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

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I was honest with my RN supervisor letting her know that a couple of the techs had been abusing breaks. It was supposed to be an anonymous complaint, but it didn't turn out that way. If there's one thing I can't stand it's co-workers who abuse breaks because being left to pick up the slack when they're not around is not fair. So how do l deal with this?

Specializes in Peds/outpatient FP,derm,allergy/private duty.
I was honest with my RN supervisor letting her know that a couple of the techs had been abusing breaks. It was supposed to be an anonymous complaint, but it didn't turn out that way. If there's one thing I can't stand it's co-workers who abuse breaks because being left to pick up the slack when they're not around is not fair. So how do l deal with this?

You absolutely should not put up with extended breaks if you and/or other staff members are adversely affected by it, because the simmering resentment usually kills off whatever tiny fraction of teamwork that may have existed in the first place.

If your supervisor was receptive to your complaint I would say the nasty remarks should be ignored. My only caution would be the reality that nurses who have a legitimate issue are still met with an indifferent response by supervisors. Sometimes they go further and defend or excuse the slackers.

I know the unit drama is a b-word, especially if it extends to managers. Hope things get better for you.

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Specializes in Psychiatry, Community, Nurse Manager, hospice.
I don't work with aides/techs, so I really don't know, but I have a question for some of the posters...

You all really think it's acceptable for the bedside RN to be the one talking to the techs about their long breaks? The way I see it, I don't hire them, I don't schedule them, I don't officially start the disciplinary action process with them, and I don't do their annual performance reviews, so why exactly should I be the one talking to them about their job performance?

If it's something like leaving someone on the bedside commode that shouldn't be left alone, I'd say something because that's my patient, too, but I don't think their breaks are my business beyond the fact that it would inconvenience me. Besides, if I talked to techs about their long breaks, nothing changed, and then I went to management, it would be pretty obvious who reported them even if management was professional about it and never mentioned my name.

I am also not working as a nurse with aides/techs. I do work alongside techs but I don't direct them and they don't direct me. We sort of pass each other. If I ever had a problem with any of them, and I have, I bring it up to them first. I do not go running to their manager first. If any of them has a problem with me they bring it up with me and they have. It's just common courtesy not to involve a person's supervisor unless it is necessary. Any decent supervisor expects that employees can speak to one another like adults before they go up the chain of command.

Now if I saw a tech do something criminal or serious that would be a different situation. If I saw a tech steal, hurt a client, etc, yeah I would go straight to the manager. But that is not what we are talking about here.

Taking long breaks? Absolutely not. You bring that up with the tech, and only if it is negatively impacting you. You work that out with your coworker because your manager is not a kindergarten teacher. You tell the tech how their behavior is affecting your work and come up with a mutually agreeable solution that usually involves compromise. Maybe your breaks are too short and you need to relax a little. Maybe the tech's breaks are too long and he needs to cover you a little more.

If you are running around reporting people for wasting the company's time for taking 15 minutes extra on a break when it is no skin off your nose you are probably a tattletale. You were probably the kid that told mom when your brother didn't have his napkin on his lap and your mom was probably the kind of mom that yelled at your brother instead of telling you not to tattle. I wouldn't want to work with you.

I will end by telling you about something I saw yesterday in the preschool I contract for. A preschool student told the teacher, "Miss J, he touched my back while we were getting in line." And Miss J responded, "You need to tell him about it."

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Specializes in critical care.
Is shanking people in the prison yard still a thing?

You can have my toothbrush.

Yes, it is.

It's also a thing to eat sharp objects, then attempt to vomit them back up so they have a "upper GI bleed" worthy of busting them out of seg or gen pop for some time away from "home".

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Specializes in Med nurse in med-surg., float, HH, and PDN.

So, I know this isn't probably at all helpful, but!

When my hubs drove a big rig for a large local grocery chain, if his rugged, macho co-workers (truck-drivers) fell to whining and complaining about some change that was implemented because of something THEY had done......Hubs would say, "Wah-wah-wah, Cry-Baby-Truck-Drivers!"

(Well *I* thought it was funny...)

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Specializes in Case mgmt., rehab, (CRRN), LTC & psych.
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.

I think you hit the nail on the head...

Professional virtues such as approaching people and not immediately jumping the chain of command seem to have been lost on many people in the workplace. Unless something serious such as abuse, theft or impairment occurs, the chain of command typically starts with the person who commits the supposed infraction. Hence, you attempt to talk to that person before running to the manager or supervisor to report him/her.

I'd be mad if someone went over my head to report me for an issue when they could have approached me first. Approaching another person is the hallmark of an adult.

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Specializes in orthopedic/trauma, Informatics, diabetes.

The ones that i have seen abuse the silence of others are the ones that if you try to approach them professionally, do not react professionally.

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

Some people will always talk crap about anybody and everybody? If you aren't dealing with anything first hand, then don't worry about it.

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Specializes in Case mgmt., rehab, (CRRN), LTC & psych.
Some people will always talk crap about anybody and everybody? If you aren't dealing with anything first hand, then don't worry about it.
Bingo. We cannot be all things to all people.

I know for a fact that some of my coworkers have talked badly about me, but it doesn't bother me much. After all, ambitious people talk about possibilities, whereas petty people talk about other people.

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Specializes in Telemetry, correctional.
I don't work with aides/techs, so I really don't know, but I have a question for some of the posters...

You all really think it's acceptable for the bedside RN to be the one talking to the techs about their long breaks? The way I see it, I don't hire them, I don't schedule them, I don't officially start the disciplinary action process with them, and I don't do their annual performance reviews, so why exactly should I be the one talking to them about their job performance?

If it's something like leaving someone on the bedside commode that shouldn't be left alone, I'd say something because that's my patient, too, but I don't think their breaks are my business beyond the fact that it would inconvenience me. Besides, if I talked to techs about their long breaks, nothing changed, and then I went to management, it would be pretty obvious who reported them even if management was professional about it and never mentioned my name.

Great point.

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Specializes in Hospice.

Well, I know I talk to the cnas I work with about job performance because I'm their direct supervisor ... it's part of my job (and the part that I seriously hate). Any cna working with a patient to which I'm assigned is essentially delegated by me to perform care. When extended breaks and all the other various work performance issues start to reflect in poor monitoring and care, it's my job to correct that. If badness happens because of incompetent or negligent care by a cna caring for a patient whose nursing care is my responsibility, it's my license that's subject to review for improper delegation or supervision.

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Specializes in Cardiac (adult), CC, Peds, MH/Substance.

You work in LTC. The aides make about what a fast food worker makes. If they keep doing it, their pride is about all they have. They probably rationalize the long breaks. I don't disagree with what you did, but you have to keep it in perspective. They can be an asset. Ruining what little pride they have usually isn't effective. "Hey, you were gone an hour. Kim had to pick up the slack. Do you want her doing that to you?" More effective.

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Specializes in Med-Surge; Forensic Nurse.

Ok, rumors are just that, rumors. Keep it moving, keep doing your job, keep living your life.

DO NOT respond to rumors or rumors about rumors. They mean absofreakinlutely nothing to your life.

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