how to write a letter to director of nursing reguarding nurse manager

ORNurseCOS · Apr 25, 2015

Hello.

Sorry to hear that. If your contract is legitimately violated why isn't the Union Rep. addressing the issue? Seems to me that would be the best approach. This way no one in the dept. is held liable for complaining etc.

Otherwise, I am a big believer in addressing issues head on and opening lines of communication. If the whole floor agrees that there are legitimate grievance's then I would call a meeting of your own if possible.

Also, it wouldn't hurt to look at the policy and procedure for this type of thing - that way you could follow it to the T

and COA.

Best of Luck

caliotter3 · Apr 25, 2015

Speak to your union representative.

jadelpn, LPN, EMT-B · Apr 25, 2015

Your union delegate locally can get your area union rep involved in the process.

There are 2 things that you really need to have at the ready when you discuss this issue with them. First, the language in the contract that protects nurses (ie: dignity and respect language) and proof that this is occurring, not just hearsay.

Then allow the union reps to take it from there.

Know that senior administration is apt to not take this seriously. That the manager has the "right" to manage, especially if it is all hearsay stuff, "in the best interest of the facility".

Know also that with a weird agenda, managers can and do push for different statuses (magnet) that is not exactly union friendly. Many mangers see the union as a bad thing.

Lots make up rules as they go along, with the interest in the facility turning a profit. They do not care about the patients (except for the survey results) just don't kill them or have them readmitted in a time frame that they can not get reimbursed.

They do not care about the nurses--"you are soooo fortunate you have a job!!" or the infamous "I have 50 applications on my desk from nurses who WANT to work!!" "It is a government mandate! BSN in 10!!" or my personal favorite "I just want you all to govern YOURSELVES, none of the union foolishness!!"

Nurses are made to feel unvalued, especially those who are not used to the current "management style" that facilities are businesses, and that you have been here for 15 years is a non-issue, and may even be a detriment. Get onboard or drown.....Manipulating, lying, verbal altercations ("counseling"/"advising") as to not have things in writing, fear tactics....all in the name of the latest business model.

There also is an option of going on to your parent company website. They usually have a reporting link that you can file a complaint to compliance and ethics regarding non-compliant/unethical behaviors/issues. That have to be investigated on the corporate level. It can be anonymous.

Good luck, and let us know how it goes!

MunoRN, RN · Apr 25, 2015

If your concern is that this is a union issue then contact the union, that's what they're for.

Mkm5 · Apr 25, 2015

I had a similar issue and our union rep wasn't able to do anything. Useless. We ended up getting a group together and we all signed a letter that went to the CNO. Things were changed for the better a few days later.

Seaofclouds, BSN, RN · Apr 25, 2015

I would try using a union rep first. If that is not possible or successful, you will want to put together a letter that quotes the specific parts of your contracts that are being violated and then include any proof you have of these violations. For example, if it was a staffing issue, you would quote the staffing terms in your contract and then include copies of the staffing sheets from the shifts that had the violations (if you had them). Has anyone tried to speak with the nurse manager regarding these issues previously?

llg, PhD, RN · Apr 25, 2015

Definitely work with your union rep first.

If that doesn't work, approach the people at the higher levels within the union before going higher up the employer management hierarchy. You can even ask to consult with the union's lawyer if that is appropriate. I would only go up the employer's management hierarchy as a last resort.

nrsang97, BSN, RN · Apr 25, 2015

This is where the union rep should get involved.

joanna73, BSN, RN · Apr 25, 2015

You will need to have documented factual accounts, dates, times and who was involved before contacting the union rep as well.