Forced to work longer than scheduled hours.... - page 3

I am a new RN at a long term care facility. I was called in after midnight on Friday to come in to work that Saturday morning to work for a few hours because they were short staffed. Even though it was my weekend off and I wasn't... Read More

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    As a manager when I call someone to come in I appreciate it more when someone actually answers even when it is to say "no can do". That way I know that person I don't need to bother further. Not answering makes me keep trying to reach them. So "man up", pick up the phone and say "nope can't do it, maybe another time.". Now if you are in a facility that constantly calls you: Red flag, I would be looking for another job. Those are the times I advocate NOT answering the phone!
    joanna73 and bubblejet50 like this.

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    The governing body says that once I have advised management that I can not stay and give them sufficient time to replace me then they must do so even if they have to replace me with themselves. I also can not be forced to stay and work if I feel that I am unsafe to provide care due to exhaustion. The onus is that if management then does not accept their responsibility to provide coverage then it is management (THE RN-DON) that would be possible taken to have abandoned patients not me.
    redhead_NURSE98! likes this.
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    when i worked in LTC my facility was like yours. they started paying a ton of money (up to $20/hr extra plus overtime) to get staff to come in. i picked up a lot of shifts. the DON and ADON would both work the floor only if they had to and only the positions they wanted to. i have seen the entire schedule reworked because they were short CNA's and put nurses on the floor so that they would not have to work the floor. i have had times at my current job that the next shift would call in and i would stay a few extra hours. i would look for a different place to work. those kind of facilities do not care about the care the residents are receiving and want to run with as little staff as possible. in interviews since that position the management is in awe of the ratios and know that i can time manage and prioritize effectively. you learn skills from bad places of employment as well. i would look for a new job and chalk it up to experience.
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    You were helping them out. Staffing is the facility's problem, not yours. In future, should you accept a partial shift, before you have report, say, "I've agreed to such and such time. I need to leave by...Thanks." So everyone is clear that you aren't staying. The end.
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    I've learned to not answer my phone when work calls. I've also been told that if I would answer and they mandate me to come in, to let them know that I'm not refusing to come in but I've had a couple of drinks and do not feel that I would be safe to drive or carry a pt load. Never had to use that one, but I've been mandated before and then learned that staffing never called anyone to see if they would come in. Ticked me off.
    Not_A_Hat_Person and JZ_RN like this.
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    I would also add to joanna73, to get it in writing before you punch in. Once you punch in, it may be considered pt abandonment.
    JZ_RN likes this.
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    Possibly. Although I'm not sure how they could classify leaving pt abandonment when they asked for certain hours that are agreed upon. Then again, many places are slippery and underhanded, so to be safe, get it in writing.
    JZ_RN and 1southernbelle like this.
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    In Wisconsin once you clock in you are accepting an assignment. The facility counters that after you accepted to come, in the person who was supposed to come in to relieve you wouldn't or couldn't, leaving the facility short staffed. If you can't report off to someone, it's pt abandonment and is reportable to state. That's how they mandate me.
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    Quote from PrincessO
    Thank you JZ_RN for replying.

    I thought maybe I was missing something because I am a new RN. The other supervisors have always taken responsibility for the floor if we are short staffed(which we always are), but in this particular case the supervisor refused because she knew she would also be short staffed from 3-11. She works 7-3 and 3-11 on weekends because she no longer wants to work during the weekday. Whether I stayed or left she would still be there 7-11, but usually at the desk. I thought by me coming in it would save her from at least not working the floor during the heavy morning med pass. Her beef should have been with the company and not with me. I am a new RN with no supervisory authority or pay so could not understand why she thought it would be my responsibility to deal with staffing issues. As you have stated, my "obligations are not any"more" than the supervisor". The coordinator and the DON called to tell her she had to take the keys, but she still refused until they found someone to stay over from 3-11. I have learned a valuable lesson....never to accept a partial shift. Had I just walked off and left the keys I'd be in trouble for abandoning my shift as I had nothing in writing saying that I was only supposed to work half a shift. This was a very uncomfortable situation and I could not understand how they allow this type of stuff to go on there. I am going to call the DON to make an appointment to speak with her about this in person as I feel like I was tricked. Do you have any advice? Should I type a statement or write an incident report?
    I hope that the meeting will also include the staffing person. Even if the staffing person needs to call in to the meeting if she is off site. The agreement you made was with the staffing person, not the DON. I would ask to see the handbook that the DON has under lock and key. I would also be specific in that you agreed to come in on your day off for 4 hours to help out, not to take the entire shift, and the staffing person agreed to that. Otherwise, not sure what can be done at this point, and the supervisor was already spoken to by DON and management. So that is between them. Also between the staffing person and management. Now that you have the knowledge that you are more than likely going to be forced to stay longer than anticipated, unless you want the overtime and want to do that, I would not accept. The supervisor is responsible for the activities of the floor under her watch. She should negotiate for more staff should there be a short staffing issue. The staffing person should not negotiate with RN's partial shifts if that is not going to work, and she needs to be held accountable for that decision--but to the supervisor and DON. The handbook should determine what is the acceptable amount of hours in a 24 hour period someone can work. Should also have language about overtime, mandatory overtime, and if a nurse can work a partial shift or not. Ask for a copy. You should have one on hand. Sounds like you were caught up in a managment power struggle. I would be clear with the DON that you do not appreciate being put in that position when you were willing to come in for med pass to help out in good faith, to have a supervisor not allow you to be clocked out within the agreed time frame. And to think outside the box for a minute, it would be just as much money to hire part time med nurses for the off shifts than it is to pay you overtime. But in order for that to work, they need to change their practices of force stay overs, unless that is part of the handbook it is mandatory in your facility.
    chevyv likes this.
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    Possible solution to this problem.

    I'm thinking of becoming a CNA and after reading and researching these post, I was wondering if there is such a thing as applying
    at several different places, to be used for fill-in's only. If this is a common problem at hospitals and nursing homes, other-words, look at it as kind of same as a substitute teacher, only not a teacher but a CNA that fills in when no one is available to work that shift.

    Is there anything like that, that already exist ?

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