Having problems with supervisor not listening.

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Specializes in LTC.

I work noc shift. :nurse:I am the only nurse with 4 cna's, that's if there are no call-ins. I have a very hectic schedule so I really need to depend on my staff to care for the residents without having to follow their every move. I am having problems with my Supervisor because she feels I am picking on a CNA that has just been rehired 2 wks ago and she doesn't believe hardly anything I tell her.

The cna has come to work late just about every noc and has alcohol on her breath. I have called my supervisor and explained the situation, told the supervisor I am sending her home but the supervisor tells me there is nothing I can do unless this cna hurts a resident. The supervisor will not talk to me about the legal aspect of this cna coming in with alcohol on her breath. She defends the cna over the phone and says to watch her closely.

I have informed the administrator of the problem and all that does is get the same question "Did you talk to your supervisor about it?"

This cna worked at our facility 7 months ago and was let go d/t constantly calling in. I am not allowed to change the roster and assign the cna where I can easily watch her because the supervisor fills the roster out and does not allow anyone to change it unless we call first. I feel I am between a rock and a hard place.:banghead: This cna does an okay job on her good noc's other times she hides for long periods or disappears. I found her asleep in a Residents room one noc on an empty bed. My supervisor told me they were wanting to put the cna on day shift to monitor her better. I have called the corporate office and talked with them but nothing has come of it yet.

My supervisor and I have had other issues not as severe as this one where she just won't listen to me but will believe anything about me that filters through the rumor mill. I c/o one certain Resident getting up in the middle of noc and sneaking out for a smoke. I reported this to the supervisor and the administrator at the same time. Then she reprimanded me saying I should have come to her sooner. :confused:

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I'm not up to speed on all the legal aspects of nursing (as in RN, LPN) but can't you go over your supervisor's head and report the cna to the BOH? God forbid she harms a resident while under the influence of alcohol...then it will come back and bite you in the butt!

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Specializes in Cardiac, Adolescent/Child Mental Health.

So you're supposed to wait until she hurts somebody, working under your license, before anything will be done about her coming to work reeking of alcohol?

What kind of mess is that????? Protect your license (and the welfare of your patients) at all times...

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Report the CNA to her certification board (usually the state DPH) for coming to work smelling of alcohol. It will probably get ugly but continuing to allow her to work impaired could cost you your license.

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Specializes in ICU/CCU, Home Health/Hospice, Cath Lab,.

Does your facility have any protocols established on what is expected when coming to work. I know ours says that if you have alcohol on your breath I can send you home. Otherwise if the supervisor refuses to do anything about the cna and the troubles you are having, I would kindly inform them that you are hereby placing your two week notice and start applying elsewhere. Then for the next two weeks do not allow that cna to do any care when she comes in smelling of alcohol. Simply show her to a private room, give her a bed and say congratulation you can sleep and get paid!

Hope this helps

Pat

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Report the CNA to her certification board (usually the state DPH) for coming to work smelling of alcohol. It will probably get ugly but continuing to allow her to work impaired could cost you your license.

It probably varies state to state, but my certification comes from the BOH.

I would definitely check your states policy. She is a danger to herself and others. If she is sent home with alcohol on her breath you could also be held partly responsible if she has an accident on the way home.

Sticky situation, and IMO, I wouldn't care what the supervisor said. Of course she'll care when it's her license on the line.

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Specializes in LTC.
So you're supposed to wait until she hurts somebody, working under your license, before anything will be done about her coming to work reeking of alcohol?

What kind of mess is that????? Protect your license (and the welfare of your patients) at all times...

Exactly, I called the state of mo. this am. Thanks for your comment.:rolleyes:

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It sounds like there are some issues with this CNA that management feels they can not share with you. It also sounds like they are trying to build a case against her and feel they need solid evidence.

Actually at times management goes overboard on the side of caution where firing is concerned. In this case it may be justified. You say she was just rehired.

The facility may have been essentially forced to rehire her due to some legal threat. If they can build a case then they can dismiss her without having to face whatever claims this CNA is making against them.

Help them build the case. Continue to document. Do so in objective detail. Talk to your supervisor discuss how to make it easier to do the monitoring they are requesting.

This sounds to me like you are really on the same side. There are too many clues in what you say that suggest that they need and want to build this case. They are not at liberty to tell you this though. (been there)

It sounds like the CNA is making some claim of wrongful dismissal.

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Document. Also as the night shift lead charge are you the administrator on site? Quite frankly, I would send this employee home. I would write formal letters to the supervisor and the administrator documenting how many times you have observed this behavior. If necessary you should quote the facilities policy. If they don't have one and they continue to condone this behavior I would leave and report the facility to the LTC authority and or you could anonymously do this today. I can't believe in this day and age institutions would sit on their hind tails and not do anything.

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Specializes in ICU, nutrition.
It sounds like there are some issues with this CNA that management feels they can not share with you. It also sounds like they are trying to build a case against her and feel they need solid evidence.

Frustrating as it may be, I believe Agnus may be right. We had a similar situation with a member of our team a couple of years ago. She was one of those longterm employees who'd been passed from department to department, never fired, but if someone had an opportunity to get rid of her, they would. She landed in our area and didn't start causing problems till her probationary period was up...surprise, surprise! It took a long time and a lot of documentation to finally get rid of her! She works at the hospital across town these days...I have a friend who sees her occasionally...I hope she's doing well but good riddance, ya know?

Bide your time, document, and protect your license!!

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Specializes in LTC.
Document. Also as the night shift lead charge are you the administrator on site? Quite frankly, I would send this employee home. I would write formal letters to the supervisor and the administrator documenting how many times you have observed this behavior. If necessary you should quote the facilities policy. If they don't have one and they continue to condone this behavior I would leave and report the facility to the LTC authority and or you could anonymously do this today. I can't believe in this day and age institutions would sit on their hind tails and not do anything.

I Know, but it seems some places just want warm bodies.

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