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zimsaint 3,388 Views

Joined: Jan 14, '08; Posts: 123 (41% Liked) ; Likes: 119

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  • Nov 11 '10

    i am currently enrolled in the ec rn to msn program and half way through the two classes requiring the videos (health assessment and teaching). i too went through ec several years ago for the lpn to asn program and as such it made sense at the time to continue my educational journey with ec. i wish i would have done research prior to making this decision. knowing what i do now, i would not have enrolled in ec and i would caution those thinking about ec to weigh the pros and cons of all programs.

    i just completed filming the health assessment video and it is a big deal. it requires the coordination of a healthcare/clinic facility (which was difficult for me as i resigned from my job to focus on studies), somebody to be the patient, and a video assistant. this is a huge deal when you have to rely on others for a project they did not sign up for. furthermore, the requirements for the video are absolutely ridiculous. the physical exam is extremely comprehensive and beyond what a nurse does in everyday practice. i have been an er nurse for 14 years and have never done anything to the magnitude that this course requires. the video requires the assessment of a general survey, respiratory, cv, abdominal and neurological (to include all the cranial nerves). there is absolutely no practical application of the assessment techniques (unless pursuing an np). the accompanying paperwork for the video is also absolutely ridiculous. one must assess and document such areas as the entire lymphatic chain, comprehensive eye exam (like going to an ophthalmologist), peripheral vascular and eent. the documentation is extensive, and the requirements again are tough. it is a big unrealistic deal.

    the teaching video is less intense. one must essentially determine a topic of health promotion/prevention, gather a group of people (i am using my family) and film a teaching session in a location of your choice (a home will suffice). this course is actually somewhat enjoyable as there is much more flexibility with the requirements.

    i currently have a 3.88 gpa with ec and looked into transferring into chamberlain's msn/mba program. i was very impresses with the advisors i spoke with, but unfortunately have too much invested with ec to transfer out. i would lose some credits and much time.

    you can take more than one class with ec. i am currently seven weeks into three classes, just finished two others three weeks ago and am enrolled in three others that will start in dec. approval must be granted prior to enrolling in each class, but it is not difficult to get more than one.

    i don't know if this helps at all. i just wanted to let you know from a dedicated student and veteran nurse's perspective what the video actually entails. i can't comment on the grading system as i just submitted the final project. i also can not comment about costs involved as i have grants that i am using. hope this helps

  • Jun 21 '10

    Quote from globetrotterRN
    Hey all,

    Just wondering if someone could give me some advice on negotiating a fair travel nurse contract.

    Pay Rate
    Pay rate is one of the most important items to include on a contract. The contract should specifically state how
    much you will be paid per hour, for overtime and if you're required to be on-call. Make sure you know how overtime is defined (after eight hours per day or after 40 hours per week).

    Any bonuses, license reimbursement and travel pay should also be mentioned.

    Your benefits
    What else are they going to provide besides your pay?
    Health Insurance , Travel , Deposits etc.

    What type of accommodations can I expect?

    Guaranteed hours
    Most agencies negotiate with the hospitals for guaranteed hours. For example, your contract may state that you are guaranteed 36 or 40 hours per week. You need to make sure you have a guarantee of some sort and have it in writing.

    With guaranteed hours, the agency must still pay you even if they send you home early.
    Some facillities have a clause that they can cancell you for a shift once every so often.
    For your benefit and protection, insist on the guareenteed hours, and do not take a contract that allows
    this random cancellation clause.

    If you only want to work a particular shift, have it in writing. Otherwise, if the hospital decides to change their mind about your shift when you get there, you may not have any recourse to change the situation.

    When asking for time off, it needs to be stipulated in clear wording,
    "traveler will not be scheduled from XX/XX/xxxx-XX/XX/xxx, traveler will complete XXX hours (usually 520, depending on work week) during contract or will be charged $x.00/hr for each hour not completed".

    "traveler will be guaranteed XX hours per week and will be paid for hours called off by the facility, traveler will not be paid for hours scheduled and not completed due to traveler calling off, traveler will owe $x.00 per hour for every hour scheduled and not worked due to traveler calling off".

    Floating expectations
    Finally, it is important that your contract addresses whether or not you are expected to float and to where you will float. You don't want to be thrown into situations you aren't comfortable with.

    You also need to know what the conditions are for not meeting the guaranteed requirements in the event that you get sick while on assignment and are unable to work the full time agreed upon hours for a week. What if /any penalties for missing hours.

    Where and when
    The contract specifies what city, state and hospital you have been assigned to work at and when you're expected to be at work for your first day. Your contract should show your start date as well as your ending date. This way
    there is no misunderstanding as to when your assignment starts and ends.

    The contract should spell out exactly where you are expected to work (location of the hospital and the department) and when you agree to start. Your contract will include the date your contract begins and when it ends.

    Special negotiations

    Any requests you specifically negotiate for should also be included in the contract.

    Also which companies/hospitals are best/which to avoid.
    In my personal travel experience over the past 20 years of travel nursing these are the agencies that I have not had good/great working relationships with:
    American Mobile Healthcare,Medical Express, NurseChoice In Demand,NursesRx, Preferred Healthcare Staffing, Thera Tech Staffing,MedTravelers, MTI Staffing, RN Demand,
    O'Grady-Peyton International,Merritt, Hawkins & Associates,
    and Staff Care, Inc.

    I have 5 years experience... 1 MedSurg and 4 Emergency.. I have my BScN from Canada, an emerg nurse course, TNCC, ACLS, CTAS, BLS, and Preceptor certifications. I currently work at a Level 1 trauma centre in Canada, have worked in Australia, and I just wrote (and passed!) the NCLEX last week.

    First congratulations on passing the NCLEX. I worked with a nurse from Canada who traveled, and her contract was cancelled due to the fact she could not understand "American Sugar Lingo".
    Since this was such an important issue I post this for your reference:

    To convert mmol/L of glucose to mg/dL, multiply by 18.
    To convert mg/dL of glucose to mmol/L, divide by 18 or multiply by 0.055.

    These factors are specific for glucose, because they depend on the mass of one molecule (the molecular weight).

    If you are a diabetic wishing to converse in American sugar lingo, the conversion is 18 or 0.055. For example, a
    blood sugar reading of 7.5 mmol/L multiplied by 18 yields 135 mg/dL

    divided by 0.055 yields 136.36 mg/dL.

    ... concentrations can be described by weight (in grams) or by molecular count (in moles). In both cases, the unit
    is usually modified by milli- or micro- or other prefix, and is always "per" some volume, often a liter.

    This means that the conversion factor depends on the molecular weight of the substance in question.
    mmol/L is millimoles/liter, and is the world standard unit for measuring glucose in blood; specifically, it is the

    designated SI (Systeme International) unit; mg/dL is milligrams/deciliter, and is the traditional unit
    for measuring bG (blood glucose); all scientific journals are moving quickly toward using mmol/L exclusively;
    however, mg/dl won't disappear soon, and some journals now use mmol/L as the primary unit but quote mg/dl in
    parentheses, reflecting the large base of health care providers and researchers (not to mention patients) who
    are already familiar with mg/dl.

    What are things i should ask about/for when speaking to the recruiters....

    Here is a paperwork list of what you need to have in your folder.
    You will need:
    A copy of a driver's license or passport or ID to prove you have the right to work in the US
    nursing licenses
    any certifications- BLS, NRP PALS etc.
    health info: all immunization records or titers proving immunity to measles, mumps, rubella, Hep B, varicella
    a current physical exam within the past year stating is healthy enough to work with no limitations
    a current tb skin test or chest ray report if PPD is positive
    written references from at least 2 people has worked with
    a complete work history with places and dates worked
    a skills checklist for specialty
    a resume

    Hoping to go to South Carolina or California.. or basically anywhere else hot, sunny, and near the ocean.

    Any advice would be greatly appreciated!

    I wish you a safe and happy journey in travel nursing

  • May 12 '10

    It is with a heavy heart that we announce the loss of one of our most beloved members, Daytonite.

    Daytonite was instrumental in working with the nursing students here at She was always there for them as well as the seasoned nurse. Her love, however, was teaching those in a nursing program by leading and guiding them here at

    Daytonite had been ill for a while; more seriously in the past 8 months. She passed away on April 8th, 2010.

    Our sincere sympathy to the family of Daytonite. If anyone would like to place a condolence, here is the online obituary: JOYCE WAGNER Obituary: View JOYCE WAGNER's Obituary by The Plain Dealer. We think her family would be very touched reading the comments from our allnurses family.

    We join you in mourning our friend...

    Our fellow colleague...

    A nurse above all...

    A true advocate for the patient...

    A teacher who gave of her heart for all who aspired to be a nurse.

    Goodbye, Daytonite. You will be truly missed.

    With Love,

    all the staff

  • May 7 '10

    Quote from zimsaint
    Thank you for the reply 1214RN. I'm am so torn with deciding whether to go or not. On the one hand I just believe nurses should not strike as patients are ill and really depend on us. On the other hand I do realizes that sometimes hospitals seem to have blatant disregards for safe staffing levels and I myself have had to stand my ground and refuse to work in a facility that routinely attempted to give nurse 8 and 9 med surg patients; it was really overwhelming and dangerous for both the patient and my career. I think the hospital better take heed and realize that they need to be more reasonable even if it means decreasing profit margins. They can not run a hospital without nurses: and nurses are tired of being overworked and underpaid.
    Regardless of how hospital admins want MNA to look, we are not being greedy and making rediculous demands. Please do not cross picket lines and help them destroy what nurses have fought so hard for.

    No one wants to strike...but when they make demands that go against patient safety, take pension plans from nurses who have given them decades of hard work, try to cut all seniority benefits, and refuse to negotiate they leave us no choice. They need nurses. No one will be abandoning patients. Let management work the floor and remember what it's like to take busy patients, and admits regardless of acuity.

  • May 1 '10

    Could be any number of hospitals. Right now looks like just picketing. I haven't heard anything official just rumors of which hospital is striking.

  • Aug 9 '08

    I'm in Louisiana but my feeling on this, is that for the legislation to make sense, the board will have to retroactively take licenses from those who have already been licensed in GA, after all what is the difference between an EC student trying to get the license on January 2, 2008, and one trying to get theirs on July 2,2008?

    And even if Excelsior knew about this, I really don't see what people would want them to do besides notify students. I mean think about it, if EC changed their program for one state, they would have to do the same for evryone, that made threats of chaning their rules after decades.

    Also, Excelsior does not, and should not be a a GABON approved school of nursing, reason being it is not a GA school of nursing period, they have the approval of the state that the school resides in, and their students are eligible to take the same natial exam as any other nursing school's grads. And if states want to stop people from making that arguement, well they need to banish the NClex and go back to state pool exams, that are not natially normed.

    Also, even if this stupid legislation had to come into play, I ould think that it would only be reasonable of the GABON to give a "students enrolled by", or "students that have graduate by" date to be granfathered in. And if they don't alll that I can say is they had bettr watch out for any EC students, that got assurance in writing of their ability to endorese in, if they completed the program. And that is why a paper trail is always best.

    And another thing for all states that don't accept, EC grads, I have always wondered what they would have to say to an EC grad with 10 years of floor experience, and an immpecable record? "Well you can'tt be locenced her because the school of nursing that you graduate from 10 years ago, didn't provide you with enough, or cocurrant clinicals, so you TEN YEARS don't matter here.

    Lastly, I can't wait until 20/20 or 60 minutes does an expose on some of the "approved" schools of nursing in these states only to reveal that most nursing schools clinicals don't give students hands on experience that their state BONs claim.

    What we really need are for the alumni of Excelsior AKA Regents to all come forth from all states, and provide their educational experiences, certifications, and degrees after EC, their resume showing their clinical experience after EC, and get a database of the first time NClex pass rates from the start. What we also need, is for NON EC students, who are new grads at traditional programs, to come forth and volunteer to take the CPNE, and compare their results, with those of a random sample of EC students. I bet this will open some eyes. Hey, invite the nurses on the board to take the CPNE too.

    Good Luck!

  • Aug 9 '08

    I agree with you, strengthcouragewisdom, that we must take a very high professional road in all of our dealings with GBON, EC and our legislators. I also think that attacking new traditional RN grads is not helpful. We all know how it is out there and we were all new nurses at one time.
    HOWEVER, the GBON has sections on their web site entitled Board Rules and Proposed Rules. To this MINUTE, there is nothing posted in either section that indicates that their rules for licensure by endorsement have changed or that there are any potential changes in the near future. I assumed that this was an accurate source of information and SCOURED the language of the rules before paying one dime to EC. The fact that there is no indication of a change in policy forthcoming and knowing many EC graduates who have had no problems receiving their licensure by endorsement in GA, I proceeded in good faith. I feel that the GBON knew exactly what they were doing and acted in a stealthy manner to accomplish disenfranchising EC grads with no warning. This change in the law was buried in a bill that appeared to be primarily about fingerprinting new licensees. I think that the goal of the Sept. meeting has to be very sharply focused on negotiating some compromise (grandfathering) to facilitate those of us near program completion. We can't work for EC's future in GA; they will have to do that for themselves.

  • Jul 19 '08

    Diana, Failure to disclose the DUI is a violation in WV. Withholding information or falsifying an application is reason for discipline. Each time it is asked on application you must answer yes, then specify DUI. You have worked very hard though school, it is in your best interest not to do anything to put your license in jeopardy.

  • Jun 11 '08

    i'll share what saved me when i did this yrs ago...
    it wasn't ltc but still, new director and DON had taken over.
    also facility was bought by an out of state company.
    what was going on at the facility, sickened me.
    all concerns fell on deaf and seemingly, hostile ears.
    for yrs i had a flawless record.
    suddenly a paper trail was being created on me.
    what mgmt didn't know, is that i had been emailing corporate since they took over, voicing my concerns.
    i also predicted (correctly) that i was being sabotaged by dir and don.
    i got the state involved and a HUGE stink was made, w/the facility nearly losing its accreditation.
    a month later i was terminated after sev'l yrs of service.

    i found a nurse atty and sued for wrongful termination.
    once the atty saw all the documentation (emails et al) i had collected, with concerned and validating responses from corporate, she took my case on contigency!
    that's how confident she was in us winning the case.

    yes, i lost 'friends'.
    funny how they go running back into the woodwork.
    and eventually we settled.
    director, don both lost their jobs.
    don and nm were also charged by BON.
    and corp ended up selling the facility.

    i'll tell you, it beat the crap out of me.
    doing what you know is right, has never felt so wrong.
    and i actually questioned whether i would do it again, protecting those who need it.

    yes i would.
    i know that now.
    and i have stepped up to the plate since then...
    actually, a few times.

    but since i became somewhat of a known figure around here, no one messed with me.
    and our pts got the attention that was so lacking...
    as well as some top dogs being fired or losing privileges.

    if you persist with this, i strongly recommend not stooping to anyone's level.
    and people will play dirty...downright filthy.
    remain objective, stick to the facts and everything (i mean, everything!) in writing.
    jot down names of everyone you talk to, even if it's a secretary/receptionist.
    dates, times, circumstances.
    do not talk about this with any of your coworkers.
    truly, your reputation is on the line.
    you want to be able to carry this out with your head up high.

    if you care to pm me, feel free.
    you're my hero.:redpinkhe


  • Jun 11 '08

    good luck. it sounds like a really sad situation.
    really when you reported the abuse the facility has an obligation to follow up. i hope you have documented your findings with dates and times. please keep us updated.

  • Jun 11 '08

    I'm confused. Why are you still employed there? Why are you putting your license on the line daily?

  • Jun 11 '08


    How terrible.... GOOD FOR YOU!!! If only those working in whatever capacity caring for others loved ones would look at those folks and see a family member...

    God Bless you for doing what your license requires...


  • Jun 11 '08

    I'm speechless! These patients need an advocate, good for you!!

  • Jun 11 '08

    wow. i'm proud of you for standing up to do the right thing. i probably wouldn't have been able to stick it out as long as you have after seeing little to no response from the previous complaints but you are terrific!

    maybe somehow those poor people will get the care they deserve!

  • Jun 11 '08

    Good luck, I'm behind you.