adviceneeded

In our institution, counseling is the first step to the disciplinary action process. The first step is counsel, then 2 written warnings and then let go. Other places choose to have 3 written warnings then let go. If you receive a written warning, you loose certain privileges and bonuses. When we educate, well make note of the event but not in an official manner (like a post-it note in their file). We don't counsel/write someone up for 1 med error but if it's a pattern the yes. And believe me, there's been times its been such a grievous error that I've stated I recommend the need to be "counseled" and not just educated because this wasn't their first time of not informing an MD of a serious change in patient status (e.g., a vented patient who newly decorticate postures for 11 hours, the "senior" RN documents as much but never informs the MD)......

I wanted to get advice whether I should sit with my NM or just let it go. NM and I have a great relationship but I don't agree or feel confident in some of her decisions. The most frustrating aspect is discipline. Neither of us are big on counseling staff for clinical items (e.g., your heparin drip was at a incorrect rate). We just provide education. One area that I believe is black and white is callouts. Recently we have 2 RN's that have exceeded our call out policy by extremes. In the first case, I drafted a counseling form so the staff member, NM and I were all on the same page (this is just counseling and not a written warning). While counseling the staff member, the staff member was defensive and crying. In the meeting, the NM stated that we're not going to use the form, and if she calls out again then we would "counsel" her and if she called out again after that, then she would have a written warning. Granted this staff member has called out 9 times in the past 11 months for several days at a time. Afterwards the NM said she felt bad because the staff member was "sick" all those times even though I showed the NM proof prior that some call outs were not because she was "sick" (e.g., postings on social media). The second event is a very difficult and confrontational staff member to work with. Within the past 2 months, she's had 3 call outs and 2 NCNS's. I advised the NM of the incidents, and recommend to counsel her. The NM doesn't believe we should counsel her since she's having issues at home. To me, that warrants a counsel but I'm not going to complete it myself if I don't have the support from my NM. I feel like I'm done. I try to enforce rules but I don't get any support. The NM has the idea that if you don't counsel staff their moral will be high. After talking with staff, it's just the opposite. Their moral is low because we're not enforcing rules and it upsets them when the same people call out (specially on weekends). How do I explain to her nicely that staff are unhappy because the lack of discipline? Or even, how do I explain that I am unhappy and things need to change (there's other issue than just discipline)?