Harassment and Retaliation

I would report a hostile work environment to HR. I would also follow up in writing so a paper trail gets started. If you are part of a union your rep might be able to guide you.

What kind of situation is being set up?! How do you know?! Is there anyone with info that is willing to back you up ASAP?! Is it something that could harm a patient or cause you to lose your license?! If either of these are the case I would consider looking for another job. It's not worth the stress or pressure of living with that kind of dysfunction day after day.

Hopefully you have already documented previous incidents and have brought them to the attention of your manager. Just keep your nose clean, and don't give anyone any reason to look at you sideways. If something does occur, be sure to document immediately while the details are still fresh in your mind.

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Maybe I'm being naive, but perhaps the DON moving you to days is a way of protecting you. If this person is as unstable as they sound, the truth will come out.

I'm sorry you are going through this....It leaves me wondering...

Why can't people act like adults?

People like that are just the farts of society.

Maybe I'm being naive, but perhaps the DON moving you to days is a way of protecting you. If this person is as unstable as they sound, the truth will come out.

:yeahthat:

Even if it's minimal, I make sure to document! (Think of it like patient document but for yourself!) I keep my own record at home of small incidents that I know aren't worth making a big deal over but may upset me -- and be a cause of concern in the future. For big concerns (only a few, but still worth noting), I e-mail my charge nurses (although I know that only 1 actually gives a hoot) so that (a) a paper trail is created and (b) it "encourages" them (in writing!) to do something about the problem. For (a), I print out a copy and leave it for the charge in addition to printing a copy for my own records.

Best wishes on your concern!

:yeahthat:

Even if it's minimal, I make sure to document! (Think of it like patient document but for yourself!) I keep my own record at home of small incidents that I know aren't worth making a big deal over but may upset me -- and be a cause of concern in the future. For big concerns (only a few, but still worth noting), I e-mail my charge nurses (although I know that only 1 actually gives a hoot) so that (a) a paper trail is created and (b) it "encourages" them (in writing!) to do something about the problem. For (a), I print out a copy and leave it for the charge in addition to printing a copy for my own records.

Best wishes on your concern!

You have no idea how well this works!!

The situation is getting really bad. Can't say much here, but could in PM if anyone would like to help me more. Thanks for the replies here.

:yeahthat:

Even if it's minimal, I make sure to document! (Think of it like patient document but for yourself!) I keep my own record at home of small incidents that I know aren't worth making a big deal over but may upset me -- and be a cause of concern in the future. For big concerns (only a few, but still worth noting), I e-mail my charge nurses (although I know that only 1 actually gives a hoot) so that (a) a paper trail is created and (b) it "encourages" them (in writing!) to do something about the problem. For (a), I print out a copy and leave it for the charge in addition to printing a copy for my own records.

absolutely ranaazha!!

everything in writing.

whether it's an email or handwritten, make your concerns known in ink.

i can tell you, my written concerns were my saving grace when i was wrongfully terminated sev'l yrs ago.

you'd be shocked to learn of your work buddies who suddenly don't remember a darn thing you told them.

leslie

So does anyone know what type of actions can be construed as retaliation for a harassment claim at work?

So does anyone know what type of actions can be construed as retaliation for a harassment claim at work?

Maybe check with your state BON to see what sorts of these problems they've encountered? I'm sure they deal with these issues, although that's not their main role. Also, I imagine they'd be the most UNbiased source of information vs. say your employer, friends, co-workers, or even lawyers.

I managed to find info by doing a web search on "work-related retaliation", as no one could give me a decent definition - even tho I asked my employer, a nursing attorney, and even called the library!