Unfair Discipline at Work...What do you Think?

Nurses General Nursing

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:eek: Last week I was sick...major headache, puking my guts out, diarrhea, cough, fever, congestion, etc. So...I went to our hospital's urgent care. While I was on my way to the bathroom so I could give them a urine sample, I started to feel dizzy, so I leaned my head against the nurses' station for a minute or two until I felt better. While I was leaning there, a patient's grandmother obviously recognized me as an employee asked me what room her granddaughter was in. I told her that I was not on duty, that I was sick, and that I didn't know. She then said, "Well, can you find out?" I said, "No, I cannot find out. I am here as a patient, I am not on duty, I am SICK, so I really have no need to know...you will have to wait for a nurse who is on duty. Leave me alone...I feel terrible." Well...she is claiming that I told her to f*** off and that I used a lot of profanity and told her to go to h***...that I was extremely rude, that I flipped her off, and list of other things. I generally don't swear or flash obscene gestures, so my manager just blew her off...however the director of nurses did not. The DON wants me to write a letter apologizing to the woman for being rude and swearing at her...if I don't she says she will take disciplinary action against me. I have no idea what discipline she is thinking of, but either way, why should I be disciplined for something that I didn't do and even if I did happened while I was off duty?

Really just venting more than anything, but I do not want to apologize to this woman! :angryfire

Specializes in Case Management, Home Health, UM.

I think, as one poster said, this is damn typical of Management's mindless and solicitous behavior these days. All we have to do is crook our pinky fingers in the wrong direction, in order to get reported by stupid internal and external customers who have nothing better to do, than to start something. :angryfire

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Well...it's been a while and since it was brought up again, I guess I will post an update. :) I met with the DON and told her that if she really felt like I needed to appologize that I would...however, if I were forced to appologize I would be finding another job. The hospital CEO happened to walk by her office while we were meeting and stopped in to ask her if all of the nonsense about me appologizing was cleared up...LOL. THe DON said that I did not have to write the appology. I am glad I work nights and that the DON rarely makes it in before 9:00!

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Specializes in Me Surge.
Well...it's been a while and since it was brought up again, I guess I will post an update. :) I met with the DON and told her that if she really felt like I needed to appologize that I would...however, if I were forced to appologize I would be finding another job. The hospital CEO happened to walk by her office while we were meeting and stopped in to ask her if all of the nonsense about me appologizing was cleared up...LOL. THe DON said that I did not have to write the appology. I am glad I work nights and that the DON rarely makes it in before 9:00!

Thank you for the update cotjockey. So I guess it all worked out. For your own benefit keep alog of all the events at home. You don't know if this may ever come up again in the future and you memory may fade. And carefully read kmchugh's post, he made excellant points. From reading the posts, 99% of the responders were behind you all the way. Good luck!

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Specializes in Nephrology, Cardiology, ER, ICU.

Glad things worked out CotJockey.

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I would start looking for another job as soon as possible. You were caught in an unfortunate situation, but just because the CEO and HN supported you this time, does not mean the support will be there in the future. I have a feeling that the next time you are placed in a no win situation, and as a working nurse it is bound to happen again, you will get a double dose of discipline. I would make a change if it is at all possible. I know I may sound dramatic, but this DON is not someone I would want circling my sphere of employment.

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I would start looking for another job as soon as possible. You were caught in an unfortunate situation, but just because the CEO and HN supported you this time, does not mean the support will be there in the future. I have a feeling that the next time you are placed in a no win situation, and as a working nurse it is bound to happen again, you will get a double dose of discipline. I would make a change if it is at all possible. I know I may sound dramatic, but this DON is not someone I would want circling my sphere of employment.[/quote That s so true Barefoot. Cotjockey, Barefoot speaks the truth, because even though you got out of this; (It was a total crock that you were even in this to begin with) :angryfire You've got a bright red juicy TARGET on your back just for sticking up for your self. Update your resume' try to get a recommendation, and RUN LIKE HELL!! :coollook:
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I am flabbergasted by the some responses. The alleged incident occurred while the OP was off-duty. That should be the crux of the entire issue. Though the OP may be wearing clothing identifying her employer, that fact is profoundly irrelevant to the discussion--she was off-duty. Typically, the only time off-duty conduct becomes an issue is if the employee is caught engaging in some sort of illicit, unethical, immoral, or other questionable behavior that somehow reflects badly upon the employer or the employee engages in behavior contrary to some sort of publicly known code of conduct. The military is an exception to the rule as they have regulations addressing off-duty conduct that have the effect of law. There is case law addressing the issue to varying degrees in every state to my knowledge. An employee, for example, can often be discharged/fired if he/she were arrested for shoplifting while wearing a company uniform and is awaiting trial. To punish or discharge an employee for off-duty conduct unrelated to company business can be the basis or set the stage for a hostile work atmosphere or wrongful termination lawsuit.

Having said those things, I realize something may be gained by putting one's tail between his/her legs and writing a letter to the DON detailing the incident, but definitely not the offended patient/visitor. Writing a letter to the offended party potentially opens up another whole of worms for the OP and is best avoided. Tact, discretion, and deference (respect?) can sometimes yield maximum benefits. A mountain of logical may lead to an equal amount of grief over a protracted period if a supervisor or manager reacts adversely and believes a power play is being initiated. Battles have to be chosen only after the potential consequences and yields have been carefully evaluated.

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Specializes in NICU.

The OP was wearing a hospital gown!

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I'd be half-tempted to write an apology saying "I'm sorry that i was so busy with my own dizziness, vomiting, diarrhea, cough, fever, congestion, that i wasn't able to violate HIPAA regulations to tell this person where her granddaughter was".

I'd fight it. I would not apologize for something i didn't do, just to get that person off of the DONs back.

:rotfl: This was very good...

I'd have a very difficult time NOT writing a letter like this myself. I'd also like to add something to the effect of "I'm sorry if you've never had the lifetime opportunity of being everything to everyone if you were ever in my position." Nah, it'd probably be reviewed by administration and I'd be fired on the spot, even if the pt never read it.

The funny thing is, the corporations scream so much about HIPAA, but when HIPAA policy does not come off as good PR, it seems like the nurses, etc. are not defended. I wish that your hospital would at least met you half way, you could write a two lined letter and the hospital would followup saying that you did the right thing in not violating HIPAA policy.

I do agree with other people who said that writing a letter is an admission of guilt. If this woman is a frequent flyer as you described, I wish that would be taken into consideration as well.

If you were not as recognizable to this woman, I think that "Huh? No way, I don't work here. You have me confused with someone else... sorry:barf01:" might have worked quite well. :)

Editing: I've read the entire thread and I'm glad that everything worked out well for you cotjockey. Hope you don't have to run into her again. :uhoh3:

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Seems like experience and hard knocks have taught the two of us the same lesson. It all sounds so nice the way its written about wrongful termination and HIPPA, but a Target is still a Target. Have a good day, WW.

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Seems like experience and hard knocks have taught the two of us the same lesson. It all sounds so nice the way its written about wrongful termination and HIPPA, but a Target is still a Target. Have a good day, WW.
Oh yeah for sure. Just goes to show that things are not always what they seem, :eek: and that we must be watchful at all times in order to protect ourselves. Sad but true. Have a good day Barefoot. :Melody:
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I think that you need to approach this problem from another point of view, and that is from customer service . When we are in the hospital of our employment ,and families, patients approach us , we need to always look upon them as our customers. When our loved ones are in the hsopital, who are the ones that are most critical of other nurses, and what are the issues.....its how are loved ones are treated, and we put ourselves in their position and say that we would never do that. Look at yoursellf outside of the box, and treat others the way you would wanat to be treated in a hospital setting.

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