How would you handle this difficult person?

Document. Document. Document. And have others document as well. When it's one person's word against another, it's difficult to prove anything, especially if it's a one time deal. But, if over time, you and others document problems with the same person, it gets more difficult for management to ignore.

Write down what she does, when she does it using quotations and give it to the DON in a timely manner and keep a copy for yourself. This ensures a paper trail. She is not an RN and seems to be trying to practice beyond her professional limits. You have talked to her and recieved agression. Take it to management. If you know of others who have had trouble with her encourage them to do likewise.

~Jen

Document. Document. Document. And have others document as well. When it's one person's word against another, it's difficult to prove anything, especially if it's a one time deal. But, if over time, you and others document problems with the same person, it gets more difficult for management to ignore.

Very good idea, and I have been doing that (documenting), do I keep gathering the information and then present it to my administrator and DON, or do I give the information to them in writing each time a situation happens? :uhoh21: I am new at this. :smackingf

Write down what she does, when she does it using quotations and give it to the DON in a timely manner and keep a copy for yourself. This ensures a paper trail. She is not an RN and seems to be trying to practice beyond her professional limits. You have talked to her and recieved agression. Take it to management. If you know of others who have had trouble with her encourage them to do likewise.

~Jen

I would have to agree with you. Our med room is locked with a code and if your not a nurse you do not go there.

I need advice. I work in assisted living (I am a nurse) and I have one care attendant who seems to be out for blood or something. she is constantly asking me "why" I changed a nursing order, "why" I wrote something this or that way. Every time I tell her something I get back-talk, she just disagrees with me no matter what. She will ask me a question and then will claim the other nurse told her something different for an answer. She left a resident in a wet bed until almost noon one day, and then after she got her up she just pulled up the comforter over wet sheets. I had complaints from two other staff about the smell coming from the room. Now she claims she was told she could not "force" a resident to get up, so she just leaves them in bed as this is what she was taught by another nurse. I said we never force, the word is "encourage" and please to come and get me and I will help her any time with difficult residents. she is making my life miserable at work. she came in the med room that same day and yelled at me because a residents meds had not come in. She was counseled by me for leaving the resident in a wet bed and then went right to the administrator to deny everything. heeeeeeeeeelp

If possible when you are documenting, have any witnesses also include their statements, like the two staff who complained about the smell coming from the room. It seems she uses the "we cannot 'force' a resident" excuse, please, how many people would want to say in urine soaked linens. I've seen patients refuse IV starts, catheters, medications, etc, but I've yet to see one who refused to have clean dry linens.

Her questioning "why" you changed a nursing order or "why" you wrote something that way indicates she has control/power issues. I'm very wary of "know-it-alls", sometimes they can be very dangerous in the health care setting, they tend to step outside their scope of practice. The fact that you're new makes you a target for her. Have you talked to other nurses who have worked with her about how they dealt with her?

Document incidents as they occur and what actions you took, keep a copy for yourself. Arrange to talk to your DON about her. Definately encourage others to do the same.

Best of luck and keep us posted.

Document. Document. Document. And have others document as well. When it's one person's word against another, it's difficult to prove anything, especially if it's a one time deal. But, if over time, you and others document problems with the same person, it gets more difficult for management to ignore.

Okay, this morning I went through all my documentation on her and I have three things that I think I can use. 1) Leaving the resident in a wet bed all morning. Two other staff noticed the smell and informed me of the situation. 2) Not informing me for an entire week that a resident was having loose stools, and she did absolutely no documentation and the rez has a prn order for Lomotil which she did not give, and the third is screaming at me in the med room. is this enough? :uhoh21:

I need advice. I work in assisted living (I am a nurse) and I have one care attendant who seems to be out for blood or something. she is constantly asking me "why" I changed a nursing order, "why" I wrote something this or that way. Every time I tell her something I get back-talk, she just disagrees with me no matter what. She will ask me a question and then will claim the other nurse told her something different for an answer. She left a resident in a wet bed until almost noon one day, and then after she got her up she just pulled up the comforter over wet sheets. I had complaints from two other staff about the smell coming from the room. Now she claims she was told she could not "force" a resident to get up, so she just leaves them in bed as this is what she was taught by another nurse. I said we never force, the word is "encourage" and please to come and get me and I will help her any time with difficult residents. she is making my life miserable at work. she came in the med room that same day and yelled at me because a residents meds had not come in. She was counseled by me for leaving the resident in a wet bed and then went right to the administrator to deny everything. heeeeeeeeeelp

This caretaker is trying to bully you. You need to firmly put her in her place. Write her up or you'll face continuing and increasing challenges from her as you try to do your work. You do not need to explain your actions to her; you are in authority.

:uhoh21: Update: She has been counseled and given four write ups, one was for throwing a pencil at me in the med room while I was on the phone with a resident's daughter. I am so surprised she was not canned for that. She is still there but is walking a very thin line. It's only a matter of time I think. :smackingf

and thanks for all your replies

one was for throwing a pencil at me

Good heavens! She should know that you could've called the police on her right then and there.

I think I would have. The person is too violent to be in this kind of work dealing with frail old people.

:uhoh21: Update: She has been counseled and given four write ups, one was for throwing a pencil at me in the med room while I was on the phone with a resident's daughter. I am so surprised she was not canned for that. She is still there but is walking a very thin line. It's only a matter of time I think. :smackingf

and thanks for all your replies

There really needs to be a ZERO tolerance for workplace abuse, especially between co-workers.

I need advice. I work in assisted living (I am a nurse) and I have one care attendant who seems to be out for blood or something. she is constantly asking me "why" I changed a nursing order, "why" I wrote something this or that way. Every time I tell her something I get back-talk, she just disagrees with me no matter what. She will ask me a question and then will claim the other nurse told her something different for an answer. She left a resident in a wet bed until almost noon one day, and then after she got her up she just pulled up the comforter over wet sheets. I had complaints from two other staff about the smell coming from the room. Now she claims she was told she could not "force" a resident to get up, so she just leaves them in bed as this is what she was taught by another nurse. I said we never force, the word is "encourage" and please to come and get me and I will help her any time with difficult residents. she is making my life miserable at work. she came in the med room that same day and yelled at me because a residents meds had not come in. She was counseled by me for leaving the resident in a wet bed and then went right to the administrator to deny everything. heeeeeeeeeelp

In reply to.Luv2Quilt...

I have a few questions & I hope I don't come off sounding like a B***h,,

Why,first of all is this attendant questioning your nursing judgment?

Why in the world is she even in the med room with you?

Why,is she questioning Dr orders?

Seems to me she thinks she's all that& has abad attitude.

She sounds like a very inaduquate Tech.

You should be writting her up for the sloppy care she is giving.

Also,,leaving the resident in wet,pee soaked linens/clothes is also a form of abuse!

I don't mean to be harping,or come down on you,you certainly have your hands full indeed!

Maybe you can be more assertive with this person,maybe she needs to know who is actually charge nurse,when it's all said & done,your ultimately responsible for everything that happens,& in this case,,care that doesn't happen.

It's your license that you worked so very hard for,on the line.

I wish you luck,my friend:)

Elsie*

I need advice...... she is making my life miserable at work. she came in the med room that same day and yelled at me because a residents meds had not come in. She was counseled by me for leaving the resident in a wet bed and then went right to the administrator to deny everything. heeeeeeeeeelp

In my experience, when I have people like this, I go with them. I do it with them. Here's what I mean....

Marie(not her real name), Mr. Hy is wet, i just checked his diaper. Please change him in the next 10 minutes, and I need to see his sacrum.

When she goes in the room, go with her, and help turn him, keeping silent the whole time...only talking to the resident.(Keep you hand on the rail. We are just here to clean you. etc..) let her rant for no more than 30 seconds. Remind her she is a professional, and that these circumstances are not to be brought into the residents room, as many times as she needs to hear it. Then write it up if she failed to be a professional.

You are acomplishing a whole bunch of things.....

You are in charge, you are supervising, you are reminding her of HER job.....

As a charge nurse myself, I have cultivated a team, and this was through many MANY meanies in the feild. They had to leave/transfer units when they couldnt "hack the work load" ie: couldnt challenge me or get away with mis-treatment.

Yes, keep your supervisor/DON involved orally. Yes, after each incident, write it up, and when 3 are accumulated, bring it to the DON in writing.

Good luck.

Every once in a while God turns on the Sitcom Nurse Channel for a good laugh.