Staff Hysteria

Specialties School

Published

I'm a school nurse and I'm going crazy! I feel as if some kind of mass hysteria has settled over this school, and it's not the kids. It's the staff! I'd like to hear some thoughts about one of my current situations.

One staff member (we'll call her Becky), was diagnosed with a seizure disorder and does not have it under control at all. My issue is, school has only been in session for a few months and during that time, I've responded to Becky's office roughly ten times. Most of the time, Becky describes an aura and nothing happens. Sometimes she asks me to check her vital signs. What is that going to do?

Generally when Becky has these episodes she'll report to me that she neglected to eat breakfast and lunch. She basically lives off of energy drinks and pop. It eventually came out that she is taking all of her meds PRN, even her long-term medications that take weeks to a month to take effect/ reach therapeutic levels. She ONLY takes her medication when she feels like she's going to have a seizure. I very politely explained to her that the medications needed time to take effect and that wasn't going to work, then it happened: she had a full blown seizure at school. ...then it happened again, and again.

I definitely don't want to be insensitive. I care about all of our staff and students; I want her to be safe. In this instance, I don't feel like she's holding up her part of the bargain. The district is very flexible and supportive, which I think is wonderful, but at what point shouldn't this person take some accountability? This is a grown adult being noncompliant in a situation that has serious consequences. Students are constantly on edge, and I'm constantly having to leave my office to run to the aid of this teacher. I'm glad to help, but I can't help but feel like these situations would be completely avoidable if she would just eat breakfast and take her medicine like the MD ordered.

Time to get real with Becky. I'd say "Gosh, this condition seems complicated and I think you need a higher level of care than what I can provide for you." I worked in schools for several years and I think it's unreasonable to treat you like her family MD, especially when she's on the job! Is there a way to meet with your admin and discuss the situation (in an anonymous way of course). The nurse-patient relationship is NOT for the staff at your school! She's noncompliant and time for that to be a problem for urgent care or the emergency room. Not to mention it is wrong for her to put her students in this situation.

My experience with admin is when you present a scenario and say "liability, unsafe, etc" their ears prick up. On the sinister side: is there any part of you that thinks maybe she enjoys this attention?

This sounds like a grate idea, call an ambulance next time so they take her to the emergency room. You tell her that she needs a higher level of care because her seizures seem to be out of control or getting worse and you don't want anything bad happening to her at school. But Jesus, she needs to take responsibility for her own health immediately. or maybe she just loves the attention.

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I find teachers get younger, needier, more attention seeking, entitled every year, I have so many that cannot even clean a simple scratch and apply a band-aid. Can you do it for me??? No, you are a grown person - do it yourself!!

Yes, this!^

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Specializes in NCSN.

My experience with admin is when you present a scenario and say "liability, unsafe, etc" their ears prick up. On the sinister side: is there any part of you that thinks maybe she enjoys this attention?

I think using the above phrases is a great idea.

Keep us posted on how things go!

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What does it say on her IEP...?

My husband has 2 employees - young people in their 20's that have legal paperwork on file with HR regarding their asthma issues - these 2 employees are allowed to miss work quite frequently due to their "asthma" issues and not be penalized or written up for it. He finds it absolutely ridiculus when they are out.

I think its funny that they have basically an IEP/504 for adults in the workplace.

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Specializes in Pediatrics Retired.
My husband has 2 employees - young people in their 20's that have legal paperwork on file with HR regarding their asthma issues - these 2 employees are allowed to miss work quite frequently due to their "asthma" issues and not be penalized or written up for it. He finds it absolutely ridiculus when they are out.

I think its funny that they have basically an IEP/504 for adults in the workplace.

HMMM, I think I'll get a note from my MD stating I've developed pedophobia and I can only work from home.

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My husband has 2 employees - young people in their 20's that have legal paperwork on file with HR regarding their asthma issues - these 2 employees are allowed to miss work quite frequently due to their "asthma" issues and not be penalized or written up for it. He finds it absolutely ridiculus when they are out.

I think its funny that they have basically an IEP/504 for adults in the workplace.

That sounds like FMLA intermittent leave. There is a limit on the amount of time that can be taken under FMLA. Does your husband know who tracks their FMLA time?

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That sounds like FMLA intermittent leave. There is a limit on the amount of time that can be taken under FMLA. Does your husband know who tracks their FMLA time?

It must be HR that does the tracking - he feels his hands are tied and can never say anything to these people about missing work - it just drives him crazy. I told him he needed to tell these people to find a new doctor to treat their asthma because whatever they are doing is not working if they are missing that much work.

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It must be HR that does the tracking - he feels his hands are tied and can never say anything to these people about missing work - it just drives him crazy. I told him he needed to tell these people to find a new doctor to treat their asthma because whatever they are doing is not working if they are missing that much work.

He could get into trouble for that. Asthma can be considered a disability (so ADA) and with FMLA any absences covered by FMLA can't be considered as absences in things like performance reviews, etc. But again, there is a limit. FMLA covers 12 weeks...so 480 hours per 12 months or 60 8-hour shifts.

I will say that some employers are more strict about tracking time than others...

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Specializes in Cardicac Neuro Telemetry.

What about her students? This woman needs to get her act together and take her medications as prescribed. You are not there to be her personal nurse. I would be furious if I was in her position. I would also be furious if she was my son's teacher. Her stupidity is a distraction to her students and a menace to you.

ETA: I also believe this is an attention seeking pattern. I think she enjoys the spotlight. I also agree if you throw around words like liability, danger, risk, and those sort of things that administration will change their tune. I suggest calling 911 in the future.

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Your director needs an enema.

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Please be sure to document everything encounter you have with her. If you have a conversation regarding this, send a follow up email summarizing what was said and be sure to keep a hard copy in a safe place. You want to be sure that you have covered yourself in case she says "oh nurse so-so never told me that"

I agree that the administration should be brought into the conversation too. If she has a seizure and is alone with students , that could be a safety issue as well.

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Specializes in med/surg, clinic, school.

I had an employee like this once who had migraines and a list of other diagnosis and would come shuffling into school most days with sun glasses on and always come straight to my office and expect me to care for her medical needs. She had injectable meds that she at times could not even give to herself so i had to develop a policy related to administering employee medications during the day which required a doctor signature.

She also took some narcotics if the injectables did not work for her.

She was in an itinerant position so she had kids on and off during the day. It became a true safety issue for the children as she at times was so impaired she couldn't walk, talk, drive. Thank goodness i had full administration support and documented every encounter with her and they eventually was able to terminate her position. This took years though.

I would document, document, document and let admin know each and every time you have to care for her. Your first and foremost responsibility is to the students and if she is non-compliant with the medication regimen i would call 911 EVERYTIME she comes in. Sounds very much attention seeking as well so the paramedics can give her all the attention she craves!

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