I have a stalker at work.

Reigen · Jun 3, 2012

I want to be sure I understand... This CNA is assigned to a different unit/area/floor than you are, and she is leaving that unit/floor... to come to yours, to check on a nosie/didn't see you at the desk /or saw you sleeping (even if you were not sleeping)?

I THINK YOU NEED TO BE VERY DIRECT WITH HER... STATE YOU ARE ON YOUR BREAK RIGHT NOW? If you are not on your break, then you have left your assignment without being relieved. This is a reportable action. Return to your unit/floor now.

I would make the incident report and write this up as resident/patient abandoment, and negelct. This incident report is on the CNA.

Is there another nurse on the unit/floor/area that she is to be working at? I would also speak to that nurse pick up the telephone and let her know that one of her CNAs is over on your unit and clarify that it is or is not that CNAs break time. Tell that nurse if she is not on her break time, that you are making an incident report about resident neglect and abandoment and will include her as the supervisor for failing to supervise her CNAs.

Then with your notes/journal entries ( you are keeping a record of the dates times and why that CNA is over on your area) copies of those notes along with your record of speaking with tht CNAs supervisor along with your incident report should be given to the DON and Administrator. Make sure you keep a copy of everything for yourself.

Good Luck

Darkstar1485, BSN, CNA, LPN, RN · Jun 4, 2012

I want to be sure I understand... This CNA is assigned to a different unit/area/floor than you are, and she is leaving that unit/floor... to come to yours, to check on a nosie/didn't see you at the desk /or saw you sleeping (even if you were not sleeping)?I THINK YOU NEED TO BE VERY DIRECT WITH HER... STATE YOU ARE ON YOUR BREAK RIGHT NOW? If you are not on your break, then you have left your assignment without being relieved. This is a reportable action. Return to your unit/floor now. I would make the incident report and write this up as resident/patient abandoment, and negelct. This incident report is on the CNA.Is there another nurse on the unit/floor/area that she is to be working at? I would also speak to that nurse pick up the telephone and let her know that one of her CNAs is over on your unit and clarify that it is or is not that CNAs break time. Tell that nurse if she is not on her break time, that you are making an incident report about resident neglect and abandoment and will include her as the supervisor for failing to supervise her CNAs.Then with your notes/journal entries ( you are keeping a record of the dates times and why that CNA is over on your area) copies of those notes along with your record of speaking with tht CNAs supervisor along with your incident report should be given to the DON and Administrator. Make sure you keep a copy of everything for yourself.Good Luck

Thank you for the advice. I just found out that my stalker is BFF with the charge nurse and is related to the DON. Thank god I spoke to my unit manager first about it. I probably would have gotten fired or made my work life a living hell if I went directly to the DON. I guess I'm just going to have to deal with it until I find a new job.

Reigen · Jun 5, 2012

Thank you for the advice. I just found out that my stalker is BFF with the charge nurse and is related to the DON. Thank god I spoke to my unit manager first about it. I probably would have gotten fired or made my work life a living hell if I went directly to the DON. I guess I'm just going to have to deal with it until I find a new job.

It should not matter whos friend she is, what she is doing is unacceptable behavior, and is making it difficult for you to do your job. Since you feel that you can not go up your chain of command, check in your employee hand book, about relatives working and being directly supervised by a family member. This is usally not allowed due to the possiblity of favortism.

You do have some choices that you can make:

Report this to your direct supervisor, this must be done... if not resolved then report by sending copies to corporate, letting them know that this has made it difficult for you to do your job; you are very concerned about resident abandoment and neglect, and that you are also concerned how her leaving her assigned unit while not on break is this not resident abuse... send copies to the licensing board along with your complaint of abandoment and neglect, abuse by the CNA for failing to provide care, and unprofessional conduct by the CNA.

Yes, these actions might make it difficult at your job, it might make for a hostile work enviroment, but your concern MUST be on resident/patient safety and care. If you do dhoose to make corporate aware, you are protected by law under the whistle blower act. I do not know what state you are in, and you may have some other protection laws in your state as well.

You also can consult with a nurse attorney, or the labor board in your state may be able to assist you as well.

If you are let go because you choose to do the right thing, I'd rather explain to a new employeer how I was trying to make sure those placed in my care were advocated for, and my concern was for those residents/patients, rather than my personal working conditions.

What documentation should you gather to protect your job?

Gather and put in chronological order all of the documents that you can find concerning your employment--every pay stub, every memo, and every handwritten note. Try, within your company's rules, to get copies of:

Performance evaluations

Disciplinary warnings or reprimands

Letters of thanks or praise (from managers, customers, or co-workers)

Internal memos

Company bulletins

Attendance record

Any document stating the reason for your dismissal

Handbooks, manuals, or other documents describing work rules, policies, and procedures

Pension benefits and retirement plan information

Documents related to your unemployment compensation claim

Copies of work assignments

Organizational charts, diagrams, floor plans, etc.

Do not take documents or access information to which you have no right and are not entitled. If you are a union member, ask your union to assist in acquiring documents that are otherwise difficult to obtain, but to which you are legally entitled.

Darkstar1485, BSN, CNA, LPN, RN · Jun 5, 2012

Unfortunately, I live in Florida and its a right to work state. I moved from NY to FL a year ago, and the stuff they pull here is unbelievable. I do have a lot to think about. This is a sticky situation and I'm going have to make some tough decisions. Thank you.

Esme12, ASN, BSN, RN · Jun 5, 2012

Regardless....if they are all friends and they "like" each other you are best staying out and secretly start looking for another position. You won't win and they will fire you. Mind you "P"s and "Q"s. be extra vigilant and on your best behavior. Be pleasant...kill them with kindness and efficiency. Make it a game. Make sure you give them nothing to fault you for......maybe she likes you?

I wish you the best....:hug:

Esco99 · Feb 25, 2014

She sounds like a ******* nut!

ArrowRN, BSN, RN · Feb 25, 2014

I'd hate to work at a place like that with all the gossip and especially if a person is related to the boss and have someone "unofficially" breathing down your back. Not a very motivating work environment.

Esco99 · Feb 25, 2014

Yes I know of someone like that!! They can't hold water