Is there any recourse to an HR Director who does not act as a neutral third party?

[JoFloRN]

My co-workers and I work with core measures and quality outcomes. Recently a new manager was hired, who is new to core measures, has not used her nursing degree for many years and is by far very unqualified for this position. It has been a very difficult 4 months, having to train and teach a manager not only core measures, but some nursing also. There are many things she has done and said that have alienated her staff (let me count the ways!), and she shows no respect for us. We have come back from meetings with her in tears. Never have I worked under this type of condition. The director has supported her throughout all of this, will not listen to our complaints, and has brought in HR to help with some conflict resolution issues. Upon meeting with HR and the manager, HR and the director, it is evident that the HR Director has sided with the manager and director and is definitely not acting as a neutral third party. Feeling slighted, does the employee have any rights or recourses in this situation?

[CRNA2007]

I believe this a fight you will not win. For whatever reason this woman was hired as the manager and will be supported by those that hired her. Your recourse would be to put up with this for a while and see how this plays out in 6 months to a year or find a new position either within this organization or at another organization.

My co-workers and I work with core measures and quality outcomes. Recently a new manager was hired, who is new to core measures, has not used her nursing degree for many years and is by far very unqualified for this position. It has been a very difficult 4 months, having to train and teach a manager not only core measures, but some nursing also. There are many things she has done and said that have alienated her staff (let me count the ways!), and she shows no respect for us. We have come back from meetings with her in tears. Never have I worked under this type of condition. The director has supported her throughout all of this, will not listen to our complaints, and has brought in HR to help with some conflict resolution issues. Upon meeting with HR and the manager, HR and the director, it is evident that the HR Director has sided with the manager and director and is definitely not acting as a neutral third party. Feeling slighted, does the employee have any rights or recourses in this situation?

[OC_An Khe]

Essentially no. If the manager is truly that bad they will eventually remove the manager but they (administration) will do it under their terms and in such a way as to not to appear to be kowtowing to the staff.

If you are a unionized facility there maybe some steps you can take but it is still administrations final decision. Remember HR is major part of administration.

[oramar]

HR knows where they get their paycheck. I never considered them an independant third party for even a minute.

[forrester]

What on earth would have you believe that HR is a "neutral" body?

HR represents the employer...period.

This "new" manager represents what the hospital administration wants, someone to break up any efforts to have nurses control their practice domain.

Yes, there are things you can do.

You can organize your co-workers, discuss this situation, and start the process to unionize.

If this is too difficult, or too risky to do openly, do it behind the scenes.

Once a critical mass is reached, contact the CNA/NNOC and ask them for assistance in organizing for a union action.

This is the ONLY way to deal with administrations. They don't give a damn about you, your "quality outcomes" or your core measures. They cannot, and will not, allow themselves to be seen as buckling under to nursing pressure.

You are in a tough situation.

Nurse managers (sic) are hired based on administrative priorities, not nursing priorities.

I agree with the other posting in that if the new manager is that bad, they may remove them, but it will be on their terms, not yours.

Good luck!

[Jules A, MSN]

For the first time in my nursing career we have a new, unsafe nurse on the floor. Sadly our DON is friends with her and refuses to entertain any suggestions on re-orienting her etc. So we are stuck doing our work, her work and putting out the fires as a result of her incompetence. Its a lousy spot to be in, everyone is upset and there doesn't seem to be much recourse.

[forrester]

For the first time in my nursing career we have a new, unsafe nurse on the floor. Sadly our DON is friends with her and refuses to entertain any suggestions on re-orienting her etc. So we are stuck doing our work, her work and putting out the fires as a result of her incompetence. Its a lousy spot to be in, everyone is upset and there doesn't seem to be much recourse.

I used to work in a facility where everytime the mother of the DON would be admitted, a nurse would be pulled out off of the very busy tele floor (without being replaced by the way) to provide private duty. Seems the regular staffing mix wasn't good enough for her mother, but it was good enough for everyone else's mother or father.

This elitism on the part of nursing administrators has to go.

As does the AONE.

As does the ANA, unless they want to become the voice of nursing again.

[caroladybelle, BSN, RN]

Options...find a new job.

Seriously.

I've been there....I've been there, done that and have already outgrown the t-shirt by stuffing my face with Haagan Dazs, to eat my way through the stress and pressure.

I put up with that hospital environment through two crappy managers from hell, that alienated more good and bad nurses, and turned over enough staff to keep HR in business for years. Guess what, HR will back the manager no matter what...up until the moment when they call security to have him/her escorted from the premises because they are fired.....correct that...managers are never fired, they "decide to relocate", "Moved on to better options", "needed to spend more time on their family/education/medical leave"...despite the fact that they do not move, go back to school, and you see them applying for every job in sight.

You can put up with it for a while, but try not to burn out your support network, or put up with it for too long or it can scar you for life. You will find it burning you out on nursing...I was ready to quit the profession and was driving my support system crazy, when I finally left. Keep an updated resume handy and a set of references.

[leslie :-D]

agreed, that hr is not our friend.

the only possible recourse i can think of, is to keep on bringing it up the chain.

maybe corporate hdqtrs?

believe it or not, this worked for me.

i was wrongfully terminated and all the bigwigs stuck together.

so i approached corporate on the west coast, and they (actually 1 ceo) was extremely accommodating.

but i also had emails and other documentation that fully supported my case.

if there is not anyone else you can go to, then yes, time to leave the toxic workplace.

if you stay, it will ultimately destroy you in one way or another.

wishing you the very best.

leslie

[husker_rn, RN]

I learned the hard way about management positions; in my experience people are not hired for what they know but often for their ability to kiss butt. I wasn't good at the kissing thing so I didn't last long....no more management jobs for me.

[Lacie, BSN, RN]

I learned the hard way about management positions; in my experience people are not hired for what they know but often for their ability to kiss butt. I wasn't good at the kissing thing so I didn't last long....no more management jobs for me.

Ditto, Ditto, Ditto!!! I just left a DON position because I wouldnt bow to the administrator to be her "yes" person and backed my staff!! Never again. I will continue to back my staff when I see they are in the "right".

[ravenmothermary]

I have a little insight on the other side. I work in an HR department but not in a hospital setting but generally everything is the same for HR.

My advice, DOCUMENT DOCUMENT DOCUMENT. If a situation occurs that could put you in a questionable situation, document date, time, witnesses, and summary of events. Of course do this within legal means. We dont need any HIPAA violations. I also recommend you read and know your personnel guidelines. They may have ethics hotlines or other places to call if you feel that complaints aren't handled properly within your company. They also should outline how to handle grievances.

But I do warn you if you make numerous complaints to HR, you are "red flagged" (not a real term but true) and may be seen as a trouble maker. It is a delicate line on when certain behaviors merit HR interaction and it could easily blow up in your face.

If all else fails and you are certain this job will not work out, make good business contacts i.e. references etc, give proper notice as required by your company, and remain diligent to patient care.

I hope this helps, I hate HR as much as the next person. That's why I am going into nursing!