Need advice on how to deal with schedule issue with nurse manager. ASAP!

[aerorunner80, ADN, BSN, MSN, APRN]

I was checking on my vacation requests for December of this year. My days were "approved" with restriction. On my vacation form my nurse manager wrote that I am required to work every Sunday so I cannot take vacation on those days.

I'm so furious right now!

First off, I have never signed anything that says I will work every Sunday and cannot take one off.

Second, our unit requirements/expectations are that we work 4 weekend days a month. I've done this faithfully for the past 5.5years I have been there except for vacations.

So I went through the last two schedules today to see who is and who isn't working their required weekend days. Of the people on the schedule, more than 75% of them are working less than 4 weekend days a month.

I also double checked for seniority and there are consistently 5-10 people with less seniority than me NOT working their 4 weekend days! One person has consistently worked only 1 or 2 weekend days per schedule for the ones I have available.

I know we all sign the same expectations stating that we need to work 4 weekend days and she is going to state that as her reason for telling me I HAVE to work every Sunday. She doesn't have a let to stand on with that argument based on the already published schedules I have. She also can't cite seniority as a reason as stated earlier.

So how do I approach this issue with her? I feel I'm unfairly being held to standards that others are not being held to and I'm not going to stand for it.

I must also let you know that we are a union hospital so it is an option for me to bring the issue to them.

I also want to have some sort of paper trail about this. Just in case it becomes something bigger, I want proof in writing.

HELP!!!!!

[mvm2]

Just sit down with her and tell her what your understanding of weekend hours are suppose to be and that you were not under any type of impression you were working ever Sunday.

I would not bring up others in this conversation unless she totally bucks you and will not listen to you. I'm afraid if you bring other co workers into this it will just cause more of a conflict with your manager as well as your co workers finding out your talking about them behind their backs and will be mad at you.

[aerorunner80, ADN, BSN, MSN, APRN]

How do you not bring up the fact that others are not being held to this standard when it is public information?

[~PedsRN~, BSN, RN]

I would sit down and talk with management before jumping to conclusions. Perhaps the approval with restriction was done in error? Maybe he meant to click "approve" and clicked the wrong button? I don't know, just trying to give them the benefit of the doubt I guess. I would definitely sit down with them and talk to them about this before going off the deep end.

[mvm2]

You need to focus on you and your schedule. Have you ever heard of when you talk to people about conflicts to talk in "I" statements not "you" or "them" statements.

You don't know at this time the reasons why some people have different schedules. If you go into this whining about so and sos schedule, and say things like well so and so is not working their 4 days you are going to be seen as a cry baby who just is throwing a fit. And perhaps putting your nose into others business and overstepping boundaries.

[joanna73, BSN, RN]

Approach your manager calmly and frame your request in a positive manner. Ask him/her if they have reviewed your vacation request (even though your manager signed it, they may not remember). Speak with the manager privately and ask for your requests once again.

Do not start off by bringing the union or co-worker schedules into the discussion. Avoid being accusatory. Your goal is to get what you want without the conversation or your reputation deteriorating.

If the manager refuses to grant your requests without a valid reason, then you could consult your union rep. Hopefully, it will not come to that.

[Ruby Vee, BSN]

Approach your manager calmly and frame your request in a positive manner. Ask him/her if they have reviewed your vacation request (even though your manager signed it, they may not remember). Speak with the manager privately and ask for your requests once again.

Do not start off by bringing the union or co-worker schedules into the discussion. Avoid being accusatory. Your goal is to get what you want without the conversation or your reputation deteriorating.

If the manager refuses to grant your requests without a valid reason, then you could consult your union rep. Hopefully, it will not come to that.

What she said!

Given that you're in a union hospital, your manager should be conversent with the union contract. I'm guessing this is a mistake that is easily rectified.

[jadelpn, LPN, EMT-B]

Have this discussion with your union delegate. Focus on specifically your vacation request. Your manager has to abide by the union contract. If the contract talks about weekends, see what the language is about "except by mutual agreement" which could be a) why others are not working their time or b) why they are declining your request. There also could be language regarding "operating needs of the facility".

There could also be language about management not to "unreasonably" deny your request. I wonder if others have had this issue--you can go on vacation, but have to come in on your Sundays? Seriously?!?!?

I would see what your delegate has to say about it. If this is happening everywhere, I am sure this is not the first that they have heard about it. And get a copy of your union contract.

Best wishes and let us know how it goes!

[aerorunner80, ADN, BSN, MSN, APRN]

joanna, I was thinking of approaching it in a way of asking if there is/was a misunderstanding on the request and expectations. I am planning on asking for clarification on what she means by what she wrote on the request. This part I want to do over email so I have some proof of our conversation.

I have printed out all of our policies on annual leave and use. The only thing that came up was verbiage that included the phrase operational discretion.

The real problem is that she is saying I have to work every Sunday when there is nothing in writing or that I signed to agreeing that I work every Sunday no matter what.

In the past I have had zero problems taking a random vacation day on a Sunday with notice. I actually just had Mothers Day off this year where she did not make me work every Sunday nor did she state anywhere on my request that I am required to work every Sunday.

I guess I'm confused by what she said as well. Why would this suddenly be an issue?

[joanna73, BSN, RN]

That's why you should be aware of your union rights, but approach your manager diplomatically. Talk to him/her. Perhaps there is a misunderstanding, or other reasons why they have denied your request. Try to work it out without the union if you can.

I have worked in unionized environments. Most Canadian workplaces are unionized. Although your rights are clearly defined, managers do not appreciate it when employees mention the union right off the bat. The union should be the last resort.

If the manager is reasonable and willing to follow your contract, you should not have an issue.