Called Down to HR

I was allowed to inspect a full color photograph of me pushing the waste can up against the NS door taken from the video monitor.

I was impressed by the likeness in the perspective of my cartoon to the perspective of the actual monitor photograph.

However, I was embarrassed by the fact that I was currently wearing the very same gray scrubs that I wore on the night the monitor took my picture.

And, the camera really does add ten pounds.

26 minutes ago, kp2016 said:

I hope you remembered to ask them what measures they will be taking to help you recover from your workplace assault and ensure your future safety....

5 hours ago, Davey Do said:

This situation is actually a long, drawn out story, a journey fraught with convoluted twists and turns, past transgressions & broken promises, and multiple other thises & thats

I pointed out that I believed there were two staff members in the NS during my "workplace assault". When I called out for assistance, no one heard me, because the NS door was closed, even though I was in the quiet room which is directly adjacent to the NS. I gave this as the reason I had propped the door open; I did not want the situation repeated and wanted to increase staff and patient safety by being able to hear what was going on outside of the NS. When no one was in the NS, I would close the door.

"We're looking at ways to improve safety", my supervisor RoofElmo, said.

Thank you, kp, Daisy, RNNPICU, canoehead, MS04, and iluvit for your posts, perspectives, empathy and support!

Bottomline, I believe Wrongway Regional Medical Center (WRMC) needs to prove that they are enforcing safety measures for surveying and accrediting agencies. If WRMC presents problem areas, show they took action, then everyone can say, "We're doing our job which proves that we are necessary entities!"

This whole being called down to HR thing is a merely a tactic so risk management, HR, JC & Co. can show their worth. I do not expect any far reaching ramifications of this write up to affect me.

Except maybe for the can of worms I opened:

In March 2017, I was called down to HR by the psych division director for not completing a redundantly superfluous piece of paperwork after a fall. To make another really long story short, let's just say that I confronted the HR director on her inappropriate behavior, caused the psych director to get red-face and teary-eyed, and filed a grievance against her.

I attended a "fact finding meeting" with the HR director the following week, but other than that, and nothing else happened. No follow through, no closure.

I started off this current write up meeting by declaring that it is customary and appropriate to resolve old business before bringing up new business. HR had not completed the old business concerning my grievance and was now bringing up new business through this write up.

The new HR director said he would look into the old business which is really my area of interest. Even though I had requested other administrators to follow up with the old business, nothing ever came back to me. Now, both the old psych division and HR directors have new, higher standing positions.

I'm really interested in seeing the way in which this can of worms is dealt.

I love that you don't back down, Davey. Don't forget, you were assaulted. I would find some way of milking that. Maybe get a doctor to diagnose you with a mild case of PTSD and then file a grievance for harassment. Or at least threaten to.

If you play your cards right (ha! get it?) you may be able to score some free lunches or extra PTO. At the very least make the prospect of harassing you to be more trouble than fun for them.