What the management is doing is very appropriate by placing this worker on final warning. They are setting up documentation to show an unacceptable work behavior by this co-worker, and also sending a message that this type of communication is NOT acceptable. Apparently, this co-worker does not have the authority to make rules on what you or others should be doing.

So, what they have done is to have the steps in place to terminate her for inappropriate conduct if this happens .

As to the job duties, I would suggest that you go to your supervisor and double check on what will be the real expectations of the position. It sounds like the woman was trying to control and set expectations on what she needs in order to have her work completed in a way that works for HER. But, she should not have sent it out to the group.

this woman is a bad seed and the sooner she is gone the better. don’t feel bad if you have to report her. these types thrive on conflict and dissention and they will never be good employees or team members. and since misery loves company they will bring others into the fold by pointing out negatives and exagerating or outright lying in order to gain support. they are rabble-rousers.

they are bad for morale and bad for business.

if she really cared about conditions, she would have sent YOU a nice e-mail requesting a meeting to discuss some concerns of her and the team, and expressing confidence in your ability to create a better workplace by addressing some of these issues.

TROUBLEMAKER-lose her. I am not a mean hard @ss type but 30 years experience has taught me that these people don’t change and they do damage. honestly, if i were you i’d be hoping she screws up.

Dear Fuvitas:

While it is good to be liked, it’s more important to see your contribution to the nursing operation in support of the organization as a whole. Your role is with management, but you also have to maintain a basic relationship with the staff through visits to the floor, even it’s just walking through and saying hello. I’ve done this with ALL shifts. Sometimes it meant leaving my kids and husband in the middle of the night to talk with my night nurses about their insurance plan or whatever. Visibility is the best key to avoiding situations like this. It sounds like you need to develop more one-on-one visibility with the staff.

As a hospital administrator, I took calls after hours, but I also put together a plan that included taking turns doing this with other top management members. When the Northridge earthquake hit, it proved very effective. When an ICU nurse’s estranged husband held her at gun point at her work station, I was on call. I handled the call, got security and police where they needed to be and the situation was resolved without loss of life or risk to my ICU patients on the ward at the time.
It meant that we only had to do this once every 3-4 months or so. Sharing the management responsibilities.

In any kind of management position, the bottom line is always, “Is this a good business decision?” Your duty is to support management in those decisions. If you have a difference of opinion, you need to voice that opinion only after you’ve thought it out, and put together a solution. Have you heard the saying, “Don’t complain about a problem, unless you have a solution?” This fits here. It’s also good management style.

By collecting and providing good documentation, you are offering an impartial or clinical assessment of the situation. You’re well-spoken and write well, so you’ll have no problem reporting this. It comes down to documentation of someone breaching the protocols of the organization. Again, a basic business decision.

Good luck.

You won’t have to. She is hanging herself. She obviously doesn’t know how to get along in a business situation. If she isn’t looking for a new job, she should be. You only have to stay away from her and wait for the inevitable.