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A coworker of mine recently got suspended from work because she said a resident was being a pain in the ass within ear shot of the confused resident. She said this while in front of 2 nurses. She was wrong to do this for sure, but it was a verbal slip and she had been having a very rough night. Not excusing her actions, but I would say this is in no way representative of her as an aide/person.
However the 2 nurses turned her in to the supervisor over the issue, so later that night she had to talk to the DON and supervisor about what happened. She admitted to it, the DON told her that is a reportable offense and as of now she is suspended from working pending an investigation. And might even be in danger of losing her job. They went through the motions told her she couldn't come back to work until the investigation was done and had to be walked out.
Of course right now she is freaking out, but I have only a little over 3 years of experience in this field. So I don't really know what to tell her. So I figured I'd ask you all. I feel like this is small offense especially factoring how she has been an exceptional aide since the day she walked through the doors. And to be honest people have done similar things or worse and they got slaps on the wrist at this very facility.
They said it was techincally resident abuse but again, past suspension what is the likelihood she will actually lose her job? And say she does get fired over this, how will this effect future job opportunities for her?

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As to her future, there is a massive shortage of health care workers and employers don't usually mention reasons for firing due to fear of suits. They simply say how long she worked there. So there is that. And her lesson would be well learned, I would think.
Anyone can break under pressure, but this isn't that. This is drawing other employees into criticizing elders not in complete control of their actions. It isn't the one incident; it isn't the words; it is that this shows a ding in character that could endanger elders who are completely helpless. Were I the RN in charge I would have reported it as well, and the fact two in charge reported it means that they see this person as a problem working with seniors. Otherwise they would just kind of "not heard it" and watched for any other incident. Or talked with her privately. Saying this to her other co workers creates a lethal atmosphere in caregiving which is already a tough job.
I am glad she admitted it. I would say she should now speak with someone. Pastor. Social Worker. Find a resource for learning how to deal with dementia. Tell her place this will never ever happen again. Say nothing about what happened to "others" and make no complaints to co workers. Drawing YOU into this? Not good. Not a good sign. She should now be saying to you "I got overwhelmed and I messed up and it's on me" not "Other people did this and that, and nothing happened to THEM". If you get my meaning.
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JoAnn29 Oct 2020
An employer is not allowed to say anything negative about a former employee that would effect them getting another job. Which yes is ridiculous in some instances like this situation. If a CNA is a good worker but just can't deal with Dementia patients then that should be said. Actually, the one asking for a reference can only ask certain questions too.
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Right now she sits at home and ponders what she said. And how it could have effected the resident.
When she is called in again I would suggest that she be very apologetic. Admit that she was wrong in speaking the way she did. Ask if she can retain her job and if necessary ask to be placed on probation.
Also ask if there is training that she can take that would help her better deal with the situation in the future.
If your friend is not a CNA she might want to take a class. In most areas it is a Certificate class.
That would 1) improver her ability to be employed in other places. 2) it would teach her ways to deal with situations that she will be in in the future.

If she does get fired she will find it difficult to become employed in another facility. She could work privately or possibly work for an Agency. But she needs to be upfront about the situation.

Due to COVID-19 there is a shortage of Caregivers, CNA's and other people willing to work in facility settings or in private homes. So I am thinking the likely hood of her getting fired is slim. Easier and less expensive to keep an employee than hire and train another. She may be put on probation, also the possibility of getting a "demotion" where her pay is dropped or she gets lousy hours is a possibility.
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SpideyJCNA Nov 2020
Thank you.
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She said this to two nurses in "ear shot" of a confused resident who may not of heard it or remember it. I do not see where this was abuse of a resident. My daughter is an RN and freaked out on a resident. She felt bad as soon as it left her mouth. She actually went into to her DON and told her about it. She was not fired nor was she suspended. We are all human. We get overwhelmed and stressed out. If she has been a good worker, I think a verbal warning is enough.

I think the nurses over reacted. If your facility is run like my daughters, the RNs are the CNAs bosses and as such could have given her a verbal warning.
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SpideyJCNA Oct 2020
I guess at our facility the guidelines say technically being vulgar in the presence of a resident is considered resident Abuse. Which I find ridiculous when actual put in real situations, but the rules are the rules.

I agree it was overreaction. Not saying she shouldn't have been punished, but a suspension and possible termination was overkill in my opinion.
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It really doesnt matter what anyone thinks or feels should happen. Your employee handbook should have a policy/procedure outlined of the investigation process and the disciplinary action the employer can take. Look at your handbook, what does it say? Are you in an at-will state?
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It’s totally unprofessional to call a resident a “pain in the a*%” within earshot of that or any other resident. I am a RN & I would have “turned her in”.
Unless you are her (and I suspect this may be the case) you can’t vouch for her “exemplary behavior or level of care delivered”. How do you know this? You really can’t. You aren’t with her every minute she is working.

Its a line you just don’t step over. If the aide doesn’t have the ability to stop and think before she speaks she’s not very professional.

She won’t have to worry about suspension or termination as she is per diem. If I were her manager I simply wouldn’t give her any more hours. That’s a simple solution.

It’s about respect. If she is such a good caregiver she should have known better. Doesn’t matter who you feel gets away with more. Your “friend” was caught in the act. With customer service being paramount for the past decade or so, you just don’t say things like that in front of residents. Bottom line.
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SpideyJCNA Nov 2020
Why would I post about this in reference to another person under the veil of actually being me. Instead of I dunno, just asking for myself? Are you just not used to coworkers sticking up for each other?

So I haveto be with someone to every second of every shift speak on the character of one of my coworkers? That makes no sense. My facility works on a 2 aide assignment. So you have a partner, so i have spent extended periods time working with all my CNA coworkers.

If you can't even understand that, RN or not, I really have no business arguing with you.
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I have to say that your continued referral of a coworker as the *** is offensive and I really hope that is not an attitude shared by your friend. It is racist and vile.

I would be angry if a worker said that about my loved one where they could hear, I don't care if they remember or not.

It sounds like it is just the normal in the facility and that is really the issue. God help all those poor souls being cared, and I use that word loosely, for in your facility.

Maybe you all should be retrained to not be so disrespectful to the very human beings that you are entrusted to "care" for.
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Isthisrealyreal Oct 2020
Why did my repeating the word get deleted? I am just quoting the OP.
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This exact thing happened to my grandmother. The CNA was BIL daughter. When I got thru with her she wished she never knew me. I heard her screaming at my grandmother from down the hall. Hadn’t stopped by the time I got to room. She knew what it felt like to be screamed at when I hit administrators office She was looking for new job next day. Enough said.
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SpideyJCNA Nov 2020
Uh, nice?
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Wouldn’t it be lovely if volunteer care workers at home could be fired if they lose it a little bit? And have someone new take over the job?
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Isthisrealyreal Oct 2020
I am sure it is the whole paid professional thing that really makes the difference. You expect more from a professional.
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Alrighty then, lol.

Spidey, did you by chance have a chance to look at your handbook?

There are alot of people commenting who have a background that is not in the HR field so it is all speculation.

Your coworker should apply for unemployment right now, it will be put into pending during the investigation. If they determine cause, it is really easy to beat especially during Covid.

The hanbook is your friend so if you want to know the answer post the policy as a response.
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Shane1124 Nov 2020
The employee is a per diem employee. I don’t believe those type of employees are eligible for unemployment as they really don’t have an employer paying into unemployment insurance for her due to her per diem status.
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This has gone badly wrong, for no good reason. It's not helping anyone. Let's stop!
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