Placed on administrative leave, reason unknown

xoemmylouox, ASN, RN · Sep 25, 2015

I would be frustrated myself. I would take this as a signed that I need to start looking for employment elsewhere.

SarahMaria, MSN, RN · Sep 25, 2015

I agree with jadelpn, contact your union delegate if your facility is unionized in order to protect yourself.

TurtleN84 · Sep 25, 2015

Thank you to those that actually took the time to answer my question. I'm starting to feel attacked which is why this is the first thing I've posted in well over a year. It's such a catch 22. We get told by our supervisors to report any wrong doing we see, but as soon as we do, I'm the one who's wrong? Double standard. There was obviously other things going on between this person & I that is irrelevant to the question I asked, which was 'What are my rights as a nurse? Should I have been told why I am on administrative leave?' It's stressful enough being a nurse; I usually just hold everything in & when I finally go to someone for help, I get made to feel like I did something wrong when all I was trying to do was rectify the situation. Thanks

heron, ASN, RN · Sep 25, 2015

OP, I'd love to see specific examples of the "attacks" you mention. Some posters seem to have missed your point and have pointed out an area where you might have made an inappropriate request per your own description of events. But missing the point is not the same as an attack.

That being said, something's missing here. In my experience, administrative leave is most often used when the issue might involve legal or regulatory risk to the facility: abuse, harassment, assault, theft or diversion. It doesn't mean that you're actually guilty - just that an accusation has been made and is being investigated.

Personal conflicts or insubordination don't usually justify the added costs of having an employee suddenly removed from the schedule.

As to whether they can legally suspend you without telling the reason, I suspect they can if it's needed to allow a proper investigation. I agree with the advice to seek help from your union or an attorney experienced in employment law is your state.

TurtleN84 · Sep 25, 2015

I feel attacked because people are asking why did I report him & I should just suck it up & work with people I don't get along with & they are totally not seeing the issue. He only refuses to do something for a patient when he's upset with me & I have that patient. Isn't that an issue? Isn't that neglect? All I was trying to do was fix the problem by not having is work together

heron, ASN, RN · Sep 25, 2015

Of course it's an issue - and, if you're his supervisor and your request falls under his job description and scope, it should be reported as insubordination. This is not the same as a request to modify your schedules.

If you're not his supervisor, then it's still appropriate to complain to whoever supervises both of you. This, too, is different from requesting special scheduling consideration.

And, yes - sometimes we do have to suck it up and work with people we don't like.

TurtleN84 · Sep 25, 2015

Well, whatever happens happens, I suppose. I learned my lesson...

SmilingBluEyes · Sep 25, 2015

You put your business out there for people to read, form opinions and reply. That you don't like some answers, does not, in any way, constitute an "attack". You come off defensive here in writing; I can only imagine how you sound in person if this is how you respond when things don't go your way. This is a public forum; take what you can use, and implement it and discard the rest. End of story.

AJJKRN · Sep 25, 2015

I would be consulting a lawyer or my malpractice insurance (or your union rep if your facility is unionized) ASAP. Being put on administrative leave for a non-physical disagreement with a co-worker just does not fit the punishment. I'm banking that the co-worker made allegations towards you/your practice.

At my work, if there's a disagreement between two co-workers that has not been worked out with each, by each other, then you get a sit down with each other and the manager(s) and it's sorted out this way. By no means would someone be taken off of the schedule until it's sorted out unless allegations had been made that involved harming Pt's or staff.

This may not be what's going on but I wouldn't let my guard down especially if the other person is non-licensed personnel that doesn't have their own licence at stake in this argument. Best of wishes!

PS: I don't think going to the manager and asking not to be scheduled with the person you're having issues with is way out of line, it would however be up to the manager or supervisor to ignore your request.

At least it lets them know as an adult that you are frustrated enough with another individual that your interactions together could result in inappropriate behaviors towards each other while on the clock (before they escalate). I would say if I was a manager, someone coming to me not wanting to work with another co-worker would show me the severity of the issue and that it needed to be resolved sooner than later. JMHO though!

TurtleN84 · Sep 26, 2015

["1:48 pm by SmilingBluEyes

You put your business out there for people to read, form opinions and reply. That you don't like some answers, does not, in any way, constitute an "attack". You come off defensive here in writing; I can only imagine how you sound in person if this is how you respond when things don't go your way. This is a public forum; take what you can use, and implement it and discard the rest. End of story."

Imagine & form opinions all you want. This is a free country. Is this not a place where someone can come & vent? I was asking a specific question & got upset when alot of people didn't answer the question. It was already nerve-wrecking enough to have to deal with the situation, now I have to be essentially yelled at for speaking up about something? You all didn't have all of the information to even respond on the fact that this person & I don't get along. You dont know the whole story, therefore you shouldn't speak on it. With the information I did put out there & the question I asked was what should have been answered. That's the end of the story. And to sum it up even more, he got fired & I didn't. Thank you & have a good day

TurtleN84 · Sep 26, 2015

The situation is over with. I hate that things had to happen the way it did, but apparently this was not the first time something like this has happened with this employee. Thanks again

dishes, BSN, RN · Sep 26, 2015

He got fired and you still have your job?