Written up for this???

[Emma123]

So,

I was in the med room at work, talking with two other co-workers (also nurses) about the struggles we're having lately. The door was cracked. Our voices were low. We were simply venting. Apparently they stated they heard my voice...they...being the "management".

I got called into the office and was confronted about "making negative comments about management" in front of coworkers, thereby it is "insuboordination".

Write-up stated "making negative comments about "management"."

Has anyone else been written up for this? Is there truly a regulation I broke? Or is this about power and control?

I ask because this particular member of management is the reason three nurses have quit in the four months I have been at this facility.

I feel it's cumbersome to refute the matter, as the "higher up" from this person is....her friend. And the other member of management is.....the manager's: daughter.

Our voices were low. There was nothing derrogatory stated. No foul language. Just generalized feeling like nothing we do is good enough, and it's hard to be constantly criticized.

May as well shut up and take it. I decided to wrap a piece of duct tape around my mouth before going to work daily. (Kidding).

I just feel I'd be better off, in say....Communist China?

[Ruby Vee, BSN]

i don't know what you said, how loud you said it or to whom, but yes, they can write you up for that. they can write you up for anything they want to. abject apologies and mea culpas may get you out of hot water. if not, don't you wish you had a union?

[lkwashington]

I can say this: Either the person heard something and the voices carried and/or I hate to say, are they out for you or anyone else on your unit. This includes the other nurses you were speaking with.

I dislike politics in nursing, especially on the different departments and units. It is a disadvantage to the staff nurses. We are pulled away from bedside nursing but what us to give primary care most of the time. So I decided to work in a nursing pool. I work different units. I do not be apart of the crazy stuff on units. I just listen to other nurses vent.

Just some simple advice: Dont talk about anyone from work at work. Do it on your own time. Now if you this gets back to management at work. Someone you think is your friend maybe telling everything that is said in your conversation. Just continue to watch your back. May want to limit talking at work to certain people. Make sure you are documenting, checking charts, and any other things are pertinent to your patients. I guess what I am saying cover yourself.

Some people like to get pencil happy. Guess what people can pencil whoop you believe or it not. I hope this helps. Good luck because jobs in nursing are hard to come and this is from reading other new grads posts.

[Asystole RN]

Have you bothered to look in your employee handbook or contact HR on how your employer officially defines insubordination?

Insubordination is typically defined as the refusal to obey a given command.

I worked for one company that specifically defined the infraction as having to have been committed in front of a patient.

[P_RN, ADN, RN]

You know a write up is just the person's opinion. (written counseling actually) If you disagree put it on the paper your version. You can also refuse to sign it as agreeing. Put signed but disagree with above statement and why. I've taken things to the VP for Nursing when I knew I was right.

[HamsterRN, ADN, RN]

Agree with AsystoleRN, insubordination is a clearly defined legal term and this isn't it. Refusing to do something you were told to do, assuming it is in your job description, is insubordination.

[2shihtzus]

Hmmm......your on their "list" now.

Watch your back.

[Zookeeper3]

We have a behavioral policy that explicitly states that negative comments about... peers, management and the hospital in general can progress to suspension and termination.

You don't trash your employer or peers while on their pay clock. That is dangerous, unprofessional and will lead to your demise.

I air my beefs with management behind closed doors, those with my peers in private and I'm sure you would prefer the same treatment. I would have written you up as well. That behaviour, no matter how justified you think it is, undermines the cohesiveness of the unit. Plus we have new nurses. Imagine the standard I set speaking ill of my employer out loud at work infront of them, yikes!

Place your frustrations the correct way at work or save them for a diatribe at home.

[2shihtzus]

I think that speaking quietly in the med room with a few peers is a far cry from "trashing" your employer. If someone overheard, what were they doing? Standing as close to the door (that was open a crack) eavesdropping?

It would have been nice if "they" had said they heard about your concerns and wanted to address it proactively.

[Zookeeper3]

I think that speaking quietly in the med room with a few peers is a far cry from "trashing" your employer. If someone overheard, what were they doing? Standing as close to the door (that was open a crack) eavesdropping?

It would have been nice if "they" had said they heard about your concerns and wanted to address it proactively.

While I agree, management isn't there to protect you, from the things you've said. I've worked with wonderful managers whom would have done as you've suggested... others would suspend me for it. You have to follow the rules knowing what you're working with and whom your working under.

Typically a manager that would act as you suggest, would not be one that staff complain about in the med room, they'd be able to air their issues in private and be listened to and respected... not the case of the OP and that's why I responded as I did.....

Know your audience.

[lkwashington]

Several staff nurses have stated they dont trust management or admin. So what do we suppose to do. If they are not there to help us, I guess we just have to protect ourselves by protecting our licenses.

[Flying ICU RN]

Have you bothered to look in your employee handbook or contact HR on how your employer officially defines insubordination?

Intimate knowledge of your facilities policies can help you respond in such circumstances. A written rebuttal if they have clearly erred (in any type of circumstance), effectively "dilutes" the reprimand.

This serves the dual purpose of leaving a paper trail in the event of a wrongful termination, and shows them that the employee is watching them in return.

However, you cannot appear petty and unjustified yourself in such instances. There must be a clear error on their part.