Nurse Manager Fired for standing up for adequate staff!

Nurses General Nursing

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:angryfire

i am so angry i could spit fire right now.

:angryfire

:angryfire

i am so angry i could spit fire right now.

:angryfire

i didn't see any story about how you were fired for speaking up just website that advocates decreased pt ratios, which i am naturally all for but this started with you saying you wre fired didn't it?

ok i went back and finally clicked on real crisis and have read the story.

a few questions, #1 you just barely mention not understanding the budgeting and paperwork side of this job and that help 9n this area did not come, was there something you did not write in theis heart felt story about how budgeting was affected? #2 did you comeplete all of the budgeting paperwork correctly and within the assigned time limit? #3 did these become issue that you have failed to inform us the innocent reader about?

a manager does have many responsibilities and of course it would seem that prioritizing good pt outcomes and nurse/pt satisfaction should be the goal, however i feel there must be something that you are not sharing or this company could not have just terminated you without cause.

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Specializes in Medical/Surgical/Maternal and Child.
:angryfire

i am so angry i could spit fire right now.

:angryfire]

make that two of us...this is absolutely appalling. i hope she took that hospital to court!!! :angryfire :angryfire :angryfire
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And it was ALL about egos. My DON is so far removed from reality, and that's why they were in the shape they found themselves to be when I arrived. I was merely trying to keep it that new way, and said so in a managerial email. Guess it embarassed her. Too bad. People in power like that SHOULD be embarased when they make that kind of decision.

It sounds like you disturbed the Status Quo, which is bound to upset people. I'm like you, in that I question why things are done a certain way, and how can I improve it.

Almost one year ago, I pointed out a pretty obvious liability problem and came up with an inexpensive solution- it would cost less than $200. Now, one year the problem still exists, despite the many memos I've written and haven't recieved any response to.

The first lawyer, who ever decides to sue on this issue, is going to make a lot of money.

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ok i went back and finally clicked on real crisis and have read the story.

a few questions, #1 you just barely mention not understanding the budgeting and paperwork side of this job and that help 9n this area did not come, was there something you did not write in theis heart felt story about how budgeting was affected? #2 did you comeplete all of the budgeting paperwork correctly and within the assigned time limit? #3 did these become issue that you have failed to inform us the innocent reader about?

a manager does have many responsibilities and of course it would seem that prioritizing good pt outcomes and nurse/pt satisfaction should be the goal, however i feel there must be something that you are not sharing or this company could not have just terminated you without cause.

good questions. #1 actually nothing left out. budget was affected. i cut out registries, and eliminated double time and most overtime. the other side of this is that the budget itself did not account for patient acuity, which they ignore, nor a fluctuating census.

#2, the reports were turned in as soon as they helped me to understand them. so, yes, after the first 3 weeks or so.

the corporation that bought the hospital is an egomaniacial machine concerning only with lining the pockets of the higher levels and the stockholders. the sad thing is that with just 10% of what they get in a year, they could have staffed this little hospital with competent nurses for a year.

i'm glad you brought this to my attention and i will address it on the site.

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what/who is TPTB?

and man, do i feel green....this 45 yo bird STILL doesn't understand understand why ceo's wouldn't want positive staff/pt outcomes if it doesn't cost them anything..... :o

TPTB is the powers that be. I don't think I'll ever understand WHY the good-old-boy atmosphere continues in today's conditions. I understand that I drew attention to our hospital, but I don't understand HOW that made them look bad, or why they didn't appreciate it. That is, until I "failed to support director" in a public forum.

As for the wrongful termination, I'm on my way out the door in a few minutes with a few more resources for my attorney on why nurse ratios affect patient care.....I'm a Legal Nurse Consultant, also, and know the only way to get attorneys to read something is to put it in front of them!

(most of them, anyway) :p

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what/who is TPTB?

:o

Oops, sorry...short for 'the powers that be.' Probably an unapproved abbreviation. :p

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Specializes in ICU, CM, Geriatrics, Management.
... Makes me want to spit sh*t.

Simma dawn na, J! :)

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