Nursepfv 629 Views
Joined: Nov 7, '05;
Posts: 6 (0% Liked)
I'm sorry for you, but unfortunately this is not unusual. The management ends up getting rid of the best nurses. You know that all management is on a bonus structure after salary-if anything at all threatens this-they are people who often have no consciences about destroying people's lives to keep their bonus in tact.
There are also good people out there to work for, but it is a concerted effort to find them because I believe they are in the minority. I will say a prayer for you-sometimes a negative stimulous like this ends up pushing you in the right position. I was fired from a facility a few yrs. ago on false premises; they wanted to put a LPN in to do what I was doing at a cheaper rate (I have a BSN), also in an at-will state. The ironic thing is, even though it was very painful, I am now working in the corporate office of that same company in a position I absolutely love.
I would recommend writing out the entire story, sending it certified mail to your corp. HR, tell them you want it to be an official part of your file. After they fire you, they have the advatage of using anything you say against you by saying, "Oh, she's just a disgruntled ex-employee."
Why work for people like that and make them money? Find a better place.
In some facilities blue arm bracelets (like hospital ones) and dots on charts. I like the heart idea. The challenge is to update everytime a return from hospital, etc.
Does anyone have a LSC list of def with a one sentence descriptor for LTC? I have one for Health survey Deficiencies for LTC if anyone needs it. Thank you.
This is tongue in cheek humor. It's not meant to be offensive-just funny.
What is ya'lls opinion on the pros and cons of the final rule that every shift the exact numbers of direct care staff must be posted along with the census? Does it leave us open to increased risk exposure to lawsuits? Did you think the definition of direct care staff was nebulous and leaves too much room for variation?
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