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What would you do if this happened to you?
I work in a nursing home as a CNA. We recently got a new CNA Coordinator who has previously worked on the floor as a receptionist. She is still in training for her new position as Coordinator, and is performing some duties as such on her own.
I had an issue with one of my fellow CNA's that needed dealt with, and went to the new Coordinator with my issue. Later in the day i found out from another CNA, that she had taken my issue and gave a "heads up" warning to the CNA I was having problems with. The CNA that told me about this particular encounter, asked that I not say anything about me knowing the CNA was warned unofficially. But I feel my privacy was breached and feel that this CNA Coordinator should be turned in for it. Should I ask the CNA that had heard the conversation to consider it, or should i take it opon myself to do so.
The thing is, this new coordinater has work as a receptionist for many years, knows that privacy is an issue, and has many friends in the facility that work along side of me.
I mean heads up as in these two are tight friends, and they were bashing me, the other CNA wasn't listening, she walked by them and heard them on her way past. I know you have to talk to them in order to iron things out, BUT it should not be a gossip session, or public conversation.
not to mention names shouldn't be used as well.
6 Answers
- surojabuLv 61 decade agoFavorite Answer
If the CNA Coordinator is in a management or supervisory position and that's why you went to her, then yes, she should be reported to whoever is her boss -- because she should not be warning anyone unofficially about anything. She should follow company protocol. If she cannot separate her friendships from her work obligations, then she should not be in a supervisory position. She and the company you work for can be held accountable for not dealing with employee conflict or issues in the correct way. So her actions definitely need to be addressed by upper management. If it were me, I would definitely speak to another manager about what happened.
However, if you went to her as a friend or just someone (non-managerial) to discuss the problem with, then she was under no obligation to keep the information private (although she should have). And you'll know better next time not to go to her.
Source(s): HR Manager - Stacey WLv 51 decade ago
First of all you don't know what was said.....the CNA who told you did not hear the whole conversation so you can't assume anything, she may have heard something that totally did not have anything to do with your problem.
You said the problem needed to be dealt with.....maybe she was dealing with it, just because they didn't;t get written up or in trouble publicy does not mean that they weren't talked to.
I only believe what I hear and see with my own eye's {even then if I hear just apart of the conversation I don't jump to conclusions}
- Swan SongLv 61 decade ago
How was she supposed to have dealt with the issue? In every working place I've been in, the person who deals with the complaint generally has to chat to the offender.
Do you mean "heads up" as in "someone is upset with you", or a "heads up" as in "pull up your socks"? Why was the other co-worker listening in to a private conversation?
Either way, I do, at least, agree with you that she shouldn't have talked about it in public where it could be over-heard.
- Pepper.
- HaleyLv 51 decade ago
I would not get the other person that heard it involved. I don't know that this is worth turning in yet, since she is new, unless the whole "turning someone in" is a pretty minor step. I would either address her or her supervisor and just advise them of the incident and how you felt your privacy was breached. Just my 2 cents.
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- monmichkaLv 61 decade ago
I'd have a personal talk with my coordinator and let her know that I didn't appreciate something personal being aired to other people. I'd have a copy of the company's bi-laws with me. I'd definitely get this resolved and I'd let that woman know that it had better not happen again.
