Coworker reported me for something I hadn't done = Final warning

[NocturneNrse]

I'm so upset. A coworker (on a different shift) reported to my supervisor (about 1 month ago) that I hadn't finished CAPD with my patient. I distinctly remember this patient, and incident, AND can walk through every detail of my completing her CAPD. She also told my supervisor that I did not know why a patient was on Heparin, which I do not recall b/c I would always find out WHY a patient was on Hep gtt. I just got a final written warning today (I had made 1 med error 2 wks ago, my first and only one - which they said counted as my first warning). This med error was on the final warning as well. I am one to own up to my errors, and always take responsibility for my actions. My issue isn't with the warning about the med error b/c I had made that error and own up to it completely. No harm was done to the patient which is my first concern!

BUT... before I signed this warning, I did make a note that this report of my not completing the CAPD was incorrect, and explained the situation. Also I wrote a note stating I did not recall "not knowing" why the patient was getting Heparin.

I've had multiple problems with this one staff member. She is belittling, disrespectful, and beyond the point of verbal abuse with her outbursts. I don't like her, but am always respectful and professional. In a little emotional state, I nearly went to the floor to confront her, but regained my wits and drove home allowing myself "cool off" time and to get my thoughts together.

I DO want to confront this coworker. I feel that letting this go without mention would only admit any wrong doing on my part AND continue to allow her to act this way toward me. I am a very kind, low key, unfrazzled person - but, this is the last straw with her.

I would like some advice on how others would approach this situation with her. I have a little scripted sentence of what I'd like to say to her, but would like your opinions.

I want to make my point, but I also want to do so professionally. I feel this cannot go without be addressed with her.

Thank you SO much everyone!

[fanfan8787RN]

I am sorry to hear about you situation. If at all possible seek part-time employment elsewhere. It is my firm belief that nurses should not have just one job. Everyone makes mistakes and it is very easy to get let go for any reason.

Confronting the offending individual won't do any good. I'm quite sure that the "Powers that be" know about the coworker's behavior and turns a blind eye. Good luck.

[Lucky0220]

I too, am sorry for your situation, but I am not understanding your post correctly, so please forgive me....first, what is CAPD? I looked it up and all I could find was a test for ADD or Continuous Periotoneal Dialysis!! Anyway, why would the supervisor give you a final warning for a co-worker's allegation? Did she have some proof that you didn't do something you should have? Does she have special relationship with this supervisor which allows for favoritism? And why would this be a final warning if all you have done is make 1 med error since you have been working at this place?

[onetiredmomma]

Don not confront this coworker one on one, ask your supervisor for a meeting between the three of you. If you feel this person has a habit of getting by with reporting coworkers you might as well leave before you are fired. It is easier to explain leaving than why you got fired. I know jobs are hard to come by but you shouldn't have to deal with this. As I write this it occurs this could be considered lateral violence. talk to someone in HR about meeting with you, your coworker and your boss.

[Simply Complicated]

I agree, if you do choose to speak with the nurse, I would do it in a meeting with a manager present. I'm also curious as to why you would be given a final warning for a first or even second mistake that is an allegation? I think I would be looking elsewhere for employment. Managers can make or break a job, and if you don't have a supportive manager who is going to handle discipline like that, I wouldn't be very secure in my job.

[gr8rnpjt, RN]

Agree with other posters, confronting the offending coworker by yourself will only make you fly out the door faster. If you want to confront her, you have to have all your ducks in a row and request through correct channels of command a face to face, to include your immediate supervisor, a member of human resources, and if applicable, a union representative or a mediator.

If you did everything correctly, shouldn't your documentation clear you of wrongdoing? Forgive me, but I don't know what a CAPD is either. Is it something like an admission assessment? If you have documentation to back up your claim of no wrongdoing, the record should be included in your meeting with management.

[HiHoCherry-O]

Do you have union representation. This may not save your job (if that is even what you want) but you would have a third, hopefully unbiased, party present if you decide to meet with management, the co-worker and HR. I would also review the discipline policy. It is also possible to add a letter to your personnel file if need be to bring light to your side of the situation instead of just having managements version of events if this may be an issue in the future.

[brenda sue]

I would ask for a meeting with the manager and the co-worker.

[caliotter3]

I am sorry to hear about you situation. If at all possible seek part-time employment elsewhere. It is my firm belief that nurses should not have just one job. Everyone makes mistakes and it is very easy to get let go for any reason.

Confronting the offending individual won't do any good. I'm quite sure that the "Powers that be" know about the coworker's behavior and turns a blind eye. Good luck.

I totally agree with this post. Just start looking for a second job which might turn into your only job. Defend yourself the best you can, but don't expect any miracles when it comes to a dishonest troublemaker being straightened out by management. She serves a purpose for them.

[fungez]

Don't confront her. If you're with her alone she'll probably say you touched her or something.

As soon as you find a new job, quit this one. Don't give them two weeks, just quit. Normally I'd never recommend that, but they're obviously looking to fire you, and they don't care what bills you have or how many kids you're supporting.

[highlandlass1592, BSN, RN]

Agree with other posters, confronting the offending coworker by yourself will only make you fly out the door faster. If you want to confront her, you have to have all your ducks in a row and request through correct channels of command a face to face, to include your immediate supervisor, a member of human resources, and if applicable, a union representative or a mediator.

If you did everything correctly, shouldn't your documentation clear you of wrongdoing? Forgive me, but I don't know what a CAPD is either. Is it something like an admission assessment? If you have documentation to back up your claim of no wrongdoing, the record should be included in your meeting with management.

CAPD is a form of peritoneal dialysis.

[fmwf]

"Don't confront her. If you're with her alone she'll probably say you touched her or something.

As soon as you find a new job, quit this one. Don't give them two weeks, just quit. Normally I'd never recommend that, but they're obviously looking to fire you, and they don't care what bills you have or how many kids you're supporting."

Agreed. You have got to know when to hold em, fold em, walk away & run. It is a lot easier on your psyche when you trump them and go home with a clean slate than have them fire you for either thing this poster mentions. Youve gotta maintain some strength and power in this. Believe us.