Management Dynamics

Common understanding would be that clinical has something to do with patient care/performance of nursing duties. As opposed to something like attendance issues or conduct concerns for example. But there is a lot that could in some way loosely fall under the clinical umbrella so it's hard to say. 

Thanks so much. Yes, this is what I thought. It's such a vague and broad term that I have absolutely no idea what it's about. I do know that I have not received any warnings or had any issues that I've been made aware of. And I'm currently preventing new nurses so...

It really could be anything. However, if these "clinical issues" are serious, surely they would not be allowing you to continue to work your shifts (even precepting new nurses) while waiting for your manager to come off of PTO and hold this meeting. It is strange to me that a doctor has to be in attendance at this meeting. It almost makes me wonder if this physician decided they didn't like you for some reason or were annoyed by something you did and wanted to make sure you were reprimanded for it? You called your post "Management Dynamics." What are dynamics like between you and the manager (meaning is the unprofessional/inappropriate behavior something you heard about or something you yourself experienced and reported? And if you did report the behavior, is the manager aware that you are the one who reported it?) and you and this physician normally?

It's a weird situation, but the way they are currently handling it suggests that these "clinical issues" are not at all serious. 

Thank you so much for this really thoughtful and clear response. It's a relief to hear your perspective because I've been thinking along your lines. When you get blindsided by something like this though, you don't necessarily trust your own judgment. Interestingly enough, the doctor involved has become increasingly involved in nursing processes and procedures and none of the nurses know why... Or find it appropriate. I'm not paranoid and I get along with everyone, but this doc isn't a big fan. I'm scratching my head, as are many other nurses, wondering why a physician is involved in anything nursing related. I've been in this business 20 years and I've never had this kind of an experience or had a physician get involved like this. It just feels very off. I say dynamics in my post because our management dynamics are incredibly dysfunctional. I had to report both this doctor and our manager last year to HR for unprofessional and boundary crossing behavior. HR sided with me 100% so we have that history. Which is why I don't trust either one of them going into this meeting. It's gotten even more dysfunctional since I wrote the original post and I'm considering quietly alerting HR but am not sure that's the right move. Thank you again so much for your input!

Summer1976 said:

Thank you so much for this really thoughtful and clear response. It's a relief to hear your perspective because I've been thinking along your lines. When you get blindsided by something like this though, you don't necessarily trust your own judgment. Interestingly enough, the doctor involved has become increasingly involved in nursing processes and procedures and none of the nurses know why... Or find it appropriate. I'm not paranoid and I get along with everyone, but this doc isn't a big fan. I'm scratching my head, as are many other nurses, wondering why a physician is involved in anything nursing related. I've been in this business 20 years and I've never had this kind of an experience or had a physician get involved like this. It just feels very off. I say dynamics in my post because our management dynamics are incredibly dysfunctional. I had to report both this doctor and our manager last year to HR for unprofessional and boundary crossing behavior. HR sided with me 100% so we have that history. Which is why I don't trust either one of them going into this meeting. It's gotten even more dysfunctional since I wrote the original post and I'm considering quietly alerting HR but am not sure that's the right move. Thank you again so much for your input!

You have the right to take a witness (like a trusted charge nurse) into the meeting as well. Maybe someone from HR can serve as a witness, considering you are alone in a room with two people whom you've previously reported for inappropriate behavior. If your HR is worth anything, they'll be relieved that you alerted them. 

sideshowstarlet said:

You have the right to take a witness (like a trusted charge nurse) into the meeting as well. Maybe someone from HR can serve as a witness, considering you are alone in a room with two people whom you've previously reported for inappropriate behavior. If your HR is worth anything, they'll be relieved that you alerted them. 

I was wondering about that so thank you for this! I feel like I would like someone with me,  given the history and the two of them knowing that I reported them. Without a witness it's their word against mine, and my manager at least has been dishonest in the past.

If you have a union, bring your union person into the meeting. 

Emergent said:

If you have a union, bring your union person into the meeting. 

I wish we had a union but unfortunately we don't. After a lot of thought though, I contacted HR.

Summer1976 said:

I wish we had a union but unfortunately we don't. After a lot of thought though, I contacted HR.

How did that go?

Take your phone in your pocket and have the voice memo on before you walk in. 

Summer1976 said:

I was wondering about that so thank you for this! I feel like I would like someone with me,  given the history and the two of them knowing that I reported them. Without a witness it's their word against mine, and my manager at least has been dishonest in the past.

And please, by all means, TAKE NOTES. I had a manger who did things like this at my last hospital, made our lives a nightmare. Unfortunately the HR at that facility was not very useful. Take notes. It works to keep your thoughts and memories straight, and helps keep (them) a bit more honest when they know you keep records. 

sideshowstarlet said:

You have the right to take a witness (like a trusted charge nurse) into the meeting as well. ...

This isn't always the case in the absence of a collective bargaining agreement.  

kjjones said:

Take your phone in your pocket and have the voice memo on before you walk in. 

As most facilities have policies prohibiting unauthorized recordings, I wouldn't do this.  However, prior to the meeting start, you could inform them that you would like to record the meeting, and do so if there are no objections.  If you do this, and they agree, I would start by stating that this was a recording of my meeting with [state participants] and that the meeting was being recorded, allowing them one last time to object.  And while I completely agree with @Brewingbiker's suggestion to take detailed notes, I'm not sure that it would have any effect on keeping them "honest."

@Summer1976, if you haven't done so, make yourself familiar with your facilities policies regarding the disciplinary and counselling process.

Best wishes.