Working with angry unstable incompetent RN

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Specializes in Pediatrics.

I have read a couple of previous posts regarding incompetent and unstable coworkers. I have worked the night shift on a pediatric unit with this one other nurse for over 3 years now. She got her nursing license in 1980 and then practiced for a few years as a visiting nurse in Alaska. She then went into the corporate world until 2004. She took a refresher course and my NM hired her instantly to fill a void.

The problem is she has no recollection or retention of information. Every night she asks me a basic nursing question. She has asked me recently how to assess bowel sounds, she wanted the CNA to hang her meds and do her assessments, she did not know if a post inguinal hernia pt would have an incision!! This is only the tip of the iceberg. Her lack of knowledge is only compounded by her attitude. She was surly for years. She makes no effort to retain or learn nursing information.

Her attitude has recently become very manic. She is calling the unit at all hours to see what is going on, she has become very animated and uses loud foul language on the floor (it is a peds unit). She has a terrible temper and recently went off on a secretary to the point the witnessing nurses on day shift paged the manager out of a meeting. Unfortunately, the manager arrived after she was gone.

I have reported many instances to my manager and little is ever done. For some reason, she has a soft spot for this individual and does little to correct her behavior. On learning of the recent tirade she did on the secretary, my manager gave her 10 days off -- and since it is the holiday season, she got to be off her required holidays and have a lovely week off at a time the hospital restricts vacation. This is also paid time off.

Upon learning this I went to my manager and her manager with a documented list of this nurse's proffessional and employee lackings. She is chronically late for work and has not been giving meds because she said she was too busy at 5am, so the day shift could do it at 0730 or 0800. She was not busy and all my meds were given.

I know I now need to continue to document all her incidents. I do not know if any further action will be taken. But now I have to work with her when she returns later this week and I am sure she will have it out for me. I know she is aware many of the accusations came from me. I am nervous since it is just her and I on the night shift. What can I do?? I am nervous she will confront me in her raging anger and I am also worried she will just continue on her way without much repercussion since I don't think my manager wants to be bothered with filling this position. Should I leave or transfer?? Continue documenting or go higher up the chain-it is a large metropolitian city hospital?

Help!:uhoh3:

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I think I'd leave if it were me. I feel really bad for the kids, but it sounds to me like you've done what you could. And nothing is changing. That's my opinion, anyway. Maybe some other people will have some suggestions, too. Good luck.

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Specializes in Rehab, LTC, Peds, Hospice.

Don't leave, go up the chain. Those kids need you! Though sometimes they can't tell you what they are trying to do as far as getting rid of an employee as it is confidential. Keep documenting and try and get those other nurses, day shift to back you up about not giving her meds. If they document as well, it will be more convincing, than just you with a possible personal vendetta. The more the better. Good Luck!

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Specializes in Pediatrics.

Thanks for the encouragement. Day shift has spoken to the NM about the employee but I do not know if they officially documented.

I will probably continue to go up the chain if nothing happens but it seems exhausting to go through all this because they can't weed out a bad employee. I guess management would rather just bury the problem than deal with it. So far, no major consequences from her actions, but this nurse is a time bomb, loose cannon waiting to go off.

I have expressed this since the beginning when she told me it didn't matter if her insulin dose was a couple units off!!

:uhoh3:

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Carry some pepper spray. I'm dead serious.

She really does not need to be there. I wonder if it would do any good to contact the board of nursing and tell them what you told us. I'd love to see it broadcasted everywhere how you are calling out for help and how the very agencies who are there to protect people handle this.

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Ya know, from some of the things you say I wonder if she even IS an actual nurse? Can you check her name with the board of nursing and get verification of her credentials? Sounds to me like someone who saw a few too many episodes of ER, House, and SCRUBS and thought it would be cool....

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Specializes in Addiction & Recovery, Community Health.

Be careful. Documenting is always the way to go BUT... If someone at a higher level has a soft spot for her you could end up being retaliated against.

Please understand, I speak from experience.

I thought admin. would want to know of someones immoral character and I had absolute proof. They pretended to care and then set me up to get me fired. My documenting came in handy here too, but I ended up quiting and unhappy about the whole thing.

Please, please be careful!

My thoughts are with you...

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Specializes in Advanced Practice, surgery.

I tend to agree with what some of the other posters have said. You have to continue to report these incidents. Not sure about your code of conduct but in the UK we are clearly told by our governing body that we are responsible for our acts or ommisions. If you don't report it you are accepting this practice as acceptable.

Also make sure your keep records, even if it is a note in your diary of specific times and incidents just in case you are questioned further about things.

If you are getting no help from your direct line manager go up, take it as high as you can. Are you able to report your concerns to your board of nursing.

As another poster has said don't leave, these children need your care, if you leave then who knows what standard of care they will be subjected to.

I hope things improve for you soon

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Document everything. Dates, times, specifics. Do not include your feelings or reactions or anything but strictly objective facts about occurrences that you have witnessed. That's what your manager needs to go forward. Hearsay and the like won't cut it.

But now I have to work with her when she returns later this week and I am sure she will have it out for me. I know she is aware many of the accusations came from me. I am nervous since it is just her and I on the night shift. What can I do?? I am nervous she will confront me in her raging anger
At the first sign of anything untoward, call security and the supervisor stat. You have a legal right to a non-hostile work environment.
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Specializes in Dialysis, Nephrology & Cosmetic Surgery.

I feel angry reading this, the fact that you have had to put up with this for such a long time. I understand she may need a refresher after being out of aute care for a while but this is dangerous.

I understand the manager not wanting to deal with this because it is not nice. As a manager myself my stomach is in knots sometimes when I have to deal with issues like this, but - I HAVE TO - it's not optional. I would feel my own registration would be on the line if I ignored a situation like this. Also it is not fair on the rest of the staff who have to carry her.

Whatever you do follow everything up either in writing or by e-mail so you have evidence that you have tried to address this situation.

Whenever I have a discussion with someone senior to me about something sensitive I follow with an e-mail thanking them for the meeting and outlining the points discussed etc.

The expression "if it isn't written it hasn't happened" applies not only to pt documentation but also interactions between you and your manager.

Is it possible for you to request - in writing - not to work with this person outlining the reasons for your request?

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And you can always report her to the BON.

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Specializes in Case Management.

Start looking for a new job. Why stay in an environment like that? Her incompetence will catch up with her and you may find yourself dragged into a lawsuit because you were there when it happened. I would be quite frank with the management there and let them know that the one big concern you have is her incompetence and you don't want to be around when she messes up.

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