Hostile work environment - considering breaking contract - any thoughts?

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I apologize if this gets too lengthy, but could sure use some nursing/career advice! I am 40 years old, went back to school a few years ago to become a nurse. I graduated in December, passed the boards in January, and found my first nursing job in February. I am an RN, and while I am a new nurse, I have worked in health care for the last 20 years. My new job, which I've only had for a bit over 3 months now, is in a small long-term care facility that has only 33 residents. I did not take a job in LTC just so I would have a job - I actually very much like the geriatric population and had worked as an activity director at a great facility for about 5 years, and really came to love this population, so much of my job search was focused on LTC.

So I was offered the job - it's full time, and the hours work well for me and my family. I also liked the fact that the home is really small - I felt like I'd really be able to get to know my residents and their families (which I have). But since I am a new grad, the company (which owns other facilities too) made me sign a 2 year contract and if I leave before the 2 years is up, I will have to pay them $5000 - supposedly that is the cost of training a new grad. I am kicking myself now for signing it, but at the time I thought, well, it'll be a job for 2 years and when the 2 years is over, I'll have 2 years experience that I can take elsewhere if I so desire.

My first 5 weeks were spent at a different facility that is newer, beautiful, and very well staffed - they wanted me to get practice as a new nurse doing meds, etc., etc. It was great there - staff was great, I got comfortable doing meds, it's closer to my house - everything was great and I was loving being a nurse. Then I switched to my "home" facility, where I had one week of learning to do charge, then was completely on my own that next weekend. I have discovered that my boss, the DON, is really crazy, and I'm finding that I cannot spend 2 years working under this woman. The rest of the staff does not like her either and I have heard so many bad stories about her that it makes my head spin. She has been there for just over a year, and the long-term staff are just holding out that she'll leave soon, but staff morale is literally in the toilet. I've never seen anything like it.

Here are just a few examples of what I personally have witnessed/been a part of (but there is so much more!):

- DON does not like to do nursing care - on 2 occasions she wanted to look at wounds that I had to re-dress, and she would barely even go near the resident, much less even touch them. How can you be a DON if you don't like doing actual nursing care?

- She makes up fake names and puts them on the schedule - yes, it is true - to make it look like there is staffing and when I call the agency (which she loves to use), they have never even heard of these people. So almost every weekend, I am extremely understaffed.

- She doesn't know her residents at all - she came out of a room one day and told me that Mrs. Smith would like a grilled cheese instead of the fish. Mrs. Smith is dying and has been on hospice care and hasn't spoken a word in weeks, but her roommate Mrs. Brown asks for a grilled cheese every day. So I said, do you mean Mrs. Brown? She said no, Mrs. Smith. Me: Are you sure it's not Mrs. Brown? Her: No - Mrs. Smith. Finally I asked her which side of the room this person was on, and it was Mrs. Brown that she meant. (And there are more instances of this type of thing!)

- But the icing on the cake was this past Friday. She called me and a CNA (who is an excellent CNA, by the way - probably one of the best ones there) up to her office. She needed to speak to the CNA because she had not stayed past her shift one morning (she works 11-7) and we were short on the day shift, and she needed to be "spoken to." I was called up as a witness. Instead of being professional and telling the CNA that if we are short, it would be nice if she were able to stay in the future, the DON proceded to yell at her, telling her that "from here on forward, are you going to pick your job or your family," then told her that maybe she should "go work in a bank and not work in healthcare, as maybe those would be better hours." She also pointed her finger right in the CNA's face and screamed "I don't care, I don't care about your family!" I have never witnessed anything like it in my life, and if I had been the CNA I would have up and left right there and never come back. I was even considering walking out myself if this is her attitude about mothers who work in healthcare. I am a mother, and most of the women I know who work in healthcare are also mothers or have some sort of family - boy/girlfriends, parents, etc. There was more to this intimidating, harrassing, discriminatory one-sided screaming, but that is the crux of it.

Anyway, knowing that this is her attitude about mothers who work in healthcare (and yes, this woman is not a mother and is single - I wonder why), I am having a hard time making myself go back to work in there. The environment is truly hostile and I am so stressed out every day that I have to go to work, but I have this contract hanging over my head. My husband says there is no way I am paying that money if I leave, as I didn't sign up to work under such hostile conditions, so I have started looking for a new job. I did apply to the facility where I did some training, because if I stay within the company, I'd be able to keep up my end of the contract. But part of me doesn't even want to work for this company at all, if this is how one of their administrators acts. Anyone have any experience with this type of thing? Thank you!

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Could you transfer to a different facility??

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Specializes in ICU.

Everybody has a boss ... start going up the ladder above the DON's head. Bring up your concerns - in a tactful way. Heck, if they fire you, then THEY have broken the contract. ;)

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What is the average working lifespan for a DON in that facility? Ask your coworkers if there are any long-term employees.

With a little patience, you might outlast her.

From what I gather in your posts, you don't mention dislike of your work, residents or co-workers, just the DON.

Is there any way you can avoid her? Work nights, weekends or whenever she isn't around?

What if you put aside a portion of your earnings towards a "freedom fund" with a goal of raising $5000?

Go ahead and try for the transfer, your contract might be valid in a different facility.

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Document, document, document! Then if you are put in a position of leaving you will have the information for your defense. Those are not safe working conditions (she doesn't even know who the patient is?) and NO ONE should have to tolerate the abuse she dished out to that CNA.

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What a brutal environment to work in!

You need to think about it in terms of protecting your mental health.

Put a formal complaint in writing and submit it to not only the "DON's" boss but occupational health as well-use dates and multiple examples. You will need something to back you up when you quit saying this is a hostile work environment and is effecting your ability to do your job. Remember Bullying/harassment occurs over time and is repetitive. You have to prove that it is not a one time occurrence. Let the Don's boss know that you are considering taking sick time due to stress...the company has to see the DON as a financial liability before they will act.

Secondly, think about it terms of protecting your license. This woman is not going to protect you if something goes wrong with a pt. Call your Nurses organization AMA or your state nursing union. They may have some advice too

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Specializes in Rehab, LTC, Peds, Hospice.

It is not unusual to have a DON not do patient care, or not know patients, I've worked plenty of places unfortunately where I had to redress wounds because 'someone' wanted to see - DON, unit manager, doctor, wound nurse ?! -however abusive DONs luckily I have had only a few. I would go for a transfer - you liked it there - all companies have problems - they may not know yet about her yet. Encourage the good CNA to come with you. If she doesn't / tell her to stand her ground with the DON and tell her she can't and won't stay - period. If she fires her she can get unemployment and look for another job - which she will find because CNAs are in demand - especially good CNAs / and you will give her a reference.

She's a bully,btw and bully's only have as much power as you give them. Stand your ground, stay calm and professional - and if you have to leave the situation - saying you'll

Return when things are calmer. Be the grown up. Also keep a journal of what she does and get to know the administrator. (they could be tight, or not - you have to be careful going over her head) You also might want to read your facility policy about mandatory overtime.

Best of luck to you!

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Specializes in ED.

If you have a union, report her to your union. Also, start documenting everything for your records. Send a copy to her boss and if nothing is resolved, to her boss's boss. Keep a copy of everything for your records. You can also send a copy to your state labor board. If you are working in a hostile environment, then they are breaking the contract. I would also obtain a copy of the contract and have a lawyer review it to see what your options are. This woman needs to be reported. I would also contact your state nursing board and report her to them. Most important is to document and keep copies of everything so that you will have proof of your complaints should you chose to leave.

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Thanks to all for your comments. As one of you mentioned, I do love the nursing part of my job, and I love my residents, but the DON is definitely making life tough for everyone. Yesterday I did put in for a transfer where I oriented - they have a few openings. I've also applied to a few jobs elsewhere, and am going to take your advice to document everything. Our administrator is very part-time and word has it that he loves the DON, but I don't know that he's aware of how she treats her employees. I'll keep you all posted!

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Specializes in Critical Care, Education.

I don't know the specifics for your state, but I do know of instances in which the type of harassment you described (abuse of the CNA) has prompted legal action in Tx. It's difficult to prove since it usually ends up in a she-said/I-said confrontation, so you may want to look into the use of a VAR (voice activated recorder) to capture the conversation. In my state, this is perfectly legal since you are a participant in the conversation. These devices are easily available for

I do not claim any sort of expertise in this area, but from the description of the DON's behavior and abusive comments - her "problems" are creating a toxic environment that is jeopardizing patient safety (fake staff). It's a moral & professional imperative to initiate corrective action.

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I am really concerned about this contract you signed - I have never heard of such a thing! Has anyone else? Many states are at-will states which basically means either the employer or the employee can end the work relationship at anytime for any reason as long as it has nothing to do with discrimination. Also, many places of employment have a probationary period of 90 days during which the employer/employee can determine if the job is a proper fit for the new hire. I would certainly have a lawyer look at the contract and determine its validity. Good luck - I learned the hard way how damaging working in a hostile environment can be to mental and physical health.

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