Jolie 32,751 Views
Joined: Oct 17, '01;
Posts: 9,616 (48% Liked)
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Was there a deficit in this patient's care? Yes.
Did you find it and get it addressed? Yes.
Might it have been better for the patient to have received alternate IV fluids sooner? Perhaps.
But you DID use critical thinking to determine that the patient's nutritional needs were not being met. Apparently that put you miles ahead of the physician writing the orders, and the pharmacist filling them. If you view this as your error, please help me understand why. I think you should be applauded.
You left the workforce to attend to personal and family matters and are now eager to return. Best of luck to you!
The baby was choking and you relieved an airway obstruction. A comparison would be an adult DNR patient who chokes on a sandwich at lunch. In that case, would you stand by and withhold the Heimlich maneuver? I don't believe you would.
Intervening to alleviate a witnessed choking episode prevented this baby from experiencing an untimely and excruciating death. I believe that is far different than resuscitating a patient whose natural death is imminent due to a known and non-recoverable condition.
As I posted in the other thread, patients and family members who care for diabetic children at home are usually tremendously knowledgable of the child's condition, insulin needs, reactions, etc. The same can not usually be said for the school employee du jour who may be dosing and administering insulin, especially if that employee has no personal or family knowledge of diabetes.
I am not saying that insulin can't be safely administered in the school setting by non-healthcare professionals. My experience is that school officials give lip service to training employees for this task, then assign it to whatever secretary, health aide, gym teacher or lunchroom attendant is available at the moment. It is my opinion that in order for this to be successful. there must be in-depth training of a person who will be consistently responsible for this task.
I personally would like to see the "highest-ranking" school official in the building be responsible for administration of critical meds (insulin, nebulizers, etc.) Then, I would have reason to believe that the administrator is taking the responsibility seriously, and not simply pawning off yet another task on the teachers, aides and secretaries.
Please correct me if I'm wrong, but I understand that the OP chose to transfer care to the clinic where her former friend is employed after knowing that the former friend shared news of her pregnancy, yet wants to report the former friend for a non-existent HIPAA violation.
If I were the manager of this clinic and the OP came to me with this story, I would respectfully decline to accept this patient. In the real world, there are clients who are simply not worth the trouble they bring to a business. This is one of those instances.
My 90-year-old little Irish grandmother swears that a Hot Toddy will cure any illness. She claims that once my grandfather had a fever, and when he drank a Hot Toddy steam came off of his head then his fever was gone. I just smile and nod because she's a sweet old lady.
At the risk of splitting hairs, they can't require you to do anything.
They have stated their policy for this anticipated event, and you can choose to comply with it or not. If you believe that you can get to work on time in the morning, feel free to give it a try. If you are there and ready to work on time, I doubt anything will come of it. If you are not able to get there, you will likely be fired.
Many states allow limited exceptions to labor laws when it comes to disaster preparedness and essential employees. In normal circumstances, you would have to be paid for on-call time. I believe this might be a case where the needs of the public for a fully staffed hospital may be seen to outweigh your interests of on-call pay. Your state labor board can probably answer this question for you.
What is a "nut aware" school?
I can think of a couple of working definitions that have nothing to do with food consumption.
I'm sorry you didn't get the job you wanted, but I believe you are over-stating things just a bit.
You said you were not interested in rotating shifts. That is a far cry from disclosing a disability. Plenty of nurses reject rotating shifts for plenty of reasons: they don't want to mess up their sleeping habits, they need to accommodate spouse's or children's schedules, they take public transportation which doesn't run 24/7, they want to be able to maintain other commitments like school, second jobs, volunteer positions, etc.....
As a hiring manager, I would tend to assume a candidate was declining a rotating shift job for one of these reasons, not because of a disability.
So please, rest assured you can move on with your confidential information. I doubt anyone in HR gave it a second thought.
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