gypsyd8, MSN (8,097 Views)
Joined Nov 28, '07.
Posts: 260 (60% Liked)
Black American here.
No that is an not a cultural behavior. That is just being rude.
'The call lights really should never go off if you're doing your job properly'. That's insane. What are we supposed to be, mind readers? (And before someone says it, yes, if we do our job well, the *number* of call lights should be reduced, but to say they should never go off is ... crazy).
I at least partly agree, Farawyn, but I was mostly talking about people higher - sometimes far higher - than a charge nurse - like some idiot in the corporate office who comes up with yet another form or procedure that doesn't help anything, but instead just wastes more of our time. And where I work, sometimes even long-time nurses who are now long-time administrators have been off the floor too long and don't get what some of us are dealing with.
What is there to address? CDC links staffing ratios to nosocomial infections, management ignores evidence, patients continue to be placed at risk because profit margin is more important than evidence based medicine.
Georgetown University Journal of Health Sciences | Linking Nurse Staffing to Nosocomial Infections: A Potential Patient Safety Threat
Our directors are very fond of saying "evidenced based practice" when telling us what to do..like hourly rounding, bedside report, safety huddles, etc. etc. I usually have no problem with any of this. I'm a "go with the flow" type of person.
Next up is a mandatory report sheet we have to use to give bedside report, in the SBAR format. Again, I'll go with the flow and I helped create one for our floor and sent it for approval (but they lost it and it's not saved..doh). A director was talking to our unit about it, siting "we're modeling ourselves after the airline industry that greatly improved safety over the years. Hospitals have the worst safety record of all industries. Evidences shows lack of communication is one of the things that cause mistakes and evidence shows this SBAR report will help with that."
Me: "I have one word to say: ratios. Evidence based practice over and over shows this improves safety and outcomes".
They want it all...safety, great customer service scores, high profit, but don't address the one elephant in the room.
What was once here is no more.
Today, there is an article posted on how 22,000 nurses are taking a stand against mandatory vaccination. These nurses are willing to lose their jobs to stand up for their Pro-choice rights.
Since we have started the #ShowMeYourMask campaign, we have received criticism, which we expected. There are those who want to argue, name call, use profanity, and not look at the truth of what we are facing- forced medical treatment in order to keep our jobs so that our employers can get a financial bonus.
One of the other questions that we have been asked is “Can I ask for an unvaccinated nurse?” or “Now that I know the nurses with masks are unvaccinated, can I ask for one of them?”
Of course along with that, we are getting people making claims that they will discriminate against these nurses and heatlhcare workers who have had their privacy violated, and request that they not be allowed to work with them or their families. We hope, and pray that this happens. Why you may ask? Because this is setting a perfect storm for a privacy violation and a discrimination lawsuit. The second that a patient asks this, and is granted this request, the HCP that is removed from caring for them now has a potential to make a huge change and set a precedent.
Two things to consider: 1.) this is no different than someone telling a hospital that they won’t work with an African American nurse, or they won’t work with someone of another sex than them. 2.) The privacy of the employee has been exposed to this patient, which is an HR violation, plain and simple. This patient now knows that, for whatever reason, this employee has not been vaccinated, and is using that to discriminate against them. This healthcare worker may have a legitimate medical or religious reason for not being vaccinated- but no matter!
If this happens to you, you need to do several things. First, document everything. Please be gracious, but also document everything. Including the patient that put in this request, because they WILL be held liable for their illegal actions. Document the supervisor that asked you to step aside, the patient that put in the request, and the situation surrounding this. Secondly, and don’t wait for this, file an EEOC complaint IMMEDIATELY for discrimination purposes. Be sure to document in your EEOC complaint the religious or medical reason for your declination of the vaccine! Third, find an employment lawyer. Find one who specializes in discrimination complaints. Put them on standby, and let them know that this will be a landmark case, and there will be thousands of us waiting to line up and hire them.
On top of this, you can very likely sue the patient in civil court for discrimination, pain and suffering, and a host of other civil terms in order to recoup some financial loss, and to embarrass this patient publicly for their blatant ignorance and discriminatory practice. The recommendation would be to contact every single news media in your area and let them know what this person did. (Without violating HIPAA, of course.)
I really don't understand how educated medical professionals refuse vaccinations. You have a duty to protect your patients and you are doing a serious disservice to those patients by exposing them to potentially life threatening illnesses- most notably the immunosuppressed population. I would be livid if I had a family member, who was one of the aforementioned in the hospital, and a non vaccinated nurse took care of them. There is no credible research for this topic, and I question a nurses judgement when they make such a poor choice that impacts not only them, but the population they took an oath to protect.
Personally, I am GLAD that nurses who choose to not vaccinate themselves are not welcome to work in hospitals.
This article was sketchy at best. Not once did it provide a concrete source of research, only alluding to "studies shown". It also said that there is not a pneumonia vaccine available when in fact, there are currently 2 types of pneumococcal conjugate vaccine (PCV13 or Prevnar 13®) and pneumococcal polysaccharide vaccine (PPSV23 or Pneumovax®).
This article, like many other anti vaccination articles provides dangerous misinformation. If any nurse decides she doesn't want to vaccinate, then she should not be welcome in the hospital. ESPECIALLY during flu season.
I would agree that in order to be content, you should enjoy your work on some level. If nursing is your passion, great. However, this is not true for all nurses and that does not mean they aren't good nurses.
Conversely, there are nurses who would say they're very passionate about their work, but passion does not always equate to competent.
To be effective, nurses do learn how to compartmentalize. While I enjoy my work as a nurse, travel is my passion.
I don't buy into that crap at all. It is a job. Nothing more
Denying PTO because the OP can't get to work in the snow is punitive. I might add I find it childish and mean spirited too.
How would any of us like it if our employer decided when and how they'd pay our PTO requests?
If the OP is given PTO with every other absence, then the weather shouldn't be an exception.
The boss can write you up, lay you off, or give you points, but denying you what's yours isn't right.
News flash. Hospitals DON'T care about the safety of it's employees. We are worker bees, and our only value is how much work can be extracted from us on any given day.
The longer I work in nursing, the more I have come to the insight that the system itself is wrong.
Just because a lot of nurses are not able or feel they are not able to take breaks does not mean it is good, right, or desired. There are more and more "tasks" for RN and therefore less time per patient.
There is a reason why nurses leave the profession or go back to school after a short period of time to become a NP. The amount of new graduates who feel that they are not able "to do the job" is huge.
As long as the system produces more and more nurses and just replaces the ones that give up with another new nurse nothing will change.
Perhaps primary care in hospitals the way it was envisioned is not working out that well and "group" care would be better. Nurses who get stuck in a situation where the CNA are not doing their job or are also too overloaded often do two jobs because they are being held responsible.
While it is great to say "hey, just use some strategies to get your nursing job done" I think we also need to look at how the current system forms and shapes nursing.
What I'm hearing is, it is hard, but the difficulty truly depends on each individual and how you learn.
Wowzer, that's not ok! I'm in New England, and big winter storms that dump snow measured in feet happen at least a couple times each winter. When I was working in the hospital staff was encouraged to stay after, or come in before the storm started if you had an upcoming shift. They would open up an unused area of the hospital and give staff rooms, extra scrubs from the OR, food, toiletries etc. but never once was anyone told they had to stay. But I suppose here in the northeast its business as usual in a big snowstorm because it happens often.
Im with everyone else. I would leave, and / or call the labor board, and board of nursing. They can not threaten you with job loss,or discipline for going home at the end of your shift. Further more, if they are mandating you to stay, they are also going to have to pay you. They don't own you.
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