Author Question: The manager has disciplined a nurse with a written warning. At the end of the session, the manager ... (Read 71 times)

09madisonrousseau09

  • Hero Member
  • *****
  • Posts: 559
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

  • Sr. Member
  • ****
  • Posts: 300
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:



Related Topics

Need homework help now?

Ask unlimited questions for free

Ask a Question
 

Did you know?

Glaucoma is a leading cause of blindness. As of yet, there is no cure. Everyone is at risk, and there may be no warning signs. It is six to eight times more common in African Americans than in whites. The best and most effective way to detect glaucoma is to receive a dilated eye examination.

Did you know?

After 5 years of being diagnosed with rheumatoid arthritis, one every three patients will no longer be able to work.

Did you know?

Malaria was not eliminated in the United States until 1951. The term eliminated means that no new cases arise in a country for 3 years.

Did you know?

Throughout history, plants containing cardiac steroids have been used as heart drugs and as poisons (e.g., in arrows used in combat), emetics, and diuretics.

Did you know?

Congestive heart failure is a serious disorder that carries a reduced life expectancy. Heart failure is usually a chronic illness, and it may worsen with infection or other physical stressors.

For a complete list of videos, visit our video library