How to file a complaint against Charge Nurse?

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Hi everybody,

Please someone tell me the best official easiest way to file an official complaint against my charge. It is because she screams at her floor nurses in the nurses station and intimidates us all. She has already had to attend anger management courses. I am not alone in the fear, but I am the only one willing to stand up to her and chance loosing my job. Do I write a letter to the DON? HR has already recommended that I go to the DON. BTW, when I am angry I always tear up so please give me the least confrontational way to do this. :cry:

Thanks y'all!

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Specializes in Critical Care.

Hmmm, I'd definitely write a note to the DON but I'd also consider an incident report. Facilities have to have policies against lateral violence and it sounds like this charge RN is violating them..risk mgt probably should be involved as well. Just a thought

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Hi everybody,

Please someone tell me the best official easiest way to file an official complaint against my charge. It is because she screams at her floor nurses in the nurses station and intimidates us all. She has already had to attend anger management courses. I am not alone in the fear, but I am the only one willing to stand up to her and chance loosing my job. Do I write a letter to the DON? HR has already recommended that I go to the DON. BTW, when I am angry I always tear up so please give me the least confrontational way to do this. :cry:

Thanks y'all!

I don't mean to be flippant, but what does your agency policy say about lodging complaints? Following established procedure is as good insurance as you'll get against being fired, outside of finding the hospital president in bed with someone other than her/his spouse, when you have to confront the lousy behavior of managers, or anyone else in the organization for that matter.

You've talked to HR, which is a good move, but sometimes the person you talked with might not know the right procedure either.

A letter is a good approach. It allows you to lay out your case professionally, thoroughly, and w/o emotion while you are calm and not under pressure by having to talk, etc. Then, in any meeting, you can use your letter as an anchor, filling in details or answering questions.

Good luck to you.

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Does your facility have a compliance line? That is always a good place to start when you want to remain anonymous, but want to insure that the complaint is dealth with and gets into the hands of the right people.

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Be anonymous. Sometimes the charge RNs and DON/ADON talk to each other. Don't let this come back to you, or you might be the one getting yelled at (or worse). But have lots of facts when you confront this problem in a letter. You could go above the DON/ADON if the behavior continues.

It is poor management for a charge nurse to yell, criticize, or belittle other staff. It is possible that this is how DON/ADON are talking to her, and this fustration is causing her to snap at her staff. Good luck and be careful.

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Check with you HR Department or if your facility is large enough, your compliance department. At our facility it is an 800 number. Just as the previous writer wrote, remain anonymous because alot of these folks talk regularly. You can choose to remain anonymous with the compliance line and they will give you a case number and PIN to call back and follow-up on your case.

SB

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Most faucilities also have a policy regarding workplace violence and bullying. I would look over your handbook to see, and if you can't find such policy, ask HR to furnish you with a copy. An incident report can also be anonymus--and could outline perhaps one specific incident. You also may not be the only one who feels this way, and there's safety in numbers. Also, seek out a union rep. Often they can assist you in wading the waters of a formal complaint. Good luck with this!!

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Thanks everyone! In my angst I forgot to look over my P&P book. I will follow their guidelines and hopefully find some relief.

You are all my BFF's!

:kiss

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Specializes in onc, M/S, hospice, nursing informatics.

Just one thing I have to add to the previous posts...

DOCUMENT, DOCUMENT, DOCUMENT!!! Keep detailed notes of when, who, why, where, and what happened. Keep a notebook as detailed as you would for a patient you knew was going to sue you! Just the facts, not your feelings at the time. No need to share this with ANYONE, not even someone you think might be your buddy at work. Keep this to yourself. Sometimes emotions can cloud your memory later. Good luck, and keep us posted.

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Specializes in psych. rehab nursing, float pool.

I think one can never go wrong by going up the chain of command. Do you have Nurse Manager who is beneath your DON. If not then I would go to the DON if that is the next chain of command for you. That would be where I would start.

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Specializes in ICU/PACU.

Nurse manager. She is responsible for responding to this complaint. If no response, go above her and report them both.

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