Irabee

She never spoke to me. I also try to avoid any contact with her because I am afraid this will give her a reason to make up another thing to get me in more troubles. The reason I want to go after her for making up things is not revenge.. I would let it go. This women is obviously looking for drama and I want to make sure she doesn't make up another lie next time

I didn't insert this image. I don't know why it was attached to my post

She didn't exaggerate, she lied. I am not trying to exaggerate anything either . She straight lied about me making discriminatory statements and I want this to be clear for all parties involved. I am not adding or exaggerating anything . This " exaggeration" oh hers got me into 3 months of " investigation and hours of talking with DON ( being pulled off the floor for an hour each time). Should I have been les direct? Yes and I own it . But I am not going to take a blame for something that I never said. It was unfounded

I can't rely on small people surprising me when a huge super aggressive patient goes on a rage... I need somebody who can guarantee 100% safety for all of us : patients, coworkers, seurity and me

thank you for the wise advice

Unfortunately, it is not all about feelings only. This situation has a negative implications for me. For example, I do not want to have a nasty " discrimination case " in my HR profile. It might affect me negatively in the future. There was no discrimination/harassment so I don't want any trace of it in my work history. I read our hospital policies and it doesn't even fall under discrimination/harassment category: there was no hostility .. I wasn't even rude to her! I am also applying to grad school affiliated to the medical center and being a " discriminator" won't serve me a favor.

According to equity committee I am not allowed to discriminate against any personal characteristics such as weight, height etc.... We are talking about security people!!

I need an advice or just your thoughts. I work as inpatient mental health nurse. We had this tall, big , physically healthy and strong, highly aggressive patient on the unit. He sent one of our male nurses to ER and then on medical leave for several months. Few weeks after this assault, he stopped taking his medications and became aggressive again. I called security to give a shot and they only sent us 2 people: one male and one female. I requested another person but was told that they are short staffed. I said that we need at least one more male security to handle this violent patient safely. This female security rolled her eyes and stated she has the same training. I didn't respond anything to that. Likely, we were able to de-escalate the patient verbally, everything went OK. The next day, I was told the female security filed a discrimination complaint to equity committee stating that she felt harassed and discriminated. She also made up a lie that I stated the following phrase TWICE :" You are a woman so you can't do your job as well as a man". I have never said this phrase which was confirmed by my coworker. Later, the equity committee was trying to swipe it under the rug stating that they never asked her coworkers if they witnessed me stating this "key phrase". I assume she tried to drop this phrase out of "discrimination case" because she wasn't able to get her coworkers to testify the "discriminatory statement" she made up. Long story short, I am on a second month of this "harassment investigation". I was already "educated" by DON and unit manager that I have no right to request male security. I was already interviewed by equity committee ( which was very pervasive and accusatory) and I also recently mistakenly received an email about "follow up discussion" on the investigation sent by my DON. She wasn't supposed to send it to me but she did accidentally then frantically attempted to unsend the email 5 times LOL. I also received an email from IT stating that DON requested to retract that email ASAP. This makes me think that it is DON who is pushing this discrimination case. (I am not her favorite nurse LOL.) I am very distressed with all this. How a simple request for adequate security can be turned into a discrimination case? All I asked is male security for aggressive male patient to protect everybody including the lady officer. How on earth could that be turned into a harassment case? In fact, I feel harassed by her. She made up a lie about discriminatory statements and got me into 2 months long "discrimination investigation". It is very humiliating and stressful. Please give me some advice on how to react and what to do. Can I take counter actions and report her to HR for falsifying facts?

I agree. Writing a note about receiving an order wouldn't help at all. The only thing that could help is a witness. I am waiting for RN who was near by that day. She is currently on vacation. However, as you already suggested I would probably just move on. Thank you everybody for your opinions and support. I am slowly letting it go. On the other hand, I still can't accept that nothing is done about it: " Oh... this doctor.... we know... don't worry.... he does that sometimes....." He does that sometimes?????????? *****??????? How about some disciplinary actions for "doing that sometimes"??????? BTW, very interesting fact: he actually DID sing the order!!!! How does this make ANY sense???????? I think he signed the order then he was notified that patient is not ok and decided that the order is wrong .....

It wasn't an adult dose. We routinely give 10 to adolescents. Pt. just developed EPS, things happen. But the Dr. decided to put this on me . Thank you for support. I am starting to forget about it.

Mom made a big deal over this incident and was threatening to sue. I doubt the EPS was from my shot. because it developed four days later.

My version: I heard 10, repeated back 10, end of conversation. His version. I heard 5, repeated back 5, started arguing about how inappropriate is to give 5 and went on giving 10 despite his order and explanation! WHY WOULD I DO THAT?????? There could be a SLIM chance that I forgot how much he told me (however, it is nearly impossible) IF he didn't start making up stories about us arguing on the phone and me pressuring him to give higher dose. I know 200% there was no conversation of that sort. He makes up stories which leaves no room for me to doubt myself.

I was told that taping violates HIPPA.

Thank you for support. "Ugly" is a perfect definition for this story. I am infuriated that MDs can feel safe to put blame on nurse if an "oopsy" happens. What is worst case scenario for them? NOTHING!!! Nurse won't get in trouble! That is their worst possible consequences! But what hurts me even more.... He told one of the nurses that I kept insisting on higher dose. Later he changed his mind and took his words back. The nurse told this to me but refused to confess " because she doesn't want to get involved". The other nurse, who also heard the conversation also stated " Sorry .... but not gonna get involved...". Sad.....

Document what? I wrote the order down.. What else could I have I documented? Pt. was transferred to another unit and 4 days later developed EPS. It is very unlikely to develop EPS 4 days after a single dose. EPS usually occurs either with scheduled anti-psychotic (given daily) or soon after the administration of STAT order not 4 days later. I can't document because the patient is no longer under my care.