Zapazol 1,077 Views
Joined: Nov 24, '10;
Posts: 11 (64% Liked)
; Likes: 34
But I had a manager once who was oh so kind and understanding when I explained to her that I was late for work one day (the only day in three years) due to an episode of my panic attacks. I was 90 minutes late. While this condition is 99% under control with meds and has never been a concern at the workplace I find it an irritant as opposed to a major health problem most of the time. Good old Miss Management, as I said, was verbally very understanding, shared her own 'anxiety' situations with me and all was well.
Or so I thought until 2 months later there arrived a letter from our nursing governing body that she had reported me to them as being mentally incompetent to practice as a nurse due to my disorder. Nothing ever came of it and the governing body was not interested in following up. She presented so much conjecture, opinions, conflicting facts, and outright falsehoods that the 'report' was ignored.
Oddly she was investigated for supplying a false report to the nursing body.
Not always good to be forthcoming!
How about the visitor/family members who refuses to leave the room while care is being provided? I recall working at an LTC facility and the son and daughter would visit mom in her room. When the staff needed to get mom up and dressed or changed even after being asking nicely the son mostly would refuse to leave the room. And if other family were there it was the same. The staff had no room to move the lift around past family and they family became irate when asked to move a wee bit.
As charge nurse I had to intervene when the bedside staff came begging for help. When I went to the room and directed the son and family to please leave the room while staff got mom changed and dressed the son lost it. He ranted on about the fact that it was his mother and he needed to be in the room to make sure the staff transferred and changed mom properly. He was again asked to leave the room as staff could not even get at mom to use the lift to get her up. It was only after a direct but polite ORDER from me to get out of the room while mom was near naked on the bed the he and the rest of the family left for the requested 5 minutes. The son then told me that he was going to report me to management and call the police on me. (Not sure what the cops would have done.) I invited him to report away. Then I documented his stupidity and rudeness in detail.
Management simply told me it was good charting and I never did see the police arrive.
I remember going to an interview and the interviewer told me she was going to stop the interview right there. In the first 5 minutes of the interview! I was told that I didn't have the visiting home nurse experience that they needed. Had she read the resume she would have seen that not ONCE was visiting home nurse listed as a prior job. Now that was a wasted 1 hour drive for me.
INTERVIEWERS: Read. The. Resume.
Ahhh.... LTC is wonderful for doing just what you describe. Sacking a nurse for any reason that sounds like a reason. I wonder how your manager figured that firing you would improve your self-confidence. I myself am in a boat just like yours. I was let go from a LTC facility because I did not get a physician's phone order. Or more rightly I was fired because the physician SAID he did not give the order. It was the doctors word against mine and no way to prove who was telling the truth. But as a LTC facility needs a bad doctor over a good nurse the decision was easy for the LTC facility to make. Sack the nurse! We can always get another nurse at starting wages instead of the top of the pay grid. Getting another doctor would be impossible.
It is tough to answer why you left the previous place when asked. Saying "I was fired" stands out like a rat on a wedding cake. But saying otherwise at an interview is not going to help either. Personally I have been applying and seeking for the past 5 months and only got one job offer after about 10-15 interviews. It was for casual. But I simply replied that I was terminated from the LTC facility due to allegations of what I did. I assured the interviewer that I did NOT do as was alleged. And rather than investigate they decided to simply terminate. I did not rage on about my previous employer and such. That simply worked but I am still looking for more permanent work.
And looking, and looking, and looking.....
I have been through with for a job that I had over 5 years experience at. Sure I left it but left on good terms and was informed that should I wish to apply in the future they would be glad to have me back. Then they changed the hiring process. I reapplied 3 years later.
An HR Drone asked a series of questions. Almost none had anything to do with nursing at all. That was after I took the company's 4 on-line evaluation tests and was told I passed them with flying colors. It was clear the HR drone was paying little attention to what answers I gave but was clicking away on a keyboard.
I eventually received a computer generated form letter saying that someone more suitable had been given the position. And good luck in your career search.
Any attempts to contact the HR Drone to see what might have caused a concern or how I might have improved my chances at the job in the future were ignored.
Finally someone uglier than me has posted here. I thought that having to wear that Leatherface mask was essential to cover up my facial deformations. Now I can show them with pride.
"These individuals tend to view themselves as victims of workplaces where coworkers, supervisors, managers, and even patients are out to get them."
Let us not forget the old saying that just because you are paranoid does not mean they are not out to get you. The article appears to suggest that almost all people who view themselves as victims are in fact not victims but rather suffering from some malady that makes them think they are victims.
Well. Sometimes they ARE victims. Not imagined ones but actual ones. I have known of a nurse being a victim of a manager who was not only 'out to get her' but had been heard to tell other co-workers to look for things that she 'might' be doing wrong as she could not find any herself. The result was a laundry list of ' three wrongs' that justified termination in her mind.
Later upon union review of the three things one was found to have not happened at all, another was well within the job description as stated in the company policy book, and the third was so insignificant that it was not even brought up at the union challenge by the employer. The nurse was reinstated, that manager transferred out by the head office, and within a few months was terminated by the company for HER actions.
Remember the victim is sometimes the victim. I feel this article is similar to the theory that those who are raped bring it on themselves by wearing the wrong clothes.
I still recall the doctor, a psychiatrist, who wrote an order "Give drug STAT on Thursday."
The governing body says that once I have advised management that I can not stay and give them sufficient time to replace me then they must do so even if they have to replace me with themselves. I also can not be forced to stay and work if I feel that I am unsafe to provide care due to exhaustion. The onus is that if management then does not accept their responsibility to provide coverage then it is management (THE RN-DON) that would be possible taken to have abandoned patients not me.
Countless times I found myself after working 3-11 being FORCED to stay and do the overnight shift as well. Generally because the night nurse was sick, or absent and there was no one who would answer their phones to come in. Almost always I bite the bullet and stayed. That meant overtime for me plus if they could not replace me for my following afternoon shift the next that THAT shift became overtime as well. Generally management simply offered a pat on the back and said thanks, and went on to forget to pay the overtime.
Once I got a 10pm call that the night nurse who was to start at 11:00 was 'sick' and would not be in. As usual no once I tried to call would either answer their phone or simply said no to coming in. Now this time I could NOT stay overnight as I had to watch grandkids as my daughter was set to leave on a 1:00am bus to another city. I called the manager and told her this and that I would stay until 12:30. I told her that my our professional governing body that protocol was that I had to advise management (both RN's) and that it was then their responsibility to provide replacement, and not mine. And that I would be leaving at 12:30am as I was not leaving two preschool age kids all alone at home.
That elicited calls from the administrator, the DON, the district supervisor, and the DON of a second home owned by the same company all ordering me to stay. Again I said no. I could not stay. The DON said she couldn't possibly come in as she did not know how to give out medications using the EMAR system.
Eventually she showed up in a fury. The other facilities administrator suggested that I should print out the EMAR so my DON did not have to use the electronic system. I made sure to leave a copy of the professional guidelines on top of the 400 page printout of medications for her. Granted the management was peeved but there was no option in my case this time.
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