Confront or do a slow burn!

[rich5clark]

Asking for advice. I am an RN and work in a local hospital. The other day I was talking to our head nurse on the phone. A co-worker was nearby and asked if it was the head nurse and then asked for the phone after I was done. I handed it to her but stayed in my chair to finish my charting. I overheard the whole conversation. The head nurse asked a few mundane things and then asked if anyone had lay down for their break. My coworker responded yes and then added but not who you think. The head nurse asked who and my coworker responded that she was working the floor with A and that I was in the nursery with D. She emphasized the D. As you can guess, D had in fact laid down for her break.

Now, the co-worker is a staff RN and is even a union rep for our hospital. I am not a person who is comfortable with confrontation but I wished I had said something immediately. I work with this nurse quite often. I am upset because:

I wish I had said something immediately

The head nurse actually asked a staff nurse to supply information in a sneaky way

The staff nurse supplied the information

This came from a union rep

I think that I should tell the staff nurse that I overheard every word and how sad and disappointed I am. I am quite used to this staff nurse being bossy and acting superior. I just don't know if I can comfortably work with her knowing she is playing both sides of the fence, pretending she is a union rep but actually being a tell all to management. I want her to know that all of the rumors circulating about her being our embedded spy suddenly became true to me after I heard her!

[SionainnRN]

I don't see why an employer would be opposed to napping on a break. This is a pretty well studied topic, and there are various recommendations that naps on a break can significantly reduce fatigue, reduce errors, reduce injuries, and improve efficiency.

Well if it's against policy it's against policy. I've seen people fired for taking home flushes or Kleenex. So being fired for sleeping on the clock seems pretty reasonable to me.

[MunoRN, RN]

Well if it's against policy it's against policy. I've seen people fired for taking home flushes or Kleenex. So being fired for sleeping on the clock seems pretty reasonable to me.

I can see that it would be reasonable to fire someone for sleeping on the clock, but not while on a break.

[morte, LPN, LVN]

it is felt that "napping" diminishes their readiness to resume their duties. but if there is no policy on it then all bets are off. but the union rep being involved stinks to high heaven. you should report that to the higher ups in the union. and if push comes to shove, DO NOT use her as your union rep in a meeting with management.

[SionainnRN]

I can see that it would be reasonable to fire someone for sleeping on the clock, but not while on a break.

It all depends if the break was on or off the clock and what the hospital policy is. No way for us to know.

[Esme12, ASN, BSN, RN]

Well if it's against policy it's against policy. I've seen people fired for taking home flushes or Kleenex. So being fired for sleeping on the clock seems pretty reasonable to me.

Taking home Kleenex and flushes is theft. Sleeping on break as long as it is real break time is not. I have worked both union and non-union facilities and it a nurse wishes to shut their eyes on break they are allowed. In Europe they allow time for naps on nights they have found that it decreases fatigue related errors.

[SionainnRN]

Taking home Kleenex and flushes is theft. Sleeping on break as long as it is real break time is not. I have worked both union and non-union facilities and it a nurse wishes to shut their eyes on break they are allowed. In Europe they allow time for naps on nights they have found that it decreases fatigue related errors.

Again it depends on what type of break, on or off clock, and what hospital policy is. I would imagine some hospitals have a policy stating employees cannot sleep on the premises regardless of being off the clock. And as I've said before, we don't know that information for this specific situation so saying it's not right is just speculation.

As for what Europe does, that honestly doesn't matter, unless we are discussing a European hospital, which I doubt we are. Japan also allows employees to nap during the day, that has no baring on this discussion.

[psu_213, BSN, RN]

I heard both sides of the phone call.

And maybe some people are uncomfortable with coworkers eavesdropping on their phone calls.

I really don't understand union politics (nor do I want to). However, the union rep was asked a direct question. I would think it is reasonable they give a direct, honest answer. I've been asked before by our NM "do you know which nurses were involved in such-and-such incident?' If I know, I would tell the NM. OTOH, I really don't see what the big deal is about lying down on break, as long as you are back to work at the correct time.

[Esme12, ASN, BSN, RN]

Again it depends on what type of break, on or off clock, and what hospital policy is. I would imagine some hospitals have a policy stating employees cannot sleep on the premises regardless of being off the clock. And as I've said before, we don't know that information for this specific situation so saying it's not right is just speculation.

As for what Europe does, that honestly doesn't matter, unless we are discussing a European hospital, which I doubt we are. Japan also allows employees to nap during the day, that has no baring on this discussion.

As a nurse for 35 years an in administration part of that time....legally speaking a workers break time is just that... their time. While they may not be able to lay down in a patients room or put their head down at the desk...in the back room if they close their eyes, as long as they return to work on time, they will not be fired....Federal Labor laws.

I did not say it was not right. What I find inappropriate is the Union rep tattling on the Union members to the administration. Bad form.

You are right what is done in Europe has no impact on this conversation....it was simply an interesting fact.

[loriangel14, RN]

That you're not allowed to sleep on the job. Don't know of any job where it's okay to sleep while working.

We always sleep on break where i work.

[loriangel14, RN]

I still don't see what the OP thinks the problem is. The rep got asked a question and then answered it truthfully. What else did she expect?

[Esme12, ASN, BSN, RN]

So when asked a direct question the union rep was supposed to lie? I wouldn't trust a dishonest rep. And as far as what was said on the phone, the OP was only able to hear one side of the conversation so there's room for misinterpretation. I think the OP just needs to mind her own business and not get caught up in things that don't have anything to do with her.

If you have not been involved with Union politics and hierarchy...I can see you point of view. However, I have been involved with Union politics and contracts and the Reps do not tattle on other Union members...bad form.

The rep asked to speak to the manager and clearly had previous conversations about this with the manager

The other day I was talking to our head nurse on the phone. A co-worker was nearby and asked if it was the head nurse and then asked for the phone after I was done. I handed it to her but stayed in my chair to finish my charting. I overheard the whole conversation. The head nurse asked a few mundane things and then asked if anyone had lay down for their break. My coworker responded yes and then added but not who you think.

But... you are right technically we have only one side of the story. I am only responding to what is posted.

[SionainnRN]

If you have not been involved with Union politics and hierarchy...I can see you point of view. However, I have been involved with Union politics and contracts and the Reps do not tattle on other Union members...bad form.

I guess I don't see answering a direct question as tattling. To me, tattling is seeing something you don't like and going to management. I wouldn't trust a union rep who lied when asked a direct question. And I do work in a union state, but even if I didn't, my opinion is still valid.