I have a job that is forever short staffed and scrambling to 'plug holes' in the nursing schedule. On a daily basis, either through a phone call, text, or email, someone is appealing for a volunteer to come in early (or on a day off), or to stay over. Yes, I understand that nursing is 24/7, 365, and that 'things happen'-i.e. unforseen circumstances. However, though I consider myself a dedicated employee, I am more into my work/life balance than making extra $$. Frankly, I would like to figure out a way to work less not more. I feel like by not agreeing to these requests, it casts us in the light of not being team players or willing to 'help out' and I honestly, I am growing a little weary of it all! Any suggestions appreciated
This one made me scratch my head. So she would watch your munchkin (unable to do her managerial work because she would be babysitting), but she wouldnt just work the floor to fill the gap? Ok.
I turned her down because 1) The idea itself was crazy and 2) her idea of proper child supervision was probably much different than mine. She either had no idea what it was like to be locked in a room for several hours with a bored toddler while trying to concentrate and accomplish anything OR the front desk receptionist was about to learn what “other duties” included in her job description.
Considering the fact that only one licensed staff member was ever scheduled at one time for over 100 residents and half of the unlicensed care staff would call out at any given time, she was either going to work the floor as default because that was the written policy when there was no other nurse available or she would have to find a nurse to fill the shift. I quit a few weeks later because this new manager’s judgement left me with several questions as to WTH is she thinking???moments that made me view employment with that organization more of a liability than a stable source of income or job satisfaction.
Yeah, obviously that is not the most pleasant situation to be in, but after a few rounds of really trying to stay calm inside and not taking their reactions personally (as opposed to feeling really anxious/uncomfortable d/t subconsciously believing their reactions are your fault), you realize that life goes on. For them - and for you, too.
Or, you could always inject some (private) humor by asking what kind of bonus (on top of OT, if applicable) is being offered, or state that you can stay for ___% bonus +OT. ? Put the ball back in their court.
At one of my jobs (7p-7a) they would occasionally come around at 5 or 6 am and ask if we could stay till 11am. If I had to work that night I'd ask could I come in at 11pm? The answer was always no, and so was mine. Now if I was off that night I would sometimes do it, but I can't work till 11, not get home till 12, not get to sleep till 1230-1 and get back to at 5 to do it all over again.
At one of my jobs (7p-7a) they would occasionally come around at 5 or 6 am and ask if we could stay till 11am. If I had to work that night I'd ask could I come in at 11pm? The answer was always no, and so was mine. Now if I was off that night I would sometimes do it, but I can't work till 11, not get home till 12, not get to sleep till 1230-1 and get back to at 5 to do it all over again.
Elaine, you are right. I learned a long time ago to schedule my sleep. That is, I schedule enough time to get 8 hours sleep.
And I do not accept any shift that prevents me from getting that sleep time.
Specializes in Psych, Corrections, Med-Surg, Ambulatory.
On 3/12/2019 at 12:54 PM, CoffeeRTC said:
As a union facility (LPNs, CNA, Dietary and Housekeeping) we have a hard time attracting new employees because our starting rate is ridiculously low for those positions due to the contract.
Wait, the wage is low because of the contract? Who negotiated the contract? Either you have a crooked union who negotiates back room deals with management, a really inept employee bargaining team, or management who blames the union for their own dishonesty and ineptitude.
Yep, they just negotiated a new contract with our new company. I'm soooo glad I'm not part of the union. It is insane. The longtime employees are comfortable with their rate and raises. A suggestion was made to increase the starting rate but they won't vote on it because they won't get an increase in their pay. They don't want new employees coming in and making a fair rate because they've had to work their way up to what they are making. ???
Yep, they just negotiated a new contract with our new company. I'm soooo glad I'm not part of the union. It is insane. The longtime employees are comfortable with their rate and raises. A suggestion was made to increase the starting rate but they won't vote on it because they won't get an increase in their pay. They don't want new employees coming in and making a fair rate because they've had to work their way up to what they are making. ???
Our CNA's are also union and going through the same thing in reverse. Last year they voted in a big jump to starting wages to get people in the door and gave the long-time staff insignificant raises and a bonus for years of service that capped out at $500. Now this year the long time staff are fighting back and wanting the big raise because a brand new CNA is making only $1.50/hr less than the one's that have been there over 20 years.
NurseSpeedy, ADN, LPN, RN
1,599 Posts
I turned her down because 1) The idea itself was crazy and 2) her idea of proper child supervision was probably much different than mine. She either had no idea what it was like to be locked in a room for several hours with a bored toddler while trying to concentrate and accomplish anything OR the front desk receptionist was about to learn what “other duties” included in her job description.
Considering the fact that only one licensed staff member was ever scheduled at one time for over 100 residents and half of the unlicensed care staff would call out at any given time, she was either going to work the floor as default because that was the written policy when there was no other nurse available or she would have to find a nurse to fill the shift. I quit a few weeks later because this new manager’s judgement left me with several questions as to WTH is she thinking???moments that made me view employment with that organization more of a liability than a stable source of income or job satisfaction.