Please advise on this situation. It certainly causes tension in the suite especially if the two of them are arguing.<\/p>\n
Thanks!<\/p>\n
Invasive love <\/p>\n
OFFICE-POLITICS REPLY BY DR. GREG KETCHUM<\/strong> Dear Invasive love,<\/p>\n It sounds like things have gotten a little too casual in the endovascular unit: favoritism, nepotism, arguing radiology techs and patient care potentially suffering from it all. <\/p>\n So, let’s start with a few questions:<\/p>\n 2.\tHow does the rest of the staff feel about the situation?<\/p>\n 3.\tHave you taken any steps to address it already?<\/p>\n 4.\tHas patient care been impacted by this radiological romance?<\/p>\n 5.\tHave you checked with HR to see what the policy regarding a situation like this is?<\/ol>\n What is the hospital policy?<\/strong> Quit and Move to Alaska?<\/strong> Factually report concerns to HR<\/strong> 2.\tThe subordinate gets favored treatment such as getting to make decisions that other techs aren’t allowed to make.<\/p>\n 3.\tTheir inappropriate relationship causes tension and low morale on the unit especially when they argue, which they periodically do.<\/p>\n 4.\tYou’re concerned that patient care could be negatively impacted. <\/p>\n 5.\tYou believe this situation is putting the hospital in potential legal jeopardy should anything untoward happen to any patient on the unit, whether it was a direct result of their relationship, the subordinate’s making decisions that may be out of her scope, or their arguments. <\/ol>\n Document and Deadlines<\/strong> I knew that if we just sat down and put our heads together and thought through the real issues involved here that we’d come up with a solution. You’ve got a very strong case to take to HR so let’s get moving. I know you can do it.<\/p>\n Thanks for writing to Office-Politics.<\/p>\n Regards,<\/p>\n Dr. Greg <\/p>\n
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<\/p>\n\n1.\tHas anyone said anything to the administration or to the two lovebirds?<\/p>\n
\nBottom line, I would think this is against hospital policy, both for a supervisor to be dating a subordinate, but also for the subordinate being allowed to make decisions that no other tech is allowed to make. Not only does this create a grand workplace distraction, it could also be potentially dangerous for the patients. Should anything negative happen to any patient on your unit the hospital could face some pretty stiff legal action if one of the patients got hold of a very aggressive shark-like attorney. I’m surprised to hear that the hospital administration is so asleep at the switch, so it sounds like it’s up to you and your coworkers to flip that switch.<\/p>\n
\nGiven our discussion thus far, what do you think you should do now? Well, you could quit and move to Alaska, but that wasn’t the first solution that came to my mind. Let’s put our heads together and really think this through. So you’re thinking of going to HR to both discover the hospital policy and to report the situation? I like your thinking: it’s direct and to the point and handles the situation in a professional manner. You’re also thinking of taking a few coworkers with you to HR? I like that too, because it gives more weight to the seriousness of the situation and keeps you from looking like a malcontent who just doesn’t like to see other people find true love at work. <\/p>\n
\nOK, so far so good, but let’s think about how you’re going to present your concerns. So one of your friends suggested that you say you wished you could date subordinates too and it’s not fair that John Q. Radiology Tech gets to do it if you can’t. Well, that’s certainly one approach, but let’s put on our thinking caps and look for another answer. What? You’re going to lay out the facts as you see them: <\/p>\n\n1.\tA supervisor is dating a subordinate. <\/p>\n
\nThat’s all very good and I couldn’t have said it better myself, but there’s just one more step we have to take: what will you ask HR to do? What should we ask for? A pay raise to keep quiet? Na. I know you’re joking. How about asking them to investigate the situation and resolve it? Yea, that’s the ticket and while you’re at it let them know that you would like to meet again as a group for a follow-up conversation once they’ve had a chance to investigate. Also ask HR to specify a date that you will meet so this doesn’t go on forever or get forgotten. That’s it then, that’s your way through. What? I forgot something? You’re right, you should take careful notes of your meeting with HR and make sure that HR and everyone in your group has a copy.<\/p>\n