I love hospice, but caseload is impossible, should we go to nurse advocate or CEO?

chskathleene · Aug 8, 2008

Hi Abby2525

I just came across your note while browsing and could not believe what you and the other nurses are going through. You would think working in Hospice that you would never behave so mean to the nurses. The work load sounds terrible and overwelming.

Hospices in general should not only care for their patients but care for their staff. Let me know how the situation is now.

Talk soon Kathleene

rnboysmom · Aug 8, 2008

Abby

I agree with Kathleen, nurses are much too valuable to be treated the way you describe--and such a shame as you all sound very dedicated. Definitely start with the chain of command--if this is your direct supervisor, go to the next step, even if it is corporate. There is safety in numbers--and you will carry much more clout if you organize as a group, however, do not go to the next level without a plan, and never mention anybody else by name unless you have their permission and backing. Find some time to have an informal meeting with your co-workers and pick "your voice"--realize that it may not be you (though it very well may be). Gather a list of concerns, what are your MAIN concerns--what are you willing to tolerate--what HAS to change--better still, according to the company's philosphy--what do you think they may be willing to improve upon?? This is why choosing the right company with the right philosophy is VERY important--especially as a Hospice nurse. Some companies truly do not care how dissatisfied you are and actually place key people in these positions to maintain the discontent within the company. Others truly care and may just not know how ineffective the current manager truly is. :up: One of the things you have to look at in your group meeting is-- is it actually possible to affect a change?

Good luck--even if things don't work with the company--you sound like a dedicated hospice nurse--and DEDICATED HOSPICE NURSES are in BIG DEMAND--don't let anybody fool you.

abby2525 · Aug 9, 2008

Thank you so much for your input. Our direct supervisor just quit because of this manager, which was her supervisor. Her position is now filled and replacement is in training. We will have that meeting and make sure we have our ducks in a row. Appreciate it!

finn11707 · Aug 11, 2008

We are going through the same thing in our Hospice---The key seems to be RNs meeting regularly, confirming concerns---writing them down in such a way that states both clear objections and also rationale specific and related to National Hospice goals NOT being met by "assignments despite objection". Chain of command is important---first to the 'problem manager', then you are clear (when she does not respond, as you know she won't---or retaliates (as you lnow she probably will). Many of our staff are making EAP appointments to state concerns in a united w3ay with specific examples of concern and everyone is journaling. We are guided by our patient safety committee leader, to fill out an objection form each and every day that the assignment is at an unsafe expectation--and of course, detailing there is no lunch/break consideration---a definite OSHA infraction.

The hard part is maintaining a united front and the energy needed to meet both patient needs and your own health needs. It takes real committment to your self and your Hospice patients, but it sounds as if this manager has no place in Hospice. IT IS WELL WORTH IT.

Goodluck

abby2525 · Aug 13, 2008

Thank you so much. This is a great plan. Will try to meet this week. Very valuable input.