ASSESSMENT 1/3

NURS-FPX5007 Assessment 1 Case Study

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Sleeping on the Job: A Managerial Challenge

Marty is an African American nurse who has worked in a major university hospital for over six years, evaluating patients’ rehabilitation needs. She used to have an autonomous job making patient visits in area city hospitals; however, two years ago her role in the hospital changed, and she is now working Monday through Friday in an office. Three years ago Marty’s mother was diagnosed with dementia and is now dependent in every aspect of care. In view of the fact that the health of both of Marty’s parents has been declining, she decided to move them into a spare room in her home. She has hired caregivers to manage her parents’ needs during the work day, but has no additional help or relief after work hours or on weekends.

Marty’s officemates and supervisor have noticed that for well over a year now she has been coming into work late and leaving early every day. While she is “working” at her desk, her coworkers see she her sleeping and hear her snoring loudly multiple times daily. On multiple occasions the other nurses in the office have tried to speak with Marty to let her know that she is sleeping and that they are concerned for her health. She states that she had a sleep study done in the past, and was diagnosed with sleep apnea, and has a CPAP machine but does not like to use it. “It makes too much noise,” she says. A couple of the nurses in the office gossip behind Marty’s back, stating that they are tired of picking up the slack and doing her job while she is getting paid not to work.

The nurses perceive that Marty is lazy and taking advantage of her personal situation as her mother’s caregiver. “We all have a life, kids, family, and other obligations, and I am here doing my job!” they complain. In addition to sleeping at work, Marty’s supervisor has had multiple complaints from the hospital case managers asking for another nurse to assist them with discharges and patient placements, due to her lack of performance and communication.

There are other performance issues, as Marty calls in sick often, with one sick call lasting a week or more. Even though the hospital policy allows for three paid days, when her sister passed away, she took off three weeks for bereavement. To make matters worse, when she returned to work she did not even thank her coworkers for covering her assignment. Six months after her sister passed away, Marty went on disability for over 12 weeks for complaints of back pain, only to return to work wearing high heels.

Marty’s supervisor has been made aware multiple times that this negative behavior has created a hostile work environment but has not acted on complaints, as she understood that Marty had applied for available benefits as outlined in the Family Medical Leave Act.

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