filing a complaint

babynurselsa, RN · Feb 4, 2006

But would you want to even attempt to stay in a dept if the manager did not want you there. Sounds like it would be a very tense situation.

nialloh, RN · Feb 4, 2006

But would you want to even attempt to stay in a dept if the manager did not want you there. Sounds like it would be a very tense situation.

I have to agree. If the manager decided to get rid of someone and was over ridden because of a weak case, don't you think the next case would be stronger to make sure. Maybe leading to firing for embarrassing the manager. You wouldn't even have to do anything wrong. No-one is perfect. You will make a few little errors that will be lumped together so it looks worse, and the case is made.

Just take care of what you do, and how you do it. Decide if the unit is worth it. Good luck.

Daytonite, BSN, RN · Feb 4, 2006

I'm not totally sure what you are getting at, but I was a nurse manager in a very large teaching facility. I have never heard of a manager specifically asking for someone to be removed or transferred from his/her unit. Part of the reason is because no other managers are going to want that person either. What I saw when managers wanted to get rid of an employee was two things. (1) they found and started to document a good case for getting the employee fired for good cause, or (2) as soon as the employee put in for a transfer, they did everything they could think of to promote the transfer of that employee to another unit to the point of lying to another manager about some of the "bad" things the employee had done.

So, I'm very curious about this situation of yours. You may say that the manager does not have a strong case, but I wouldn't want to test it. There is no way to know what written documentation isn't already sitting in a file with your name on it. Management is under no obligation to tell you about everything that is written about you and put in your HR file. With the advice of people in Human Resources, a weak case could be turned around on a person. I say get the heck out of Dodge or you are looking at a lot of potential problems from disciplinary action to termination. If this manager wants you out and gone, he/she will find a way to do it with the help of HR. I guarantee it. It's not worth the fight.

ADDENDUM: I just went back and looked at your old posts. If you are still in your orientation period the manager does have the ability to make you gone. If you are a new employee to that hospital and are still in your probationary period a facility can terminate you tomorrow if they want. Based on what you wrote about your nemesis preceptor, I would guess they already have what they need to discharge you if they want. I'm guessing that your manager is actually giving you the benefit of the doubt despite what you might think and that HR is already on your side. It costs a lot of money to orient someone to a specialty unit like the ER and HR may be telling your manager that she needs to allow you some time to get acclimated. It is very possible that HR knows a lot more about what is going on with this manager and her staff than you think. They're not going to tell you though. That's why I would advise you to stop talking about whatever interpersonal problems you are having with any of the staff. Just go in to work, be all businesslike and do your job. If you start involving other ER staff in whatever is going on with you, the preceptor and the manager, you are going to get tagged as a troublemaker and gossiper--not good. If HR has any plans to clean out some of the nasty people working in the ER it won't be hard to put you out with the rest of the trash if you are making any kinds of waves when they start chopping off heads. If you really want to stay there, hang loose, dummy up and keep it all businesslike. Just put up with the crap as best you can, don't comment about how your orientation is going unless you are asked by your manager and even then, don't volunteer anything that she hasn't asked about.