What to do with a bothersome co-worker!

[SWEETNURSE1974]

I am having some major issues with a co-worker and don't know what to do! I started at my current facility a little over a year ago as lead RN in ICU. There are just 2 guys that work in the unit. One is a lead nurse on days and the other is a LPN, "Fred", that works nights with me. At first I got along fine with "Fred", but now he is constantly trying to pawn his work off on me because he's "just a LPN". Also, I feel that he tries to undermine my authority with some patients and other staff members. I've tried talking to him and our manager, but it doesn't seem to help. The house supervisors are having some trouble with him, too, but once again our manager seems to ignore the issues. I was recently told that nothing would be done to reprimand him, because he's gay and management is afraid that he will sue. Everyone could care less about his sexual orientation! We just want him to respect us as fellow nurses and his superiors. I, personally, want him to do his job and treat his patients with more diginity and compassion! What can I do?!?!?

[DutchgirlRN, ASN, RN]

I was recently told that nothing would be done to reprimand him, because he's gay and management is afraid that he will sue. Everyone could care less about his sexual orientation! We just want him to respect us as fellow nurses and his superiors. I, personally, want him to do his job and treat his patients with more diginity and compassion! What can I do?!?!?

You couldn't care less that he's gay and neither does anyone else, I totally understand, I don't care who's straight and who's not but being told by management that they are worried about being sued because of his sexual orientation is the writting on the wall.

All you can do, as I see it, is do your job to the best of your ability, don't take on any of the jobs he tries to give you because "he's say's he's just an LPN" and unfortunately you'll have deal with how he treats his patients, sooner or later his poor nursing care and lack of dignity towards his patients will catch up with him.

[leslie :-D]

don't take on any of the jobs he tries to give you because "he's say's he's just an LPN" and unfortunately you'll have deal with how he treats his patients, sooner or later his poor nursing care and lack of dignity towards his patients will catch up with him.

agree w/dutch.

do not take on his workload.

if he's allowed to work icu, he can do his own work.

and if he's compromising pt care, keep good notes.

you never know when you'll need them.

best of everything.

leslie

[santhony44, MSN, RN, NP]

Does your unit have policies that specify what LPNs can and cannot do? If so, use those! "You said you can't do X because you are an LPN. See, here in our policy it clearly states that LPNs can do X."

DOCUMENT any interaction you have along those lines: Fred stated that he could not do X because he's an LPN. Policy 123.4a reads "blah blah blah, LPNs can do X." Fred then stated he'd never been trained. Fred was given such-and-such training."

Document what's happening. Fred doesn't have a leg to stand on. It's awfully hard for him to claim discrimination based on sexual orientation when the actual performance issues are right there in black and white.

Also, carefully document any training you give him and any he's sent for.

Your management are weenies. He could potentially sue, sure, but good documentation the actual issues should go a very long way toward eliminating the possibility.

Document, document, document.

[DutchgirlRN, ASN, RN]

Where I have worked if an LPN works in ICU they can do everything an RN can do in regards to patient care. They have ACLS and critical care training. The diffference comes in not being able to be in charge.

[FireStarterRN, BSN, RN]

I'm curious who told you that "nothing would be done because he's gay". The way you say that makes it sound like an unsubstantiated rumor.

I frankly doubt that his sexuality is a factor, one way or another, in this. It more sounds like a typical annoying co-worker problem where one person thinks someone should be fired and management doesn't have concrete grounds to do so. My suggestion is that you start by documenting deficiencies, just like would be done for any other employee, ignore rumors, and quit talking about his sexual orientation, it's not helping your case.

[jlcole45]

Why is a LPN working in ICU? The majority of hospitals have stopped this practice. I like the others agree that if he is approved to work therethen he has to pull his weight. Surely you're not the only one who has problems with him. If more then one person complains then it might carry more weight with administration.

Don't cover for him or take his crap. Write him up when the need arises and never let him talk down to you, especially in front of others.

Remember you are his superior as an RN. And he could be charged with insubordination.

Good luck. I know that dealing with difficult co workers is one of the biggest challenges we all face.

[TheCommuter, BSN, RN]

Why is a LPN working in ICU? The majority of hospitals have stopped this practice.

Many rural hospitals in the Southern states still utilize LPNs in the ICU, other critical care units, and the ER quite frequently. And just as I suspected, the OP is in Kentucky.

[Ruby Vee, BSN]

i'm curious who told you that "nothing would be done because he's gay". the way you say that makes it sound like an unsubstantiated rumor.

i frankly doubt that his sexuality is a factor, one way or another, in this. it more sounds like a typical annoying co-worker problem where one person thinks someone should be fired and management doesn't have concrete grounds to do so. my suggestion is that you start by documenting deficiencies, just like would be done for any other employee, ignore rumors, and quit talking about his sexual orientation, it's not helping your case.

years ago, an rn i worked with was fired for cause. so many causes, i can barely count them. he later tried to sue the facility, claiming that he was fired due to his "lifestyle." herman (not his real name) was gay, and was living with the local gay rights activist. fortunately, there was plenty of documentation as to the real reason herman was fired!

[DutchgirlRN, ASN, RN]

I'm curious who told you that "nothing would be done because he's gay". The way you say that makes it sound like an unsubstantiated rumor.

Management made that statement when she c/o about him. She did not bring his sexuality into the issue. She c/o how he treats patients and that he claims he cannot do some of his duties because he says he is "only an LPN".

My suggestion is that you start by documenting deficiencies, just like would be done for any other employee, ignore rumors, and quit talking about his sexual orientation, it's not helping your case.

My suggestion is to read the OP carefully before jumping to conclusions.

[leslie :-D]

My suggestion is to read the OP carefully before jumping to conclusions.

:omy::omy::omy:

maybe i misunderstood jls, but i think her point was not to play into what the mgr is worrying about (lpn's sexuality and lawsuits); just document lpn's actions/inactions, and do not make his sexuality a part of it- because it is totally irrelevant.

aw dutch.....

my pal dutchie. :smackingf:roll:kiss

leslie

[FireStarterRN, BSN, RN]

The OP nowhere states in her post who told her that nothing could be done because the LPN is gay. She states "I was recently told that nothing would be done to reprimand him, because he's gay and management is afraid that he will sue". She merely says "I was recently told". She doesn't say who told her.