Mandatory Overtime

We don't. I suspect if they tried to create a policy like that, they would experience a sudden mass exodus of the staff. It's a job, not a religion.

A unit I once worked did mandatory OT It wasn't as bad as I thought it would be. A list of shifts that needed help was posted. You signed up for which shift that someone was needed. If you didn't the unit manager would put you down so I always would sign up as quickly as possible.If the daily census was down, you were put on call. If you needed to come in they called you. I was paid a couple of dollars an hour for call. They're were a couple of nurses,single parents, that had small children. If the nurse had to work they made sure to try and get them on 4 or 8 hour shifts They weren't punished for it. by being forced to work nights. Since I liked nights I would sign up for 8 hour nights. and a shift or 2 OT wouldn't affect my tax bracket and was a nice little boost.

What they said... but tread carefully. I had a manager who claimed she would never dream of forcing her staff to work mandatory overtime, yet then threatened nurses with being reported for 'abandonment' if they left the following shift short-staffed. Yeah, she was insane and yeah, her ploy didn't work (but it scared the crap outta the younger nurses--- and they did work OT until they got wise to her tricks).

A unit I once worked did mandatory OT It wasn't as bad as I thought it would be. A list of shifts that needed help was posted. You signed up for which shift that someone was needed.

I worked a unit that did something similar; it wasn't mandatory, but they'd post a list of shortages and nurses would sign up for extra hours in 4 hour blocks. It worked really well because they were paid $2-3 per hour over and above the OT pay (and if the census was maxed out, they received a premium pay OT + $10/hr). Since our hospital was almost always full, you could pretty much bank on getting that extra $10/hr. And if the census was maxed, the hospital provided food for all those who worked (all shifts)--- good stuff too, like deli and fruit trays, subs from a local deli, etc.

The problem was getting to the sign-in sheet before it filled up

I would point out that some states have already passed laws prohibiting or limiting this because it is unfair to the employee and the patient. Tired employees are much more at risk of creating mistakes which ultimately will cost the facility much more money.

Explain to them the true way to prevent understaffing is to create an environment where nurses want to work. This includes good working conditions, adequate pay and staffing.

My PRN job has critical need shifts rather than forcing OT on the full time staff. The pay is awesome, big draw back, these are usually last min. shifts to fill so you have to be flexible or you don't get the shifts. Usually the PRN people are more than happy to snag a shift for the pay though.

Being asked to do something is far better than being forced. I think my job satisfaction would greatly decline if I was forced into working any extra at my full time job.

I worked a unit that did something similar; it wasn't mandatory, but they'd post a list of shortages and nurses would sign up for extra hours in 4 hour blocks. It worked really well because they were paid $2-3 per hour over and above the OT pay (and if the census was maxed out, they received a premium pay OT + $10/hr). Since our hospital was almost always full, you could pretty much bank on getting that extra $10/hr. And if the census was maxed, the hospital provided food for all those who worked (all shifts)--- good stuff too, like deli and fruit trays, subs from a local deli, etc.

The problem was getting to the sign-in sheet before it filled up

Now that is how companies can get people to work overtime.

If they would just "get it" into their heads, they would hardly ever be short.

My job allows the nurses to work thru an "extra help" program and we get paid, but the other staff, in direct care, do not have that option and they are continually short, and supervisors are constantly trying to get someone to work on their days off, and cover shifts, but they are rarely successful.

MY job pays enormous fines to Office of Long Term Care, every year for being understaffed.

I would like to see that money be converted into recruiting more staff and retaining staff. But they haven't yet understood how to treat their people.

hospitals will try to get away with whatever they think is possible and mandatory overtime is certainly no exception. i work 12 hour shifts and i can say with certainty that pt. care becomes more difficult the more hours ive logged.

one approach to this would be to either speak with management individually or to begin looking for another place to work. of course if this hospital gets away with starting mandatory overtime other hospitals in the area will take notice and it will be more difficult to argue against it when the next hospital does the same.

another approach would be to get some feedback from the other nurses you work with in an arena without management there, maybe a coffee shop or someplace similar. (of course management will allow you to "express" your concerns in their own arranged venue, and shortly thereafter proclaim that all sides have been heard and the best thing is to go forward with the overtime.) then you can start getting the real sense of nurses around this issue. if there is a reasonable amount of disagreement with the new policy, maybe some joint statement can be penned up and brought o management, maybe at their offices, but ideally at the meeting they have called.

that way it can clearly be demonstrated that this overtime is opposed by more than just an isolated rn, that the overtime will cut into better pt care and create unnecessary additional risks at the hospital, and that all of this will be done under the umbrella of "cutting costs".

if you were ambitious you could even offer the letter to the pts. to let them know where you stand.

i would favor the second approach, given people are upset enough to want to discuss the matter further.

thanks for the post.

Now that is how companies can get people to work overtime.

If they would just "get it" into their heads, they would hardly ever be short.

It's not rocket science. Treat your employees well and acknowledge and compensate them for sacrificing their time off. Although we didn't have enough nurses overall, we were never short-staffed on any shift the entire time I worked there.

I tell the supervisor, "I would if I could, but I can't because I am too fatigued to provide safe care."

Once she told me I had no choice. I wrote, "I told ***** that I am fatigued thererore any accident, error, or lack of complete charting is not my responsibility. I will do the best I can.

Please sign here so I will have this if called in to court or for discipline."

She told me to go home. I have been asked but never again have they tried to force me to work overtime.

Years ago I read in the paper that a nurse called Child Protective Services to report that her kids would be home alone because her employer wouldn't let her go home after her shift. CPS called the hospital and told them to let that mother go home.