Need Advice on how to handle situations with NM

[adviceneeded]

I wanted to get advice whether I should sit with my NM or just let it go. NM and I have a great relationship but I don't agree or feel confident in some of her decisions.

The most frustrating aspect is discipline. Neither of us are big on counseling staff for clinical items (e.g., your heparin drip was at a incorrect rate). We just provide education.

One area that I believe is black and white is callouts. Recently we have 2 RN's that have exceeded our call out policy by extremes. In the first case, I drafted a counseling form so the staff member, NM and I were all on the same page (this is just counseling and not a written warning). While counseling the staff member, the staff member was defensive and crying. In the meeting, the NM stated that we're not going to use the form, and if she calls out again then we would "counsel" her and if she called out again after that, then she would have a written warning. Granted this staff member has called out 9 times in the past 11 months for several days at a time. Afterwards the NM said she felt bad because the staff member was "sick" all those times even though I showed the NM proof prior that some call outs were not because she was "sick" (e.g., postings on social media).

The second event is a very difficult and confrontational staff member to work with. Within the past 2 months, she's had 3 call outs and 2 NCNS's. I advised the NM of the incidents, and recommend to counsel her. The NM doesn't believe we should counsel her since she's having issues at home. To me, that warrants a counsel but I'm not going to complete it myself if I don't have the support from my NM.

I feel like I'm done. I try to enforce rules but I don't get any support. The NM has the idea that if you don't counsel staff their moral will be high. After talking with staff, it's just the opposite. Their moral is low because we're not enforcing rules and it upsets them when the same people call out (specially on weekends).

How do I explain to her nicely that staff are unhappy because the lack of discipline? Or even, how do I explain that I am unhappy and things need to change (there's other issue than just discipline)?

[classicdame, MSN, EdD]

this is an HR issue

[psu_213, BSN, RN]

I ask this not to be critical, but to learn more: what is the difference between "education" and "counseling" when it comes to a med error, such as the heparin drip?

[adviceneeded]

In our institution, counseling is the first step to the disciplinary action process. The first step is counsel, then 2 written warnings and then let go. Other places choose to have 3 written warnings then let go. If you receive a written warning, you loose certain privileges and bonuses.

When we educate, well make note of the event but not in an official manner (like a post-it note in their file). We don't counsel/write someone up for 1 med error but if it's a pattern the yes. And believe me, there's been times its been such a grievous error that I've stated I recommend the need to be "counseled" and not just educated because this wasn't their first time of not informing an MD of a serious change in patient status (e.g., a vented patient who newly decorticate postures for 11 hours, the "senior" RN documents as much but never informs the MD)......

[ktwlpn, LPN]

Our HR is not involved in the disciplinary process. You absolutely must have written policy that you apply to EVERYONE. Your NM is dead wrong-,I agree totally with YOU. Different rules for different people leads to low morale. It's no one's business if an employee is having "issues" outside of work until it effects their job performance and then it effects everyone. Three choices are available to the employee,1-take FMLA (if you qualify) 2-quit your job 3-commit to your job and your life, compartmentalize "issues" and leave them at the door.Buck up,cookie and go to work.And get some help with those "issues"

[Sam J.]

I've never worked in a place that the first and only no-call-no-show didn't end in ternination. But I have worked in several places that even considered a call-out within two hours of shift start to be a no-call-no-show. How does your place manage all those absentee shifts?

[psu_213, BSN, RN]

Where I work, the absentee policy, tardy policy, and NCNS policy are written by HR. They are enforced by the individual units. On my unit, at various times, there has been increased monitoring of those policies; however, as far as I know, no one has ever been fired for attendance reasons. I would imagine no call, no show would be a bit different--you don't get fired on your first NCNS, but you have very few second chances.

[MrChicagoRN, RN]

What's your policy? Call-ins affect others because the rest of the staff either works short, or someone else is "encouraged" to stay to cover. Or, someone is wasting a lot of time calling around, looking for a replacement. Morale suffers as the regular workers get the message that it really doesn't matter if they come to work or not, management doesn't care.

I hate having to discipline for attendance, but for the good of the department, and for fairness to all, I must.

FMLA is available to protect the worker, and EAP may be of benefit to some to get their stuff together.

[caliotter3]

It seems that not following policy is affecting the morale of the those that do follow the rules, so it is time to get the NM on track. She is not doing the unit any favors by brushing infractions under the rug and needs to be clued in. If you can't get her to see the light, and can't work within her "parameters", it might be time to call for assistance from the supervisor above her or even HR. From info in your post, it does not appear there is any getting around a meeting of the minds at this point. And I agree that personal problems at home are no excuse for workplace behavior. A nurse manager who habitually makes excuses for people with personal problems, has a problem with their own supervisory skills.

[NCineas]

Talk about it...and the need to manage based on policy and the process of verbal warnings. You guys need to partner and have a plan before meeting. Verbals should be documented separately so you know if they have that option.

[jrt4]

This is a common problem in nursing leadership. I would be willing to bet that this nurse manager makes references to the staff as her "kids" or my "girls". We are not their mothers/fathers. If you are sick regardless of whether you had a good reason, it is still an occurrence unless you have been approved for FMLA. After x# of call ins...you are terminated. End of story. At the end of the day we are running a business...if you do not show up for work...I need to find someone who will. Most organizations are more than generous when it comes to the # call ins you get before termination. This should be more than enough to allow for when you are actually sick or when your child is sick. If it more than that...that is why organizations have FMLA.

[classicdame, MSN, EdD]

not following policies - well, which ones can I choose not to follow? This NM is setting the facility up for a risk management issue. Failure to be consistent creates friction with the rest of the staff. It does not improve morale - just the opposite. I think the two of you are going to have to have a heart to heart talk. Request that someone from HR or Risk management give "guidance".