How does one practicing nurse protect themselves from the destructive, mean spirited, vindictive, manipulating, backstabbing sabatour?

CDNurse, you are exactly right. Plans are in the works to put as much distance from her as possible.

A senerio: A two person department in vascular access department (VAD). The other previous team member (VADN #2) has resigned after finding out that she would be the only nurse available while VADN#1 was out for back surgery. This would make VADN#2 working and being on-call for over 30 days.
VADN#1 returns to work after back surgery. She begins training another nurse who has been working in the same facillity since the opening the hospital. The preceptor (VADN#1) documents everything on the preceptee, without the knowledge of the preceptee. In the meantime, pretending to support the preceptee and high 5'ing the preceptee, openly in public. The preceptor openly states to the preceptee "just ask anyone, how much I have praised your progress". The preceptor is then going to patients that the preceptee has cared for and asking the patient to write their experience of the PICC insertion. The preceptor is also submitting variance reports on every mistake the preceptee makes. At one point, the preceptor stands inches away face-to-face, in an open patient care area, and states, "you are still a preceptee and you will do what I tell you to do" in a power struggle stance. Noted: when the preceptee asks questions, she is told "because I said so". The preceptee is frequently sent home if no Picc lines are needed. The preceptee's day off is one of the slowest days of the week. Soon, the preceptor has her coming in on her day off, to do radiology conscious sedation procedures because "I will not work with those people". The preceptor has passive-aggressive behaviors of stating her ending statement with a sarcastic "thank you" and then turning her back to you. The preceptee's schedule is to work her administrative supervisor schedule on weekends, on-call on the weeks ends she is off, and working Monday through Friday in the vascuar access department. Now, the preceptee has also the responsibility of covering the radiology department for conscious sedation procedures. The preceptee is becoming tired after 3 weeks with no days off. She admits this to the preceptor. The preceptor sends her home. That day, there are seven Picc line orders. Evaluations are done to find out which ones can be postponed until the following day. So that leaves 4 to be done. The preceptor stays and completes all seven Picc lines. She writes a variance reports that the preceptee left with work to be done. Another incident occurs with using an anticoagulant to clear a suspected clot from an newly placed Picc line. Unable to find the preceptor, the preceptee uses a anticoagulant not listed in the protocal. And documents it. By the way, the preceptor informs the preceptee not to document the number of sticks it takes to get a Picc line inserted, nor any other details relating to Picc line procedures. Also, the preceptor does not want anyone in the room during her Picc line insertions, for obvious reasons. At the end of thirty days, the preceptee is summoned to the CNO's office. She is presented with all the documentation that the preceptor has been accumulating. The end result is that an 8 year loyal employee of the hospital is strongly urged to resign. This is what nurses do to one another. Unfortunately, the preceptor is a "pet" of the CNO, as she stated one day. And that what she says will be believed over anyone else. She was right. A loyal nurse is thrown away. That nurse is now wondering if nursing is the profession she should remain in. And then people wonder why there is a nursing shortage. It is experiences such as this that play a factor in our dwindling numbers of nurses.

Wow. And I thought working with men was tough. My wife told me that women can be very hard to work with and I have seen it first hand, but this stuff takes the cake. Running away never solves anything, and I know there are some people who just can't , won't and don't like each other. There are even some who are so insecure that they see anyone with better skills as a threat and do what they can to undermine them. An old agage comes to mind "keep your friends close, but keep your enemies closer" Have a sit down off site, a cup of coffee. Talk thru your differences, and know that just as a rock is always just a rock and cannot be expected to say, play piano, that there are some who do not change. but knowing your enemy and follow one simple rule CYA and yes playing politics is unfortunately a course. A trick I learned was to find one thing good that that person does and let them "accidentally" overhear me mentioning that to a superior once or twice goes along way. Good luck and I hope you can make sence of my rambelings.

I have had a really bad experience. I am an LPN who works along side 2 RN's. After 6 months of being at this job, one of the RN's was made the supervisor. Before this occured we were friends. Once she got a little power she has changed. The Dr we work for came back from out of town and took us all to dinner. She gave us all the same bonus, and gifts. Then she decided to recognize 2 employees for outstanding patient care. I was one of those to get a $50 gift card along with the scheduler up front. Now this RN treats me like crap. It felt really good to be complimented on a job well done but now, it seems to have done more damage than it was worth. I have been there over a year and a half, never had a write up. Last week I was told that I am being transfered down to the main clinic. I am devistated, hurt and feel like she did this all because of jealousy. She makes twice as much as I do and has her BSN in nursing. I just don't understand why she would be so vindictive and petty.

squirmals, that is a huge load of bogus doodoo. When management is strong, fair and aware, this simply does not happen because the manager does not and will not tolerate this doodoo. I've worked in 19 states in the US and wherever the managers were strong and capable, this did not occur. Some blame is on the nurses who do this, but they do it because they can and do get away with it.

Dmaze, in CA the management- admin was the leader of mean. They love, LOVED, to get rid of the current RN supervisor. They would start right after the nurse took the job. I was at that hosp for 4 yrs and we had 2-3 new nurse sup a year. We got a new manager that actually took the bull by the horns and was making a great place to work. She was fair all the way around. She was terminated within two months. It appeared to us that they loved the tension, we were always wondering if we were next.

kizzy, I've worked in similar situations. Did the RN tell you why you were being transferred? Can she back it up?

What is the grievance policy at your place of employment? If you do file one, remember, just state facts and not feelings.

You might consider the transfer a blessing if it gets you away from a toxic manager. But I sympathize with your feelings: I got pushed out of a job I loved because the DON didn't want LPNs in critical care

My plan is to become a traveler just so I don't have to deal with this. Sounds ideal, just when the politics sets in your on your way. I've worked with a lot of travel nurses and they were great.

ljr3418 said:

Wow. And I thought working with men was tough. My wife told me that women can be very hard to work with and I have seen it first hand, but this stuff takes the cake. Running away never solves anything, and I know there are some people who just can't , won't and don't like each other. There are even some who are so insecure that they see anyone with better skills as a threat and do what they can to undermine them. An old agage comes to mind "keep your friends close, but keep your enemies closer" Have a sit down off site, a cup of coffee. Talk thru your differences, and know that just as a rock is always just a rock and cannot be expected to say, play piano, that there are some who do not change. but knowing your enemy and follow one simple rule CYA and yes playing politics is unfortunately a course. A trick I learned was to find one thing good that that person does and let them "accidentally" overhear me mentioning that to a superior once or twice goes along way. Good luck and I hope you can make sence of my rambelings.

squirmals said:

Dmaze, in CA the management- admin was the leader of mean. They love, LOVED, to get rid of the current RN supervisor. They would start right after the nurse took the job. I was at that hosp for 4 yrs and we had 2-3 new nurse sup a year. We got a new manager that actually took the bull by the horns and was making a great place to work. She was fair all the way around. She was terminated within two months. It appeared to us that they loved the tension, we were always wondering if we were next.

One facility I worked a lawyer came and spoke to us and told us never to keep a journal. It was something about it could be pulled into court if ever needed and known about. I think it's a good idea.

squirmals said:

One facility I worked a lawyer came and spoke to us and told us never to keep a journal. It was something about it could be pulled into court if ever needed and known about. I think it's a good idea.

However, documentation of negative events that is written clearly, without emotions, or "I feel" statements can benefit you both with administration and in the legal system. If you're documenting on a patient, don't write anything that you wouldn't either put in the chart, or put in an incident report. it should be a concise document to help you remember key facts if you are called to testify. However, if your charting is complete, then the chart can help you in that area, as can an incident report.

Don't make copies of incident reports to take home with you. Incident reports are considered privileged communications between you and risk management/legal counsel. But if you take a copy out of the facility, you breach the privilege, and what you put in that report can be subpoenaed by the opposing attorney.

If you are documenting purely for the purpose of showing to higher ups in administration, then once you complete that business with them, I would destroy the documentation.

Pretty much, document if you are in conflict with a manager and you need to defend yourself before administration. Don't document if you think you will be sued. Let the chart speak for itself.

I agree.. no one needs to know that you keep a journal, in fact, most real attorneys tell you to keep a journal that only you have access to. I customized a journal for myself, very simple.

Its pre stamped with:

Date.... Time..... Location.

Persons present or witness to the facts.....

Narrative of incident....

Each incident is a separate entry. Trust me, it's a valuable instrument for life in general