dream'n, BSN, RN 9,521 Views
Joined Aug 28, '06.
Posts: 853 (56% Liked)
A coworker that has specifically targeted you that is buddy-buddy with management, I've never seen this scenario turn out for the positive. This person has already affected management's opinion of you for the negative. It feels like going to work and beating your head repeatedly into a brick wall. My recommendation is to leave. Maybe if you can hold out for around 2 more months then give 30 days notice you'll be able to get your year? Again in my experience, once you give notice they will leave you in peace and let you finish out your time more pleasantly (because they got what they wanted). Take the high road and let the two of them roll around in their own muck, life is too short to take such BS.
When I first heard the term I thought it was just another load of co-dependent nursing BS for PsyDs to do fluffy research on but upon further examination I realized I had it to some degree. For me just recognizing my internal negative dialogue to the 1,000th cluster B patient of the month who was only trying to work me for schedule 2s with no intention at this time of doing any work towards personal growth actually made me feel more at peace, more compassionate for the 1,001+ patients I encountered. In my specialty I need to be cynical and look beyond the surface story but that doesn't mean I need to approach anyone's situation with disdain.
Unfortunately, the US does not have a nursing shortage in most places so a new grad LPN may find it difficult to obtain a license/employment here.
I might get flamed here, but on the surface, I would not have immediately considered this a serious-type/sentinal mistake. It's certainly not good and could have important ramifications, but it's not like a full Heparin bag run in over 30 minutes or 50 units of Lispro given to a non-diabetic. Not dressing a wound is not the mountain top of horrific nursing actions. Now I would have spoken with the nurse; Why? Because I would want the same courtesy. Does her documentation clearly state that she dressed three wounds or does it just state that she dressed THE foot wounds? Perhaps she was distracted and not focused, which I agree is not a good or proper thing, but we all have made mistakes. Is it possible that it was accidental? You are not privy to all of her employment information that your supervisors are. So yes I would have spoken to the nurse AND I would have informed my supervisors of the patient complaint and my later assessment of the dressings/wounds (which I would document with a fine toothed comb) but that is where I would have dropped it.
And did you hear her yourself state that she didn't want her previous issue hidden from the boss? Or is it just gossip you heard from the other nurse involved?
For me, I guess it would depend on the pediatric population at your hospital. I could handle a 12 year old appy, but a 5 month old with sepsis, no way. I didn't like pediatrics way, way back during school clinical because of all the medication math calculations, everything is so weight based in little ones.
I was mandated so much in my early career at a LTC, that it's a make it or break it issue with me now. I haven't been mandated in probably 20 years, if it happned I'd stay over, but only due to my license. I would seriously hold it against my employer though and give my notice as soon as I could secure another job. Recently they hired a RN that appeared less than reliable to the shift following mine. When I asked my supervisor what she would do if that new nurse didn't show that night, she insinuated I'd have to stay (The nurse did show up). Needless to say, that didn't sit well with me and I immediately found a new job. I'm too old now and will not play the mandation game for any employer; they might stick me once, but then I'd be out.
From what I've heard, the Southern California New Grad market is very, very tough
This is a truckload of bovine feces. Women -- vulnerable women -- are being sexually violated in their home, and they have every right to protection. Vulnerable adult reports must be made to adult protective services. Your gf is a mandated reporter, so it really doesn't matter what this supervising RN said. (Shame on the supervising RN, by the way. She knows about sexual violence being committed upon residents under her care, and she refuses to help them. "Keeping an eye on him" is not possible when each nurse is responsible for 30 residents. I don't use the phrase "shame on them" lightly, but truly, shame on her.)
I believe that those being accused in reports can't be given the name(s) of those making the report, so she should be fine job-wise. Even if she wasn't though, could she really sleep at night knowing that she has allowed these women to be violated? Jobs are replaceable. People are not.
She needs to contact Adult Protective Services in your state. The phone number should be easy to find. She can make the report, APS will investigate, and the facility will not be told the source of the original accusation. These are vulnerable adults being abused, she must report.
I don't think I've ever worked at a place that had urine testing strips. If a concern comes up with a patient, we get a urinalysis. Maybe this antiquated testing just needs to be stopped.
I am planning on resigning from my current position and already have a new job lined up where I could start anytime. BUT I have worked out with my new employer that I will continue my current job until after the holidays and only then will I give (and work out) a two week notice. I respect my current coworkers and supervisor too much to cause staffing stress over Christmas. Honestly, I'm not doing this for the big ol' corporation I work for, but for the good individuals I work with and care about.
I think it's really stupid for your supervisor to want you to call an ambulance company to transfer a patient to bed every single night because he refuses a Hoyer lift. What on Earth is she thinking? The patient needs to use the Hoyer or your facility needs to give him an advance written notice of discharge, because it cannot safely meet his needs.
What is his reasoning for refusing the Hoyer lift? Is he just trying to be difficult? If so, I'd notify the manager and the Dr. that we are unable to transfer the patient due to his refusal of the lift. Then I'd educate the patient on the complications related to non-movement, such as pressure sores, etc. and I'd document it all like h***. Then I guess he'd just sit there until he got fed up with it and allowed the Hoyer transfer.
Age discrimination is very real. Although I admire you for following your heart, I would be nervous starting out as a nurse in my 60s. Honestly I do think your job prospects will be more limited than those of your younger cohorts.
I'm confused, I don't understand how a person can take the NCLEX RN if they went to an unaccredited school??
I always 'press 1' for the Dr line when working. I've done it with pharmacies, labs, radiology, offices, medical records; with everyone and every time. I have never had anyone complain about it. Although I may not be the actual Dr, I am acting as his/her agent when calling.
How on Earth do your coworkers have time to sit on hold forever? I'm usually multitasking and need to get on with it.
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