometimes enough to stop the episode of disruptive behavior.

    Break the bullying cycle - American Nurse Today

    Bullying in the Workplace: Reversing a Culture - ANA Nurse CE

    Bullying Among Nurses - Nursing Center - Journal Issue

    Dealing with bullying and harassment: a guide for students - RCN


    Book:

    http://www.nursesbooks.org/Main-Menu...Workplace.aspx
    Last edit by NRSKarenRN on Apr 18, '13
  10. 0
    Your parent company should have an ethics hotline. Use it if you feel adminstration is not responding appropriately to valid complaints.

    If you are a union facility, bring it to your union delegate. If the MA is in a union, bring her behavior to the attention of her union.

    Make an appointment with HR to discuss these issues, and your desire to help remedy them going forward. Perhaps you should be the one to teach an inservice on workplace bullying--there are some great and informative articles listed above. Maybe a monthly staff meeting as well to "nip things in the bud". These are all things you can speak to HR about.

    Often times there's policy.union contract language on attempting to remedy a situation by creating a plan of action to change someone's behaviors. In other words, there are steps that need to be taken to actually fire someone unless it is a patient safety issue. Because you said the nurse in question in "quiet" lately, this may be the case. But from now forward, I would keep a log of actual encounters that are not professional with the nurse in question. If there are any more, as sometimes a "talking to" that results in a behavior modification plan is enough to snap someone out of this.(and believe it or not, I did work with someone and this very thing happend--and what a relief!!)
    As far as the MA, if she is lying and causing a ruckus, that can be documented. That can be a patient safety issue. I would tell your supervisor each and every time that her untruths result in a patient care issue.

    It is sad that by going to work, one has to deal with childish and unprofessional behaviors. But it is an error on your supervisor's part for not being pro-active about this.
  11. 0
    @jadelpn all the above has been done and unfortunately nothing changed except her "being quiet". Shes even rude and obnoxious to her patients. The MA underneath her is running around telling patients shes a doctor or telling them shes a nurse. She even had a doctor (from another hospital fooled) thinking she was a doctor. Its a hellish and toxic place to work. Ive been there 8 years and every year I pen a new novel! LOL! I found out today that the particular facility where I work has a known history of this "sweep it under the rug: behavior. My reply was im sure and I know this stuff goes on in corporate America on a daily but geesh!! The person I was speaking with simply said, "yes, but nothing like what goes on here" this came from someone in administration....such a shame. Thanks for all the replies...I keep my mouth shut and my nose clean and strive for the light at the end of the tunnel! ♡♡


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