How do you deal with being called a "snitch" by your co-workers?

BuckyBadgerRN, ASN, RN · Nov 3, 2015

What exactly are you DEALING with? The extra work or some sort of retaliation from your complaint that turned out to not be anonymous? I'm confused by your post, it's kind of vague

Been there,done that, ASN, RN · Nov 3, 2015

A verbal statement to the nursing supervisor on duty is not officially reporting the infraction. Now you know the supervisor mishandled the report. ( do not ever verbalize any complaint to him/her again).

You need to write up the slackers, officially. Follow your facility's protocol. Complaints are filed either on line or written.

1Jessie86 · Nov 3, 2015

I'm not dealing with anything yet. Mostly just nasty rumors behind my back.

1Jessie86 · Nov 3, 2015

We don't have that option. We have to report complaints to our supervisors first.

mmc51264, BSN, MSN, RN · Nov 3, 2015

I, myself have not had a discussion with management about the abuses that others commit, like all 3 aides taking an hour lunch when I barely have time to pee. There have been nurses that HAVE complained, and it has not been kept confidential and I have seen repercussions. We have several younger nurses who say they just quit asking the aides for help b/c the older aides pick and choose what the will do and what they won't do. Tail wagging the dog.

BSNbeauty, BSN, RN · Nov 3, 2015

That's a tough spot to be in. I would suggest talking to the techs one by one and explaining the complaint you have about them taking long breaks. Maybe this will help.

Time will pass and eventually they will get over it.

This also happened to me. I just out my big girl panties on and admitted to the techs that I did report some concerns. I also apologized for not discussing my concerns with them first. Since that convo our working relationship improved.

iluvivt, BSN, RN · Nov 4, 2015

Is sure is easier for the abusers to pick on you and talk behind your back than for them to take responsibility for abusing the system! I probably would ask management to tell each one of them that if they are upset they only have themselves to blame and if there is any retaliation against you there will be consequences.

If management is not willing to do this then I would speak wth each one of them as prnqday advised and explain how their long breaks impacts the patients, their coworkers and reflects poorly on their reputation.

jadelpn, LPN, EMT-B · Nov 4, 2015

Is there charge nurse? Does that person delegate to the aides or makes sure what is delegated is done?

This becomes an issue when you need assistance and there is nothing but crickets. Then it is a patient safety issue, so I would write it up as such every time.

Otherwise, rumors and other stuff.....there's just no time in the day to invest one moment into that foolishness. If you are out and out hearing things--"I am not going to respond to that comment (that rumor)" and walk away.

I would only involve yourself further if patient care is affected, such as you need help right away and the aides are declining. Or if you ask for something to be done and they will not/do not do it.

Karou · Nov 4, 2015

Unfortunately, you can never assume you will remain anonymous when reporting a complaint. Even if anonymity is assured, word gets around and you will be surprised how quickly you are found out.

It's best to suck it up and talk to the person first yourself, if possible. After that it may not even reach the point where you need to go to a supervisor for resolution. If you do need to, then at least this person will have had a heads up. It's the more professional way to handle things. It's not always practical to confront the person first though, and in that case you may have to go straight to the supervisor just be prepared for the whole thing to be known

FolksBtrippin, BSN, RN · Nov 4, 2015

Anytime you report someone you are throwing a bomb on the personal and professional relationship. Sometimes that is necessary, but if you can avoid it you should. Try talking to the person first. Be polite, friendly, and don't be extreme and use words like "abuse". Save that word for someone who hits a patient, not for someone who takes a long break. If you get nowhere from a discussion, ask yourself if the relationship is worth salvaging before you report someone. Does this person help with patient care, treat you and the patients with respect, is he basically a good CNA to have around even though the breaks are long? If the answers are yes, then maybe you can let this thing go before you destroy the relationship.

As for what to do now, you are in a bad mess. Are you willing to apologize? Do you think you made a mistake? If so, then do that. Even if you simply regret not talking to them first, say that to the people who were affected, and give them an opportunity to express their feelings to you directly. Some people will appreciate this, forgive and move on and some people will hold a grudge until they die. Hopefully you are dealing with at least some of the first type.

bloatedputti, MSN, RN · Nov 4, 2015

Welcome to the world of managers who rise through the ranks, but some who aren't meant to be leaders. You've experienced a negative feedback loop, and will now be hesitant to report concerns in the future. There was NO reason the manager needed to open his or her mouth with your name. It could have been dealt with by watching the particular offenders and reminding staff as a whole about breaks. I find this a lot in nursing. Lots of drama, gossiping, and not handling staff complaints professionally and legally in some cases.