ferretface

You're the boss, you need to set the boundaries. Make rules & make them apply equally to EVERYone. Don't ignore problems, DEAL w/them. It might also behoove you to take some managerial classes & assertiveness training. Stop letting your staff manipulate you. You are the boss, not their BFF!! I had a manager like you once, she was everybody's friend at first, but when she ignored problems w/staff-- such as serious med errors, non-productivity, etc. she became the enemy b/c she didn't deal w/things. You can be firm & have a structured work environment w/out being a tyrant. Most important, don't blame them for your failings, you have to set the tone & be consistent.

your situation is the other side of how hospitals handle med errors. Years ago I worked w/an experienced RN who made 4 major med errors w/serious drugs, but b/c the patients "lived" each time, administration didn't discipline her!! I no longer work w/her; I left b/c I felt she was unsafe & that if administration was going to turn a blind eye to her incompetence, then I didn't want to be affiliated w/a hospital like that. From what I understand since I've left, nothing has improved. Firing for your 1st offense seems a bit harsh- especially for a new grad- probation would have seemed more reasonable. Good luck to you.

A coworker charted that a patient complained about me. She charted "Patient c/o (my name) being rude." Instead of coming to me, this coworker discussed it w/another coworker who told her she should chart what the patient said. (We all work the same shift, so I was there). I am upset that this coworker didn't come to me w/the complaint first & explain the situation. (which is that the patient was upset & verbally abusive b/c her procedure had been delayed). How do I handle this & is this type of charting legal? I feel an incident report should have been made out rather than writing complaints about another nurse in the record.