The manager has disciplined a nurse with a written warning. At ...

[09madisonrousseau09]

The manager has disciplined a nurse with a written warning. At the end of the session, the manager asks the nurse to sign the warning and the nurse refuses. What should the manager do?
 
  1. Tell the nurse that signing the form in mandatory.
  2. Indicate on the form that the nurse declined to sign.
  3. Sign the nurse's name to the form and include the manager's initials.
  4. Complete a second warning for the nurse's failure to follow procedure.

Question 2

The manager is contemplating terminating a nurse. What should the manager consider regarding the expectations of the job prior to proceeding with termination? Note: Credit will be given only if all correct choices and no incorrect choices are
 
  selected. Standard Text: Select all that apply. 1. Did the nurse receive and sign for a copy of the appropriate job description when hired?
  2. Was the nurse apprised of the criteria on which evaluation would be based?
  3. Have any changes to policy and procedure been discussed with the nurse and made available in writing?
  4. Was the nurse hired using the same documentation as others hired at the same time?
  5. Have others hired during the same time period been successful?

[janieazgirl]

Answer to Question 1

2
Rationale 1: It is not mandatory for the nurse to sign the form.
Rationale 2: The written disciplinary form should have an area to indicate that the employee refused to sign. If not, this should be written in by the manager.
Rationale 3: The manager should not sign the nurse's name to the form.
Rationale 4: A second warning is not indicated. The nurse has the right to refuse to sign the form.
Global Rationale:

Answer to Question 2

1,2,3
Rationale 1: The manager must have documentation that the nurse knew the expectations of the job. Documentation that the nurse received the job description is required.
Rationale 2: The nurse must be told in advance of the criteria on which evaluation will be based.
Rationale 3: Changes to policy and procedures change practice. These changes must be made known to the staff.
Rationale 4: Just because the documentation is commonly used doesn't make it legal or correct.
Rationale 5: While the success of others hired at the same time is interesting, it is not essential knowledge for the manager.
Global Rationale: