hostile workplace- dangerous co worker, low morale

[scrubs12]

i work in a large unionized hospital in the OR dept in the evening shift.

we have a co worker who we (nurses, scrub techs, surgeons) believe to be a dangerous nurse. he is unable to provide safe patient care without constant intervention.

no one feels safe working with him in the OR setting because he is: paranoid, has tunnel vision, unable to multitask, freezes- literally freezes, lies- incapable of admitting any mistakes, cannot prioritize, unable to function at a basic novice scrub/circulator nurse level in the OR without calling the charge nurse for help repeatedly during a single case, fails to anticipate and act quickly when circumstances change- ie laparascopic to open...

he has been in the OR for over 10 years, this is his second career- sued his first career employer for $$$ and was paid to be trained in this career. he has been on/off of workers comp multiple times for extended periods of time for questionable injuries ( he has his own doctor), accused co workers of threatening him, for discrimination....

we ( even surgeons) have individually written him up multiple times, we have spoken with our DA's multiple times ( they are scared of him and/or don't care), nothing is done and we suffer- emotionally and physically. morale is extremely low, we fight each other about our "rotation" with him.

its so difficult to describe what environment is like- you are forced to do his job as well as your own for the patient's safety all the while feeling paranoid that he is setting you up for another workman's comp claim or lawsuit- said he was choked when getting gowned up, ran and stuck his foot under an empty gurney and claimed injured toe, brushed against a coworker holding surgical equipment and claimed that person hit him with said surgical equipment ( didn't notice there was a witness)....

we've even discussed getting a petition refusing to work with him for our patient's safety and our personal safety/license. we've discussed obtaining a lawyer because our supervisors are aware of the situation but unwilling to do anything.

suggestions other than getting another job?

[caliotter3]

I go with seeking legal advice. But seek help from your union reps first.

[Mulan]

Is he a nurse or a scrub tech?

Does he have a license of some kind?

[xtxrn, ASN, RN]

What kind of union allows this? I've never worked for a union- and wouldn't (just a facility that I could give my 2 weeks notice and hit the road), but thought they were supposed to protect you somehow and make a working environment safe....nevermind tolerable.

Best of luck. This sounds like a total cluster. :heartbeat

[Nurse SMS, MSN, RN]

Curious if Safe Harbor would be reasonable in this instance. It sounds like it meets criteria for an unsafe assignment.

[tvccrn, ASN, RN]

Good answers, but to point out not every nurse works in a union shop. Believe it or not, the unions have not taken over every hospital in the country.

However, OP if your supervisors are aware of the situation and have not done anything AND you have the documentation to prove you have made them aware you should go up the ladder. Go as high as you need to, always pointing out the legal implication of his actions should a huge mistake be made. For example, when speaking to the higher ups, make mention of the fact he could possibly cause harm to a patient and then the patient's family could possibly sue the facility.

Always keep documentation of what was said, to whom it was said, and when. It may be that a point is reached where you say the entire OR staff feels as if they have no recourse but to hire legal counsel as the atmosphere has become in-conducive to work.

[SummerGarden, BSN, MSN, RN]

i agree with tvccrn, that this needs to be taken up the food chain. you and your co-workers have a lot of documentation to take this over your immediate supervisor's heads (unless you guys only complained and did not write this stuff up). btw, anyone can be fired working in a unionized hospital just like a non-unionized hospital. so you are not stuck with this individual just because that person is in a union. in fact, unions work to protect workers' rights and that includes not protecting toxic, inefficient, or dangerous employees from being fired. thus, as caliotter3 mentioned this needs to also be taken to the union too and a lawyer if the union does nothing as well. keep documenting and good luck to you all....!!!

[Isabelle49]

If the employee is an RN, BON would be a consideration and that would be done confidentially.

[Flo., BSN, RN]

Have the surgeons complained. At my hospital the surgeons get whatever they want. If they want you not to touch their patient ever that is accommodated. I'm talking more than write ups. the good old fashioned walking into the presidents office and throwing a hissy fit complaint.

I would continue to write up this rn every time he made a mistake and was dangerous. Encourage your coworkers to do the same. At some point risk management has to look at it and go whoa we need to eliminate this risk.

Another thing all the nurses, techs etc could go as one to DONs office and complain. Volume speaks

[Mulan]

If he is licensed, a report to his licensing board, anonymously if need be, would be an option.

[tyvin, BSN, RN]

I have worked in union places all my life ... I know the union protects the good and will defend you against the bad. Go to your union rep and seek advice. The unions also have their own attorneys so you don't have to seek your own. There must be documentation, documentation. Write this guy up until you are all blue in the face. I'm talking incident reports about every little thing that happens from hear on out. I've worked with these types and his arrogance will be his undoing.

[Ruby Vee, BSN]

document, document, document. and then take your documentation up the chain of command as far as necessary.