i would really like to know what others think about this..... yesterday, we had two people call in sick for the pm shift. So at 2.15, 15 minutes before our day shift was over, our charge nurse informed us that one of us would "have to" stay. "Us" of course meant only the aides. She seemed to feel no obligation whatsoever to cover for the absent staff members.
Anyway, none of us volunteered- one had no babysitter, two were already in overtime, one had another job, one had plans for the evening, i was not feeling well and also had a lot of homework to do yet. So none of us aides wanted to stay. So the charge nurse walked around pointing at each of us saying "you can't leave". Then she said we have to figure out who is staying, more or less implying that it should be me (since the other aide's excuses seemed to be more valid in her opinion i guess). I said I would not stay. I was too stunned by her field marshal behavior to say anything else, but I was determined not to stay. She said okay, lets flip a coin. Just before it came to that, the aide who had plans reluctantly agreed to stay. I felt like everyone was pointing fingers at me, though.
I am soooo mad. Not once did it cross her mind that maybe she should stay. Is that really so unreasonable? I mean, she's in charge, and if none of us aides can stay, shouldn't she be the one to step in and cover the shift? After all, it's basic nursing care, it's within her scope of practice, right? She acted as though she owns us, like she can FORCE one of us to stay. I am really tempted to file a grievance against her.
I personally do not feel like it is my obligation to cover for staffing shortages- especially since there is no incentive for doing so. We get no bonus, no overtime pay, just our regular wage, yet we are expected to put our life on hold and stay. I don't think so.
What do you think? How are situations like this handled where you work? And do you think I should complain about the nurse and her condescending behavior?
I guess it depends on what state you are in but I was under the impression that most BON's and states were doing away with mandated overtime because of studies and documentation that it is very unsafe. I know the states that I hold licenses in (FL, CA and PA) prohibit mandatory OT unless under extreme circumstances like natural diasters, weather related diasters or situations where most employees would have a hard time getting to and from their scheduled shift.
When I worked in PA (7 years ago) they did allow for mandatory OT and it was very difficult because I was a single mom with 2 small children at home and a ex husband that was not very involved so therefore there were times that I would scramble around to find someone to pick up my kids because I had to stay OT---thank goodness my parents lived close by and were usually available.
I know here in FL some employers will attempt to tell you that OT is mandatory without actually saying it that way in an attempt to hope that you do not know the state laws however when it is brought to their attention that you do know the laws they move on to their next unsuspecting victim hoping that that person does not know the laws and can be intimitated to stay. Therefore I would check the state law and not rely strictly on what my employer says but remember alot of states are fire at will state so therefore they can terminate you for any reason.
In todays society and economic situation I try to remember that even though there are times Im unhappy with decisions made by my employer at least I have a job that pays me very well and I am not having to worry about losing my house, car or putting food on the table. I am still able to go to the movies or take a vacation without worrying how the bills are going to be paid so therefore I try to work OT when I can in order to compromise and help out when it works for me plus the extra $$$$ is quite a added benefit...knowing I can make a extra car payment with the $$$ I earn for 12 hours of OT.
I totally agree that kids come first and if you have no babysitter then most certainly work will have to come 2nd but knowing that mandatory OT is possible would it be possible to have a backup plan in case you do have to stay over at work. Also if mandatory OT is a frequent occurance at your job then maybe all the CNA's should get together and come up with a routine so that you know what day of the week will be your turn to stay that way you only have to worry about a backup plan once a week instead of everyday that you work.
I really enjoy my job and my place of employment so it is not too often that I complain about work but when I do get frustrated I try to remember that I am very lucky to have a job and just like I work because I have to in order to have $$ to enjoy my time off you must remember that your employer is not giving you $$$ every 2 weeks because they feel like it...they are paying for a service provided by you.
Specializes in Float Pool, acute care, management/leadership.
I've definitely never been forced to stay, but I've been asked if I wanted to a few times. I can recall this one evening this past summer where I was working an evening 8-hour shift as a constant observer for a critical patient. I was supposed to get off at 11:30 p.m. I bused to work that day, so I told staffing that I could stay on the condition that I would have to take my lunch break at 11:30 because that's when I could catch a ride home with another co-worker getting off at the same time, and then I would drive back to the hospital with my car. The charge nurse agreed and when it came to 11:30, no one showed to relieve me or anything. It got to be about 11:40ish, and I hate making people wait. I felt bad for my friend having to hang around on my account.
I told the nurse of the patient I was watching the situation and that I needed to have someone relieve me, or else I couldn't stay because there would be no bus to take me home at 3AM. She pretty much snapped at me and told me to talk to her when she's not so busy. I finally saw the charge nurse loitering in the halls and reminded her what we agreed to. She got the same nurse to relieve me for my break, to which the nurse begrudgingly walked into the patients room and didn't even look at me. I tried to apologize and tell her this was the only way I could stay extra hours to help her, but all she could mutter was, "I understand" in the most snitty tone in America.
At that point, I didn't even want to come back and finish the extra hours I had agreed to. It took so much in me to not just walk out of there and be like, "I'm not coming back for OT, peace." However, I knew I had to stay because I agreed to, even if it meant working in the crappiest of environments. I couldn't help but think..."Hi, I'm pretty much doing you a favor by staying longer..." Anyway, so I came back and we didn't speak to each other the rest of the four hours that I was in the room. I was also witness to her horrible bedside manner as well. The patient was irritable and high maintenance, but still...show some professionalism, you know?
IMO, even if you are the most knowledgeable and technically-gifted nurse...it means nothing without bedside manner.
Specializes in Community Health, Med-Surg, Home Health.
To be fair to your DON I don't think her reaction was that unreasonable. How do you expect her to feel? It is not unusual for a healthcare facility to already be shortstaffed and overworked and she is responsible for absolutely everything that occurs on her watch. Perhaps the fair thing to do would be to arrange to drop your kids off an hour or two earlier so that neither you or your DON is finding out at the last moment that you can't come in to work because of this kind of a situation.
It is hard to find reasonably priced babysitters that you can trust, and many do not want for children to be dropped off earlier than a designated time. They have lives, also. I do believe that back up plans are necessary, but that doesn't mean that the back up will work. If this is dayshift, for example, most people have to arrive at work by 7:00am. To drop children off at 5:00am would be almost impossible. It is also true that the DON has responsibility to staff the facility, for sure, but I don't know what I would have done, either. We live in a society where time is money, people live on tight schedules. The babysitter may have had an emergency of her own where she couldn't take the children...say for example if she has her own kids and one of them caught a communicable disease...this would have meant even more time off for the parent.
I have to agree with AudreyJ on this one. Dropping the kids off an hour or two early may seem like a great idea to an employer but in my op the expense of both the missed time with the kids and the cost of the sitter just doesn't make it all balance out. But take into account, I live in an area with an extreme demand for cnas. For every job you leave, there are at least 5 other places wanting to interview you.
Well then people ought to have an already established back-up sitter for situations like this. Having children is a personal choice and it is not the responsibilty of any employer to have to accomodate an employees personal life, aside from pre-established arrangements and real emergencies. Especially in a healthcare facility, I think the DON has enough to do being ultimately accountable for all of the sick patients on her shift without having to bend over backwards for employees who call in at the last minute because of a situation that could have been avoided. If you want to sit home with your kids an extra two hours a day that's your situation to work out and shouldn't be passed onto the DON's plate. That kind of behavior is unfair not only to your DON, but also to your co-workers who are going to have to stay and work your shift or to the patients who are going to get less than the attention they need.
To be fair to your DON I don't think her reaction was that unreasonable. How do you expect her to feel? It is not unusual for a healthcare facility to already be shortstaffed and overworked and she is responsible for absolutely everything that occurs on her watch. Perhaps the fair thing to do would be to arrange to drop your kids off an hour or two earlier so that neither you or your DON is finding out at the last moment that you can't come in to work because of this kind of a situation.
I understand where you're coming from. I know she was probably frazzled with 9 admissions rolling in but this has never happened before and I was only late once before because I misplaced my keys. My babysitter is incredibly reliable but she just had an emergency she had to attend to, it happens, none of us can predict what will happen.
Specializes in Community Health, Med-Surg, Home Health.
Well then people ought to have an already established back-up sitter for situations like this. Having children is a personal choice and it is not the responsibilty of any employer to have to accomodate an employees personal life, aside from pre-established arrangements and real emergencies. Especially in a healthcare facility, I think the DON has enough to do being ultimately accountable for all of the sick patients on her shift without having to bend over backwards for employees who call in at the last minute because of a situation that could have been avoided. If you want to sit home with your kids an extra two hours a day that's your situation to work out and shouldn't be passed onto the DON's plate. That kind of behavior is unfair not only to your DON, but also to your co-workers who are going to have to stay and work your shift or to the patients who are going to get less than the attention they need.
I respect the fact that an employer has their own interests to protect. However, what was the CNA to actually do? No reliable babysitter? What I probably would have done is the same, but with the maturity in mind that the DON would have to do what she has to do, the same as I would. At my job, they probably would have docked us; you have to call in two hours before your shift or risk leave without pay. I would have taken the LWOP, and while at home, I would have been thinking of further back-up plans. Bottom line is that the same as the DON has a responsibility for the service she is hired to advocate for, the single parent has an obligation to their children. Now, I wouldn't let this happen again and again, but to risk my child is something I could not live with, either. I have to admit, I am glad that I don't have childcare issues any longer. The risk is too great during these desperate economic times. And, I am sure that if the other workers got stuck in a similar situation would have done the same or even worse...no call-no show, or bring these children in with them to be sent home, anyhow.
One of the most important things line staff have to do, in my opinion is to consider each other-in that if we work together as a team, much is accomplished. Unfortunately, nursing doesn't think this way. We are so busy being ultra-paranoid over each other, the upmanship and eating our young and weaker ones, that we do each other in. I have been in areas where for whatever reason, many call in and we are working with a skeleton crew. Horrible situation, for sure, but I never speak negatively of the ones that are not present, because I can't change it. I suck it up and deal.
I don't want you to think that I am challenging you in any way. I totally see your point. In my eye, if a person is not an abuser of these actions, is a team player and works hard, I do the best I can do work with the situation as is, because one day, it might be me or my loved ones. And if it were, I'm out.
I respect the fact that an employer has their own interests to protect. However, what was the CNA to actually do? No reliable babysitter? What I probably would have done is the same, but with the maturity in mind that the DON would have to do what she has to do, the same as I would. At my job, they probably would have docked us; you have to call in two hours before your shift or risk leave without pay. I would have taken the LWOP, and while at home, I would have been thinking of further back-up plans. Bottom line is that the same as the DON has a responsibility for the service she is hired to advocate for, the single parent has an obligation to their children. Now, I wouldn't let this happen again and again, but to risk my child is something I could not live with, either. I have to admit, I am glad that I don't have childcare issues any longer. The risk is too great during these desperate economic times. And, I am sure that if the other workers got stuck in a similar situation would have done the same or even worse...no call-no show, or bring these children in with them to be sent home, anyhow.
One of the most important things line staff have to do, in my opinion is to consider each other-in that if we work together as a team, much is accomplished. Unfortunately, nursing doesn't think this way. We are so busy being ultra-paranoid over each other, the upmanship and eating our young and weaker ones, that we do each other in. I have been in areas where for whatever reason, many call in and we are working with a skeleton crew. Horrible situation, for sure, but I never speak negatively of the ones that are not present, because I can't change it. I suck it up and deal.
I don't want you to think that I am challenging you in any way. I totally see your point. In my eye, if a person is not an abuser of these actions, is a team player and works hard, I do the best I can do work with the situation as is, because one day, it might be me or my loved ones. And if it were, I'm out.
That is all well and good but a parent whether single or married ought to have a back-up plan for those kinds of situations.
Specializes in Community Health, Med-Surg, Home Health.
I understand both of your views, Milwila and Stanley. I am just saying that when it comes down to that, each is going to do what they have to do. These excuses go on in all careers, not just nursing. And, there is always the chance that each of the back up plans fail, and if that happens, there is a stalemate. In this case, the stalemate was that the DON was ****** and the parent stayed home with her children. We don't know this person, she is posting here anonymously, like the rest of us. She may be a decent employee who had a bad blow, which does happen every now and then, or this may be an abuser...who knows? If she is not an abuser, then, I hope that she retains the respect she should have by the powers that be are acknowledging that every now and then, crap happens. There usually a difference between a person who usually acts responsibly is treated versus an individual who thinks things are owed to them. I hope that the OP is the former.
Specializes in Community Health, Med-Surg, Home Health.
We usually give our employees a few chances. Once is an accident, twice is a warning, three times is a pattern...
Of course the people that are crazy responsible and go far and beyond get the same consideration.
So, at least in our facility, the people that work more or are more flexible or basically are more of a benefit to the business get a lot of leeway.
Those that aren't or even those that just show up and do their 40... Well they really don't get any leeway.
People must do what they have to do but they shouldn't be surprised or mad at the result.
Or they can just not have kids. The freedom is priceless. :chuckle
I can respect this; when I have made choices to do what I have to do, I do anticipate the fact that there may be unfavorable consequences to my decisions. If I had to be counseled, then, the situation had better be worth it to me, and whatever I chose to do had better be accomplished, or it would have all been a waste of time.
I understand both of your views, Milwila and Stanley. I am just saying that when it comes down to that, each is going to do what they have to do. These excuses go on in all careers, not just nursing. And, there is always the chance that each of the back up plans fail, and if that happens, there is a stalemate. In this case, the stalemate was that the DON was ****** and the parent stayed home with her children. We don't know this person, she is posting here anonymously, like the rest of us. She may be a decent employee who had a bad blow, which does happen every now and then, or this may be an abuser...who knows? If she is not an abuser, then, I hope that she retains the respect she should have by the powers that be are acknowledging that every now and then, crap happens. There usually a difference between a person who usually acts responsibly is treated versus an individual who thinks things are owed to them. I hope that the OP is the former.
I agree with everything said. And the OP has stated that this was the first time that particular situation had occured with her. My objection is not with her but with individuals I have encountered in the workplace who carry this assumption that because they choose to have children they automatically get to move to the head of the line. Especially in nursing where so many are dependant on so few this is not the attitude to have. As Stanley has said, there are other places of employment out there more favorable to mothers with childcare problems, places where no one really cares if you have to call in a few times a year because of last minute emergencies. I've worked in a few of those places, so I know they exist.
Part of being a responsible parent is the ability to handle your responsibilities other than parenting.
The freedom is priceless. :chuckle
Kymmi
340 Posts
I guess it depends on what state you are in but I was under the impression that most BON's and states were doing away with mandated overtime because of studies and documentation that it is very unsafe. I know the states that I hold licenses in (FL, CA and PA) prohibit mandatory OT unless under extreme circumstances like natural diasters, weather related diasters or situations where most employees would have a hard time getting to and from their scheduled shift.
When I worked in PA (7 years ago) they did allow for mandatory OT and it was very difficult because I was a single mom with 2 small children at home and a ex husband that was not very involved so therefore there were times that I would scramble around to find someone to pick up my kids because I had to stay OT---thank goodness my parents lived close by and were usually available.
I know here in FL some employers will attempt to tell you that OT is mandatory without actually saying it that way in an attempt to hope that you do not know the state laws however when it is brought to their attention that you do know the laws they move on to their next unsuspecting victim hoping that that person does not know the laws and can be intimitated to stay. Therefore I would check the state law and not rely strictly on what my employer says but remember alot of states are fire at will state so therefore they can terminate you for any reason.
In todays society and economic situation I try to remember that even though there are times Im unhappy with decisions made by my employer at least I have a job that pays me very well and I am not having to worry about losing my house, car or putting food on the table. I am still able to go to the movies or take a vacation without worrying how the bills are going to be paid so therefore I try to work OT when I can in order to compromise and help out when it works for me plus the extra $$$$ is quite a added benefit...knowing I can make a extra car payment with the $$$ I earn for 12 hours of OT.
I totally agree that kids come first and if you have no babysitter then most certainly work will have to come 2nd but knowing that mandatory OT is possible would it be possible to have a backup plan in case you do have to stay over at work. Also if mandatory OT is a frequent occurance at your job then maybe all the CNA's should get together and come up with a routine so that you know what day of the week will be your turn to stay that way you only have to worry about a backup plan once a week instead of everyday that you work.
I really enjoy my job and my place of employment so it is not too often that I complain about work but when I do get frustrated I try to remember that I am very lucky to have a job and just like I work because I have to in order to have $$ to enjoy my time off you must remember that your employer is not giving you $$$ every 2 weeks because they feel like it...they are paying for a service provided by you.