Addressing staff complaints against peers

[DPRN]

My nurse aides are complaining about the actions of a nurse aide peer. Does anyone have any recommendations on how to address these statements if nothing is witnessed by management. For example, one nurse aide is stating that the peer gets angry at a resident that has dementia and addresses our residents angrily. Nobody will write the accusations down in writing. All of the comments are verbal statements. If none of this witnessed, how should I address the problem without it looking like hear-say? By the way, the staff are in a union and will pull their union into any disciplines.

[kcmylorn]

Tell them to settle it amongst themselves. That's what the nurses are told to do.

[jadelpn, LPN, EMT-B]

Be proactive in being seen on the floor. Make rounds, observe, make note, compliment when a job is well done. It only takes a bit of observing here and there to find out who is the hard workers, who is not. Union or not, performance evaluations should be done. If someone is not doing what they should be, then there's progressive discipline that can and should be used. Verbal warnings, written warnings with a PLAN to improve and specifics, and follow-up, and if only then that fails, termination. Staff meetings with general statements such as what is cause for immediate termination abuse verbal or otherwise of patients.

[CapeCodMermaid, RN]

Tell them to settle it amongst themselves. That's what the nurses are told to do.

If it's an issue of abuse, they can NOT handle it amongst themselves. Union or not, they are all mandated reporters and YOU need to investigate the allegation.

[Nascar nurse, ASN, RN]

If they are accusing of abuse then they MUST have a written statement to support their claim. From there I would be investigating other staff members to determine if they have witnessed this behavior as well as investigating alert residents on the unit to determine if they have ever witnessed this behavior.

If they absolutely refuse to put it in writing I would probably still go thru the steps above just so you can prove to a surveyor that you did investigate because as you know, this person will probably throw you under the bus at the first opportunity.

[mrfrost]

If it's an issue of abuse, they can NOT handle it amongst themselves. Union or not, they are all mandated reporters and YOU need to investigate the allegation.

This is the truth !

The staff should know that there is a penalty for not reporting abuse and they can be held accountable just as the person doing it.

Vebal abuse is a reportable to the state. (my state at least)

Better catch it before it gets too far.

And even with allegations of abuse, the person has to be taken out of direct patient care until investigation is complete.(my state at least)

[Vinniesguy]

I've just been interviewed for a management post and was told settling staff disputes is part of my job. I would say you need to talk to the complainants one at a time and get specifics before talking to the nurse in question. Then say it is something that has been brought to your attention and behavior that has been seen - that way the nurse won't know if it's a staff member or a visitor. Keep calm and not get on your high horse - there maybe issues in their life you're not aware of and need some form of counseling other than a stern talking to. If it is a clear case of abuse then you have grounds for disciplinary action but in that case you MUST get it in writing!