Gingbro

Most definitely. They need to speak for themselves. Should they decide to say nothing, then the case is closed. I am hoping they see the need for teamwork, which is not at the level that it should be. I tell them that it is about ones attitude! Being positive and being there for the patient.

Each of our units has a human resources department and she informed us to see our manager, which we have to no avail. I will let those employees whose relatives were denied employment take it up with the manager. I am the representative of the staff members but would like those involved to take an active part. I do appreciate your input though.

The attitude of the siblings aare quite arrogant. They know that they are favored and when they make remarks to that effect, it is hard to let go, espcially when they continue to rub it in. You say let it go, well try working in this unit and see if repeated remarks from siblings make it so easy to just let it go.

The problem is that upper management is not aware that a brother is precepting his sister. As hard as it is to believe, upper management was not aware that the brother was hired when our company had a hiring freeze. I find it quite amazing that upper management is not aware. The sister had the job before the job was posted. It is amazing what is going on "under the table". It is staff's business because other staff member's relatives were denied a position because they were related. A company needs to be fare and run the company according to standards

The words that stood out the most in your reply was TEAM WORK. I can see that you have great teamwork. Wish I could say the same for where we are at. The biggest problem is the favoritism our manager blatantly displays. This favoritism is what is contributing to our DRAMA on the unit.

Thank you. We will attempt one more time then seek Corporate Involvement.

You are so right. It helps to see the situation through the eyes of another. Thank you for your insight. As much as I enjoy this job, it is probably not in my best interest.

So are you saying, leave to go to a more safe working environment and allow this type of behavior to continue? As a professional, I would try to make it right not just for me but for all staff members. Perhaps it would mean a new manager to make things right.

If you are the nurse left alone with 24 patients and problems arise with your patients and the other nurse's, which it has, it is your license that is on the line. When we approach this nurse to talk to her about it, she literally explodes and becomes very upset. True, it is up to management, but if management does nothing, then what? It is your license on the line and to me if you are aware of what is happening and do nothing, the loss of your license is your burden to bear alone. I like the job that I am in and do not feel I should have to leave it to allow another nurse to continue to do what should not be done. Patients are at risk also and safety is jeopardized.

Our company has a policy that relatives are not allowed to work in the same unit. We currently have a brother and sister working together and now the brother is precepting his sister. Our manager knew from the start that they were siblings but hired the sister anyway. The brother was on board as a part timer and eventually hired as full time after hiring the sister. The concern of the staff is that this goes against company policy. The manager is aware that this is a concern of the staff members but has chosen to do nothing. We have gone to the manager's boss to no avail. Should we now call Corporate Compliance Hotline or do nothing? Both brother and sister have attitudes because they know that the manager is on their side. This has disrupted our unit to say the least and we would appreciate some feedback as to our next plan of action.

We have a similar situation at work. In our unit, we have two nurses whom each have 12 patients and 3 techs. A nurse consistently leaves to pick up her kids, then comes back an hour later leaving the other nurses with no backup should something arise. Despite going to the manager nothing is done. Staff is considering calling the hotline. We are in a clinic with no backup as you would find in a hospital. Very frustrating. This nurse leaves on company time

I have always had a passion for Oncology. When I graduated, I was not able to obtain a position in oncology. I took a position in dialysis because I saw the similarities. Both deal with terminal illnesses and I believed dialysis would help me in my goal to someday obtain a position in oncology. I have been offered an oncology position and am hearing that it is a truly busy unit compared to dialysis and I would be crazy to change specialties. Still, I would like to experience it for myself. I would appreciate some feedback from you oncology nurses and what to expect.

Would anyone out there happen to know what medications Patient Care Techs can give and by what route?

In retrospect, a new company is taking over and they may not allow you to rollover your PTO because that means that they will be paying to you. You may want to consider using your vacation or selling it back to the company. Some companies only allow sell back at certain times of the year. You may end up losing it all. It all depends what Fresenius decides to you. Honestly, I do not see a company paying for vacation that was accrued from another company. It is money out of Fresenius' pocket. I honestly cannot say what Fresenius will do as far as PTO.

I am not sure what you mean by personal time acquired. Are you referring to vacation time or length of time you have been with the company?