Hi everyone, I'll just get right into it. I work as a LPN in a group home with a few individuals with intellectual disabilities. We also have a nurse aide who comes and helps out during daylight hours. This specific nurse aide has given the nurses multiple problems since she was hired. Essentially her job as the nurse aide is to make sure the house is kept clean, cook, laundry, plan activities with the residents, take them on outings, simple tasks. The job is fairly laid back, however the residents must be closely monitored by all staff due to behaviors. For weeks, this nurse aide has done nothing but lay on our couch and watch netflix for her entire shift. Does not clean, cook, and barely says a word to the residents. Me and a few other nurses have complained about her, but we were basically blown off with nothing done about it. Today I walked in for my shift to find her asleep on the couch and snoring. I had a hunch that she was sleeping on a few other shifts but never caught her until now. I immediately took a picture and sent it to my supervisor for proof. Long story short, the nurse aide was immediately fired for neglect. Sleeping is not tolerated. However, when I reported it to HR, they gave me the impression that I should have spoke to the nurse aide about it or simply woke her up instead of reporting it. So now, I am second guessing what I did. My intention was not for her to get fired, I just wanted the management to see what she was doing and possibly re-train her. I didn't like her, but I would never want anyone to lose their job. What would you have done?
Specializes in CCU, SICU, CVSICU, Precepting & Teaching.
You ask what I would have done? We are taught to speak directly to the person we are concerned about first, but that is so much easier to say than do. We are poorly prepared in life for direct confrontation, and the consequences can be truly uncomfortable. It sounds like you have a lot of conflict about what happened, and I think that is normal. It is hard to know the right thing to do, and having a good nurse mentor to talk to is a good first step. Perhaps to prevent future issues, start looking for someone you can trust to talk to about these issues before acting. I am always happy to lend a supporting ear!
In addition, for future questions of wrongdoing, there is a great tool - The North Carolina Board of Nursing Complaint Evaluation Tool. It can be used for evaluating "blameworthy" behavior vs. human error for anyone, not just nurses. It's on my website - please check it out - I hope it helps.
That tool seems as though it would be more useful for managers than for co-workers. Obviously sleeping on the job despite being counseled against it is a willful and egregious "error". But there is no way for the OP to know where the aide was in the disciplinary process -- or even if she WAS in the disciplinary process. Still, it seems like a useful tool for managers to use when deciding whether or not to report an offense (or series of them) to the BON.
Specializes in CCU, SICU, CVSICU, Precepting & Teaching.
It was not an issue of her being too tired from her other jobs, because then you would have seen at least an attempt to do the work. Netflix all day with NO work being done? This person was milking it. You were able to finally get her punted. The residents of the home deserve better. The aide doesn't.
Even if the problem is that she's too tired from her other jobs, that does not give her the right to collect a paycheck from THIS job for sleeping and watching Netflix.
If there were cameras there and they wanted to catch said employee in action, they'd use those footage of the offending action, too.
There is a special type of lazy coworker that knows exactly where all the security cameras are located so they can slack off, smoke, or even drink on the job without being caught on tape.
Specializes in CCU, SICU, CVSICU, Precepting & Teaching.
I have worked in places that the CNAs are union and the only way to discipline for sleeping on the job is to have 2 people see them and have a picture. Without this the union fights it and usually wins. So I would not necessarily bash the camera use but I would check whether your facility has a policy regarding camera use.
Two good points -- using the camera may get you in trouble at some workplaces, so I'd check the policy. But I have worked in places where you have to have MORE than two people on MORE than two occaisions documenting you sleeping on the job before anything can be done.
Your intention was not wrong at all, you just wanted her to do her job but it was her actions that got her fired. the only wrong thing is that you took her picture without her permission and that's a no no, wherever it may be.
As a parent who has an adult son in a group home, I'm glad you did what you did. The aide was given chances it was bout time. The only thing I'm confused is why there are nurses and aides. I find that interesting.
I wouldn't feel bad one bit. She was getting paid to do a job that she clearly didn't care to do. Now she can lay around at home watching Netflix and eating Cheetos. Case closed.
Laying on a couch and watching Netflix is not working. Sleeping is definitely not working. Considering this person was being paid to work you didn't get this nurse aid fired, she got herself fired. I don't understand why you would feel in the least bit sorry for that.
It's tough because most likely the word is gonna get around that you took a picture of her sleeping and sent it in to your supervisor. So now workers might think twice about what they do around you. Yes, she deserved to get fired for being asleep, but me pesonally, i woulda woke her up and had a loooooooong talk with her. Just my .02
Ruby Vee, BSN
17 Articles; 14,051 Posts
That tool seems as though it would be more useful for managers than for co-workers. Obviously sleeping on the job despite being counseled against it is a willful and egregious "error". But there is no way for the OP to know where the aide was in the disciplinary process -- or even if she WAS in the disciplinary process. Still, it seems like a useful tool for managers to use when deciding whether or not to report an offense (or series of them) to the BON.