I really need some opinions and advice. Last Thursday (7/28/16), I was escorted to HR, in which they showed me a print out report of my transactions from the Pyxis the day before. It showed I had removed a narcotic on a patient that wasn't my patient and not even in my dept(PACU), but in pre-admission tesing I found out. I never go to that dept I said, and this was not my patient, and I didn't perform this transaction. They informed me I had to submit my fingerprint for this transaction. I continued to tell them I never made that transaction.I also provided them with as much details of that day. Long story short: I was suspended w/o pay, submitted to a drug test, which was negative and had to be driven home from work in my car by someone else with the director of security following behind. This has left me devastated, horrified, scared to death, mentally and physically stressed. I am not a druggie nor a drug thief!!! I've been a nurse 41 yrs! Why on earth would I do this now?? I know they have policies, but they still damaged my integrity, character and reputation as my coworkers knew something was up before me! I can't eat or sleep. I have prayed and prayed. I'm truly scared I'm going to lose my livelihood, go to jail, God knows what else. I called this past Monday and left a message for the HR director to call me back. Never got a call. I heard today she is on vacation. I tried to get hold of the person covering for her, but could not get thru to HR or even leave a message. I finally called another dept director for help, and she took a message to that person..never got a call back today. Tried to call again before they closed. No answer and not able to leave a message. I have consulted with one attorney, who basically took my money and didn't give me any encouragement, only that he could send them a letter for $1000. Needless to say, I'm looking for someone else, but I can't afford an attorney and make too much money for a pro bono attorney. Tomorrow is my last paycheck. What then?
I truly believe this is based on human error in the Pyxis, but how can I prove it?? Please send me your opinion and advice on this mishap. Any article links would be greatly appreciated as I need all the info I can to prove my case.
Thank you so much in advance. I trust going to my colleagues because I believe we take care of each other!
they had someone else drive you home with security riding behind you? ain't no way nobody would have gotten in my car and driven me anywhere!! what kind of crap is that?? i have never heard of such foolishness!! they would have fired me on the spot if they taught i would have complied with that!!
Specializes in Huntingtons, LTC, Ortho, Acute Care.
I find those Pyxis machines are horrible. Sometimes my finger print logs me in under someone else! My facility is aware of this issue. We have manual log in with a username and pass but only after 3 failed attempts to finger in. Its biometrics but I doubt it's the most sophisticated level. You need a lawyer and to find out which nurses DID access this patients chart and cared for them. Someone would have had to open the mar to know they had goodies worth grabbing . If all you are saying is true I feel very sorry for you and I hope things turn up better for you. Even if this clears up and you're allowed to keep your job I would consider new employment and a possible civil suit they tarnished your reputation with your colleagues based on suspicion.
I find those Pyxis machines are horrible. Sometimes my finger print logs me in under someone else! My facility is aware of this issue. We have manual log in with a username and pass but only after 3 failed attempts to finger in. Its biometrics but I doubt it's the most sophisticated level. .
This is nuts! What is that facility doing about this issue? How long have they been aware of it? Perhaps a call to the state's agency or other higher regulating body needs to be involved ASAP on their relaxed approach to fix that issue.
I hope for the OP that all goes well. I deeply wish there is video surveillance in that facility. Using video and the reports with time stamps from the Pyxis should help clear your name. OP, remain cooperative and do not come across as resisting during any part of the investigation. I've read the entire thread and so far you have volunteered to provide samples. That's good. Think before you speak and document everything. Yes, everything! Time, date, location, people involved, times they were there in the meeting, what was said and so on.
I've been involved in peer review panels where I've served as the senior member and it does help that you come across as cooperative. Come forward denying and refusing to provide a urine sample is not good for you. Good for you that the urine sample came back negative.
You did not make any mention on video. I hope there is video. In my facility, the one I am currently stationed at, security keeps the video for 30 days. After 30, it is gone. Video does not lie. My last peer review was a nightmare but the video clearly showed who was at fault.
Like others have mentioned, I suspect that you did not log out and someone got in under your log in. As already mentioned, these systems have an auto log off, but the time out allocation is ridiculous! Anyone can get in after you leave and can get whatever they want under your log in.
I am very OCD when it comes to narcs. We have fingerprint technology plus video. When we log in, the system greets us with an auditory message plus my name. This helps since there are times that I do not look at the login section showing my name. Because some of the comments made on this post, I am now very curious to see how the fingerprint algorithm works at my current facility. I have one colleague that can't log on with her fingerprint no matter what she does...
I also make it a habit to change my password often because there are many of my colleagues that do not bother turning their heads while I login and get fuzzy when I tell them to look away. I tell them not call me to help them be their witness during narc waste. That usually works.
I would recommend that the chart on that pt gets reviewed and see who signed giving the narc. I hope for you that the administration has done this.
These investigations take time. A lot of time and I feel for you. In the end, if the admin does not find anything pointing towards you, they will take a bit more time to figure out how to pull their head out of the sand and come up with an apology to keep you happy from not seeking further legal action against them.
Until then, I am keeping my fingers crossed for a positive outcome on your favor. Please let us know how things resolve.
3. Pyxis requires a dual login to pull a narcotic. If it was accessed on another floor, then the other nurse would question why you are pulling a narcotic on their unit. If the pyxis is on your unit, if you were still logged in, the nurse behind you could enter their login as the dual login and retrieve the med. That person would needed to be looked into.
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The Pyxis where I work only requires a 2nd user verification if a narcotic is being wasted.
See if you can find out how long your Pyxis stays open without someone actively using it.(Although they could have changed the time since this event) From previous experience an RN diverting where I worked removed narcotics under someone else's log in when they walked away without actively logging out. Our machine use to stay open for at least one minute with no activity. Now I'm not sure it stays open for even 30 seconds. I try to remind people who walk away without logging out to log out.
OP, are there any updates? Pyxis machines aren't utilised in my country at all by my understanding. However we are becoming more and more digital and I fear this will happen where I am. I know they trialled many years ago something similar but it was scrapped.
My thoughts are with you and I know America allows you to sue more easily so please consider this.
My thoughts, selfishly are also with myself. I think if nursing heads towards this where I am, I will want to take the plunge changing jobs where I am. We have lots of protection in place (double signing etc)- both go to pt to administer+ cameras. So I feel it is sufficient to ensure no issues.
this thread with people's experiences disturb me
ETA: the signing and both going to administer medication seems to prevent a lot of issues! I saw a reply saying the fingerprint logs in as another person!
I don't have words of wisdom for you, but I want to share my story so you know that you are not alone. I have been looking for a nurse with a similar experience. Here is what happened to me...
In May, 2016, in the middle of my shift, I was approached by the Nurse Manager. She informed me that I needed to follow her immediately. She escorted me past my Supervisor and peers; I was taken to the Administration offices. In addition to this Nurse Manager, there was a Director of Nursing, a Director of Human Resources, and another person sitting behind a computer. I was informed he would be typing notes during this meeting.
I asked why I was there. At that point, the Director (whom I never met prior to that day) informed me that I was being investigated for diversion; I felt like I was blind-sided by a truck! The Director asked me to empty my pockets; I immediately complied and nothing was found. Also, I offered my car key and locker key; she accepted my locker key, but stated my car key wasn't necessary. I offered to submit to any testing and would allow her to search my home. I stated that I would do whatever was necessary to demonstrate that I was not diverting. I shared that I was a long-term (26 years) and loyal employee with excellent annual reviews and no Pyxis discrepancies of any kind!
The Director informed me that they would be collecting a urine sample and if I refused I would be terminated immediately. I restated that I had already agreed to being tested. I was escorted to Employee Health to provide a urine sample. Upon returning to the Director's office, the contents of my locker were loaded onto a utility cart. The Director informed me that my belongings were removed from my locker while I was in Employee Health. She then proceeded to search my belongings; nothing was found. At that point, she informed me that I was suspended without pay, had me surrender my ID badge, and informed me that I was not to discuss the investigation with my peers. If I had questions, I was to call her.
Two weeks later, I received a phone call informing me to attend a meeting the next morning. At this meeting, I was informed that all suspicions were unfounded and I was being returned to work with back pay. Since I had scheduled vacation during my suspension, they used my paid-time bank to pay me. I assured them, I was in not on vacation while I was waiting for them to get back to me. After waiting for 2 weeks in limbo, I was physically and emotionally exhausted. I asked them if they received my messages/emails asking them for an update and telling them that my emotional and physical health were getting worse with each passing day that I waited for their answer. I was informed that my requests had been received, but they wanted to complete the investigation before returning my calls/emails.
I knew it would take 3 days to get the urine screen back, but waiting 2 weeks with NO information was torture. I ended up under the care of my physician who referred me to a mental health provider. I was diagnosed with a severe anxiety reaction and began medication and counseling. My providers placed me on medical leave. I've now been diagnosed with PTSD.
Despite multiple requests to understand the basis for the accusations, I have not been given answers. Whenever I ask a question, I'm repeatedly informed that there is no record of me being investigated for narcotic diversion.
My leave is running out and I am terrified of returning to the same position. I don't understand WHY I was accused in the first place and WHY it took 2 weeks to get back to me! I asked if there were discrepancies, patient complaints, of if I appeared to be 'under the influence'. I was informed that there were no discrepancies and no complaints, and they would not be discussing anything else because there is no record of the investigation in my employee file.
If I leave this employer before August, 2017, I must pay back the entire amount of tuition benefits. It is a large sum; I would need to take a personal loan, extend the mortgage on my home, or tap into my retirement savings early and pay a penalty (I am only 54 years old). I have located an attorney that charges only $100 for a one hour consult; I have an appointment on Tuesday.
I understand your feelings and concerns; this is not a situation that I ever dreamed I would be facing in my spotless (up to this point) career. I will keep you in my prayers.
Someone already mentioned the importance of having your OWN malpractice insurance and this cannot be emphasized enough! For little more than $100 per year you can have peace of mind that a situation like this can be handled without going into debt big time. NO ONE can afford to pay for an attorney on a nurse's salary, so please let this be a lesson to all of you reading this thread who don't have your own insurance!
ANYONE finding him/herself in this situation should immediately demand your union rep (if you have a union) if called in to speak with management like this nurse and the OP, as well as during any subsequent meetings. You have that right and need the representation as well as a witness to what was said and done. This is only one reason why I would never work for a non-union hospital. The next thing that someone should do is IMMEDIATELY UPON LEAVING THE HOSPITAL, hire an attorney! They will be able to contact your employer on your behalf and get the answers you seek so you aren't waiting in limbo, possibly never having any answers whatsoever. They will also be able to assist in an investigation of the facts and documenting everything. They will also be able to make sure that there are no lingering issues that follow you, unbeknownst to you, once everything is all said and done.
Lastly, someone said that lawyers don't charge for an initial consultation. Some don't and some do, but again, not an issue if you have insurance.
I'm sorry for what you and the OP are going through. I wish you both the best!
OP, are there any updates? Pyxis machines aren't utilised in my country at all by my understanding. However we are becoming more and more digital and I fear this will happen where I am. I know they trialled many years ago something similar but it was scrapped.
My thoughts are with you and I know America allows you to sue more easily so please consider this.
My thoughts, selfishly are also with myself. I think if nursing heads towards this where I am, I will want to take the plunge changing jobs where I am. We have lots of protection in place (double signing etc)- both go to pt to administer+ cameras. So I feel it is sufficient to ensure no issues.
this thread with people's experiences disturb me
ETA: the signing and both going to administer medication seems to prevent a lot of issues! I saw a reply saying the fingerprint logs in as another person!
Yes, we have a lot of problems with this system in terms of nurses being suspected wrongly because of errors in the system. The problems come about when the management doesn't investigate thoroughly and jumps to conclusions. Not all, but it is a common enough problem here. They wouldn't want to pay for the staffing to go back to signing out on paper, plus, that system is easily abused...more so than Pyxis machines.
My thoughts and prayers are with you. It sounds like they are giving you the runaround and are planning to let you go. This is not uncommon behavior for a for profit hospital that wants to save money on staffing by letting go of a long term employee. Is your hospital Unionized? If so even if you're not a member by law they have to represent you just as if you were a member. If your hospital is protected by a Union the employer has to show just cause in order to discipline you. I presume that you have an exemplary record, so they are looking for an excuse to terminate you. Do you live in a right to work state? If you do again this is standard behavior to get rid of a long term employee.
The first attorney that you spoke to sound like a real tool. Find yourself another attorney, one who works on contingency, show up in HR with this attorney, and tell them that they are facing a very expensive wrongful termination lawsuit if they continue to proceed with this. Have your attorney ask for real evidence, and demand that you are returned to active duty immediately. Get as many character witnesses, and co-workers to testify or give affidavits in your behalf. Go to the press if you have to. Do not knuckle under to these bozos. This is not business as usual for you. You have a reputation to protect.
I don't have words of wisdom for you, but I want to share my story so you know that you are not alone. I have been looking for a nurse with a similar experience. Here is what happened to me...
In May, 2016, in the middle of my shift, I was approached by the Nurse Manager. She informed me that I needed to follow her immediately. She escorted me past my Supervisor and peers; I was taken to the Administration offices. In addition to this Nurse Manager, there was a Director of Nursing, a Director of Human Resources, and another person sitting behind a computer. I was informed he would be typing notes during this meeting.
I asked why I was there. At that point, the Director (whom I never met prior to that day) informed me that I was being investigated for diversion; I felt like I was blind-sided by a truck! The Director asked me to empty my pockets; I immediately complied and nothing was found. Also, I offered my car key and locker key; she accepted my locker key, but stated my car key wasn't necessary. I offered to submit to any testing and would allow her to search my home. I stated that I would do whatever was necessary to demonstrate that I was not diverting. I shared that I was a long-term (26 years) and loyal employee with excellent annual reviews and no Pyxis discrepancies of any kind!
The Director informed me that they would be collecting a urine sample and if I refused I would be terminated immediately. I restated that I had already agreed to being tested. I was escorted to Employee Health to provide a urine sample. Upon returning to the Director's office, the contents of my locker were loaded onto a utility cart. The Director informed me that my belongings were removed from my locker while I was in Employee Health. She then proceeded to search my belongings; nothing was found. At that point, she informed me that I was suspended without pay, had me surrender my ID badge, and informed me that I was not to discuss the investigation with my peers. If I had questions, I was to call her.
Two weeks later, I received a phone call informing me to attend a meeting the next morning. At this meeting, I was informed that all suspicions were unfounded and I was being returned to work with back pay. Since I had scheduled vacation during my suspension, they used my paid-time bank to pay me. I assured them, I was in not on vacation while I was waiting for them to get back to me. After waiting for 2 weeks in limbo, I was physically and emotionally exhausted. I asked them if they received my messages/emails asking them for an update and telling them that my emotional and physical health were getting worse with each passing day that I waited for their answer. I was informed that my requests had been received, but they wanted to complete the investigation before returning my calls/emails.
I knew it would take 3 days to get the urine screen back, but waiting 2 weeks with NO information was torture. I ended up under the care of my physician who referred me to a mental health provider. I was diagnosed with a severe anxiety reaction and began medication and counseling. My providers placed me on medical leave. I've now been diagnosed with PTSD.
Despite multiple requests to understand the basis for the accusations, I have not been given answers. Whenever I ask a question, I'm repeatedly informed that there is no record of me being investigated for narcotic diversion.
My leave is running out and I am terrified of returning to the same position. I don't understand WHY I was accused in the first place and WHY it took 2 weeks to get back to me! I asked if there were discrepancies, patient complaints, of if I appeared to be 'under the influence'. I was informed that there were no discrepancies and no complaints, and they would not be discussing anything else because there is no record of the investigation in my employee file.
If I leave this employer before August, 2017, I must pay back the entire amount of tuition benefits. It is a large sum; I would need to take a personal loan, extend the mortgage on my home, or tap into my retirement savings early and pay a penalty (I am only 54 years old). I have located an attorney that charges only $100 for a one hour consult; I have an appointment on Tuesday.
I understand your feelings and concerns; this is not a situation that I ever dreamed I would be facing in my spotless (up to this point) career. I will keep you in my prayers.
I feel bad for you as well. I have been in a similar situation too. 34 years with a spotless record and then "caboom"...It was one of the worst things I have ever experienced. Please update us as well as OP. Wrongfully being accused is so horrible and I want to know when and how someone is in the end.
. If all you are saying is true I feel very sorry for you and I hope things turn up better for you. Even if this clears up and you're allowed to keep your job I would consider new employment and a possible civil suit they tarnished your reputation with your colleagues based on suspicion.
scthomas93
16 Posts
they had someone else drive you home with security riding behind you? ain't no way nobody would have gotten in my car and driven me anywhere!! what kind of crap is that?? i have never heard of such foolishness!! they would have fired me on the spot if they taught i would have complied with that!!