Write ups

[ttpurtee]

What would cause a nurse to be written up? Are there a certain number of write ups and then you are fired or what?

[Sun0408, ASN, RN]

Just about anything can get you written up.. Company policy would tell you how many until you will get fired. Also alot will have to do with the types of write ups. Some events can cause you to be fired on the spot. Just be careful and CYA...

[canesdukegirl, BSN, RN]

It totally depends on your institution's policies. For example, if the attendance policy states clearly that only 5 absences were allowed per 1 calendar year and Nurse Anna calls out the 6th time, she will be given a verbal warning. The next time, a written warning. The next time, final written warning. The next time, pink slip...see ya later. That is the only HARD AND FAST rule that I have seen that can be proven beyond any sort of argumentation. Behavioral and safety issues however, has many facets to consider. Inappropriate behavior, inflammatory comments, and disruptive behavior can be argued. Medication errors can be argued, but also can be proven pretty well. Sleeping on the job will get you fired if you are caught and reported. Diversions will get you fired on the spot.

There is a plethora of categories that you can violate in our profession. If you cross your T's and dot your I's, you should not have a problem. Were you looking for something specific?

[brownbook]

I don't know what a "write up" is? For your annual or semi-annual evaluation your supervisor may use quotes or comments from your co-workers to evaluate your performance on the job.

An incident report is a reporting of an unusual occurrence. The best case scenario for an incident report, is for you to discover the "error" (for lack of a better word) yourself and for you to "write" yourself up. If someone else discovers the error that you were responsible for they will "write up" what they discovered and your supervisor will notify you.

You could be fired for an unusual occurrence that caused or came close to causing a patients unexpected death or severe injury. Or even less severe errors. You can be fired for any reason. However if there is evidence that other factors contributed to your error it is possible you will not be fired at all. It may be discovered that the "system" is the problem, not the particular people involved.

As harsh as this sounds please remember the purpose of an incident report is not to punish. It is to discover what is wrong with the "system" that enabled an error to occur. Not to punish a person.

[canesdukegirl, BSN, RN]

Brownbook,

At my institution, our incident reports go straight to our Risk Management department. They will review the report, contact the supervisor of the offender and let the supervisor consider the result. There have been many instances that I have seen where these reports have proven a pattern of behavior that is unsafe. This system of reporting HAS gotten staff--nurses, ancillary staff and physicians fired. I can only speak for what I have seen, and I have seen the system of incident reporting prove patterns, and that is where the "punishment" occurs.

[kayern]

Getting "written up" is usually a violation of some hospital policy. At my institution, usually not for medication administration errors those are opportunities for improvement. Violations, i.e., attendance violations, not completing required competencies, failure to document, failure to assess, harassment, insubordination, etc. Managers usually have a sit down to investigate the employees side of the situation. Our counseling is progressive up to and including termination. Hope that sheds some light on the subject.

[brownbook]

Yes, incident reports do get people fired. In my mythical ideal world an incident report assesses the "system" and makes changes to prevent the incident from happening again, people are not punished. But of course the reality is people do get fired and in many cases justifiably so.

[mentalhealthRN]

yes lets be clear that a "write-up" is not neccessarily the same as an incident report. I had situations where both were done. Most places I've worked had a three strikes your out thing. For example you are suppose to go in a progressive format where you get a "verbal warning" (though its acutally written), then a written then a written with some form of consequence usually suspension. If you got three different write ups for totally different issues technically they should be separate as far as going up this chain.

so for example if you a first write up for not following the dress code--a verbal, then you got another for unprofessional conduct that would be a verbal as it is a different offense. However depending on your companies policies--must be written--you may jump right to a written with suspension if the behavior is severe enough-- this kind of "automatic" consequence would be written in your employee handbook. Often companies with have a no violence policy that states if you are caught in a physical altrication on the premesis this is an automatic write up with 3 days of suspension without pay--just an example.

So there are some things that seem to be standard as far as this 3 step process but you need to read your employers handbook as somethings may jump those steps as part of the policy--which they can do if its written.

Some things can even be an automatic termination--however again this must be written in the policy.

Hope that helps.