Retaliation for voicing concern over unsafe pratices - page 17

Hi, I am looking for some insight into retaliation acts by employers.I am a RN in a ICU setting at a major teaching hospital.I have been a resource to my entire unit.I received a promotion only... Read More

  1. by   Sheri257
    Quote from TNNURSE
    That's just it.....ONE NURSE....ONE PHYSICIAN can not "do" anything. To strengthen employment law in the states where it is weak it will take lobbying.It will take cases that "shock" these senators into activation...it will have to personally touch some of their lives for it to matter. Maybe senators who have had to watch their fathers /mothers/children suffer bc a physician or nurse was not competent enough to safely provide care/or reconize early warning signs that could have made their loved ones outcome much better.It will take families coming forward with stories of sentinel events that could have been prevented if the nurses and physicians "voices" had of been heard by these risk management departments when they voiced their concerns over a coworker.
    I disagree. There are news reports of medical malpractice every single day ... yet what have the MD's done? They've changed the laws in their favor. It's much harder to sue a doctor for malpractice today than it was 20 years ago. Legislators didn't really care if they were harming anyone.

    The bottom line for change is: it requires money and organization. But most RN's ... including you guys .... can't agree on how it should be done so ... in the end, nothing happens.

    Look at what you guys have been arguing about here: you can't even agree on the question of unions. And even if other nursing organizations are supposedly better, they haven't done anything for you except collect your dues money. They're just as bad, if not worse, than the "evil" unions you describe.

    So if you guys are at a stalemate here ... how do you expect other RN's to unify and do anything if you can't do the same thing yourselves?

    This is the problem with nursing right here on this thread. Every one of you has been wronged by the system in some way yet ... no one can agree on what the solution is. So .... another 20 years will go by ... and nothing will happen.

    Last edit by Sheri257 on Jan 1, '06
  2. by   lindarn
    Lizz,

    I am proud to say that as a Legal Nurse, I belong to the Washington State Trial Lawyers Association, and we fought off I-330 this November, which was a state initiative that would have severely curtailed the ability to bring a medical malpractive law suit against a physician or hospital. Tort reform made a mess in Florida, where it was passed. I was appalled at the scope of the Initiative, and what they were trying to slip in, thinking that no one would notice. The attorney members of the WSTLA obtained a table at the State Fair in September, to educate the public. If anyone is interested, you can go to the WSTLA web site, and see if there is still a link to the issues about this. It was a tough fight, but eventually, the citizens of Washington saw through the lies of the insurance companies, and the Medical Association. You can demonize trial attorneys as much as you like, but you will never know when someone you love has been injured by a negligent physician. Most are not like that but it takes just one. I could write a book.

    Lindarn, RN, BSN, CCRN
    Spokane, Washington
  3. by   Sheri257
    Quote from lindarn
    You can demonize trial attorneys as much as you like, but you will never know when someone you love has been injured by a negligent physician.
    I hope you didn't think I was demonizing trial lawyers because, I actually support them. I was just pointing out that MD's have been very successful with all of this "tort reform" BS, although I'm glad to hear that Washington is an exception.

  4. by   sashakoko
    I feel you did what you had to do as a good patient advocate. You made the unit manager and Risk Management AWARE of the serious patient safety issue in good faith. The consequences to the above action are very unfair, unexpected, and totally devasting for you. You have a clear conscious, an excellent nursing background, and the courage of your convictions. You need to just move on to a "Patient Oriented Healthcare Facility" that puts patient safety as a major priority, and requests / supports employee's input regarding same. Perhaps the other nurses in Texas work in such a Healthcare Facility, and could communicate with you.
    You must have heard somewhere that "Nurses eat their Young", and most nurses have witnessed this in their career. You experienced it. OUCH.;
    Also "Be aware of who's sleeping with whom in any organization ",which is not easy to discover.
    I need to congratulate you for "Doing Right by the Patients in your ICU" who are not aware that they have a "Patient Advocate Angel Nurse".
    Carry on Nurse, and my best wishes for your future.
    "A wing and a Prayer can take you anywhere". Go for it.

    sashakoko
  5. by   katfishLPN
    Quote from lindarn
    Lizz,

    I am proud to say that as a Legal Nurse, I belong to the Washington State Trial Lawyers Association, and we fought off I-330 this November, which was a state initiative that would have severely curtailed the ability to bring a medical malpractive law suit against a physician or hospital. Tort reform made a mess in Florida, where it was passed. I was appalled at the scope of the Initiative, and what they were trying to slip in, thinking that no one would notice. The attorney members of the WSTLA obtained a table at the State Fair in September, to educate the public. If anyone is interested, you can go to the WSTLA web site, and see if there is still a link to the issues about this. It was a tough fight, but eventually, the citizens of Washington saw through the lies of the insurance companies, and the Medical Association. You can demonize trial attorneys as much as you like, but you will never know when someone you love has been injured by a negligent physician. Most are not like that but it takes just one. I could write a book.

    Lindarn, RN, BSN, CCRN
    Spokane, Washington
    I wish you would write a book. I for one would read it...and buy it!
    By the way I recently moved to Moses Lake after being born in and living in Seattle my whole life. Anyway, that is beside the point, it is just interesting to hear someone else's point of view in the same neck of the woods.:spin: Your posts are very informative, keep 'em coming! Thanks
  6. by   Haunted
    Quote from panhandler
    This little "thread" is part of a whole cloth. It is a cloth of greed and abuse. The only way to fight fire is with fire: our last refuge of sanity is the law of the land. We need legislators to be on our side. The question is, can we bribe them enough or guilt-trip them enough with advertising and lobbying to stop our oppressors, our employers, who allow the everyday business of doing nurses to death.WHO HAS THE CUJONES TO TACKLE IT? WHERE'S THE MONEY TO DO IT?

    Three months ago I got thrown out of a job for advocating for a patient's life. Aside from the expensive defense of my license, being denied unemployment, and shunned by the people who used to force me to eat quiche, I want to let you know that I just tried to sign up with a temporary agency. There's a "release" in the application that states in effect I give up the right to legal action against anyone, past present or future who may slander, libel or harass me.

    I ain't gonna sign that.

    Do you think it's a Stupid Test: ie. if I am stupid enough to sign it, they can feel free to whump me like a rented mule?

    huh?

    So I am going to revive the little business I had going 5 years ago, doing journals, vanity publishing, studying for my BSN-MSN, tending my garden, and volunteering in counselling senior citizens. What am I saying??? I AM a senior citizen!! I have great tickets current in all the stuff you need to work (right now!), 30 years of experience, I have talent, organization skills, and I can type 120 words a minute. I can nurse circles around anyone out there. I will NOT work for a pittance. I will NOT work where I am not certain that my car will still be there when it's time to go home.

    I am withdrawing from the backstabbing narrow-minded pill-pushers in pantyhose..... I just don't fit in. For instance, I'd rather read a book than go to a covered dish supper. If forced to attend, I'd like to bring wine instead of a "covered dish" to THEIR party. Soggy quiche, heavy potato chips and wilted carrots make me puke; besides, I have done the Acute GI Bowling Dance with bad Mayo, and will not eat it unless I have accurate provenance. So this effectively isolates me from "society." Yes, I am wierd. I am too old. I am too pretty. I have too much experience to kiss butt to be allowed to wipe S--t on the night shift.

    State Nurses Society, my big white patoootie. There's no help for burnout THERE. THey just want money so they can do what they always do: print platitudes, waste time, and bow down to Big Health Care Medical-Industrial Dollars.

    O forgive me, but I do not think that NURSES have the CUJONES to WALK OUT OF THEIR JOB not even for one hour. If we all did that, I bet your little tin cup that we would have the attention of the Big Boys.

    Who has the cujones..... do you?



    I DO!!!! I AM GOING ON STRIKE TOMORROW!!!! UNFORTUNATELY, I AM REGISTRY AND NO ONE BUT YOU GUYS WILL NOTICE!!!!!
  7. by   Keysnurse2008
    You know guys...it would help if we had a little bit more direction on "how" to rectify these problems with attorneys within the state nsg associations.We are "nurses" not attorneys. However..I do agree that some MD's have had success with tort reform to favor them...however...these HCF are still very much wide open...to common law torts when they pratice by "safeguarding" management who do things illegally ...like....disregarding retaliation and whistleblowing laws.I am just extremely saddened by this whole ordeal. I still feel incredibly niave....I have always kinda stupidly believed that in the end everyone really wanted to pratice with high ethical standards.What an eye opener for this very niave nurse.I still feel like an idiot.
  8. by   Keysnurse2008
    i want to thank every nurse who posted here.when i first posted here on this topic....i was "in shock"....i thought i had to be the only person in the world this had happened to i was shocked and incredibly niave.it wasnt long though until i recieved emails from md's,rts, rn's ,lpn's,or techs.their stories all were the same.we all have a responsibility to the patients we care for .
    when we witness acts that affect patient safety we have a clear obligation to do the ethically correct thing....and be that patients advocate.often times it isnt "well received" by the hcf. but..our first responsibility ...our first loyalty should remain with that that patient.ensuring that patient receives quality care in a safe environment . my advice to anyone going through a event like mine.....is keep a record.dates, times,emails , past evals, .....if you can and it is legally allowed in your state audiotape "questionable" meetings/"questionable peer reviews-for md's.
    and...look for other things that are concrete evidence .i...at this time....can not post all the different types of evidence i have...bc as i have said before.......apx 50%of my evidence is only known to me and my atty.and i amkeeping it that way.
    but....think outside of the box.keep your evals...keep emails....and keep an open mind.:deadhorse :typing
  9. by   TsunamiKim
    [FONT=Arial Narrow]I Agree with TNNURSE:
    [FONT=Arial Narrow] We must abide by one of the core principles of Nursing training and do as Nurses are consistently taught to do: Document everything! Hang on to every scrap of paperwork; if not for yourself and your own law suite now, do this as a testament to the truth and save it for latter. Remember that core principal you were taught as a trainee Nurse: "If you didn't document it, it never happened." Negligent Hospitals and toxic Managers will rely on your lack of documentation, but good, thorough conscientious Nurses are their downfall as they will document everything. Your Hospital will count on intimidation and retaliation forcing you to go away; they will count on humiliating you into silence. They will avoid all written comments at all cost, because liars can be easily caught out by their lies on paper. If they lie to make a verbal false allegation, later they can adapt what was said to fit any evidence that might refute it; if they are caught on tape or they put something in writing, they are then unable to play this trick of modifying it latter. One major hallmark of an institution that is lying is their dire reluctance to put anything in writing: Smoke and Mirrors!
    [FONT=Arial Narrow] I was confident enough in the truth of my allegations to make sworn statements in good faith to Public Agencies. I knew I was revealing details under oath on several occasions, but I was very sure of myself and very sure of the facts. People do not risk jail time to fabricate false statements of accusation for no reason; it is too risky: unlikely to work and far too high a price to pay for a very slim chance at revenge. A "disgruntled former employee" would have moved on long ago and would not be pushing to give sworn testimony before a Court Hearing or Public Tribunal. This obvious detail should have lent genuine credibility to my statements, but the Public Agencies were not ready to see their famous iconic Medical establishment challenged. They were ready to ignore and explain away all the secrecy that my former Hospital insisted upon, as if this practice was perfectly normal? This deeply flawed general strategy perpetrated by Agencies that are supposed to oversee, regulate and provide accreditation to protect the public interest is what desperately needs to change immediately to protect whistleblowers from retaliation.
    [FONT=Arial Narrow] If anyone tries to scare you with threats of bringing a legal suite against you, remember it's only slander or defamation if the statement you made is proven to be false. If you have come forward in good faith a minor omission or technicality cannot be used to prosecute you unless you are proven to have fabricated evidence or deliberately lied with malicious intent. The onus is on them to prove that what you have alleged is untrue. If your charges of negligence and retaliation are all totally truthful and factual then it will be very hard for them to conclusively prove that black is white. They can no longer just allude to your possible motive as tangible or conclusive evidence and get away with it. In Court the burden of proof favors the truthful and only those who have lied are reluctant to risk testimony under oath when the ramifications of committing perjury in a Court of law include time behind bars!
    [FONT=Arial Narrow] Do not shy away from their false charges against you. Meet them head on by documenting what they have falsely accused you of in writing, then challenge it with facts. They are terrified of this scenario as they may now have to substantiate false allegations in Court or pretend that they were not made in the first place. I have seized upon many of my former Hospital's false accusations, some that were so ludicrous no one in their right mind would believe them. When my former Manager went overboard trying to embellish her accusations of harassing phone calls with: "sometimes her calls to me would total five hours in one day," now that was a real peach! Beyond that why would anyone in their right mind tolerate over 50 harassing phone calls and take no preventative action what-so-ever. No "cease and desist" written warning, no witnessed counseling session, no taping or tracking of calls, no contacting the Hospital Security to discus the mounting threat, no supporting documentation at all to back up the claim. Beyond that as my Manager she was responsible for "reinventing" my schedule so that I was assigned to an OR where my contact with her went from the former rare occasional chance encounter to seeing her day in day out. Who would do that if they genuinely felt threatened?
    [FONT=Arial Narrow] The Hospital asked if I might agree to a Mediation through EEOC an agency they had a good track record of manipulating in the past. I didn't know this at the time and foolishly agreed, thinking that this futile EEOC Mediation would be fair and impartial, but there was no hope of that. At one point, behind closed doors, in a private separate room where I was excluded access, some sort of office planner of fabricated list of calls was shown to an EEOC Mediator. Following this revelation the Mediator was totally convinced I had made over 50 harassing phone calls to my OR Manager. Since I was not permitted to see this "evidence" there was little I could do to challenge it barring trying to convince her it was fabricated. THERE IS NO LEGITIMATE REASON TO REVEAL INCRIMINATING EVIDENCE IN SECRET. If this "evidence was valid, my former Hospital would have shoved it in my face!
    [FONT=Arial Narrow]If I ever go before a hearing both the Hospital and EEOC will have to explain the need for all this deliberately deceptive secret evidence. This tactic of demonstrating guilt behind my back where I was denied access, unable to even see the so called "incriminating evidence" and could therefore not challenge the validity of that evidence. should never be allowed at any type of hearing as it is instrumental in perpetrating fraud. This fake "evidence" only worked because my former Hospital was able to present it to EEOC in this clandestine way at a Mediation where this dubious form of deceit was not only allowed there was a promise it would never be referred to again.
    [FONT=Arial Narrow] The number of Managers who attended my Mediation only further convinced me of their sheer desperation to suppress the truth. Each time I attended a hearing there was a larger contingent of Hospital representatives that I faced virtually alone with just a Union Representative. There were times when even that Union Rep started to buy into their propaganda. I had to elaborate on their inconsistencies, their lack of documentation and their reliance on subterfuge to perpetrate lies to win her around by demonstrating things that didn't make any sense. The Hospital fully expected me to be so intimidated and thoroughly humiliated by their barrage that I would give up. They also expected me to go for the money they offered to silence me; first $5,000, then $8,500. This was contingent upon my writing a letter of resignation, but then damage that prohibited my being hired elsewhere would go away. There was a carefully veiled threat in their offer and I saw it as a sleazy bribe. If I really had acted as they said I would have been guilty of a criminal offence and they should never have offer me a nickel! Think about it, a Manager endures over 50 harassing calls and you reward the harasser with a cash payment? It was not the offer or the amount; it was the fact that under those circumstances, where they had gone behind closed doors to prove a criminal level of harassment had occurred, it was a totally amoral thing for an employer to consider offering any sum of money to the alleged perpetrator!
    [FONT=Arial Narrow] In retaliation cases those who attempt to victimize you tend to go OTT with their false allegations, but wile it may impress a decision maker at the time it can come back to haunt the abusive Management latter on as it cannot be proven. They never consider the next hearing as they never think that there would be a next hearing. The second I knew that this piece of fabricated "evidence" existed I started requesting it in writing. The Hospital had never counted on my doing this and it became a severe embarrassment to them. By the time we went to Arbitration they were very cautious to avoid mentioning this "evidence" as it had swiftly and very conveniently disappeared. There are pieces of evidence that are so absolutely conclusive and damming that they should have been paraded before the Arbitrator at my Hearing; this phony phone log/office planner was one such item. The record of calls made and complaints that were discussed with the Hospital's Security Department was another key item of conspicuously absent "evidence."
    [FONT=Arial Narrow] Before the Mediation hearing both parties were asked to swear that nothing either of us revealed that day would go beyond the hearing or be used in court; my former Hospital counted on that assurance to perpetrate fraud. The behind closed doors revelation of incriminating evidence is supposedly a standard EEOC policy according to their response to my letter of complaint. I want to reveal the dangers of this devious tactic so that EEOC and other Public Agencies are forced to make policy changes and future victims are warned ahead of time. If you agree to Mediation go over the terms of how the hearing will be conducted before you start. A behind closed doors meeting with a team of six Hospital representatives can be very persuasive and if you think the Mediator will not be swayed by their ear bashing you are way too nave. Do not trust EEOC to provide a fair and impartial Mediation. Due to the blatant fraud perpetrated at my EEOC Mediation I no longer feel obligated to abide by my promise of silence as it is not in the public interest to continue endorsing this corrupt policy. If I have broken the law in revealing what happened that day: so be it. I am ruled by my conscience and would risk jail time to prevent future acts of fraud. This fraud helped a Hospital cover up patient negligence and retaliation against a whistleblower: I can no longer in good conscience remain silent.
    [FONT=Arial Narrow] The important thing here is that it was documented and I did absolutely everything I could do to end the negligent practices; my conscience is clear. It may take a patient death to expose the issues I bought forward, but if and when that happens my documentation of the danger will surface at last. What continues to drive me five years on is that it is not necessary for anyone to die to correct these problems, so I feel compelled to continue speaking out even from exile on the other side of the Atlantic. This is what you must keep in mind: document the danger and do not allow them to silence you, hopefully no one has to die from this negligence before the truth is revealed. It is easy to imagine that if there is no written reply from them it was not very important; be governed by your conscience human life is important. They think that by ignoring your letters of complaint and reports on negligence that the situation will go away and the big bucks from ignored negligent practices, skipped orientation, incompetence and understaffing will keep rolling in. Inadequate training of personnel and understaffing are forms of fraud as they defraud the public by false assurances of safe Hospital care: you are bearing testament to this truth. Do not let their inaction persuade you to abandon this important paper trail of evidence; this is really vital. If something adverse happens in the future it will be hard for them to deny any knowledge of past reported negligence or incompetence when there is a stack of ignored letters of warning from you documenting everything.
    [FONT=Arial Narrow] Even as I parted with so many personal possessions when I was forced to abandon my Baltimore home I got one file of important paperwork out to be carefully preserved with a trusted friend in the US so it will always be ready for me to present in Court or at a public Hearing. There were so many other treasured items I left behind, but it was my solemn duty to protect that vital file. I hope that one day we may be called upon to testify before an inquiry. I live for that day. I will beg and borrow the money to return to the US to testify with all of my British family and all of my American friends in full support of my stand for justice. That will perhaps be my last duty of US Citizenship.
    [FONT=Arial Narrow] DOCUMENT EVERYTHING & PLEASE KEEP SPEAKING OUT!
    [FONT=Arial Narrow]
    [FONT=Arial Narrow]Fair Winds & Following Seas, Tsunami Kim
  10. by   Keysnurse2008
    quote from above"they think that by ignoring your letters of complaint and reports on negligence that the situation will go away and the big bucks from ignored negligent practices, skipped orientation, incompetence and understaffing will keep rolling in. inadequate training of personnel and understaffing are forms of fraud as they defraud the public by false assurances of safe hospital care: you are bearing testament to this truth. do not let their inaction persuade you to abandon this important paper trail of evidence; this is really vital. if something adverse happens in the future it will be hard for them to deny any knowledge of past reported negligence or incompetence when there is a stack of ignored letters of warning from you documenting everything. "

    [font="verdana"]i started this with the spirit of trying to keep a safe environment for the patients.
    i truly think the worst thing a nurse can do...is do nothing when there are issues that are placing patients at risk.it is just sad when the one reporting these type of safety violations are terminated in a blind attempt to discredit them.unless...that nurse is in my type of position they would have no way to prove retaliation/whistleblower violations.i have a paper trail a mile long of emails etc etc , high performer evals,letters of recommendation from my nm stating things like "excellent exampe of leadership" ,you are such a great
    "strongpt. advocate"thank you for bringing this to our attention - your solution will save lives!", and an email "thanking me for my dedication to the nsg staff-(my old coworkers) only days/hours before i was fired.".then i voice some serious safety issues with a coworker who is best friends with the nm....and i am fired.the nm cant even get her "lie" that she and her friend fabricated to illegally terminate me straight.on one account she says her fabricated event took place on like a friday and on another account she wrote it "alledgedly" occurred on a monday.i cant go into details ...but lets just say that my audiotape recorder has been utilized alot.so many "versions" have been given....it is almost comical.but...i am not laughing. i did the right thing. i followed their bylaws, i followed the nurse pratice act and i was fired.
    my family....they lost their health insurance. i am my families primary source of income. i lost my short and long term disability.i lost my retirement.i lost benefits that i had worked years to accrue that would have benefited not only me but ..also my children.i was accussed of something i did not do.i was fired for a "trumped up/false/untruthful " documentation error .i have the nm on tape admitting she knew this nurse had not only removed part of this medical record but also had altered it...and then that same nm fired me for "mysteriously strange" vitals that "appeared" on that medical record .she also admits on audiotape that not only did her friend make alterations on the medical record but that it had no patient info on it...no medical record #, no dob, no room #,nada.it was a blank document.can anyone else smell a rat?
    i worked very hard at my job.i thoroughly enjoyed my coworkers. i liked caring for the pt population i was assigned . i did a great job and got raise after raise , & compliment after compliment on my job performance.in the apx 4 years i worked there i went from a base salary of 18$ an hr to over 30$ an hr + shift diff that made me push 40$ an hr.as the sole source of income for my family...when they fired me it impacted all of them.health insurance -gone, dental ins-gone, long term disabilty ins-gone, short term disability-gone, sick days-gone, seniority-gone,retirement-gone,education benefits-gone,life insurance-gone,my professional reputation-tarnished by a lie...my income to support my family-gone.
    even...after all this i still was so loyal to that hcf that i actually thought that they would do a valid investigation .i am...still awaiting their final findings of the "investigation"...but my faith in that hcf is quite justifiably gone.i have been incredibly niave bc all this was done to me so fast...it made my head spin....and i think i was still in shock weeks later from it.the public is begining to demand more protection for nurses like me who do the ethically correct thing and report things that could endanger patients.the laws are being strengthened each year...but we as nurses have to get involved,you have a duty....to become more active in your state nsg association.bc...if you think this cant happen to you.....you are wrong.stronger legislation is the answer.
  11. by   medsurgnurse
    Quote from tnnurse
    quote from above"they think that by ignoring your letters of complaint and reports on negligence that the situation will go away and the big bucks from ignored negligent practices, skipped orientation, incompetence and understaffing will keep rolling in. inadequate training of personnel and understaffing are forms of fraud as they defraud the public by false assurances of safe hospital care: you are bearing testament to this truth. do not let their inaction persuade you to abandon this important paper trail of evidence; this is really vital. if something adverse happens in the future it will be hard for them to deny any knowledge of past reported negligence or incompetence when there is a stack of ignored letters of warning from you documenting everything. "

    i started this with the spirit of trying to keep a safe environment for the patients.
    i truly think the worst thing a nurse can do...is do nothing when there are issues that are placing patients at risk.it is just sad when the one reporting these type of safety violations are terminated in a blind attempt to discredit them.unless...that nurse is in my type of position they would have no way to prove retaliation/whistleblower violations.i have a paper trail a mile long of emails etc etc , high performer evals,letters of recommendation from my nm stating things like "excellent exampe of leadership" ,you are such a great
    "strongpt. advocate"thank you for bringing this to our attention - your solution will save lives!", and an email "thanking me for my dedication to the nsg staff-(my old coworkers) only days/hours before i was fired.".then i voice some serious safety issues with a coworker who is best friends with the nm....and i am fired.the nm cant even get her "lie" that she and her friend fabricated to illegally terminate me straight.on one account she says her fabricated event took place on like a friday and on another account she wrote it "alledgedly" occurred on a monday.i cant go into details ...but lets just say that my audiotape recorder has been utilized alot.so many "versions" have been given....it is almost comical.but...i am not laughing. i did the right thing. i followed their bylaws, i followed the nurse pratice act and i was fired.
    my family....they lost their health insurance. i am my families primary source of income. i lost my short and long term disability.i lost my retirement.i lost benefits that i had worked years to accrue that would have benefited not only me but ..also my children.i was accussed of something i did not do.i was fired for a "trumped up/false/untruthful " documentation error .i have the nm on tape admitting she knew this nurse had not only removed part of this medical record but also had altered it...and then that same nm fired me for "mysteriously strange" vitals that "appeared" on that medical record .she also admits on audiotape that not only did her friend make alterations on the medical record but that it had no patient info on it...no medical record #, no dob, no room #,nada.it was a blank document.can anyone else smell a rat?
    i worked very hard at my job.i thoroughly enjoyed my coworkers. i liked caring for the pt population i was assigned . i did a great job and got raise after raise , & compliment after compliment on my job performance.in the apx 4 years i worked there i went from a base salary of 18$ an hr to over 30$ an hr + shift diff that made me push 40$ an hr.as the sole source of income for my family...when they fired me it impacted all of them.health insurance -gone, dental ins-gone, long term disabilty ins-gone, short term disability-gone, sick days-gone, seniority-gone,retirement-gone,education benefits-gone,life insurance-gone,my professional reputation-tarnished by a lie...my income to support my family-gone.
    even...after all this i still was so loyal to that hcf that i actually thought that they would do a valid investigation .i am...still awaiting their final findings of the "investigation"...but my faith in that hcf is quite justifiably gone.i have been incredibly niave bc all this was done to me so fast...it made my head spin....and i think i was still in shock weeks later from it.the public is begining to demand more protection for nurses like me who do the ethically correct thing and report things that could endanger patients.the laws are being strengthened each year...but we as nurses have to get involved,you have a duty....to become more active in your state nsg association.bc...if you think this cant happen to you.....you are wrong.stronger legislation is the answer.
    please keep us updated about how this is going. good luck!
  12. by   panhandler
    TNN your situation is so very ugly.
    I have been wondering about setting up some rules of conduct in ADVANCE of employment with any institution.

    Does anyone have experience with or ideas about nurses presenting their own CONTRACT at time of employment and/or with the annual review process?

    In the past we trusted our health-care-employers, but that time has ended. It came to an end when the bean-counters started running the hospitals.

    Back-stabbing and politics is now the norm. Patient care and safety take a back seat when a manager thinks her "numbers don't look good." High turnover rates --- totally undiscussable!!

    How, in the absence of a bargaining agent (union or state nurse association) can we secure our rights and responsibilities in a written LEGAL and binding contract(and expect to continue employment or be hired)?
  13. by   ER2Ed
    You go panhandler! I agree with you 100%. Nurses should get it together and form their own practice groups - refuse to work in hospitals that don't meet patient-centered criteria for nursing practice and don't support nurses in order for nurses to function in accordance with the standards that are set forth for them. At the very least if you have a union you have some protection from unfair labor practices.

    TNNurse I hope there is a happy ending to this. You and your situation are in my prayers.

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