As nurses, our coworkers and patients depend on us to regularly show up for work. While all of us are entitled to sick days every once in awhile, the general consensus is that when we are scheduled to work, we should be there. Other people depend on our presence.
However, lately I've found frustration at my own position because I co-supervise 3 units with a colleague who does not appear to be in good health. She constantly arrives late, leaves early or takes 1+ hour long breaks. Our floor nurses are frustrated with her because she's almost never around when they need her. Providers are frustrated because she doesn't have her discharge paperwork ready for them on time. She's often absent for family care conferences she should be attending. She's late to clinical meetings, doesn't regularly answer her emails and lets her voicemails exceed 10+ new messages at a time. She doesn't complete her weekly wound round notes.
This week, she's been absent every day except for 4 hours on Monday, and with 15+ discharges, over 10 admissions, state surveyors and COVID in the building, I've taken on the brunt of the increased workload. This is turning into a weekly occurrence. She's either not healthy enough to work a steady manager job that requires regular attendance or for some reason, less is simply expected out of her. My body is worn out from constantly covering from a "sick" colleague. Is it unreasonable to expect that my co-manager be in good health and be held to the same expectations as myself? I'm tired of always being under stress because of her work habits.
@SilverBells, you work for an organization that allows you to work ungodly hours with a ridiculous amount of duties. They allow your coworker to be absent and remain employed because they know you will do her job, plus yours. They have no reason to change.
in addition, this is a common theme in your posts. The advice has been given many times on other threads, leave and find another job. You obviously care about doing a good job and don't deserve to be dumped on and given extra work because your coworker refuse to do their job. Move on before this job destroys you physically and mentally.
Agree. Is there any way that you can not cover for her? This seems so unfair.
Ohhhh, this is crazy, one of these situations.. Dang, I don't know...
Not covering isn't really an option unfortunately. If I'm in the building, and the other manager isn't around, then I become the go-to person by default.
Specializes in Med nurse in med-surg., float, HH, and PDN.
I'm assuming one has to 'clock in' at this job? If some one of her adm. buddies punches in or out for her, that's illegal. A time-clock, if there is one, will back you up about her absences...
If there isn't a time clock to record her multiple absences, I dunno. Like others here have mentioned, keep a running documentation with days/dates/times she is out, and what work of hers you have been required to cover.
I'm not sure of this next suggestion: look for another job and once you have one, write to the board of the facility about what has gone on, and send them a copy of your documentations.
But, what I AM sure of is CYA and protect your license!
I'm assuming one has to 'clock in' at this job? If some one of her adm. buddies punches in or out for her, that's illegal. A time-clock, if there is one, will back you up about her absences...
If there isn't a time clock to record her multiple absences, I dunno. Like others here have mentioned, keep a running documentation with days/dates/times she is out, and what work of hers you have been required to cover.
I'm not sure of this next suggestion: look for another job and once you have one, write to the board of the facility about what has gone on, and send them a copy of your documentations.
But, what I AM sure of is CYA and protect your license!
Since we are both in a salary position, we aren't required to clock in. So unless she is completely gone for the day, there's not a very good way to prove how often she leaves early, comes in late or takes breaks. However, documenting how much of her work I've taken over would actually be possible, so now might be the time to start documenting which discharges I've done for her, which Care Conferences I've gone to, the instances during which a patient/floor nurse needed a manager's intervention and she wasn't available, etc. The list would get long pretty quick and possibly prove a point
Specializes in Specializes in L/D, newborn, GYN, LTC, Dialysis.
On 4/1/2022 at 6:08 AM, SilverBells said:
It seems to constantly be changing. She always seems to have a reason for why she's not feeling well enough for the job, from tooth pain to dizziness to nausea. She's gone, leaves early or comes in late at least 3-4 times a week. I have no idea what's actually going on, but if she's that sick that she can't regularly work Monday through Friday consistently, without taking excessively long breaks, then maybe she shouldn't be in a position that requires her to do so.
Most places let you off for 2-3 days and then require a doctors note. If you need more days then you need to use FMLA or your PTO or sick leave. If she's this unreliable then somebody needs to talk to her, if it continues then she should be fired or take the needed FMLA if she's going through some personal things. But what I haven't heard you say is that you have brought this up to the right people, there is nothing wrong with venting, but venting to a bunch of strangers on the internet fixes nothing-go to HR or the DON if this bothers you so much and is making your life unmanageable.
Specializes in MICU/CCU, SD, home health, neo, travel.
Silverbells can do this, but since, as she noted previously, there seems to be some favoritism at play in regards to this nurse, it's possible that things would go badly for her if she did. I would suggest that she might need to be the one with one foot out the door....to go job hunting. If she has an exit interview when she's found a new job and given her notice, she can say why. Not that it is likely to make a whole lot of difference, but putting it out there sometimes helps correct the problem for the next person, especially if her work has been good.
With everything said, it may be best to stay quiet. Although I frequently cover for her during the day, my colleague has been known to help out in ways I don't. For instance, she has come in during the weekends occasionally when they were very short and in need of a supervisor. She will also be covering for an overnight call out/absence either tonight or sometime this weekend (not sure when she said, but doesn't really matter). Additionally, she frequently drops off specimens to the clinics if needed, while I typically don't since I get a ride to work most days and don't have a car available to do so. It's possible that she has done these things to make up for the time she's been gone during the week, but it also may be that she is offered more flexibility Monday through Friday because of it. In all honesty, it has been over 2 years since I have worked a weekend or an overnight shift, and if I hope to continue not doing so, it may be in my best interest to be silent about the workload during the week.
Specializes in Mental Health, Gerontology, Palliative.
I think the issue is not doing her job, she is using the health as an excuse to not doing her job.
I have severe osteoarthritis, I'm getting to the point of having to tape fingers to stabilise the joints. No one in my work place would know I have this health issue.
I also have major depression had an unfortunate relapse related to a change in the brand of my antidepressant sertraline to setrona. pharmacists saw its the same medication.. My manager was a bloody legend, even though it would have left her short she immediately got me off on PTO, all I had to do was provide a medical certificate that I wasnt going to go mad on patients when I came back.
Your facility sounds like a night mare that isn't going to get better. Perhaps its time to consider whether you look for another gig.
NICU Guy, BSN, RN
4,161 Posts
in addition, this is a common theme in your posts. The advice has been given many times on other threads, leave and find another job. You obviously care about doing a good job and don't deserve to be dumped on and given extra work because your coworker refuse to do their job. Move on before this job destroys you physically and mentally.