I work at a living center where i am a supervisor. I was charged for neglect because I fell to make sure a client line of sight was breeched. However noone informed me of this. What can I do?
Line of sight means where ever the person goes a staff id to be with him or her. But I was not informed that the person needed a staff with him at all times. And my supervisor who had been an investigator at the facility called it in. However, she is the one that should have given me the information. Not only that Adult protection falsefied my interview. And when I were being interview by the APS my supervisor was standing outside the door.
If you have a union, contact the union steward. Ask to see the employee policies at your facility. Usually there is progressive discipline, first offense is a warning, either verbal or written. Ask about the appeals process, there should be a written policy. Present your defense in writing.
This is a question that I don't believe has ever been addressed here, or at least not one that I've seen.
Thinking it over...
If something wasn't done, then there should also be something, such as a manual, which establishes that it should be done and the conditions under which it's appropriate. Is there such a manual for a supervisor? Were you given a copy when you were hired? If not, then you might try addressing the responsbility of whoever should have brief you when you were hired.
Years ago I became aware of a legal doctrine titled "respondeat superior" - the employer is responsible for the actions of people in his/her/its employ. Under that, the owner of the center would be held accountable for the actions of supervisors and employees.
I'm not really clear on what light of sight breeching involves. Could you elaborate? Was it a case in which a client didn't have a clear line of sight to, for example, navigate, get into bed, use the bathroom...something like that that could have contributed to an accident?
In addition, I think there would be a delineation between your responsibility as a supervisor vs. those who report to you, and those to whom you report. Your immediate supervisor should, as I wrote in the first paragraph, have been responsible for making you aware of ALL your responsibilities. Was your supervisor charged with neglect as well?
Who initiated the charge? Who made the complaint? Was it during an oversight agency inspection? Or was it strictly internal? And what are the penalities?
Was it a reprimand or something that affects your employment at this place? And what are the penalties?
I think I'd get this kind of background information - the allegations, the mandates, the complaints, and the potential ramifications, then see an employment law attorney if this will affect not only your position at this facility but your future employment in a similar capacity.
Thinking it over...
If something wasn't done, then there should also be something, such as a manual, which establishes that it should be done and the conditions under which it's appropriate. Is there such a manual for a supervisor? Were you given a copy when you were hired? If not, then you might try addressing the responsbility of whoever should have brief you when you were hired.
Years ago I became aware of a legal doctrine titled "respondeat superior" - the employer is responsible for the actions of people in his/her/its employ. Under that, the owner of the center would be held accountable for the actions of supervisors and employees.
I'm not really clear on what light of sight breeching involves. Could you elaborate? Was it a case in which a client didn't have a clear line of sight to, for example, navigate, get into bed, use the bathroom...something like that that could have contributed to an accident?
In addition, I think there would be a delineation between your responsibility as a supervisor vs. those who report to you, and those to whom you report. Your immediate supervisor should, as I wrote in the first paragraph, have been responsible for making you aware of ALL your responsibilities. Was your supervisor charged with neglect as well?
Who initiated the charge? Who made the complaint? Was it during an oversight agency inspection? Or was it strictly internal? And what are the penalities?
Was it a reprimand or something that affects your employment at this place?
And what are the penalties?
I think I'd get this kind of background information - the allegations, the mandates, the complaints, and the potential ramifications, then see an employment law attorney if this will affect not only your position at this facility but your future employment in a similar capacity.