In LTC can LPN fire an CNA?

nurseprnRN, BSN, RN · Jan 16, 2014

The only entity that can fire you is the one that hired you.

It doesn't sound like a very happy shop, so perhaps you'd consider going to work for someone else. If they ask you why you're leaving in an exit interview, you have the choice of telling them why, exactly, you didn't like it, but remember it's a small world and it could come back to bite you. You could say something noncommittal in your resignation letter like, "I have decided to resign my position as a staff LPN on XYZ Unit to seek new challenges. I am grateful for the experience of working at ABC*, and my last day will be (two weeks from the date of this letter) ."

* you are, because after all, even though you had a lousy experience, it was still a learning experience, right? :)

TheCommuter, BSN, RN · Jan 17, 2014

To answer the question, yes, LPNs most certainly can fire CNAs in the LTC setting.

LPNs basically run LTC in many cities and states. They function as unit managers, assistant directors of nursing, staffing coordinators, and in other managerial roles. When I worked in LTC, in many cases the person who hired me was an LVN, so this person can definitely get people terminated, too.

caliotter3 · Jan 17, 2014

At one facility, I provided the DON with the statement, she called the CNA into her office, then he was history. Mostly, DON's, ADON's, or Staff Developers do their own formal firings, because they are the ones who do the hiring. We provide them with the ammunition to place in the terminated employee's personnel file.

JBMmom, MSN, NP · Jan 18, 2014

At our facility I don't think that any nurse RN or LPN could actually fire a CNA, only the DON or ADON could do that. As floor nurses, though, we are responsible for writing up CNAs for improper work place activities. The managers then decide if/how to act on the write-ups.

ricksyone · Jan 19, 2014

In our facility we can send them home at the moment for any insubordination.

motherof3sons · Jan 20, 2014

In our facility we can send them home at the moment for any insubordination.

We do this also with the added that the CNA needs to speak with DON before returning to work. Depending on the issue whether they return or not.

akulahawkRN, ADN, RN, EMT-P · Jan 20, 2014

If an LVN has been provided by the administration. The authority to fire employees, in other words, is in fact a supervisor with hire/fire authority, then an LVN can certainly fire a CNA. For that matter, a CNA with the same authority would have the ability to fire other employees. In practice, only the DON or ADON would normally have this authority.

jaluo2014 · Jan 23, 2014

That's exactly what I would do. That was wise thinking.

BuckyBadgerRN, ASN, RN · Jan 25, 2014

In my facility, ONLY administration can fire someone, not an LPN, not an RN.

I'm in school for in nursing school and working as LPN. And alot of the LPNS there are rude. One LPN was setting up traps to get CNA fired, she actually had an patient lie and say the CNA dropped her on the floor, later the patient confirmed the LPN told her what to say. Later on down the road that LPN got fired. Anyway, I LOVE the patients I work with. I just sometimes feel threatened by my job because of some of the charge nurses( no offense to LPNs- WE DO have some great ones) They sit around and gossip and try to pick arguments. They're not fair. They have some cna's who are their favorite and they go to clubs with, so therefore the other CNa does all the work. We don't have our own assignments. We have to just do everyone. But I've seen them argue with CNA's and different events. And if it comes down to it, who will the DON or administrator take sides with? is it always the CNA? We have this one LPN, who work us like crazy and picks at everything and is really rude, I don't think she likes me.What are my options?

Sam J. · Jan 25, 2014

The only LPN I've seen fire anyone in LTC (RN,LPN,CNA, etc.) was a staff development coordinator, who is generally considered part of the 'administrative team' (people that hire, discipline, and fire general staff). I've yet to even see a unit manager (LPN OR RN) that was considered part of the 'administrative' team. To allow general staff to fire other general staff could lead to all kinds of problems with labor law, employment law, and who knows what all else. But almost anywhere staff can 'write up' subdordinate staff, which the 'administrative' team can use to make a decision about whether to fire someone. Otherwise, everyone would be firing everyone- how many CNAs or LPNs wouldn't like to fire the DON, for example??