What are some examples of an employee-employment issue vs. patient abandonment?

The Washington State Board of Nursing (WABON) has no jurisdiction over employers, employment-related issues or disputes.

Other laws regulating facility licensure may apply certain responsibilities to the employer for patient safety, such as developing effective patient care systems or providing adequate numbers of qualified staff.

Specific requirements for a given facility may be obtained by contacting the applicable licensing authority for the institution.

WABON believes that the following are examples of employment issues that would not typically involve violations of nursing laws and rules:

• Resignation without advance notice, assuming the nurse’s current patient care assignment and work shift have been completed.
• Refusal to work additional shifts, either “doubles” or extra shifts on days off.
• Other work-related issues, such as frequent absenteeism, tardiness, or conflicts between staff/employees.
• Not showing up for work or not calling in.
• Refusing to work all remaining scheduled shifts after resigning.
• Refusing an assignment for religious, cultural, legal, or ethical reasons.
• Not returning from a leave of absence.
• Refusing to work in an unsafe situation.
• Refusing to delegate to an unsafe caregiver.
• Refusing to give care that may harm the patient.
• Refusing to accept an assignment or a nurse-patient relationship.
• Refusing to work mandatory overtime beyond the regularly scheduled number of hours.
• Refusing to work in an unfamiliar, specialized, or “high-tech” practice area when there has been no orientation, educational preparation, or employment experience.
• Refusing to “float” to an unfamiliar unit to accept a patient assignment.

Examples of abandonment:

• Accepting the assignment and then leaving the unit without notifying a qualified person.
• Leaving without reporting to the on-coming shift.
• Leaving patients without licensed supervision (especially at a long-term care facility with no licensed person coming on duty).
• Sleeping on duty.
• Going off the unit without notifying a qualified person and arranging coverage of patients.
• Leaving in an emergency.
• Overlooking or failing to report abuse or neglect.
• Giving care while impaired.
• Giving incompetent care.
• Delegating care to an unqualified caregiver.
• Failure to perform assigned responsibilities.
• Closing a private practice without making reasonable arrangements for the patient to transfer care.