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

mattsmom81 · Aug 25, 2004

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.

purplemania, BSN, RN · Aug 25, 2004

Texas has a safe harbor law for nurses who refuse/report unsafe assignments. It is designed to protect the nurse. The guidelines and form are online, so you might want to look at them to get some language to use in case you have to write someone about your situation. Also, in this case I would definitely contact the NM and/or House Supervisor to let them know about the situation. Our HS was sometimes able to come up with creative solutions.

http://www.bne.state.tx.us Do search for "Safe Harbor"

Whistleblower · Sep 5, 2004

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

If you can mentally and emotionally take it, keep doing what you are doing and above all else make sure the reprimands and disciplinary actions received by your supervisor is written specifically in answer to your complaints of unsafe staffing.

One manipulative trick supervisors play on staff nurses who express concern with unsafe staffing is to devalue the staff nurse. Words like: "I'f you can't handle your assignment here, go elsewhere" or "I'f you don't like it here, just leave" are the typical responses that unscrupulous supervisors play on their staff nurses. Keep a running account of these words against your professional integrity and start a diary as to the date and cirumstances that you are assaulted by such words. In your personal response to your supervisor casually reaffirm that you are only advocating for your patients and ask her not to take further attacks against you. If your supervisor is not receptive to this then check to see if your state has a Health Care Whistle Blower Protection Law and invoke protection under this law immediately before you take any further action against your supervisor or employer.

If you are going to complain on behalf of your patients always be a strait shooter and up front or don't even bother. Blowing the whistle halfway is worse then not blowing it at all..

One word of caution. Assuming you have had good past evaluations get a hold of copies of them now because the next step your supervisor will take is to discredit you in some way in future evaluations and possibly before the BON.

Best of luck in your role as a true patient advocate.

Regards,

Thomas M Fraser RN

mattsmom81 · Sep 14, 2004

One word of caution. Assuming you have had good past evaluations get a hold of copies of them now because the next step your supervisor will take is to discredit you in some way in future evaluations and possibly before the BON.

Sadly, been there done that got the Tshirt. Have seen nurses totally blackballed in my area by being 'too much a patient advocate', speaking out, etc. Only by nursing solidarity action such as unionizing do I see this changing in the future. Alone we have little protection IMO.

hipab4hands · Sep 14, 2004

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

We have the option of filing an "refused to accept assignment" paperwork. In the form, we state that we are refusing to accept the assignment and that we are not responsible for any bad outcomes that may occur.

We still have to work the shift, but it is a way of CYA'ing yourself on a short staffed unit.

virmm1, LPN · Nov 1, 2004

This has been an interesting thread. Hope things are going well for you in this situation. Were you able to stand and fight or was it in your best interest to cut and run? Just curious. Please let the rest of us know what happened.

lifeisbeautiful · Nov 15, 2004

LTC's facilities are always understaffed. I wouldn't have a job if I protested about it. The LTC's are only staffed well when the state inspector is at the facility doing an inspection.

How true this is! My first job was in LTC. We were always under-staffed (we couldn't say that though...we had to say "staff-challenged"). Nurses and CNA calling in sick all of the time. How are these facilities getting away with this? The state must be aware of staffing issues by looking at the staffing records.