How Do You Accept Report on an Understaffed Unit???

I need advise on this issue. I was always taught that if you believe that you are taking report on a unit with a potentially dangerous understaffing issue, that you must always inform supervision in writing. I was recently reprimanded and disciplined for doing just this. I am looking for advice and perhaps some backup documentation from anyone out there with some ammo for me!!!! Thanks!!!!:angryfire

just a simple statement as "accepting assignment under duress/protest" should suffice.

i can see why mgmt. would get testy but that's too bad.

or you can refuse to take the assignment.

either way, the outcome isn't going to be favorable.

what were the specifics of the discipline? did it go in your file? if so, you have the right to add a rebuttal, also to be added to your file.

When I have found myself in such a situation, I phoned my supervisor and then did the best I could to provide safe care.

I need advise on this issue. I was always taught that if you believe that you are taking report on a unit with a potentially dangerous understaffing issue, that you must always inform supervision in writing. I was recently reprimanded and disciplined for doing just this. I am looking for advice and perhaps some backup documentation from anyone out there with some ammo for me!!!! Thanks!!!!:angryfire

----------------------------------------------------------------------------You did the right thing and the supervisor should have tried to get you more help,but it seem that someone micturated in her cereal that morning.

Don't sweat it just do what you can do--prioritize and triauge delegation of

patient need and let ambulitory patients fend for themselves.Have every pt

who complains about nursing ,put it in writing and put it in the direcor of

Nursing's in box--someone will get a blast and it won't be you ,because you didn't write it,try that!! :chuckle --------NRSDUG

I need advise on this issue. I was always taught that if you believe that you are taking report on a unit with a potentially dangerous understaffing issue, that you must always inform supervision in writing. I was recently reprimanded and disciplined for doing just this. I am looking for advice and perhaps some backup documentation from anyone out there with some ammo for me!!!! Thanks!!!!:angryfire

Healthcare facilities are legally responsible for providing adequate staffing for the patients they accept. You have a duty to report potentially dangerous understaffing to your supervisor. It is innappropriate for a manager/supervisor to discipline a nurse who is following their legal and ethical obligation. RNs have a responsibility to their patients to report and record staffing problems. Action or inaction on the part of your supervisor may lead to charges of unprofessional conduct against them. You can report a supervisor to the Board of Nursing.

What state are you from? Check with your state nurses association as well as the Board of Nursing. Read the Nurse Practice Act for your state. Also, read the "Code of Ethics for Nurses". Do you belong to a union? Who reprimanded you and how were you disciplined? Nurses need to stand together and be more aggressive in protecting patients as well as their own integrity.

Staffing issues stink! I find it very frustrating to overhear our staffing office making judgement calls as to how appropriate the staffing grid/mix is. These gals are secretaries -- very talented secretaries --they are not nurses though -- determining staffing without an adequate knowledge of acuity levels and patient populatin=on stc -- just going by the number of "butts in the beds" -- is not only unprofessional, but dangerous as well. Have had a few staff nurses refuse assignments and get "reprimanded" for it -- however, our managers here are all seasoned nurses themselves and they are typically ready to stand up for their nurses, attempt to get the grids changed and will often disregard a "staffing issue reprimand" unless it is an unreasonable response from the nurse in question.

Follow the chain of comand, present your case and know what YOU need to accept the assignment. If you give them an ultimatum ie "I need another nurse and another CNA or I will not acept this assignment" be prepared for the possibility they will not meet it....and what your next action will be.

If we stay, accept report and negotiate for more staff later, we are establishing duty and accepting liability. If you choose to do this, the facility shares liability IF you have informed the chain of command properly. All BON's have their own Safe Harbor type situation and we must know how to proceed when we run into these situations...and this is a situation too many of us will face. Familiarizing yourself with your state's regulations/NPA.

The first few months in a facility I listen and watch closely, and ask a lot of 'what if' questions to decide if I want to stay. Doing so will limit a nurses' chance of finding herself up a creek without a paddle later. Too many facilities, in my experience, rely on manipulation and bullying to get their nurses to remain in unsafe situations. We all have to define that fine line...where we stay and do our best, or say hell no I'm outta here.

It took me quite a few years to get to the point where I knew where that line was...and I remember how hard it was when I was starting out. We learn through experience.

(((HUGS))) to all nurses.

I need advise on this issue. I was always taught that if you believe that you are taking report on a unit with a potentially dangerous understaffing issue, that you must always inform supervision in writing. I was recently reprimanded and disciplined for doing just this. I am looking for advice and perhaps some backup documentation from anyone out there with some ammo for me!!!! Thanks!!!!:angryfire

When this happened we always called down to the nursing office to tell them of our concerns and why we felt that way.

I cannot recall not getting at least some help, aides, other RNs to to "tasks" etc to ease the load. They always seemed to try their best to ease the burden.

Dorothy

Thanks to all who replied thus far. I recieved notification from the FNA today that I did the proper thing. Next step is legal advise, then on to deciding whether to cut and run OR stand and fight. Will let those interested know how this all pans out!!!

Thanks to all who replied thus far. I recieved notification from the FNA today that I did the proper thing. Next step is legal advise, then on to deciding whether to cut and run OR stand and fight. Will let those interested know how this all pans out!!!

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Thank you Older Nurse I await your letter as to how you kicked butt and sued sucessfilluy. Don't let this die,as yopu perhaps are setting a precedence for other abused Nurses and patients at the hands of administration--NRSDUG

What you did would be a really huge big deal where I work as well. Seems your damned if you do and damned if you don't. Good luck. You did the right thing of course. Too bad we don't have our own board to fight for nurses like the BON protects consumers. One with a 24 hour hotline staffed by lawyers who will start the lawsuit by phone. lol , giggles Sorry- I must be giddy this evening.

I wish you well and look forward to hearing how this goes for you. Thank you for being tough enough to stand up for what our NPA says we should do...advocate for our patients.

I have been witness to coworkers who have tried to work with facilities during dangerously understaffed situation, certain the facility would protect them in the event of a major error. Only to end up with the finger pointed at THEM later when they were only trying to be a team player. I no longer count on the facility standing by me...as too often they will be quick to point the finger at the nurse if the shyt hits the proverbial fan and someone is harmed. It will likely not be an understaffing issue then, it will be a nurse error issue. Facilities are quick to blame an individual over a facility problem whenever they can, in my experience, and in today's facilities nurses can make easy scapegoats.

Best wishes and thank you for being an advocate. More of us should be so brave, IMO.