| How to I go forward with this? 12:11 - Sep 10 with 1586 views | noggin |
On Wednesday, I was verbally abused by the next of kin of one of our regular patients. This person has, over several years, attacked me many times, both physically and verbally, as well as reporting me to the health authorities (no case to answer). She has called me a Nazi pig and ordered me to leave her house. Wednesday's attack was mild in comparison to previous episodes but it was the point at which I told my manager that I can no longer act professionally in the presence of this person. My manager, although on my side, said that he had no choice but to send me home but allowed me to register the time as sickness.
My employer will now attempt to arrange a meeting with this person but previous attempts have ended with this person not turning up. So, apparently, there's very little they can do. I obviously cannot refuse to attend this patient, who is not able to speak or even understand the situation. Sending the police would not work in an emergency situation, as they would rightly not prioritise the call.
So now I've been warned that I might have to consider finding another job, if attempts at mediation fail. In 23 years of working in EMS, this is the only person who has ever made a complaint about me. I realise that, in this job, there are times when I will receive abuse from the public and I have always dealt with those situations professionally, but this has been going on for years and I can't accept it anymore. Any serious advice would be welcome. |  |
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| How to I go forward with this? on 12:17 - Sep 10 with 1516 views | Ryorry |
Obviously don't know your employers or their protocol, but seems to me that they should have transferred this patient to one of your colleagues after the first, or at least second incident. Unprofessional of *them* to allow the situation to carry on?
Anyway, I wouldn't let it worry you, your unblemished record other than this one patient/family should hold sway I'd have thought, in any reasonable workplace anyway. |  |
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| How to I go forward with this? on 12:20 - Sep 10 with 1489 views | noggin |
| How to I go forward with this? on 12:17 - Sep 10 by Ryorry |
Obviously don't know your employers or their protocol, but seems to me that they should have transferred this patient to one of your colleagues after the first, or at least second incident. Unprofessional of *them* to allow the situation to carry on?
Anyway, I wouldn't let it worry you, your unblemished record other than this one patient/family should hold sway I'd have thought, in any reasonable workplace anyway. |
Thanks Ryorry. The problem is, often we are the only available crew and so there is no way of sending another. It's a hopeless situation. | |
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| How to I go forward with this? on 12:24 - Sep 10 with 1441 views | Ryorry |
| How to I go forward with this? on 12:20 - Sep 10 by noggin |
Thanks Ryorry. The problem is, often we are the only available crew and so there is no way of sending another. It's a hopeless situation. |
Ah, right.
Is the relative's unreasonableness & abuse of you recorded, do you wear a camera? At the end of the day, it's *them* calling *you* a "Nazi" etc. | |
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| How to I go forward with this? on 12:26 - Sep 10 with 1417 views | ArnoldMoorhen |
Both the initial situation, and management response, are atrocious and you have my sympathy. It is appalling that any employee should fear assault (verbal or physical) when carrying out their work diligently, but especially so for care-givers and emergency responders.
In the UK this management response would be grounds for Constructive Dismissal, and every single Health Care Trust would have policies in place stating that there is a zero-tolerance approach in place regarding harassment of, or assaults on staff.
Not sure what the Norwegian situation is, but I would start with:
a) making notes of what happened when, both with previous visits and this one, and management responses. Is this "management advice" to consider quitting given in writing or verbal? If verbal I would write back as neutral an email as possible saying that you were shocked at their suggestion that you quit, and will need some time to consider your response. Their reply will then confirm in writing that this exchange took place.
b) read all your employers Anti-Harassment/staff protection/duty of care Policies and make notes.
c) consult your Union if you are in one, and join one if you aren't (assuming Norwegian Healthcare is unionised). |  | | |
| How to I go forward with this? on 12:28 - Sep 10 with 1390 views | noggin |
| How to I go forward with this? on 12:24 - Sep 10 by Ryorry |
Ah, right.
Is the relative's unreasonableness & abuse of you recorded, do you wear a camera? At the end of the day, it's *them* calling *you* a "Nazi" etc. |
Only reported by myself after each event, through the official procedure. We don't have body cams unfortunately. Private filming is also illegal. | |
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| How to I go forward with this? on 12:32 - Sep 10 with 1356 views | noggin |
| How to I go forward with this? on 12:26 - Sep 10 by ArnoldMoorhen |
Both the initial situation, and management response, are atrocious and you have my sympathy. It is appalling that any employee should fear assault (verbal or physical) when carrying out their work diligently, but especially so for care-givers and emergency responders.
In the UK this management response would be grounds for Constructive Dismissal, and every single Health Care Trust would have policies in place stating that there is a zero-tolerance approach in place regarding harassment of, or assaults on staff.
Not sure what the Norwegian situation is, but I would start with:
a) making notes of what happened when, both with previous visits and this one, and management responses. Is this "management advice" to consider quitting given in writing or verbal? If verbal I would write back as neutral an email as possible saying that you were shocked at their suggestion that you quit, and will need some time to consider your response. Their reply will then confirm in writing that this exchange took place.
b) read all your employers Anti-Harassment/staff protection/duty of care Policies and make notes.
c) consult your Union if you are in one, and join one if you aren't (assuming Norwegian Healthcare is unionised). |
Thanks. I am in a union and they are aware of the situation, although I haven't yet spoken officially with them. My employer has been supportive but has previously washed their hands of the situation. I'm hoping now that I have made my position clear, that they can do something.
It was occupational health that warned that I might need to consider another job. [Post edited 10 Sep 2022 12:35]
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| How to I go forward with this? on 12:41 - Sep 10 with 1292 views | jeera |
I don't get it.
As others have said your employer has a duty of care towards its staff and cannot knowingly put you in a position where your well-being is compromised.
I know it's not here but if anything I'd have considered somewhere like Norway to be more stringent on this stuff than most places.
Are you sure it's not just the person[s] you immediately answer to who aren't just incompetent? Take it higher up. [Post edited 10 Sep 2022 12:42]
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| How to I go forward with this? on 12:42 - Sep 10 with 1285 views | nodge_blue |
I think Id consider reporting the abuse to the police.
Bit initially your local line of management should be addressing the issue and looking at options. Some sort of restraining order for when you visit? |  |
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| How to I go forward with this? on 12:54 - Sep 10 with 1205 views | Churchman |
| How to I go forward with this? on 12:26 - Sep 10 by ArnoldMoorhen |
Both the initial situation, and management response, are atrocious and you have my sympathy. It is appalling that any employee should fear assault (verbal or physical) when carrying out their work diligently, but especially so for care-givers and emergency responders.
In the UK this management response would be grounds for Constructive Dismissal, and every single Health Care Trust would have policies in place stating that there is a zero-tolerance approach in place regarding harassment of, or assaults on staff.
Not sure what the Norwegian situation is, but I would start with:
a) making notes of what happened when, both with previous visits and this one, and management responses. Is this "management advice" to consider quitting given in writing or verbal? If verbal I would write back as neutral an email as possible saying that you were shocked at their suggestion that you quit, and will need some time to consider your response. Their reply will then confirm in writing that this exchange took place.
b) read all your employers Anti-Harassment/staff protection/duty of care Policies and make notes.
c) consult your Union if you are in one, and join one if you aren't (assuming Norwegian Healthcare is unionised). |
I agree with this and has also been suggested, escalate it if you can assuming the people you work to try and duck out of doing anything about it.
Keeping comprehensive notes/evidence and understanding the ‘rules’ under which you work is crucial. Your Union may be able to help you with that. |  | | |
| How to I go forward with this? on 13:25 - Sep 10 with 1046 views | ArnoldMoorhen |
| How to I go forward with this? on 12:32 - Sep 10 by noggin |
Thanks. I am in a union and they are aware of the situation, although I haven't yet spoken officially with them. My employer has been supportive but has previously washed their hands of the situation. I'm hoping now that I have made my position clear, that they can do something.
It was occupational health that warned that I might need to consider another job. [Post edited 10 Sep 2022 12:35]
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OK, the Union is the place to go, then. They will have reps who LOVE fighting your corner, and a legal department who do this stuff day-in, day-out.
The key thing is whether Occupational Health told you to look for another job in writing. If not then an "innocent" email clarifying your discussion with them will create a written record. | | | |
| How to I go forward with this? on 13:33 - Sep 10 with 996 views | noggin |
| How to I go forward with this? on 13:25 - Sep 10 by ArnoldMoorhen |
OK, the Union is the place to go, then. They will have reps who LOVE fighting your corner, and a legal department who do this stuff day-in, day-out.
The key thing is whether Occupational Health told you to look for another job in writing. If not then an "innocent" email clarifying your discussion with them will create a written record. |
Thanks. They didn't actually advise me to look for another job. They did say that it might be something to consider and that my employer would have a duty to try and find me something. Of course OH only have an advisory position. | |
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| How to I go forward with this? on 13:42 - Sep 10 with 948 views | fabian_illness |
Are you able to request support when you attend this patient?
I'm not in your field of work, but we have encountered situations where colleagues feel uneasy attending certain customers. If so we try and go in pairs.
Best of luck with it, situations like this can really play on your mind. |  | | |
| How to I go forward with this? on 13:53 - Sep 10 with 914 views | noggin |
| How to I go forward with this? on 13:42 - Sep 10 by fabian_illness |
Are you able to request support when you attend this patient?
I'm not in your field of work, but we have encountered situations where colleagues feel uneasy attending certain customers. If so we try and go in pairs.
Best of luck with it, situations like this can really play on your mind. |
We are always a pair but it doesn't stop the abuse. On Wednesday, my colleague gave more than max dose of a drug to this patient because this person was in her face telling her to. There was no danger to the patient because our max dose is quite conservative. I was driving at the time so couldn't intervene but it just shows the level of fear this person instills. | |
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