What is the name of your state? ct
here is a hypotetical ?.any input would be appreciated.
a nurse working in a convalescent home assists a cna to shower a confused res.said nurse and resident have a very good rapport which allows the nurse to calm the resident and have the res. do many things for the nurse which res. usually would refuse and many coworkers caN ATTEST TO THAT. on the other hand the res. doesnt like this particular cna at all. res. strikes out at cna but the nurse was able to intervene and redirect res. to accept shower.cna then transfers res. to shower room alone.after the shower res.is transferred back to bed w/o incident.2 days later a bruise is noticed on res.and the cna is ?'ed but not suspended.the nurse is then ?'ed but is suspended upon investigation where that same cna is allowed to work on the floor with the res.2 more days and then is suspended for 3 days but is back to work.THE SAME CNA ALSO HAS BEEN INVOLVED IN AT LEAST 2 OTHER INVESTIGATIONS WHERE BRIUSING/MARKS HAVE APPEARED ON PATIENTS AFTER THE CNA HAS GIVEN DIRECT CARE BUT CNA WAS NEVER SUSPENDED. after 3 day suspension the nurse is fired for supposed abuse.also 4 eight hour shifts pass between shower and finding of bruise. the nurse has never had any cases/accusations of patient mistreatment in 5 yrs on the job,hovever nurse does have many glowing reports from coworkers,patient s,and family members.the nurse is a minority and the cna is caucasian.also in the facility minorities seem to be targeted for discipline and even passed over for inhouse job postings given to unqualified caucasians BY THE CAUCASIAN MANAGEMENT. .are there grounds for racial discrimanation and if so ,what kind of evidence is needed to prove the case? IE can statistics help prove racial trends in a workplace? tnx
here is a hypotetical ?.any input would be appreciated.
a nurse working in a convalescent home assists a cna to shower a confused res.said nurse and resident have a very good rapport which allows the nurse to calm the resident and have the res. do many things for the nurse which res. usually would refuse and many coworkers caN ATTEST TO THAT. on the other hand the res. doesnt like this particular cna at all. res. strikes out at cna but the nurse was able to intervene and redirect res. to accept shower.cna then transfers res. to shower room alone.after the shower res.is transferred back to bed w/o incident.2 days later a bruise is noticed on res.and the cna is ?'ed but not suspended.the nurse is then ?'ed but is suspended upon investigation where that same cna is allowed to work on the floor with the res.2 more days and then is suspended for 3 days but is back to work.THE SAME CNA ALSO HAS BEEN INVOLVED IN AT LEAST 2 OTHER INVESTIGATIONS WHERE BRIUSING/MARKS HAVE APPEARED ON PATIENTS AFTER THE CNA HAS GIVEN DIRECT CARE BUT CNA WAS NEVER SUSPENDED. after 3 day suspension the nurse is fired for supposed abuse.also 4 eight hour shifts pass between shower and finding of bruise. the nurse has never had any cases/accusations of patient mistreatment in 5 yrs on the job,hovever nurse does have many glowing reports from coworkers,patient s,and family members.the nurse is a minority and the cna is caucasian.also in the facility minorities seem to be targeted for discipline and even passed over for inhouse job postings given to unqualified caucasians BY THE CAUCASIAN MANAGEMENT. .are there grounds for racial discrimanation and if so ,what kind of evidence is needed to prove the case? IE can statistics help prove racial trends in a workplace? tnx
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