Hello everyone! I have started working as charge nurse LTC (skilled unit) every other weekend and a day or two during the week. I was a CNA while going through nursing school, so I am well aware of the amount of work they have to do. I value my aides very much, and their observations. My problem is: the whining and complaining. Constant. About each other, the workload (it's not fair that I have to...) and so on. Wanting to trade wings with other aides, he said, she said, it's neverending. I had a talk with them all- and told them to consider that their verbal warning. They have complained in front of residents, loudly, and not been so nice to residents.
What is the answer to this? Does HR need to be more selective, or is that possibe? It's obvious sometimes in orientation some of these people aren't cut out for the job. There are frequent call-ins, no shows, and that impacts the whole building. What's the answer to this? My facility doesn't have CNA training. Could that be the answer? I
ingelin, i can not speak for all don's but, i for one have no problem reporting an employee to the state registry of licensing boards. it is not the bqa who comes out to investigate in these instances but, whole number department. for example, i reported a cna that was accused by multiple residents of abuse, it was well documented by social services and the nursing dept. we received a state and federal cite since she was allowed into the building to work for one hour before myself or the nha was notified and we escorted her out. the registry sent their guru out and she interviewed almost every resident capable of talking, all staff in the building and also called other staff. final result? she did not lose her registration, the state let her keep it. i can agree with you here,as far as the "state" goes.the state has an abysmal record of actually following up on complains and then enforcing regs. i read a book titled "patients, pain and politics", by a former wi. bqa surveyor, mary richards rollins ,rn, bsn.it was shocking to hear her tell of the bqa's neglect and almost criminal lack of follow through. she ended up suing the bqa, then wrote this expose, very telling.
another case? an agency rn came to work and found out that she would be passing meds and working the floor while an lpn who was an employee of the facility was handling the desk and doctors calls for the day. the rn said it was beneath her. i told her that the lpn knew all the residents and the way things were run and was the best person for that job that particular day and that she as an agency nurse had been contracted to work on the floor that day. the rn walked out. i called her agency and reported her. then i filled out the forms and reported her to the bon. what happened? absolutely nothing! the bon said as long as there had been anyone at all to pass the meds an do treatmentsthat day, then it was not considered abandonment. the bon is correct here, as long as there was another nurse to cover the unit, shes off the hook. i have heard of this happening before.the bon probably is busier following up on all the impaired nurses, a bigger prioroty .
i could go on and tell of many other times that this is the result when reporting. this also happens in mn. the state does not want to take away licenses or registrations. just because your situation made you so bitter does not mean all management out there is still out to get you even though you are no longer in the long term care workforce.
my "situation" has not made me bitter, working in ltc and seeing that after almost 30 years, it as bad or worse could make a person who deeply cares about the ltc population bitter. i can honestly say that i have been able to use what has happened to me and channeled that energy into a positive direction. i have worked with nursing home reform groups and have been able to help them as well as them helping me. there are some very decent,ethical folks working very hard to improve conditions in ltc. i hope that what has happened to me can set legal precedent in ltc and can make a positive change, that is so desperatly needed.
i may be guilty of painting ltc management with a broad brush, this is based on 30 years in the field, not bitterness at what has happened to me personally. i am glad it happened to me, instead of a nurse who would have been so traumatized that she would not have had the courage to fight and i have talked to plenty of them. i have actually enjoyed the process,i have good lawyers who have worked and continue to work very hard for me and my case. i have seen some dons who are courageous and ethical and sadly they dont seem to last too long in their jobs.
one last thing, just because i am no longer in the workforce does not mean i dont care about what happens to the resident or the nurse.not working anymore gives me the time to be able to spend constructivly, working with good folks out there who are making a difference in ltc.
One of the ways I find out about potential employees is by maintaining relationships with the other DONs in the community. When a facility is listed on their application, I call the DON and get "off the record" info about them. If any negative info is revealed, I'll let the applicant know that we don't have any positions that would be a good match for them, but will keep their app on file.
That is quite illegal. The lawsuit & judgment that would ensue if you are ever caught would definitely hurt the facility and indirectly the patients. The labor department would drool like a half-starved pit bull looking at a baby. Also, that doesn't really prevent bad workers. People will almost certainly favor people they like and warn you about people they don't like. Subjective systems almost never do better than objective positions.
As far as the background checks. Think about it. Not having a record doesn't necessarily ensure someone isn't a criminal.
Most of the time the only reference you can get are dates of employment. I know that subjective information is often baseless, but if a trusted staff member has informed me of specific reasons that an applicant would not make a good coworker then I take their opinions into consideration. We include our CNA mentors in the interview process and take their opinions seriously since they will be working with them.
Libann10, most of the DON's I know do exchange information when they get together for meetings. But, they exchange only that info that would be found in the employee file. Subjective is kept out of it. The problem I have is when I call larger coprporations and get the standard dates of employment.
As a LNHA,NA-C and student RN I agree with what daytonite wrote. It is hard to staff LTC facilities. This does not mean you have to staff with poor quality. I have a saying I would rather give no care than poor care...meaning I will not open a new unit, I will not allow a new admit unless we have the staff and staff expertise for the needs of that new admit. It is not worth the pain on the entire facility employees nor the residents to have distension among NAC or other licensed staff. Good management will back up people who are doing their job within the scope of their practice.
To help the work enviroment I always try to foster a group effort, encourage continuing education, ensure people are always treated fairly and follow through with designated tasks. The follow through tends to put off staff members who do not want to be held accountable and these people always quit or are request an assigned shift different than mine.
I would like to comment on reporting CNA's to the state registry, Most state registries aren't going to do a thing other than add the report to the CNA's record. This is because being lazy and causing problems at the job is not important to them unless they here the word ABUSE! This is a sad but true fact. The state considers it a problem for management to solve among themselves. If there is a report made by a resident then they usually investigate but otherwise most of the time you just get stuck working with this person or person's. I have found that peer pressure works in some cases. The amount of time for training for CNA is definitely not enough. I had to get certified when they passed OBRA nursing home reform in the 80's and then we had to do a lot more of schooling and clinical skills before we could get certified. Due to malpractice lawsuits and costs to insure medical facilities CNA's are not doing a lot of the procedures I was trained to do and can no longer be allowed to do. So paying minium wage to these welfare women is quite attractive to most of the money hungry nursing homes. This attracts the welfare department because they can get those lazy woman off the couchs and in the work field. So here you have workers who dont want to be there in the first place, and are not getting paid as much as they would get from welfare sitting on the couch. Most people who never had worked in the medical field think all that CNA's do is clean bedpans, etc. So the status of the position CNA already wears a negative hat.
Hello everyone! I have started working as charge nurse LTC (skilled unit) every other weekend and a day or two during the week. I was a CNA while going through nursing school, so I am well aware of the amount of work they have to do. I value my aides very much, and their observations. My problem is: the whining and complaining. Constant. About each other, the workload (it's not fair that I have to...) and so on. Wanting to trade wings with other aides, he said, she said, it's neverending. I had a talk with them all- and told them to consider that their verbal warning. They have complained in front of residents, loudly, and not been so nice to residents.
What is the answer to this? Does HR need to be more selective, or is that possibe? It's obvious sometimes in orientation some of these people aren't cut out for the job. There are frequent call-ins, no shows, and that impacts the whole building. What's the answer to this? My facility doesn't have CNA training. Could that be the answer? I
No CNA training? Does that mean they're hiring random folks with CNA licenses to work without "PROPER" training?
I would like to comment on reporting CNA's to the state registry, Most state registries aren't going to do a thing other than add the report to the CNA's record. This is because being lazy and causing problems at the job is not important to them unless they here the word ABUSE! This is a sad but true fact. The state considers it a problem for management to solve among themselves. If there is a report made by a resident then they usually investigate but otherwise most of the time you just get stuck working with this person or person's. I have found that peer pressure works in some cases. The amount of time for training for CNA is definitely not enough. I had to get certified when they passed OBRA nursing home reform in the 80's and then we had to do a lot more of schooling and clinical skills before we could get certified. Due to malpractice lawsuits and costs to insure medical facilities CNA's are not doing a lot of the procedures I was trained to do and can no longer be allowed to do. So paying minium wage to these welfare women is quite attractive to most of the money hungry nursing homes. This attracts the welfare department because they can get those lazy woman off the couchs and in the work field. So here you have workers who dont want to be there in the first place, and are not getting paid as much as they would get from welfare sitting on the couch. Most people who never had worked in the medical field think all that CNA's do is clean bedpans, etc. So the status of the position CNA already wears a negative hat.
From what I understand is that employers are supposed to check the registry before hiring a CNA, if her name is on it and they still hire her, they will be hiring a non certified CNA and I dont think that's legal.The purpose of the registry is to get those CNAs out of circulation.A CNA does not get on the state registry if there has not been abuse or neglect.
No CNA training? Does that mean they're hiring random folks with CNA licenses to work without "PROPER" training?
Most CNAs that worked in nursing homes Ive been employed at hold a certificate,one in which they have had training and have passed a test given by the state.They can there after go to any facility with this certificate. There may be a short period of orientation at the new facility, but no more former training. Just like liscensed personell.
Specializes in Gerontology, Med surg, Home Health.
I don't think in the health care industry it is 'illegal' to give a bad reference. We usually give dates of employment. If I personally know the other DNS who is asking for a reference I'll tell her the truth about the employee. If I don't know them I just stress the fact that the person would NOT be eligible for re-hire. Unless they are totally clueless, they get the picture.
Simplepleasures
1,355 Posts
i may be guilty of painting ltc management with a broad brush, this is based on 30 years in the field, not bitterness at what has happened to me personally. i am glad it happened to me, instead of a nurse who would have been so traumatized that she would not have had the courage to fight and i have talked to plenty of them. i have actually enjoyed the process,i have good lawyers who have worked and continue to work very hard for me and my case. i have seen some dons who are courageous and ethical and sadly they dont seem to last too long in their jobs.
one last thing, just because i am no longer in the workforce does not mean i dont care about what happens to the resident or the nurse.not working anymore gives me the time to be able to spend constructivly, working with good folks out there who are making a difference in ltc.