Not firing a nurse for being unsafe

Editorial Team / Admin · Aug 15, 2016

You're going into the realm of employee disciplinary action, which quite frankly is none of your business and is between management and the person in question. They could have been disciplined, they could have been entered into a performance improvement plan, management may be creating the necessary paper trail, management may have decided that the grievances don't hold muster. Those who bring things to the attention of management are not privy to the results of any investigation.

db2xs · Aug 15, 2016

Thank you for your response, Rose Queen. I know it is not my business, I'm just trying to understand in general why someone would not be fired, especially since I've seen other nurses fired for lesser degree incidences. It baffles my mind, that's all.

Neats, BSN · Aug 15, 2016

I agree with Rose Queen. Employees who are in need of counseling, who need corrective redirection should be in private. As a manager I would never speak about how an employee has been reprimanded. If it was you...you would want privacy for your self. It is being respectful, compassionate. I understand the gossip at work happens. If the issues continues then you know the manager has not dealt with the issue. Know your policies and procedures this can shed light on things you think are wrong but maybe just policy driven or maybe you have identified something that needs to be improved.

SmilingBluEyes · Aug 19, 2016

MYOB. You got enough in going on not to pay attention to such issues with coworkers.

loriangel14, RN · Aug 19, 2016

I agree with the previous posters. You have no idea what has been done. Many employers will try to work with a person having issues . Plus if it's a unionized work place firing someone takes a lot of steps.

Editorial Team / Admin · Aug 19, 2016

Thank you for your response, Rose Queen. I know it is not my business, I'm just trying to understand in general why someone would not be fired, especially since I've seen other nurses fired for lesser degree incidences. It baffles my mind, that's all.

And with those with lesser degree incidences it may have been the latest in a string of issues. Again, you cannot know what is in other employees' disciplinary file. It is a confidential matter, and speculation on your part is unprofessional.

caliotter3 · Aug 19, 2016

There could be some type of special relationship with various members of TPTB. It happens when an "affair" is going on, or the subordinate sells Mary Kay to the boss at a special discount, all kinds of special situations. Or nothing at all. Management could just be lazy, inept, or just does not care to address the situation. Any way you look at it, best to not spend much energy discussing this with others. You don't want to deflect any targets to yourself.

Ruby Vee, BSN · Aug 20, 2016

I can't get into details here but I have a question: What could be the reason(s) that a nurse doesn't/wouldn't/couldn't get fired despite numerous grievances against them, many of them which include patient safety? I'm talking about grievances expressed by fellow nurses, patients, and family. Thank you.

Grievances? I'm not sure what exactly you mean -- is this a form of being written up, complaint, or are you talking about a formal procedure through the union?

You don't get to know about any disciplinary action taken against another employee. It's none of your business.

Carabella · Aug 20, 2016

Actually as an employee, perhaps he or she is concerned about the safety of the unit (both patients and staff)...

db2xs · Aug 29, 2016

Actually as an employee, perhaps he or she is concerned about the safety of the unit (both patients and staff)...

Yes, safety is also a factor here. I appreciate everyone telling me to mind my own business, but patient safety is at risk here and best practices are not being implemented. If I provided more detail, then perhaps everyone would say something else. But it's what it is and I'm not going to talk about this anymore. This was merely my desire to understand politics. Thank you.