DON telling nurses to leave without finishing work..

toomuchbaloney · Apr 2, 2014

Make certain your documentation is done by letting others provide care; they cannot do your documentation, they can take care of the patients.

allnurses Guide · Apr 2, 2014

Write down what was said with the date, time, and direct quotes. Make a copy or write it twice. Clearly say, "Are you ordering me to leave before I finish my documentation?

Call or write your Board of Nursing and ask what you should do if it happens again.

Here.I.Stand, BSN, RN · Apr 9, 2014

Yes, ask your BON what your legal rights/responsibilities are in this situation

Nursing is a 24/7 job. Prioritize what you are reasonably able to do and document during your shift. Then delegate to the next shift. For something like this I would do the education form following each call, or do five at a time, rather than all the calls and then all the doc's. That way when it's time for you to go, you can pass the rest of it off. If you do all the calls, then you are in the position of having to document them all b/c you did them.

Really if we stayed until the work is all done, we'd never leave.

Do NOT clock out and then stay longer. It can be a liability, and you shouldn't have to work for free.

Havin' A Party!, ASN, RN · Apr 20, 2014

Wow, usually I hear of this the opposite way: DONs want you to stay and complete your work!

Agree with previous posts... and stress do NOT work off the clock... no matter what.

Good luck!

IowaKaren · Apr 22, 2014

Late entry your next shift may be the only option.

joyouter · May 1, 2014

If you consider the impact of economic meltdown, add the politically correct who make up a good percentage of management today, add a dash of harassment, ignorance re. patient responsibilities and nursing accountability, you have a perfect storm - created by the above factors. It remains in the interest of all nursing professionals to stick to their principles, be cognizant of what is being perpetuated and document non stop. The level of stupid decisions in combination with thinly veiled harassment is the dividing line among all those in the profession. All nursing managers and supervisors need to undergo aptitude and personality testing - executives are subject to this so why not nursing managers and CEOs. such tests show both weaknesses and strengths but above all raises the cognizance level of those who would wield power without the training or competence to do so.

Havin' A Party!, ASN, RN · May 1, 2014

... The level of stupid decisions in combination with thinly veiled harassment is the dividing line among all those in the profession. All nursing managers and supervisors need to undergo aptitude and personality testing - executives are subject to this so why not nursing managers... such tests show... the cognizance level of those who would wield power without the training or competence to do so.

You're so right on this... excellent!

gcupid · May 4, 2014

I would have told the DON over the phone, "Okay." Hung the phone up and get right back to finishing my charting on important things like physical assessments, MAR, or anything that could place you in front of the board if left ignored. If it was facility specific and would not place me at risk for being sued or placed in front of the board leave.....

Also ask another trusted coworker on how he/she handles the demands of her job and able to get out on time. I'd never compromise charting care done. You can get fired but as long as your license is intact without a blemish, you should be able to get another job. It is your lively hood.

jadelpn, LPN, EMT-B · May 4, 2014

Here's the thing. This was not an every day situation where you have issues with getting work done/time management (if I am reading this correctly).

There were mutiple, multiple residents who had been given a new medication. One which could cause side effects. And Murphy's Law would be that the one/ones you could not document on would be the ones who have a reaction. And the family claims selective amnesia on ever being notified. And the DON denies ever telling you to leave.

I am not sure how it is "overtime" if you only work 32 hours, as in most facilities/states overtime is anything over 40 hours a week. With that being said, it would have been more prudent for the DON to ask you to come in 4 hours later your next shift, or something of that nature.

I would ask your malpractice insurance for guidance. Going forward, there is a need for a process change--whether that be that each nurse each shift takes a set number of patients to medicate and document on, that there is a set order sheet that is put in everyone's chart (and entered into the computer--as long as there's paper in the chart, I would see if that could be finished on the next shift).

It is highly unlikely that a sweep of the flu won't happen in the future. If there's standing orders, if families sign a consent, and there's a med sheet for each resident that is done at the time of the administration--this may be the key to not then having to document on the masses all at once.

I would be the first to also call the BON for advice, and your risk managment people at the facility.

If it happens again I would plainly ask if you are reporting off to the DON, and he/she is going to finish administering the medications and documenting on same........I am being saracastic, however, it is very, very easy to direct from an Ivory Tower as opposed to taking half the work load on so you don't have to stay past your time...

Havin' A Party!, ASN, RN · May 4, 2014

... it is very, very easy to direct from an Ivory Tower...

Right on!

Have said this many times.

Management folks -- that are usually insulated in their office most of the day -- oftentimes either (a) just don't get the realities, pressure, distractions, and other time restraints of dealing with the "live" nursing floor, or (b) don't really care.

Many times, their prime focus are the budget, overtime goals, etc. But, of course, lip service will be given to resident care at every opportunity.