Grievance against me!

masterch

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agrinnall

Too much to read I'm afraid, can you summarise, perhaps with bullet points?

paulwellerfan

Are you in unison
have u got a union rep u can talk to about this

miduck

You do not state exactly what the grievance is?

masterch wrote: »

During the Appraisal she kept saying ‘’Assistant Manager says this, Assistant Manager says that, Is that right?’ My responses were that Assistant Manager wouldn’t say things if they were not right, why would she?

This concerns me - you do realise that a manager/ subordinate relationship is a two way thing? You come across as expecting your staff to blindly accept everything that you/ your AM say, that is not the way foster good staff relations.

zcrat41

If you were doing her appraisal are you her line manager? If so why haven't you disciplined her for what sounds like poor performance?

lavandergirl_2

masterch wrote: »

I wonder if anyone can advise please.
I did an Appraisal, following this a complaint was made to my manager in June who came to see me to discuss. I thought that was the end of it, however, I was contacted last week by another manager and HR who want to see me about a complaint that has come in, by the same nurse, from what I can gather it's the same complaint. I have never seen the complaint. I am informed that this meeting will be an informal meeting to discuss complaint.

I have a history with this employee who has lied have you got proof? and underminds me constantly.

This person has had it in for me since the very beginning – she asked me to see if I could help as she had no money for fuel and then denied saying anything when my manager approached her to offer to help.

We then had an issue where she refused to put her notes into the Filing cabinets and argued the whole time that they were 'her notes and no-one else should have access. This is not Policy. was there any incident form done? have you informed her immediate manager or your manager about it?

Another time I called her about administering medication without doing an examination – I had 57 minutes of ranting from her, unfortunately not on a recorded line...’’How dare I even think of challenging her, who did I think I was to look at what she was doing’’ was there any witness? 57 minutes is far too long for someone not to have seen or hear the incident. What did you say to her?

Another issue – she used 5 lots of an emergency drug then reported she had used all stock - get more stock as she had used it all, she hadn’t, she didn’t recognise the packaging of the other stock in the cupboard.
This was despite ‘checking’ the drugs each shift! what is the Trust Policy regarding use of emergency and stock medication? Has someone been informed of this pratice? Is it custom and practice in the ward to do this? She might have picked this way of working from other people. Does any of the Band 6 or 7s know that this happened?

There was a huge complaint from 3 agencies we work alongside regarding concerns about her ability to do the job, extra mentorship was provided and all notes collected and checked.what was the complaint? is it a verbal or written complaint? Who dealt with the complaint? Are you sure it's a valid complaint or just a staff having a 'moan' about another staff?

Another issue, I noticed on the Log that she had administered unsafe medication to someone, it was considered unsafe practice due to medication the person had previously taken.
I called her to tell her it was dangerous. She initially responded that ‘’another colleague had done it, so I was doing what she did.'' I advised her not to continue and to call a doctor for verification of the advice I had given her..
She called one of her colleagues at to ask her advice and said she had called the nurse and a Doctor in another area – no name and when I checked I was informed that no-one had put her through to a Doctor in any area. If a drug error was made, any incident forms done? Who knows about the drug error? What was done about the error?

She complained to me that one of the agencies we worth alongside were unhappy with another colleague as there was an emergency situation and because this colleague's nails were so long she couldn’t open the medication and someone had to do it for her!
I asked that the person who was unhappy contact me so we could look at this – she came back to me to say that the person ‘Didn’t want to get involved’’. Does this matter?
We received a letter praising the life saving actions of this person not long after! What does this mean?

Appraisal June 2012
– I was concerned about doing this on my own, I considered having someone in with me as I know how difficult she can be, I was right to be worried it appears! what is your role? Are you her manager? If you are, where is the evidence that she is perhaps performing poorly with medication? Has a capability procedure been commenced?

I brought up the issue regarding contacting colleagues to verify what I had advised and said that I didn’t appreciate her contacting other nurses to check if I was giving correct information and she really needs to accept what I tell her – as I documented on her Appraisal.

During the Appraisal she kept saying ‘’Assistant Manager says this, Assistant Manager says that, Is that right?’ My responses were that Assistant Manager wouldn’t say things if they were not right, why would she? maybe this is a bit negative. Have you spoken about the evidence based and best practice procedures?

I asked to see some of her notes, the comments were
‘’ You should see the other nurses notes, if you want to see mine. Look at *******’s’’ Why are you looking at her notes? Are you directly supervising her? Is there problems with her documentation?
My response was that I was there to look at her notes and other persons notes should not concern her.

Before I left she said that Assistant Manager would not help her find cover for her shift when she was in Court. I said the company should be doing this and I would see what I could do to help. I sent an email to Assistant Manager who said she WAS sorting it out and the person was well aware of this. -
Another untruth!


The Assistant Manager has also left the company as of Sept 2012


Everything I have tried to do for this person has blown up in my face.
My previous manager has now left the company and could confirm all this and the fact that he met with me to discuss the complaint on 24th June.
I don't think anything was in writing as he left the week after meeting with me.
The complainant has another job as is now on a zero hours contract, working occasionally.Is she safe practitioner?

Can anyone advise me please,surely this was sorted and if not the 3 months has now lapsed,
so according to the Grievance Policy -
[FONT=&quot]Failure to adhere to the time frame may result in the concern/grievance being considered time expired.
This also applies to employees wishing to proceed from raising a concern to the formal stage of the procedure.


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Are you in any union? Have you sought their advice?

miduck

The fact that the OP has deleted their post without responding shows a great deal of ignorance. I'm beginning to feel sorry for the nurse he has got it in for.

Mands

miduck wrote: »

The fact that the OP has deleted their post without responding shows a great deal of ignorance. I'm beginning to feel sorry for the nurse he has got it in for.

Not the first place they asked either; presumably they didn't like the other responses that they got.