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Discussion

LTC...Employee issues

I have a question. I work at a LTC facility and have run into an issue. My company has hired a HR director at my facility. She is half corporate and half regular management. She reports to the corporate office instead of Administrator at the facility. Okay, so a manager went to her with a concern about his fellow managers. He thought that these managers were ganging up on him, with goals of getting him fired. So he went and told our HR director about it and to inform her that he was keeping records of all comments made to him that were inappropriate. She then in turn, went back to the managers that were supposedly bulling this guy around, and told them to watch out bc he was keeping records of conversations.

So when the manager who reported the problem found out that she went back and told these people this he was pissed! So we have an 800 number that we can call when we feel like something is not right. He called it and placed a formal complaint about the breach of confidentiality, and no one even investigated it.

So since then there has been more problems with the HR director and there has been several more calls made to that . No one has investigated. I further learned that they think that we just don't like her and are making false complaints about her. But the truth of the matter is we don't like her because she cant keep her mouth shut. All of the complaints are valid. Now we are all about to loose our jobs b/c they think we are just trying to get rid of her! HELP!:uhoh3:

My ? is, as an employer, if a compliant is made on several occasions, with a severity of breach of confidentiality-don't they have to come and investigate. What's the point of having an open door policy if they shut the door in your face? What are my rights in this type of a situation? Should I just start looking for a new job?

Featured Replies

I too work at a LTC facility. I know the problem that you are talking about. I too went to my HR. director to report a problem I was having with a Nursing Supervisor. When I was called to the office of the person I reported she told me all that I told to the HR person and asked me why I told her that. It was a very bad meeting .I reported her to the 800 number and recieved no help. Basicly I was told If I didn't like it I should find another job. How can you work at a place and HR will not stand by you when you have a problem.

Ours will tell you what is said in her office stays there. Then she will say bad things about who you are talking about to get you to talk about them. Then wants to know about the Admin and DON

and talks about them too

She does not have a good reputation at our building because she has done this to alot of people. Not to many people like her if any and do not want anything to do with her.

This lady has not worked in a nursing home but knows everything.

Breach of confidentiality is her middle name.

I tell everyone now not to go to her. Its safer..:madface:

I feel for you

At the end of the day, a company can do pretty much what it wants except violate state or federal employment laws or its own written policies. You should first check your employee handbook and corporate policies ... keep copies of anything that has to do with employee confidentiality. In a lawsuit, the company can be held responsible for following its own policies.

Your friend should continue to keep a log of incidents, including the incidents with the HR director ... maybe even mailing copies to himself to store unopened in the event he has to prove a timeline (the cancellation dates will prove when he mailed the notes). He should also talk to a lawyer with experience in employment issues who can advise him regarding hostile workplace as well as privacy issues.

Anyone complaining about this HR suit should cite in their complaints the company policies re privacy and confidentiality ... this should put corporate on notice about their liability in the event they are violating their own company policies. If anyone is doing basic risk management at coporate, this might light some fires.

Finally, sometimes the only way to deal with incompetent management is to fire them and the only way to do that is to resign. It stinks, but sometimes that's the reality. Good luck and keep us posted.

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