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Sew What Do You Make of This?
June 9, 2006
6:23 am
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sewunique
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I hope this question or situation is worth mentioning here. When we bring up issues about codependency here, we often talk about significant others, spousses, sibleings, parents or children.

But I beleive if there is an issue with codenpency in our immediate circle of family, there has to have some of those issues dribble into our social network or our workplace. and that, is hardly ever adddressed here.

so here is my dilemna. A coworker of mine has been taking advantage of the company time and money with her presticiouness of position and longveity at the workplace.

She has been there for about 20 years. She is generally a good worker. They have given her and esteemed "presticious and soft job" in my opinion. She is a aide who is a step above the other aides. Her direct supervisor is a nurse on the day shift. (She and I work the second or PM shift).

I am the RN nurse on second shift, but do not have a specific title of supervisor. But being the only RN, I do have the highest responsiblity on my shift.

So herein lies the probem. I have found this gal leaves the workplace, does not clock out. she is gone for an hour to two hours. Then returns and clodks out and leaves. She is getting paid for time she is gone.

She has done this at least 5 times. I mentioned it to my boss, becasue the first two days, she about 7 PM, nveer clocked out, then she had my boss hand write the time on her card for 9 PM!

My boss wanted me to say something to this gal. I told her no, becasue all havoc would turn loose and office politics, would prevail and I would be the duck. No other person would squeel on this gal, they just go about blindly and never say a thing.

Ethically, I shared this with my boss and said I felt I needed to report this but please do not say anything with my name in it. (Beleive me, this could cost me so much discomfort, I would end up leaving this job).

My boss, who is sooooooo weak a manager and sooooooooo passive, clearly showed the discomfort of this situation on her face when I told her. (She always says she does not want to be the "bad guy" to us nurses).

Anyhow, this gal into week two did this tonite again. Now, after all this time, she has to realize we all know what she is doing. remember, she has been there for 18 to 20 years and ahhhhhhhhhh, this place is a very very small nursing home.

What do I do? Put my head in the sand? Remind my boss what is going on, AGAIN and (that seems like reminding her of her duties as I already reported this). Or go above my bosses head and report it to the administrator? Leave it alone now? Wait and see if my boss comes to me and asks how's it going?

I have been reminded by the Haitian and Jamacian aides and nurses that in THEIR COUNTRY, no one knows anything. for example, if the police or anyone would come to your house and ask the where abouts of someone thir answer would be; "who? who? I do not know that person". And they then look the other way. They do not tell on each other. They stick together (but they clearly can report anything about me, tho in this year it has gotten better where they "trust me" more. This reporting of abuse of company time and money is breaking my trust of them. There you have it.

It is just bugging me. Besides, I am such a perfectionist and really a conscinscous nurse, this is difficult to ignore. Ethically, morally, rules of conduct and poicy and I feel trapped.

I cannot say anything, again. All hell would break loose and I would strangely, loose their respect. Quite the cultural shock for me.

anyone from Haiti or Jamacia here to help give insight?

Sew

June 9, 2006
6:24 am
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sewunique
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please excuse the typos and the length here; I claim tiredness as the culprit!

June 9, 2006
6:29 am
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AAAAAAAAAAAnd, I just thought of this now.....she could use the excuse she is "on her dinner break" and leaving the site, which many do, but within thier 30 minutes alloted time. No one is timing her but ME, only becasue I noticed her extended time gone from the building.

June 9, 2006
8:15 pm
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sew-is she gone long enough to be neglecting her job? are the residents she is responsible for suffering for her actions? if she is, then u have a responsibility as patient advocate to report her. start writing down dates and exact times she is gone.

June 9, 2006
9:14 pm
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Legally, your manager has a responsiblity to make sure that her staff acts responsibly. Does she realize the implications here? This is a tough one Sew. And it isn't right. I do agree with guppy though, how is her time away affecting the patients, would they be receiving the attention they needed if she did her job 'correctly'? Gee what a pain she must be to work with, and you who takes such pride in your job, and i know you love those old folks.

What will happen if you mention it to her? Ask her to not take such long breaks, that you need her there. But her lieing about her time there is not your problem, just the fact that she isn't doing her job and that affects patients and you. Confronting her and asking her to stop is what Iwould do.

Does this help?

June 9, 2006
11:18 pm
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Sew: My personal opinion is ... You told the boss. Now it's the bosses problem. I know it is not fair and I do truly hope she is not totally neglecting any patient. But I stand w/ You did your part already.

šŸ™‚

June 18, 2006
3:21 am
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I posted this June 9th. I really need some input as the problem continues.

I mentioned to this gal at work that if she needs extra hours, I spoke to the director of nursing and she can get extra hours just by helping out on the floor (term used to work the unit with residents or patients). I also suggested she bring in her children at work if needed. She has a 10 yr old she brings in after the dinner hour sometimes so she isn't at home with the seventeen year old.

She also "gave me" an aligator purse that who knows how much it cost! (I actually thought that it was illegal here for alligator purses, but now in Florida, what do I know?)

So what does she do now? No extra work on the unit. She now leaves at 7 PM, comes back not at 9 or 9:30 PM, tonight it's 10:22 PM, walks in the door, with her daughter, then punches out and leaves!!!!!!!!!!!

This is stealing! She is really hard up for money for the next three months until her other private duty client returns back from Iceland.

Does she think she can keep up this facade, this charade without a hitch?

No one, NO ONE will squeel on her and I know after all this time SOMEONE BESIDES SEW must be seeing this!!!!!

And I have the burden from my director of nurseing to talk to her???????? I will definately be black balled, I can tell you this without the details.

What am I to do?????///

Can someone from here please send an anonomous mote to my administrator about this?

Actually, if I even do this anomomously, it could turn against me because of my high standards, they are aware of this and I expect good resident care and so far they respect me as a nurse.

GOsh, I HOPE the complicments I am getting of late have NOTHING to do with this? Now I am beginning to get paranoid.

1 But this should not continue, blatant disregard of rules.

2 She is now bringing in her daughter and teaching her horrible work ethics.

3 She is showing others she can get away with this because she has been there umpteen years

4 She is stealing.

5 She could get fired for it.

6 Others are working and she has choosen not to opt for the extra work

7 Do I help to DETER this action by offering a list of extra work tasks that I suggested to the Activities Director that this gal could do with the residents when she is done with her work to keep her in the building? (Is this my responsibility to do this? No) That item is up to the activities director etc how and when it will be done, not to avoid this situation which she has no business knowing about another department's problem.

8 I have never had this problem before. I hate being with supervisory job duties without the title, just because I am the RN and have moral ethical obligations and personal values that are being tested here.

Any ideas? This is a tough one.

Again, my D.O.N. has given me the task to confront this. doesn't she have the obligation to see it thru as welll? She is really hedging on this one; she never wants to be the "bad guy" as she says and lets her ADON handle those ugly problems for her.

Help!!!

Sew

June 18, 2006
3:25 am
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sewunique
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Guppy, OMW, Mamacin

1 her job gets done, she could more, lots more, believe me

2 my position is RN and abpve the others

3 I have my licensure responsibility as overseer or supervisor, but without that title

4 my DON gave the dirty job to me

5 I think she has the moral responsiblity and to uphold the work place policy to follow thru

June 18, 2006
3:29 am
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sewunique
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What about this?

I mention to my DON my subtle actions and the results (negative, no positive changes)

I find the names of the Board of Directors and anonomously report this? That could lead to getting my administrator getting into troughble, she could call in the DON, who could get into troughble and then ME! the pecking order, right?

June 18, 2006
3:33 am
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sewunique
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If my DON will not handle it, then if I squal again, it could get me into troughble. If I insist something is done, or to go above, then she will not be comfortable about ME in the future and work is hard enough and I love my job.

And I am too old to work at a fast paced place. MY back is broken from all the years of work and lifting; I cannot do it anymore. And I might have to have sugery onmy foot, it's not good to thinkof another job this point in my life.

June 18, 2006
3:34 am
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sewunique
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Is this codependency at it's highest point???????

June 18, 2006
4:09 am
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sewunique
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"Houston, we got a problem here"

Check this diagram out; see the problem?

http://money.cnn.com/popups/20.....clude.html

June 18, 2006
8:38 pm
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mamacinnamon
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Sew:

Have you come down from the ceiling and had a cup of tea yet?? šŸ™‚

DON is what??? I forgot but have an idea.

DON is above you right? You are to report to the DON and DON reports to the supervisor, right?

You have reported it to her. And she told you to take care of it? Who does she think she is. You should say right then and there that it is NOT your responsibility and you don't get paid her salary so she'll have to do her work herself. You cannot have your cake and eat it too. Meaning she cannot have the title and the money and not take care of business.

If she refuses to take care of it then what?? In my opinion you have done your part. You can quietly mention it to the lady but then she may retaliate causing you problems.

Hmm. I guess based on what I think I understand.... You ahve done your part. Let it go. You'll be less one ulcer that way.

And thanks for the things you said on the other thread. Much appreciated.

June 18, 2006
9:03 pm
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Hi Sew

Do you have professional practice advisors in your union or licensing body? Why not call and get their help or at least advice?

Your Director of Nursing needs to pull her socks up, too, IMO. If you go to the union or licensing body, you will get some weight behind you.

Good luck.

June 19, 2006
2:03 am
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sewunique
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Board of Directors
Administrator
sirector of Nursing + other department heads

Assistant DON + management team (no true supervisors)

Staff; RNs +LPNs (me but RN licensure and legal responsibliity to over see all those in my scope of pratice...LPNs and CNAs.)

CNAs Cert. nursing assistants (this gal)

That's the peeking order, mamacin. The DON reports immediately to the administrator, right at the top.

June 19, 2006
2:56 am
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sewunique
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Thinking.....almost there. I have to get all details and angles figured out step by step before I feel confident about implementing the plan. Groan, I know, but that is me.

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