Hello, I'm an LPN who has worked for about a year. I recently got a job as an LPN supervisor in a long term care home. I supervise care aids and other LPNs. I have this LPN co worker who is a major bully. She seems bent on trying to get me to screw up. She hides medication patches in the weirdest locations on residents, hoping I'll miss it, put a new one on, hence performing a med error. A little while ago, it happened. I couldn't find the patch, so I applied a new one. The resident was sent to hospital that same day for another condition, and 2 patches were found at the hospital. The nurse who was bullying me was working the evening the hospital called to inform of the patches. She gladly wrote about the error in the staff book for all to see. I know it was my mistake and I took full responsibility for it, but she seemed to delight in my failure. Why do some nurses have to be so unkind? Thank goodness management is on my side, and she's been disciplined several times before for her behaviour towards co workers. She's been an LPN for years, and I know she wished she had my position. She's quite bitter and spiteful actually. I just needed to vent, thank you for listening. Has anyone else had this happen? How did you deal with it? I dread coming into contact with her, it's an awful feeling when someone is plotting against you like this.
It is really distressing when people act like this, because the bottom line is that it harms the patients the most.
I agree with Solider. You need to get your supervisor hat on. First go over all of this with your manager, as then they know it is coming. People are to document EXACTLY where they put the patch. If they do not, it is a med error. Twice and you get a written warning, the third time, termination.
The policy for calling in ill--except for extreme emergencies, people can call off up to 2 hours before their scheduled shift. Anything closer than that and the first time is a verbal warning, the second time a written warning, the 3rd termination.
Have a staff meeting and talk about how you see the culture of the unit on your shift. Advise of the policy changes.
And unfortunetely, you have to be really, really direct with this nurse. That with multiple write ups and complaints, you are concerned with her nursing judgement. And the best way to document that is a performance improvement plan. Goals and timelines. With some specific consequences should she show no effort.
The ball is in her court. You need to really be clear that SHE needs to give you reason to trust her judgement and keep her job. That you have the control in this.
But just remember, nurses can at times just act weird. Like they don't have a bit of sense in their heads. (What part of the patient having 2 patches on seems like a good idea!?!?!?!?!) But to be really specific on the changes that need to be made may (may) make a difference. Give the nurse the opportunity to redeem herself. If she does not, then by all means you have timelined goal oriented paperwork to prove it.
And I know that you probably feel like a kindergarten teacher as opposed to a nursing supervisor, however, try to look at her through fresh eyes. If you have the ability to work her to her talents, do so. Because at the end of the day, you will know that you did everything you could to help this nurse to keep her job. The rest is on her.
Thank you for all your replies and support. I really appreciated your input. Just wanted to say this nurse has now been fired. But she wasn't fired for the bullying, she was fired because she failed to adhere to the terms she agreed to when going off on medical leave. She thinks she's the one being bullied, and is now taking legal action for wrongful termination. I really hope I don't have to testify in court. I just want to be rid of her forever.
With all due respect to everyone jumping on the fire her bandwagon, all we've heard here is one side of the story. I don't doubt the OP but in every story it is important to hear both sides before making a decision that could destroy someone's life.....just sayin...
You brought up a valid point, liberated847. I only told it from my perspective. I have no idea what's going on in her life, but it was no excuse for that kind of behaviour. I absolutely do not delight in someone else's misfortune. I'm sorry it had to turn out this way, but maybe it's a good thing. It will force her to find out exactly what it is she really wants to do and what makes her truly happy.
You brought up a valid point liberated847. I only told it from my perspective. I have no idea what's going on in her life, but it was no excuse for that kind of behaviour. I absolutely do not delight in someone else's misfortune. I'm sorry it had to turn out this way, but maybe it's a good thing. It will force her to find out exactly what it is she really wants to do and what makes her truly happy.[/quote']
I don't doubt you Jane, my comment was directed at others here jumping to conclusions based on just one side. I'm glad things worked out for you :)
Well now we're all curious as to what other ways she couldn't abide by rules set forth by her superiors, LOL
Thank you for all your replies and support. I really appreciated your input. Just wanted to say this nurse has now been fired. But she wasn't fired for the bullying, she was fired because she failed to adhere to the terms she agreed to when going off on medical leave. She thinks she's the one being bullied, and is now taking legal action for wrongful termination. I really hope I don't have to testify in court. I just want to be rid of her forever.
jadelpn, LPN, EMT-B
9 Articles; 4,800 Posts
It is really distressing when people act like this, because the bottom line is that it harms the patients the most.
I agree with Solider. You need to get your supervisor hat on. First go over all of this with your manager, as then they know it is coming. People are to document EXACTLY where they put the patch. If they do not, it is a med error. Twice and you get a written warning, the third time, termination.
The policy for calling in ill--except for extreme emergencies, people can call off up to 2 hours before their scheduled shift. Anything closer than that and the first time is a verbal warning, the second time a written warning, the 3rd termination.
Have a staff meeting and talk about how you see the culture of the unit on your shift. Advise of the policy changes.
And unfortunetely, you have to be really, really direct with this nurse. That with multiple write ups and complaints, you are concerned with her nursing judgement. And the best way to document that is a performance improvement plan. Goals and timelines. With some specific consequences should she show no effort.
The ball is in her court. You need to really be clear that SHE needs to give you reason to trust her judgement and keep her job. That you have the control in this.
But just remember, nurses can at times just act weird. Like they don't have a bit of sense in their heads. (What part of the patient having 2 patches on seems like a good idea!?!?!?!?!) But to be really specific on the changes that need to be made may (may) make a difference. Give the nurse the opportunity to redeem herself. If she does not, then by all means you have timelined goal oriented paperwork to prove it.
And I know that you probably feel like a kindergarten teacher as opposed to a nursing supervisor, however, try to look at her through fresh eyes. If you have the ability to work her to her talents, do so. Because at the end of the day, you will know that you did everything you could to help this nurse to keep her job. The rest is on her.