12N Sleeping During Break

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:confused: I am a nurse manager in a HR dept. It has been reported to me that a nurse who was working 12N informed her CNAs that she was going to be in the facility break room for her 30 min lunch if they needed her. The ADON of the facility came in at 5AM (early for 12D shift) and saw the nurse with her head down on the break room table. Instead of approaching her she went to the nurse's station and in 10 min the nurse returned from the break room. Is this an acceptable practice since we deduct 30min for lunch or is this grounds for disciplinary action? The ADON was upset stating that she did not know how long she had been in there that night and then the DON started questioning "how long has she been sleeping on the job" - meaning the two months she has been employed. The DON has made statements that patients were neglected and that she should be discharged and reported to the nursing board. The nurse has told me that she saves her break until the later part of her shift so that she can get a burst of energy for the end of her shift job duties and the long drive home. The nurse feels that her break time is her personal time and she was still accessible to the staff and patients if the need arose ie instead of going to her car. The nurse had excellent references and has received numerous compliments from our day time staff. I feel I should recommend assigning her to straight day sfts to not lose a good employee but feel that others would want her to be discharged to set the example of no tolerance, but with her rebuttal of personal time I feel unsure of how to proceed. They have mentioned that it was an isolated incident that was poor professional judgement on her part, but to me it seems that she had thought out her actions and did not feel she was doing anything wrong so I wanted fellow night nurse's opinion of this or similar incidences. Thanks so much.
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I don't know how anyone could possibly sleep in the breakroom, but it does seems like it is "her time" since she isn't compensated. I have known people that are capable of taking a quick nap and then working again. I think I would be more concerned about the "chain smokers" who manage to take frequent breaks outside the building and aren't available if there is an emergency. Also, the people that manage to surf the internet at work for extended periods of time. At least that's the problem where I work.

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Specializes in CCU (Coronary Care); Clinical Research.

I don't advocate sleeping on the job AT ALL- However, if she is on her unpaid 30 minute break and is available if the staff needs her in an emergency (I think the break room would be considered available) then I think it is okay.

I don't agree with those that sleep during their breaks and then want time to eat and then want a smoke, etc...that is not what we are at work for. JMHO!!

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So, if you deduct the 30 mins. for lunch, then it's her unpaid time, right? I say she's fine for sleeping. It's HER time. If she said that's where she would be, and advised people where she could be found, then what's the big deal?

Now, if you are not allowed, as a rule to "switch" times, then she shouldn't have done THAT. However, I really get peeved when ANYONE in ANY situation is told what to do on their own personal time.

I've worked plenty of office jobs (not a nurse yet, on the waiting list and currently taking my pre-requisites) where people take their 30 or 60 or sometimes 1.5 hour breaks (combine their 1 hour lunch + 2 15 minute breaks...) and run errands, sleep, etc. If it's approved by their supervisor to switch times around, then that's great also. Some people would work through their lunch, leave early, etc. Totally depended on the manager.

I've NEVER agreed with someone to tell me what to do on MY TIME.

:twocents:

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Specializes in cardiac/critical care/ informatics.

If it her time and she told someone where she is I don't see a problem.

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Specializes in NICU.

For every eight hours you work, you're supposed to get 30 minutes unpaid lunch break and two 15-minute paid mini-breaks. On my unit, we combine all of that time into one solid hour of breaktime each night. Most of us eat in the break room. Sometimes people go to the cafeteria or out to their cars to smoke. And others sleep for their hour break. Break time is YOUR time, so if you choose to take a nap instead of eat, why is that any of the hospital's business? Actually it's much easier to get ahold of a napping nurse on the unit than one that is hanging out in the cafeteria or in her car smoking! We know where they are, they only stay out for their designated hour, and they are refreshed when they get back from break. So what is the problem? This is BREAK, a time to get a bit of relief from working. It's not like they're sleeping at the bedside or nursing station, they're not visible to patients and their families.

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Hey Medrqst

I'm a 7pm to 7am ICU nurse. On a GOOD nite, I get to snatch dinner while sitting where I can see the monitors, get to all the mind-numbing paper work that JCAHO and Administration expects, get to chart checks, etc etc. All this AFTER I've completely assessed and reassessed my Pts, turned and ROM'd them, medicated them and sent their blood to the lab. And sometimes around 4am to 5am, there is a lull--Pts stable and sleeping, other nurses flipping thru magazines or 'bootlegging' onto the internet.

I don't feel even a little bit bad about slipping into a conference room or breakroom and taking a 30min nap while another nurse watches my Pt's. Over the years, I've developed some sort of 'clock' that pops my head up in almost exactly 30min. It really helps.

Other nights, of course, I scarcely get to sit. And no one ever paid me for the thousands of 'lunch breaks' I've working thru. No one thinks it's bad for me to watch a smoker's Pts 3 to 4 times a night.

Papaw John

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I'm no nurse, so take my response with a grain of salt, but I have been in the professional world for quite some time. I see absolutely nothing wrong with what the nurse did on her unpaid 30 minute break, and I can't believe that the ADON and the DON want disciplinary action! :angryfire I'm definitely not one of these people, but there are people who can sleep for 15 minutes and wake up refreshed and ready to go. I, personally, think the nurse's actions are somewhat commendable...She seems to be putting patient care and her own safety (for the drive home) at the forefront. Leave that poor nurse alone and let her do her job! Although I know it's not the same thing, in the business world, we would probably make the assumption that your ADON and DON don't have nearly enough to do.

:confused: I am a nurse manager in a HR dept. It has been reported to me that a nurse who was working 12N informed her CNAs that she was going to be in the facility break room for her 30 min lunch if they needed her. The ADON of the facility came in at 5AM (early for 12D shift) and saw the nurse with her head down on the break room table. Instead of approaching her she went to the nurse's station and in 10 min the nurse returned from the break room. Is this an acceptable practice since we deduct 30min for lunch or is this grounds for disciplinary action? The ADON was upset stating that she did not know how long she had been in there that night and then the DON started questioning "how long has she been sleeping on the job" - meaning the two months she has been employed. The DON has made statements that patients were neglected and that she should be discharged and reported to the nursing board. The nurse has told me that she saves her break until the later part of her shift so that she can get a burst of energy for the end of her shift job duties and the long drive home. The nurse feels that her break time is her personal time and she was still accessible to the staff and patients if the need arose ie instead of going to her car. The nurse had excellent references and has received numerous compliments from our day time staff. I feel I should recommend assigning her to straight day sfts to not lose a good employee but feel that others would want her to be discharged to set the example of no tolerance, but with her rebuttal of personal time I feel unsure of how to proceed. They have mentioned that it was an isolated incident that was poor professional judgement on her part, but to me it seems that she had thought out her actions and did not feel she was doing anything wrong so I wanted fellow night nurse's opinion of this or similar incidences. Thanks so much.
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Specializes in Med/Surg, Ortho.

If its unpaid, it shouldnt matter. If she goes out to her car for 30 min and naps SHE IS ENTITLED. She however, chooses to power nap near her patients where if there is a problem she can be alerted and take action. I give her credit for that.

If her 30 minutes isnt her own to nap on if she wishes, then it should be paid. Then and only then would it be a dischargable offense to sleep while on the job. As long as its done only on an unpaid break. And, it is NOT her co-workers who are responsible for "waking" her when her 30 minutes are up.

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I don't agree with those that sleep during their paid breaks or take an hour long lunch to sleep...that is not what we are at work for. JMHO!!

One shoudl eb allowed to do with their break what they want to do in theri break. & a power nap, even if in a paid break ecspecailly on 12 hour shift, a power nap can do wonders, in my experience (not nrusing) 12 hour shifts are tedious, adn in a job ecspecially nrusing where you ahve to reamin sharp and alert, a nap could do a lot, it sure does for me. People should eb allowed to do what they want during theri breaks. I agree that those smokers who pop out constatnly should be a bigger worry.

I think you should recomend her to days, ecspecailly if the staff like her, (minus one exception) it would prob. be good for her and it would set and example of how good employees who work hard are an asset to the hospital and get rewarded.

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Specializes in Critical Care.

Sorry, her time is nunya, as my kids say - none of your business.

If you want to discipline for this you have to 1) change the break policy to paid breaks - you can certainly influence what can be done on breaks that you PAY your employees to take.

2) You could only punish for future actions.

Your DON's comments were slanderous. If you fire this nurse, you have deprived her from her use of unpaid breaks, and you have been slanderous.

If you can't prove that patients were unsafe because a nurse took a break (and even if you could because it's the hospital's responsibility to provide gap coverage), and you fire this nurse for taking her break, then you have just violated federal work laws and civil tort slander laws.

Good thing I'm not on that jury, I wouldn't be kind to your facility.

~faith,

Timothy.

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I also wanted to add that at my per diem job, I am expected to take lunch with the "clients" and I am paid for this time. If I wasn't paid, they should have no right to tell me how to spend my time....unless, of course, the time was spent doing something completely inappropriate/harmful/illegal........ :chuckle

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