Latest Comments by MichaelCNA

MichaelCNA 1,668 Views

Joined Jan 4, '08. Posts: 47 (36% Liked) Likes: 27

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  • 1
    kool-aide, RN likes this.

    While I have not acquired additional "certifications", I have taken a few Dementia/Alzheimers related seminars which have been quite outstanding. Check with your local CC to see what continuing education classes they offer. I work in a Memory Care/Dementia ALF, therefore, I've been dependant on the resources of the Alzheimers Association, which provide amazing educational opportunities. Some examples of courses I've taken:

    Dementia Specialist
    Foundations of Dementia
    Activity Based Dementia

    Best of luck,

    Mike

  • 1
    Sally Lou likes this.

    Hello,

    I am a Med Tech in a ALF/Memory Care facility that is owned by a large corporation. The training we are provided is short, albeit, very comprehensive. While we are not trained extensively on the purpose of each medication, this information is available (most of the time), on the Resident's MAR. If not, we have drug handbooks throughout the facility.

    I consider myself to be a major advocate for CNAs having the ability to pass medications. It is extremely helpful if you are a Nursing student, provides insight into the Resident's condition, and allows the CNA to become more involved in Resident care sans ADLs and grooming. As CNAs, we need all the empowerment we are afforded.

    Best.

  • 0

    In general, I feel that my facility does its best in regards to pay, supplies, and inservices. But, my number one complaint? STAFFING! Provide perfect attendance incentives, and fire the CNAs who call in 2-3 times a month! Seriously, it sickens me when I go to work feeling completely exhausted and nearing a flu, while another CNA calls out because they have a headache. Absolutely ridiculous that you'd expect from a teenager, not an adult with a family to support.

  • 3

    I just starting working the NOC shift and we have scheduled rounds at 12-2-4, however, I spot check the "heavy-wetters" by an additional 2 rounds (as long as I'm not breaking my back answering call-lights). There is no reason why this cannot be done elsewhere. Yes, the NOC shift is much easier than 1st or 2nd shifts, but even then, I rarely get to sit down because there is always something to do!

    Some general advice for you on reporting; We have a CNA book to report what you describe and then some. Our DON reads it everyday and tries to resolve all reported issues. If your facility does not have such material, recommend it to them! Oh, and keep that Provon fully stocked on your linen cart for irritated skin, works wonders!

    Hope all works out for you and your Residents.

  • 0

    CNA absences...Nothing new to me! We have at least 2-3 call-outs per day. At least once a week, I am called and asked to work on my day off; I've never accepted the offers!

    I honestly do not understand why CNAs would want to jeopardize their positions simply because it is the weekend, or they just don't feel like working. Most LTCs offer above average health insurance, scholarships, tuition reimbursement, Union etc. etc. You'd be hard pressed to find benefits like these elsewhere, especially with the economy in the shape it is.

    It was precisely due to call-outs that I moved to third shift, that way, if someone did call out, I'd have my wing to myself, and at least then I'd expect rounds/call-lights without the additional load of showers/weights/snacks/meals.

  • 1
    KimberlyRN89 likes this.

    Remember that at any new facility you work at, you will be observed during a probationary period, and can be terminated at any time, for even the simplest things. I'm not going to say you "acted stupid", but in the future, I'd suggest you use some common sense even if you are advised to come in and speak with Management or are told you "may still have a job". The bottom line is, your Residents and staff depend on you, don't let them down.

    Best,

    Michael

  • 0

    -Getting yelled at by Residents because they haven't received their medications.
    -Doing bed alarm checks at the beginning of my shift and turning most of them ON.
    -Massive fall-risks who attempt to self-transfer 3x in one evening or more!

  • 0

    I see no problem with placing dirty briefs in the same container while completing rounds. We do this at my facility. However, the original poster stated the following:

    "They use the same bag going from room to room which reeks of BM from multiple people by the time they get to the end of the hall. And they are placing this BM bag on their beds!"

    Now, bringing this bag into a Resident's room is just plain lazy and disgusting. Nothing that is contaminated should enter a Resident's room. Even an unused washcloth in a room should be placed in dirty laundry immediately if not needed.

    Best.

  • 3

    Have you read your facility handbook regarding abuse? It will likely state that anyone who observes such activity and fails to report it will be terminated. At my place of employment (corporate owned), we have a toll-free number in which you can anonymously indicate abuse without fear of retribution. So, even with these resources, there is no need to "whistle-blow". There are other things you must consider as well. If this CNA is leaving marks, abrasions, or bruises on the Residents, and no incident report is filed, your shift/wing WILL be investigated.

    So, in conclusion, my best advise is, to REPORT her immediately.

  • 0

    This has been my biggest challenge as a CNA, 15 people on my line-up requesting to go to bed immediately after dinner. I've yet to figure out how to mitigate this issue. One of my worst evenings took place when it was just myself and one other CNA on a hall with 35 Residents. While attempting to put a Resident to bed via Hoyer, the lift malfunctioned, and I lost 20 minutes. Subsequent to this, each room I entered contained a very angry and impatient Resident, demanding my assistance. Extremely frustrating!

  • 3
    Valerie Salva, mizfradd, and chevyv like this.

    What a thoughtful post. For me, the simple things matter: Courtesy, respect, and mutual understanding. I feel blessed to work with wonderful RNs and LPNs who were once CNAs, and we complete our tasks each night with constant communication and dedication. Just look out for each other. Communicate each others needs.

  • 1
    Serendipity, PCT likes this.

    I left an office job of seven years to become a CNA, and have no regrets.

  • 1
    UnbreakableOne likes this.

    This is something that is difficult to generalize. Were those that were terminated still pending their 90 day probationary period? Perhaps they had attendance issues, prior suspensions, Resident/Family complaints, that contributed to the loss of their position. At my place of employment, it is quite easy to get written up, but for serious measures or for tasks that cannot be overlooked, meaning all CNA tasks are important, we are dealing with human lives here.

  • 1
    NM nurse to be likes this.

    My shift in LTC is 2-10pm, and honestly, the only "slow period" of my entire day is between 230-400 (after water and snacks are passed). Within that hour and a half, I begin charting (thank God for Caretracker), strip beds for those who are scheduled to take a shower, answer call-lights, get weights, and begin taking orders for those who eat dinner in their rooms. Dinner is scheduled for 5pm, so once 6pm hits, there are 10+ Residents asking to go to bed. In my facility, there is no time to sit, and I am fortunate that the majority of my co-workers are always focused on the job. While some do have a tendency of ducking in the shower room to play with their cell-phones for a few moments, nobody outright sits around and blatantly does nothing.

    Does your facility pass out line-up sheets? I would make it clear to whomever is in charge that the line-up should be adhered to in the instance of charting only, unless of course the other CNA finishes their work around the same time period. If one of you is putting 10 people to bed, and the other only 3-4, that is a problem.

    I believe that CNAs should be responsible for other CNAs. All of us in the workplace have a common goal, the comfort and health of the Resident. If you are unhappy with the quality of work your co-worker is demonstrating, approach them professionally, give them the opportunity to change before going to management. It's your license after all, right?

    Mike

  • 1
    NM nurse to be likes this.

    Luckily, the majority of CNAs I work with are kind, understanding, and eager to assist. However, there are a couple who are rude, and have berated me in front of Residents. Tonight didn't go so well, and I'm sitting here questioning my ability as a CNA, but I won't give up. It has been a tough transition, as I used to work in an office. Also, I invested a great deal of money, time, and effort to join this field. I do not want to throw it all away.

    It is difficult, wanting to give quality care, to socialize with and to comfort the Residents, but to do so much in so little time. My biggest problem has been dealing with "demanding Residents" as I indicated in a different post. It's going to take time, I keep telling myself this.


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