Is this harassment?

Tweety, BSN, RN · Dec 31, 2009

"Harrassment" might be too strong a word, but I'm not sure about the legalities of it all. It's definitely inappropriate. You bumped it up the chain and that was the first right thing to do.

I would not answer any more emails from him. I would also let your HR Manager know just so there's a trail and perhaps they can advise you further. The medical side are notoriously supportive of their doctors and you need someone on your side.

nyteshade, BSN · Dec 31, 2009

It boggles the mind how the doc can say that the quality of care is bad now that this nurse is gone. How could he prove such a bold statement??? Honestly, he is truly making a fool out of himself. I'm sorry you are having such a stressful time with this. I hope your situation gets better. Good luck.

netglow, ASN, RN · Dec 31, 2009

In a way yes... he is trying to out testosterone you.

You could think about something along the lines of...

"Dr. Napoleoncomplex, I have been investigating your concerns and have made a recent staff change (hmmm, I wonder who you could be referring to? :innerconf) that, I feel will positively benefit everyone involved (I am evil aren't I :yeah: ). I have received very positive feedback from my staff with this change and am confident that our nursing team can provide you the best nursing care in the future!"

Of course you can forward to all involved and everybody else who isn't... :smokin:

roser13, ASN, RN · Dec 31, 2009

I have no idea about the legal definition of harrassment. However, I believe that what that particular MD is doing with his emails is crossing many lines. Good for you for notifying his department head.

Penguin67 · Dec 31, 2009

Check your institution's policy regarding harrassment in the workplace. I bet it is clearly defined, and also gives you the procedure for dealing with it. If you can't find the policy, HR should be the place to ask.

TXJDRN · Dec 31, 2009

I agree with the advice to stop replying to this physician. As an attorney, I strongly advise against sending any correspondence that he or his nurse friend can use to undermine your authority or support any legal action the nurse may be contemplating for wrongful discharge. In this case, silence is golden.

Blackheartednurse · Dec 31, 2009

According to the dictionary definition sending offensive letters to someone repetitively does qualify as a harrasment..are they upset with you because you have fired another nurse who was a long time employee there?

Emergency RN · Dec 31, 2009

To the OP, first, ascertain if what the doctor claims is true. If the quality of the nursing care there does put his patient's at risk, then it really doesn't matter how long he's been keeping house with that fired employee or how nasty his attitude. If you cannot justify your end of your agreement with your employer (delivery of the best nursing care that money can buy) then all else becomes moot.

That said, I would first thank the doctor for his input. Then I would ask him to cite exactly what in particular is deficient? Ask him to state specific examples so that you can then see and apply corrective action as necessary. Inform him that you will not tolerate or accept bad nursing work from anyone, not even from long term employees that think they know everything. Tell him that you had just gotten rid of one such dead weight and if more needs to be done, you will not hesitate to do so, regardless if the source is nursing or medicine. Tell him that though you're new to this department, it is your every intention to take back control of it so that nonproductive or counterproductive personnel aren't allowed to become long term problems.

Inform him that you're already forwarded his emails to both the directors of nursing and medicine as the performance and delivery of optimal patient care is your utmost priority, and you are seeking the counsel and assistance of your institutional superiors in this regard. Also inform him that you plan to conduct chart audits on all his patients to measure the consistency and quality of the care being delivered, and that you've contacted risk management regarding his concerns. In short, if there is a problem in your department, you won't hesitate or rest until it is solved, regardless of its source.

arnie1234 · Dec 31, 2009

The incident occurred 3 weeks ago, and I am still receiving emails. This man stood in my office in front of my administrator and the assistant chief nurse officer and called me arrogant and incompetent. I explained to him that I could not discuss personnel issues with him, and that since I didn't tell him how to do surgery, with all due respect, please don't tell me how to run my unit.

Upper management sat and listened to him without saying a word. I stood up and told him that if he wanted to be verbally abusive, he could get out of my office. When is enough enough? His dept chair has no control over him- it is outrageous that the culture allows this to continue to fester.

netglow, ASN, RN · Dec 31, 2009

Hold your ground, do not waver. Your will is being tested. Go ahead and tell him if he provokes you again, that he is seriously trying your patience on this issue. That you are not interested unless the discussion is substantive and of a progressive nature. You'd be happy to meet with him when he feels this is possible for him.

Hey arnie1234, you gotta be right there with this. While you don't want to go too far, you absolutely have to mark your territory. It's yours do not give it up! :paw:

Otessa, BSN, RN · Dec 31, 2009

Sounds like those e-mails need to be forwarded to HR and the powers that be-just my opinion.

otessa

if it looks like a duck, walks like a duck, and quacks like a duck.......