Q. I’ve recently been promoted as a Clinical Nurse Specialist on a 5/7 Monday-Friday Roster from a staff nurse with 6 years experience. My line manager informed me at my induction that my annual leave entitlement has changed. I am unsure what hours I am now entitled to.

A. As a newly appointed CNS your annual leave entitlement increases to 26 annual leave days @ 7.8 hours per day, this is up from the 25 data which a nurse with 5-10 years experience accrues. As a CNS this would entitle you to 218.4 hours which can be accessed in hours, days, a week or a fortnight. This would also mean you would be rostered off duty on each of the official 9 bank holidays we have each year. 

Q. I was asked upon commencing my shift to meet my Director of Nursing today about a complaint that that was submitted against me. I was told I would be given further detail of the complaint at the meeting. What should I do?

A. It is advisable in the first instance to contact your PNA representative. As per S.I. No. 146/2000 - Industrial Relations Act, 1990 (Code of Practice on Grievance and Disciplinary Procedures) (Declaration) Order, 2000, all staff are entitled to fair procedures and natural justice when facing grievance and disciplinary procedures. So what does this mean?

It means;

•    That employee grievances are fairly examined and processed;

•    That details of any allegations or complaints are put to the employee concerned;

•    That the employee concerned is given the opportunity to respond fully to any such allegations or complaints;

•   That the employee concerned is given the opportunity to avail of the right to be represented during the procedure;

•   That the employee concerned has the right to a fair and impartial determination of the issues concerned, taking into account any representations made by, or on behalf of, the employee and any other relevant or appropriate evidence, factors or circumstances.

In the above circumstances, a request should be made for the meeting to be postponed until such a time where the nurse is written to. This should include a copy of the complaint and its source, include any evidence supporting the complaint, outline the policy under which the complaint is being investigated, advise the nurse to consider union representation and afford reasonable time to coordinate same, afford reasonable time for the complaint and relevant documentation to be considered in full.