Question for other managers...

[debRN0417]

I know this related to the other thread previously started on nurses under the monitoring conditions, but I didn't know exactly how to get it in to be noticed as another question... anyway here is my story, I hope someone can give me some insight on what I may be able to do...

I worked in management of a Long Term care facility. A nurse applied for a position there and she was under the monitoring program. At the time she was not able to have narcotic access. I talked things over with my administrator and she refered me to the regional consultant nurse. I talked with the consultant about it and she told me that if I wanted to hire her and give her a chance, I could. I hired her as a nurses aid, pending state certification. I did a criminal background check, before hire of course, and she was clean. The only thing was the license issue. I recieved approval from the monitoring board to hire her and received the contract. I did what I was supposed to do and things were going well. After a couple of months the nurse told me that the monitoring board was considering allowing her to return to practicing status. I contacted the monitoring board and was told that this was the case. In the meantime, I resigned my position, which is another story. I told the new person taking my place all about the situation. I told the administrator that the contract was coming for this nurse to resume practice and that I had a position available (which we did). My last day at this job, I was told I could leave early. I said I needed to stay until the contract came through on this employee to get things rolling for her. To make a long story short, I was told to go home that my time was up...so to speak. I went home. I was contacted later by the nurse and she told me that they (administration at the job) had met with her and told her that they did not have a position for her, that I HAD NOT told them that she was under monitoring and that "corporate" did not know that she had been hired with conditions. They said she could stay as a NA but not as an LPN because they were not prepared to accept the terms of her monitoring, which was MY FAULT because I never told anyone about them. Well first, I CANNOT hire without administrator and corporate approval and all her paperwork was sent to corporate and in her personnel file and the administorator has to sign before anyone is hired. and I talked to the corporate nurse who said I NEVER spoke to her..and it was MY FAULT because I had not followed through. I, of course am no longer employed there and no one would speak to me about ti because it is confidential information. What do you think???

[SarasotaRN2b]

I think that facility is horrible, and if there is a way for you to contact the nurse, I would. Since you have seen how she had worked, give her your name as a reference. The BON also was satisfied. Just tell her to look for another facility, she is too good for them. You did all you can. You can't be responsible for the cattiness displayed by the facility. You probably were a great employee doing a good job, and when you decided to leave, they felt deserted and wanted to make things look bad for you.

Kris

[debRN0417]

Thanks Kris,

This nurse was a wonderful employee. She had worked at this facility before, then left and unfortunately came to a bad place in her life. Everyone I talked to that worked with ber before sang her praises. While she was there with me, she was great. The staff and residents loved her. I feel as though anyone can make a mistake and deserves a second chance to prove themself. Thats all I wanted, was to help her get her life back together and re-establish herself. That facility did some things to me also, which was part of the reason I left. I pride myself on my honesty and strong work ethic, and I felt as though that didn't matter. I did not think it possible that anyone else would suffer because of the way they felt about me, or to use me as a scapegoat. The funny thing is, when I left, I was told how great I was and that if I wanted to come back the door was open. I no sooner closed the door than they started this and this nurse was caught in the middle. It makes me sick!

[Monica RN,BSN]

One thing I learned as being a manager in nursing is to create your own personal confidential file. Any wriiten dicipline and phone converstaions, complete with name date and phone numbers are to be logged.9Use a spiral notebook if you desire.. whatever.. the point is, you have the proof to back up any repurcussions that can occur that come along with being a manager. Once things go to administration, employee files, etc, they sometimes end up in the "black hole" and you cannot prove anything.. as to who said what, who did what, and so on...

Good luck in your next adventure.

Monica, RN DON