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AIBU?

Share your dilemmas and get honest opinions from other Mumsnetters.

Original poster

To refuse to work any more Monday evenings?

24 replies

dinkydonuts · 13/08/2013 21:50

Have nc'd Smile

I work in a nursing home and often work Monday evenings. We have a nurse who does the nightshift on a Monday night. She works elsewhere, so only does the one shift at our place.

The trouble with this nurse is that she often rings in sick. She also takes the entire Christmas period off too (sends sick notes in for a bad back).

She gets other relatives to phone in sick for her and generally only gives us about three hours notice to get another nurse, which is often impossible. In these cases, the manager works the shift. If the manager is on holiday or away, then the late shift nurse will be stuck in the home overnight as we can't legally leave the building because we're responsible for all the people.

I was working a late shift last night and she rang in sick. I find myself worrying about going on duty and when the phone rings, I fully expect it to be one of her relatives phoning in for her.

I can't stand this any longer as I end up spending an hour on the phone trying to find another nurse (as well as having to care for the residents) and then have to possibly face doing a nightshift if I can't get anybody.

This has been going on for over four years. I even started taking in an overnight bag in case I ended up stuck there.

I've had it, and told them manager I'm not prepared to work any more Monday late shifts.

I've asked the manager if there's any possibility of replacing her, but she just says it's so difficult to sack somebody now Sad

OP posts:
Deemail · 13/08/2013 21:57

That sounds really stressful, its not like another job where you could walk away and there would be less fallout.
I think you need to honour the terms of your contract but stop always filling the breach. You have stepped in for so long your manager never feels the pain, until it directly effects him he will not act.

Original poster
dinkydonuts · 13/08/2013 22:09

The manager does come in to do the nights though. I'm just constantly worrying that she'll be away or I won't be able to get hold of her. Last time the manager was away on holiday I had to get the shift covered by phoning one of the other nurses and asking if she'd be on standby just in case this woman phoned in.

I shouldn't have to put up with this stress. I go in and do my job and shouldn't have to take responsibility for this useless, unreliable woman.

OP posts:
creighton · 13/08/2013 22:32

it is not difficult to make a case against her leading to disciplinary action for incompetence or being medically unfit for her post. they should be monitoring her absences. you keep covering for her so your manager gets away without doing his job. you need to protect your own health and not let either of them get away with exploiting you.

Deemail · 13/08/2013 22:37

Can the manager not insist that she rings in herself and also that she contact him directly thus taking the onus off you to scrabble about looking for cover.

flyingwidow · 13/08/2013 22:48

Is there someone higher up the chain you can report this too...? An overall HR department or something? It sounds like your manager is brushing this big issue under the carpet when actually the nurse in question needs to be told to shape up, or ship out Confused

justmyview · 13/08/2013 22:55

I'm surprised the manager isn't stamping on this. Sounds like your colleague is taking the mickey

mummymeister · 13/08/2013 23:01

why do bad employers always use the excuse that it is too difficult to get rid of people. sorry but it isn't. yes, there are proceedures to follow and yes they take time and aren't pleasant but sorry it can be done. standing in once for a sick colleague no problem. standing in all the time over 4 years isn't on. are there minimum staffing levels at your place. if these aren't being met because of this woman then you need to whistle blow to the CQC. doesn't the owner of the business realise that her behaviour is jeopardising his livelihood? make him get a grip on this. stop covering as of now. explain why. if it isn't in your contract don't do it.

Original poster
dinkydonuts · 13/08/2013 23:07

I can't not cover though. If there is physically no other nurse present to hand over to, then I can't legally leave the building Sad

The colleague does it because she gets away with it. She doesn't seem to have to answer for her behaviour. All I can do is refuse to work these Monday evenings so that I'm not put in the position of being stranded there.

OP posts:
grumpyoldbat · 13/08/2013 23:44

Isn't she risking trouble with the NMC too?

DPotter · 14/08/2013 02:40

I'm a little rusty on the exact requirements but surely the european working time directive limits the number of consequtive hrs you can work ? so if you've done one shift you can't pull another without 12 hrs rest ? That's the law.

Join a union and get them to fight your course - the only reason she's getting away with it is because no one else is making more fuss, so make fuss. I agree with grumpy about the NMC - and you don't have to be an employer to refer someone
alternatively next time this happens you could call a nursing agency for cover................

TheUnsinkableTitanic · 14/08/2013 05:03

what does your employee handbook state about sickness?

its normal that you have to ring in yourself, to your line manage and by a certain time

is it a small PNH that you work for?

Original poster
dinkydonuts · 14/08/2013 09:36

I do work for a single PNH so I don't have an HR department I can approach to complain to. I'm a member of the RCN so I think I will ring their helpline to ask what to do.

She is supposed to phone in sick earlier than three hours before her shift starts. It's not enough notice to get agency in. I think she does it on purpose to be honest Sad

OP posts:
angelos02 · 14/08/2013 09:37

Wherever I've worked, if you are off more than 3 times in a 6 month period, you get a verbal warning. Off again, written warning. Anymore than that & you can be sacked. Seems pretty standard to me.

Original poster
dinkydonuts · 14/08/2013 09:45

I agree angelos02 I told the manager that this nurse wouldn't get away with this behaviour in the NHS but she just said it was hard to get rid of people these days.

Considering that this woman only works one night a week I'd estimate that she rings in sick for approximately 30% of her total shifts not including Christmas which she takes off sick.

OP posts:
angelos02 · 14/08/2013 09:54

That is terrible for you dinky I can't believe she has got away with it for so long. Can't you invent a reason as to why you absolutely can't ever work beyond your shift? Childcare? carer's commitments?

Original poster
dinkydonuts · 14/08/2013 09:58

I don't have a reason not to work a Monday evening I was so stressed about the situation on Monday that I just told the manager that I wasn't prepared to do any more. I was due to work next Monday but she swapped me off it.

She told me not to get stressed but this has been going on for so long that I'm now at the end of my tether.

OP posts:
formicadinosaur · 14/08/2013 10:21

I would tell the woman. Tell her what a nightmare it is for you and that you think she should hand her notice in if her attendance isn't reliable.

LittleprincessinGOLDrocks · 14/08/2013 10:23

Maybe it is time management looked at getting a better sickness policy. Where every absence is analysed on a sickness form by a manager and she will have to explain herself. Then if a pattern of sickness emerges they can do warnings and go for dismissal if nothing improves.
It isn't fair on you or the other staff to work with the stress of covering for her.

Original poster
dinkydonuts · 14/08/2013 10:35

I've just spoken to RCN Direct and the chap there said that I need to find the Policy & Procedure for sickness and absence and find out what it says. It's up to the manager to address these issues according to the P&Ps. He said that the manager needs to address this problem because it's impacting upon other staff's health and ability to do their job (because I take an hour out of my duties to try and frantically find cover).

I'm on duty this afternoon, so I'll look out the P&P.

OP posts:
VestaCurry · 14/08/2013 10:42

I have a friend who has a similar job to yours and there are clear guidelines and procedures for managing sickness and absence. After a certain number, the employee has to have a return to work interview and further absences trigger more formalities. It's the other end of the spectrum, but at least it identifies and manages a problem like this. Hope it gets sorted, sounds v stressful and not your responsibility.

Original poster
dinkydonuts · 14/08/2013 10:49

The manager just seems to accept that she'll phone in sick. She had a look at the off duty to find out if it was a month with five Mondays in because she said that this woman would often ring in sick if she had to work five rather than four Mondays Shock

I sometimes wonder if she puts me on so many Monday late shifts because the others have been refusing to do it Hmm

OP posts:
RenterNomad · 14/08/2013 11:42

Your manager sounds "useless" and "unreliable", too.

DPotter · 14/08/2013 18:04

Is your manager the owner as well or does she report up ? if the latter I would push your complaint up to the owner. Money is very tight for nursing homes and they can't afford to be paying someone for sick leave when they are swinging the lead.

Alternatively you could raise a grievance with your manager - all employers are required to have a grievance procedure and get the RCN actively involved. You may have to push them on this - but you pay your subs so your are entitled to representation and advice. Can you get the name / contact details of the local full time officer - he/she could ring your manager and explain you've had enough ..............

MammaTJ · 14/08/2013 19:01

Do they use an agancy to advise them on employment issues? I appreciate that not everyone can be an expert on care policies and employment issues as well. I work in a very good, very small residential home. The owner manager is fabulous at keeping up to date with all care regulations but accepts she is not an expert on employment. They use a firm who drew up our contracts of employment and various other policies. They go to them for advice on 'tricky' situations. They say it is worth every penny it costs. Maybe suggest that, as someone who impacts on the other staff in that way is ultimately going to do the business harm.

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