LadysSolo 7,873 Views
Joined: Dec 17, '06;
Posts: 419 (73% Liked)
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That would be a reasonable assumption because they're on Roxanol? Please tell me I did not just read that.
The problems with nursing cost money to solve and most corporate leaders are simply unwilling to spend the money be it safe staffing, adequate resources, equipment, creating a no lift environment, employee retention. Most admin at the top are content with the way things are and willing to accept the high turnover rather than spend the money needed to create a better, safer high quality hospital system!
Boy, that sounds like a total mess (and misunderstanding.) The Hospice organization did not tell you that the resident was not hospice? The family did not tell you their family member was not hospice? Yikes! And Roxanol is usually not prescribed for someone who is NOT hospice unless they have cancer (in my experience,) so that would be a reasonable assumption if you found Roxanol prescribed for the resident. When you found out you were wrong about code status, you immediately did what you could. Did you carry malpractice insurance (an "occurrence" policy,) the insurance company will provide an attorney to defend you (and if you didn't, NEVER be without it again when you return to practice!) ALWAYS know your patient's/resident's code status! You did the best you could in a very bad situation, don't beat yourself up totally but DO know that you erred in not knowing code status (but others had two opportunities to tell you of your error - see above.)
If a hospital looked at big picture financially instead of the quarterly bottom line they would find that adding A/one staff member could improve morale, efficiency, improve retention. Which would then decease turnover, education costs, call in time, overtime costs..... I mean just think if they added two! Mind blown!
This problem won't be solved the way you are coming at it.
In what other every-day relationship in life can we successfully treat people as a means to an end or a subject to be controlled? None. We wouldn't succeed by treating a spouse/partner that way, nor raising a child, nor maintaining a friendship. Human beings do not work that way. We either care about the people we want to have an ongoing relationship with, or we don't. If we don't care, we won't have an ongoing relationship. Some may say this is different because it's business. Well, I think it holds true, I think I'm right, and the proof is right there for anyone who wants to look at it.
The thing that some people don't understand is that nurses have always worked in situations where we didn't have endless resources to perform our duties. Nothing new there. The thing that has changed is the idea that all of this is somehow our fault. There have been endless times in my career where patients keep coming in the doors, multiple things are needed at once, patient conditions change rapidly, and we are ROAO the entire shift - but it used to be that someone eventually said, "well done," and "take the best care of the patient that you can and we'll worry about the rest later." There was such an incredible sense of teamwork, belonging, and accomplishment in successfully handling these situations! But I think I would fall over dead if I heard either one of these two things in our current environment. In other words, there was moral support for our efforts. Moral support has currently left the building and been thoroughtly replaced with shame and blame.
No professional is going to put up with that for very long. Nor should we. Working one less Christmas or floating two less times per year (after 15 years of service???) is not going to endear people to the idea of being repeatedly scapegoated and treated like a thorn in everyone's side.
If a business can't afford to speak with, treat, and consider adult human beings in a manner consistent with the idea of maintaining an ongoing, mutually-beneficial relationship, then one won't be had. It's that simple.
As a matter of fact, I believe they very well know this already, which is why they have plans in place knowing they will churn through employees. I personally could not be happier that their careful calculations and accommodations for treating people like sh*t aren't panning out.
Over time, you cannot pay (most) people enough or throw enough half-hearted "rewards" their way to have them agree to be treated poorly every day, day in, day out. That only works for a time and then you'll simply again be faced with your refusal to have a real relationship.
ETA: This is the same reason why the "patient satisfaction" game won't be won. There is a difference between treating people well because you care about them and doing things to try to make them feel like you care as a means to an end.
I just don't see why giving sedation should be "routine," without at least trying without it. Less medications (and risk for adverse reactions) the better.
I've put lots of IVs in pediatric patient over the years, just usually ask the parents to leave the room and the kids are usually better (older kids.)
If the patient was stable enough to wait until the next shift, okay to wait for your preliminary rounds, + get cleaned up, packed up and medicated, you probably didn't need a physician escort.
I believe it could be a Federal violation also, unpaid wages would mean they have not been withholding and paying matching Social Security, and not withholding income tax and unemployment and Worker's Comp. At least that's what the restaurant got hit with (in adition to the wages, plus all the interest and penalties involved.)
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