how does write ups work in the hospital?

When I worked in the nursing home, nurses are written up for mistakes but they are terminated based on the seriousness of mistakes but not terminated after they are written up for certain number of times. Is this the same way in the hospital? Or are nurses termianted after they are written up after 3 or 4 times? What is the purpose of the write up, is it to make nurse not to make the same mistake or improve or is it used against nurse?
depends on facility policy (which every nurse should read!). Our hospital has a point system for infraction "acuity". Once the nurse reaches certain point level they are terminated. Some incidences achieve point level with ONE infraction, like stealing, harming patient, etc. In my state these records are essential for peer review, which is part of the NPA. Also, quality, risk mgmt and education use the topics (without names) to determine if processes or systems need to be amended. But basically, if the nurse is written up frequently, it is the NURSE hurting their career, not the policy.

Many hospitals use a method of disciplinary action commonly known as progressive discipline. This type of discipline often protects your workplace from litigation and having to pay out unemployment insurance benefits due to the amount of written documentation involved.•First infraction: verbal written warning or coaching (not the same as write-up; this simply documents that they have verbally warned you)•Second infraction: written warning (also known as a write-up)•Third infraction: final written warning (usually witnessed by two supervisory employees)•Fourth infraction: suspension•Fifth infraction: termination of employmentHowever, some violations are considered serious enough to warrant immediate termination, even if the employee has a clean personnel file and has never been warned or written up before. Sleeping on the job, abandonment, physical altercations, theft, substantiated patient abuse, and other misadventures can get a worker terminated on the spot without having to resort to progressive discipline.

If two write ups are completely different, one for calling in to work and another write up is related to work performance, does it mean the second write up is gong to be a final written warning?

It depends on each employers policies....

This information depends on your particular institute, as each employer has different rules regarding disciplinary action.This is why you need to review the employment and disciplinary policy of YOUR specific employer, as that is what counts. Anything we tell you will have very little bearing, as YOUR employer is going by the policies unique to it's institution.

is this new for your facility? our facility just adopted a point system, which they claim is the industry standard. many of us object strenuously (and for the most part, we are very conscientious, patient oriented staff) because of the increase in punitive rather than problem solving responses. we objected to being penalized with points for calling out sick because people will come to work sick rather than be penalized, putting patients and coworkers at risk. the response from administration was that they knew we had too much integrity to come to work sick. so if someone has an active mrsa infection and works in the operating room during a total joint replacement...we also asked if there was a reverse point system, in which points were removed or credited to us when we weren't relieved on time or forced to stay late because of staffing shortages, and they essentially laughed at us. our department, even our whole hospital, is furious over these changes, myself included. if this is new to your facility, what has been the general response of your staff?