So much for the dream job

kungpoopanda · Mar 9, 2014

Not too much at all. Sounds like this supervisor needs to be put very firmly in their place. From what I've read of your posts BTDT, being pushed around is not your style. Good luck.

allnurses Guide · Mar 9, 2014

Yes, I think a lawyer would be overkill. Well, unless you don't care if you work there anymore. Bringing a problem employee to their attention is one thing. Behaving in a threatening manner is another.

Been there,done that, ASN, RN · Mar 9, 2014

Yes, I think a lawyer would be overkill. Well, unless you don't care if you work there anymore. Bringing a problem employee to their attention is one thing. Behaving in a threatening manner is another.

So ,What I hear you saying is.. I am now the

threatening one?

Esme12, ASN, BSN, RN · Mar 9, 2014

No...facilities don't like the non compliant. They don't want distention in the ranks. HR IS NOT YOUR FRIEND! Their sole purpose in some facilities is to advise the managers how to stay within the law. Being nasty and a mean e-mail is not against the law unless they threatened physical violence or were racially derogatory. They might be an ass...but that isn't illegal either...look at Washington. I lost a lot of faith in management when I was a manager.

If the update was mandatory...they can view that negatively as non -compliance/insubordination. Is it right? NO.

There isn't much you can do. I didn't see the e-mail so it is hard for me to really know if they were wrong or a jerk. I was being yanked around at one facility...I went to HR and asked for night shift accommodation because of my med schedule (to keep my night shift schedule due to my MS and meds) I was offered a severance package and asked to go away quietly OR I could remain and be subject to extreme scrutiny because the lead supervisor and director wanted me gone. I took the generous severance and had to sign I would not sue. That lead person was fired and the director "moved on".

This little tid bit followed me to my next position as a supervisor and in orientation the position offer was removed because they said I lied about having a disability. They heard a "rumor" (the CNO where I used to work was the CNO at the new facility before going to the other hospital) that I had MS and they considered it lying because I said I had no disability. I said I don't have a disability...I have a disease that doesn't affect my ability to work and I passed their physical and that they didn't ask about illness, or meds, they said disability. It remained I falsified my application.

Sue them? You have to prove it. That is another long story.

Chose your battles carefully.

jadelpn, LPN, EMT-B · Mar 9, 2014

The email was inappropriate if it contained what the "others" did or did not do. "Others" have not one thing to do with you.

Equally as inappropriate, "reaming" about any other issues. I would assume that you have some sort of process to go through if the NM has issues with your job performance.

Did you have notice of this meeting? Did you have to sign up for this meeting? One would assume that everyone in the unit who was working couldn't all attend. Who would take care of the patients?

By writing out all of the "complaints" that the NM has of you, even in email context, it is now in writing. You may find HR to be more in tune with the multiple complaints, as well as insubordination concerns as opposed to anything else.

I would call your malpractice carrier and ask for their guidance. See what they have to say. You could also contact a lawyer and get a consultation. However, because emails don't necessarily convey tone--hard to tell if it was menacing in nature or not, especially if one outside of the unit doesn't know the NM and can't have a frame of reference. And I am not sure that bringing a lawyer with you to the meeting would make sense for you, but by all means, call one and ask.

Best of luck and keep us posted.

Been there,done that, ASN, RN · Mar 9, 2014

The email was inappropriate if it contained what the "others" did or did not do. "Others" have not one thing to do with you.
Equally as inappropriate, "reaming" about any other issues. I would assume that you have some sort of process to go through if the NM has issues with your job performance.
Did you have notice of this meeting? Did you have to sign up for this meeting? One would assume that everyone in the unit who was working couldn't all attend. Who would take care of the patients?
By writing out all of the "complaints" that the NM has of you, even in email context, it is now in writing. You may find HR to be more in tune with the multiple complaints, as well as insubordination concerns as opposed to anything else.
I would call your malpractice carrier and ask for their guidance. See what they have to say. You could also contact a lawyer and get a consultation. However, because emails don't necessarily convey tone--hard to tell if it was menacing in nature or not, especially if one outside of the unit doesn't know the NM and can't have a frame of reference. And I am not sure that bringing a lawyer with you to the meeting would make sense for you, but by all means, call one and ask.
Best of luck and keep us posted.

Thanks for your reply. This is taking place in a corporate setting, has nothing to do with my performance or nursing skills.Just that I did not jump to the command to drive 40 minutes one way on my day off so my computer could be accessed.

KeepItRealRN, BSN, RN · Mar 9, 2014

They don't want distention in the ranks.

They probably don't want dissention either.

KeepItRealRN, BSN, RN · Mar 9, 2014

I'm not clear on this "computer update" is this education on a new feature, or new charting? Or since your computer had to be accessed was a software upgrade? Be that as it may, if it was a requirement for your job then time has to be made during your workday. You had no obligation to go there on your day off. If you fight this like I say all the time, there will be consequences. You already suggested you might hire an attorney. If you fight city hall, an attorney is a good idea. He/She will help guide you the best way to be successful, and it will also show your manger that you mean business and she better not bluff if she messes with you.

Been there,done that, ASN, RN · Mar 9, 2014

I'm not clear on this "computer update" is this education on a new feature, or new charting? Or since your computer had to be accessed was a software upgrade? Be that as it may, if it was a requirement for your job then time has to be made during your workday. You had no obligation to go there on your day off. If you fight this like I say all the time, there will be consequences. You already suggested you might hire an attorney. If you fight city hall, an attorney is a good idea. He/She will help guide you the best way to be successful, and it will also show your manger that you mean business and she better not bluff if she messes with you.

It is for a job requirement. The problem lies with the fact that I work weekends.Manager does not want to come in. Thanks for your reply.. lawyered up.. I am.

RNperdiem, RN · Mar 9, 2014

It is hard to argue with job requirements, especially if this was announced in advance as mandatory.

If something is mandatory, they do need to pay you for it , so why not go in during the week, clock in, take your time and get this done with?

lucymalfoy · Mar 9, 2014

So ,What I hear you saying is.. I am now the
threatening one?

I didn't take not.done.yet's response to mean that you were being threatening. I interpreted it as the supervisor being in the right if they were referring a problematic employee to HR, but that it is inappropriate for the supervisor to act threateningly.