When a Complaint Comes from a Co-Worker: Defending Your Kansas Nursing License Against Internal Allegations

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In the high-pressure world of nursing, interpersonal dynamics can sometimes complicate professional responsibilities. For nurses in Kansas, a complaint to the Kansas State Board of Nursing (KSBN) doesn’t always come from a patient or their family—it can just as easily come from a colleague. While peer-reported complaints may feel personal, they are treated with the same seriousness by the Board as any other allegation. If you’re facing an internal complaint filed by a co-worker, understanding the process and knowing how to respond can make a significant difference in the outcome.

Why Do Co-Workers File Complaints?

Complaints from colleagues may stem from a range of motivations. In some cases, they may be genuine concerns about patient safety, boundary violations, or impairment on the job. In others, interpersonal conflict, retaliation, or workplace politics may play a significant role. Regardless of the motivation, the KSBN is required to evaluate the allegations based on evidence, not intent.

Some of the most common workplace-based complaints include:

  • Medication errors observed and reported by a colleague
  • Alleged unprofessional behavior or boundary violations
  • Accusations of substance use or impairment at work
  • Failure to follow facility protocol
  • Negligence or patient abandonment
  • Inappropriate communication or harassment

Even if you believe the complaint lacks merit, it’s critical to treat the process with caution and respect.

How the Kansas State Board of Nursing Handles Peer Complaints

Once a complaint is filed, the KSBN assigns it for preliminary review. If the Board determines that the allegations—if true—would violate the Kansas Nurse Practice Act, the matter proceeds to a formal investigation. In the case of peer complaints, investigators may:

  • Interview the co-worker who made the report
  • Review documentation, such as patient records, shift notes, or internal incident reports
  • Interview supervisors, patients, or other staff members who were present
  • Request your written response and explanation

It is important to remember that the Board is not tasked with mediating workplace conflict. Its sole focus is whether your conduct violated the Nurse Practice Act or posed a risk to patient safety.

Responding to the Allegations

The way you respond during the early stages of the process can heavily influence the outcome. You should never respond defensively or emotionally in your written statement or communications with the Board. Instead:

  • Consult an attorney immediately before providing any formal statements. Anything you say can be used as evidence.
  • Gather documentation that may support your account—shift logs, patient records, emails, or text messages.
  • Avoid discussing the investigation at work or with co-workers, including the person who filed the complaint.
  • Prepare for an interview or hearing with the assistance of legal counsel.

Remember, even if the complaint stems from a personal dispute, the Board will treat it as a professional licensing issue.

Common Outcomes and Risks

If the Board substantiates the allegations, consequences may include:

  • A formal letter of concern
  • Probation with terms like supervision, CEUs, or drug testing
  • Suspension or revocation of your license
  • Mandatory participation in KSBN’s impaired provider program, if substance use is involved

In many cases, however, especially where the evidence is weak or the complaint seems retaliatory, a skilled license defense attorney can help resolve the issue without formal discipline.

Don’t Ignore the Emotional Toll

Facing a complaint—especially one that feels personal or unjust—can take a toll on your confidence and mental health. It’s completely normal to feel angry, betrayed, or anxious. Seek support from a counselor or therapist familiar with professional licensing issues. Do not let fear or shame prevent you from defending yourself effectively.

Call Danielle Sanger For a Free Consultation

If you’re a nurse in Kansas and you’ve been reported by a co-worker, don’t try to handle it alone. Sanger Law Office, LLC has extensive experience defending nursing licenses against internal complaints, peer allegations, and Board investigations.

We understand how high the stakes are when your license—and livelihood—are on the line. We provide strategic, confidential, and compassionate legal defense to Kansas nurses.

📞 Call Sanger Law Office, LLC at (785) 979-4353 today to schedule a confidential consultation. Let us help you protect everything you’ve worked so hard to build.