Nursing Union success stories, help!

[nursefalcon2007]

I am a new nurse at a union hospital, and I'm wondering what my rights are.

I wanted to know if anyone has used the union, if that's backfired on them, or if that's helped. I'm still navigating the field and I don't want to jeopardize my career over politics.

Essentially, my 6 month probation period as a new nurse has passed. I had made two errors as a new nurse that had to be documented as an event (did not result in patient harm) but I was consistently told that I was not being punished and that they were recorded to identify breakdowns in processes to help the unit function better. I had my 6 month review, and my manager once again reiterated that I was welcome to the unit and that new nurses make mistakes, that we learn from them and we grow, that they were happy to have me and satisfied with my progress. I never had a conversation with my educator or my manager in which they told me they were dissatisfied with my performance, or given written corrective action, which is stated in union handbook needs to be given to the employee prior to punitive action.

My supervisor called me on my day off, which I found odd, to tell me I immediately needed to transfer units within the hospital and that she was extending my probation 30 days on the unit, then 6 months with the institution (also not in the handbook). I'm not the type of person to come on here and play victim, I can accept that I may not be a good fit for the unit. I however can not accept that I was never given any warning. Just told that my probation was extended and I have to transfer.

I am wanting to take it up with the union, but I don't want this to put a further target on my head as a problematic nurse and prevent me from being hired into a new department within the same institution. Has anyone had similar experiences? Advice? Insight?

[Leader25, ASN, BSN, RN]

First of all ,you are the union.

Second a union delegate should have been contacted by you and informed her/him of the events,the phone call etc.

There are guidelines for all these things not only in your contract but also in past practice history.Have you even attended chapter meetings,or had a union orientation upon being hired?Who is your organizer? You need this to be done by the proper channels.Yes sometimes they try to target you but stay strong,know your rights, and always use proper representation,never have a conversation with mgmt alone.

[TriciaJ, RN]

Agree with Leader. Contact your union rep asap. This person can review the contract with you and tell you if they can extend your probation and if that affects your right to representation. They will not file a grievance unless you ask them to, nor will they do anything to jeopardize your current position.

Management banks on you not knowing the contract and your rights. Often, managers aren't even familiar with the contract, which is egregious. Do contact your rep before you decide your next move.

[TheUniqueme1, ADN]

I never had a conversation with my educator or my manager in which they told me they were dissatisfied with my performance, or given written corrective action, which is stated in union handbook needs to be given to the employee prior to punitive action.

Well I was recently  suspended via voice mail, because on 2 separate occasions, I was informed that a Norco pill was removed from the pyxsis, and wasn't scanned nor documented. This past Monday 12/20/21 I.met with HR, Medsurg Director, and my recently hired Mgr.

I was asked to explain what happened and if I was diverting meds.. Of which I would never do, not do. I take pain meds. In fact, I presented an Triplicate for Norco & Ibuprofen of which I received on 11/14/21 and never filled. Mind you, I did have 2 Union reps with me at the time; 1 in training and the other experienced nurse. But they didn't ask any questions just took notes.

By the way, I work in Northern California, at a HCA hospital and was told before hand if I needed to take a break to congregate for a moment I could, but the Director of HR said no; we can discuss things after the meeting is over. The next meeting will be this Tuesday, with my Mgr & Director of HR.

Any advice on how to navigate this? I don't want to go at it alone... Still waiting for Union Rep to respond with whom will go with me.

P.S. I was informed that I wasn't the first person that this has happened to.. However, they are only concern if a pain med is pulled & not documented.