So, last night at work, we were extremely short on staff, even more than usual. Since there was only one nurse scheduled to work overnight, the supervisor was going to have to stay as well. Well, 11 pm came around, and the nurse that was supposed to relieve me did not show up. We did attempt to contact her, but she did not respond.
I was working with another nurse, who volunteered to stay over night. Unfortunately, they weren't able to take him up on his request, since he had not worked at our facility long enough. This meant that I was the obvious choice to stay overnight. However, I work a second job during the day, so working extra hours really doesn't work for me, which all of the staff there know.
So, at about 11:30, when the other nurse still had not shown up, the supervisor came to tell me that she had tried contacting other nurses, but no one had responded. She also let me know that the nurse manager was coming into relieve me and the other nurse, but that I was under "hot waters" for not being the one to stay overnight (although she said that those were someone else's words, not hers, and that it was unfair to penalize me because this was my secondary job).
I'm just wondering if I should have volunteered to stay overnight, even though working any extra hours is a major inconvenience for me.
Specializes in Psych, Corrections, Med-Surg, Ambulatory.
Our facility basically has the policy that they can mandate whenever they want. It says that it is only done during "extreme" circumstances, such as emergencies or when very short staffed, but that is nearly every day. Not staying is looked upon as a "performance issue." I'll have to look up what my state laws say, though.
"Performance issue" for not bailing them out of the chronic emergencies of their own making. It's their own performance that is found wanting.
Specializes in Psych, Corrections, Med-Surg, Ambulatory.
Where I work there probably wouldn't have been a nurse manager coming in. The mandatory OT is a given, and they don't care if you have other obligations or another job. Mandatory OT is so common it is even covered in the employee handbook. Refusing mandatory OT is considered voluntary termination.
Mandatory OT means they actually own you. Are you supposed to put your children into foster care if their needs conflict with your employer's?
Mandatory OT means they actually own you. Are you supposed to put your children into foster care if their needs conflict with your employer's?
I know, right? It's a valid concern esp for single parents. I'm pretty sure the sitter won't be agreeing to mandatory OT, so do you risk your child being abandoned at home? Or what about those who care for an elderly/infirm parent? Or who would legitimately putting their life at risk trying to drive home after 24 hrs awake? Driving while fatigued is supposed to be comparable to (if not worse than) DUI.
I don't know, I guess I'd rather err on the side of upsetting work or even the BON, than CPS. But, this is exactly why I ask about OT policies in the interview. I do not care to work for a place that has delusions of ownership.
I completely agree. However, the nurse manager did come in and she is fully capable of caring for the patients. :) It would be different if I would have left with nobody there at all.
You could have not left...if there was nobody to take report.That is abandonment.
Nursing is my job, not my life. Therefore, staffing problems are not my problem. If I want to stay, or pick up overtime, I do. If I don't, I won't. I am not going to abandon my patients, but management and those in charge of staffing WILL find SOMEONE to cover the next shift at some point. Do not feel guilty about saying you had to go. My grandmother always told me "a lack of planning on your part, does not constitute an emergency on my part". The facility didn't plan, not my problem!
You're not wrong. A job is there to meet the needs of YOU. Not YOU for the job. That said, you also must recognize that this could have reprisals, and you need to weigh that likelihood against your immediate convenience. Never feel guilty about making something work for yourself.
It's not just an inconvenience, it can also be very unsafe. Only stay if it's beneficial to you. Your employer would have no problem sending you home if they didn't need you ...or throwing you under the bus if you made an error while working in an overly-tired state.
I once stayed over on day shift from night shift at a long term care facility (when I was a new nurse) and was told I was to do med passes only. Because of the chaos, it was one hour before the end of the shift before I finished the breakfast pass. At some point I had to roll in multiple passes while I was chasing residents all over. A couple days later I got told that I had not charted treatments. When I explained I was told not to do the treatments, I was told to chart that I did them anyway. That was the last time I ever caught myself agreeing to being "helpful". As the day wore on, I was seeing double and triple and leaning over the med cart trying to stay awake on my feet. It was a wonder I didn't make multiple med errors. Told myself I wouldn't be walking into that one again. If you don't think you can be safe, then don't stay over. I can assure you that had I made med errors that day, my job would have probably quickly ended, all because I thought I was being helpful.
Specializes in Geriatrics, med surg, telephone triage.
Sorry but it is the job of the supervisor and (gasp) the nursing manager to work the floor when there is no one. Every facility I have ever been at, I've seen managers have to step out of the office to cover on occasion. It's just part of the job. Sounds like your manager was just pissed because she had to do it.
After all that's probably why she is a "manager" in the first place. Either can't handle or doesn't like direct care. (not saying ALL managers can't work the floor but I mean, come on, you and I both know that most of them worked as little as possible on the floor before moving up the ranks to get away from it)
Sorry but it is the job of the supervisor and (gasp) the nursing manager to work the floor when there is no one. Every facility I have ever been at, I've seen managers have to step out of the office to cover on occasion. It's just part of the job. Sounds like your manager was just pissed because she had to do it.
After all that's probably why she is a "manager" in the first place. Either can't handle or doesn't like direct care. (not saying ALL managers can't work the floor but I mean, come on, you and I both know that most of them worked as little as possible on the floor before moving up the ranks to get away from it)
My ADON from my LTC CNA days was constantly working the floor -- even as a CNA when we short >1 CNA. She looked so weary some days, but would always say "It's my job. The residents need care." Many of us CNAs/RN/LPNs alike would voluntarily work doubles, but nobody was ever mandated.
Mandatory OT means they actually own you. Are you supposed to put your children into foster care if their needs conflict with your employer's?
The short answer is yes. That is exactly their expectation, no excuses and they don't really don't care what other obligations you might have.
The only way to be exempt from mandatory OT is to either have an MD ordered restriction for the amount of hours you are able to work or to go "casual" as prn staff can't be mandated. It is amazing how many of our regular staff have these 8, 10 or 12 hour restrictions and most students end up going casual to avoid being mandated when they have classes or clinicals that they can't miss.
One downfall of this ridiculous policy are the few staff that don't get medical restrictions get mandated repeatedly while the one's who got their restrictions don't. This understandably causes no small amount of resentment towards those whose restrictions were pretty clearly obtained for the sole purpose of avoiding mandates. Great for morale, no?
The other downfall is the staff that goes casual to avoid mandates ends up losing any benefits they may have had since casual staff are not benefit eligible.
The really sad part is this policy seems to most affect the CNA's who are union. So much for union protection.
Specializes in Geriatrics, med surg, telephone triage.
My ADON from my LTC CNA days was constantly working the floor -- even as a CNA when we short >1 CNA. She looked so weary some days, but would always say "It's my job. The residents need care." Many of us CNAs/RN/LPNs alike would voluntarily work doubles, but nobody was ever mandated.
Yes agreed. I was LTC ADON for a short time until I realize that was just a glorified title for working TWO jobs. The ADONs can actually work the floor because they did it for a long time. It's the higher-ups that can't handle it and get all whiny and take it out on the nurse they can't guilt into staying for a 16 or 24 hr shift.
TriciaJ, RN
4,328 Posts
"Performance issue" for not bailing them out of the chronic emergencies of their own making. It's their own performance that is found wanting.