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Discussion

Do you consider this harrassment

I worked as a charge nurse/ break relief nurse in an ICU unit in Los Angeles. One day, my asst manager told me that I will be pulled out from my charge nurse position in order to admit a patient. I agreed to it since there are no more ICU nurse in the hospital to admit this patient from ED. I told my asst manager that she will have to cover the nurse that I was covering for half an hour while this nurse is on break - I can't do break relief and admit a patient at the same time. She refused without any explanation. I ended up covering for the nurse on break and admitting my patient. After the admission, the 12 hr shift was almost over and I have not taken a lunch break. I told the asst manager that I needed a break and she said no you cannot take a break because you will get another admission. I told her that she does not have the right to take away my break time that I am entitled to. In our hospital, assistant managers and managers can do break relief. Did my asst manager act a form of harrassment on my part.

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I'm not sure that's necessarily harassment, but depending on your company's hr policy (and the state you're in), they might be VERY interested in that information. That can turn into a labor board complaint and cost the facility money.

That sounds infuriating! :angryfire While I would say your asst manager sounds both lazy and on a power trip, I wouldnt really classify what she was doing as harrassment. Now if she was singling you out specifically, you MAY have an argument there. Overall she just sounds like a jerk. BUT, I would say that she is skirting around labor laws by not allowing you to have a break during a 12 hr shift. I believe by law you are entitled to have a break. But anyway, Good luck to you! ;)

It's not harassment, however it may or may not violate labor regulations.

That's ultimately beside the point, however. You need to think about whether or not you wish to work somewhere were your managers and directors, who all should have an RN behind their name with years of experience in your area, consider themselves above helping out their unit.

  • Experts
It's not harassment, however it may or may not violate labor regulations.

That's ultimately beside the point, however. You need to think about whether or not you wish to work somewhere were your managers and directors, who all should have an RN behind their name with years of experience in your area, consider themselves above helping out their unit.

I agree with this. I also think that you need to make a formal complaint and take it to the labor board if you have to. That manager might change their behavior when they have to explain themselves to answer a labor board complaint.

It's not harrassment. But you certainly have issues that have to be hammered out with her and Human Resources if they'd rather not have you take this to the labor board.

  • Author

Thanks for the reply. I will pursue this further and see where it would lead me as it turns out this asst manager is working in another facility where I have a Respiratory therapist friend working and he said. This is the asst managers M.O. in that facility as well.

This is yet another example where life isn't always equal.

It is not harassment, is it poor leadership with reagard to the nurse manager.

Many, many times it has happen to me (and others) over the years where lunch breaks were nearly done, and all hell would break loose that the remaining nurse or two wouldn't get a lunch break. It happens, and unfortunately it comes with the territory.

I wouldn't get my knickers in a twist, just take it in stride. If it happens regularly, then I would be upset.

Blessings

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