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klone, MSN, RN 65,351 Views

Joined Apr 2, '03 - from 'Oregon'. klone is a L&D. She has '10+' year(s) of experience and specializes in 'Women's Health/OB Leadership'. Posts: 11,013 (54% Liked) Likes: 26,330

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  • 8:50 pm

    It would be impossible for the administering nurse to perform the 5 rights if it was pre-poured by someone else. I can only guess that TJC or whoever does their inspections/surveys is not aware of this practice, because it totally would not fly.

  • 5:15 pm

    I'm just wondering about all the hashtags. As far as I know, AN doesn't work like Twitter or FB with regards to the use of hashtags.

    And I am not a fan of glurgy stuff like the OP that presents nurses as martyrs or saints or angels of mercy.

  • 11:42 am

    I'm just wondering about all the hashtags. As far as I know, AN doesn't work like Twitter or FB with regards to the use of hashtags.

    And I am not a fan of glurgy stuff like the OP that presents nurses as martyrs or saints or angels of mercy.

  • 9:27 am

    Quote from peglegmeg
    What if the coffee brand was very good coffee and for a competitive price? Would you then lean towards purchasing it, because it expressed recognition for the nursing field?
    No, I would not. In fact, I would probably steer clear of it, internally rolling my eyes at what is clearly a marketing gimmick (sorry, but that's how I feel).

  • 7:57 am

    Isn't the divorce rate around 50% on average?

  • 7:47 am

    Quote from CrunchRN
    Nurses are the worst for performance reviews. You can do no right.
    Not fair and not true.

    Have you not ever had a good performance review from a nurse manager? If not, perhaps the issue is not with the nurse manager?

  • 12:10 am

    You tell your charge nurse, manager, or house supervisor. You notify your employee health department. You don't need a STAT blood draw for something like this, because a couple hours is not going to change the situation.

  • 12:06 am

    Quote from meanmaryjean
    Klone makes a valid point.
    Well, I wasn't going to make a point until after I heard the answer. If many others failed, then I think it's worth pursuing a grievance.

  • Dec 8

    Sounds like they've been looking for a reason to let you go. If it wasn't this, it would be something else. I would see no value to myself to continue working there. So with that in mind, I wouldn't "do anything" unless you're hoping for compensatory damages. Wrongful termination lawsuits are very hard to win, though.

  • Dec 8

    Well, from a nurse manager's perspective...

    I have had to have that conversation with employees. Usually starts with "There have been some concerns brought to me by other staff members about x, y, z..."

    No, that's not gossiping. That's addressing an issue that other staff members have with a coworker's performance or attitude or whatever. Nurse managers often do not work on the floor, thus they must rely on other staff members' observations regarding any performance issues.

    However, I will say that I typically would not have a discussion with someone without concrete examples. And if an employee came to me with complaints about a coworker, I would insist they come back and talk to me once they have specific examples, including dates and details.

  • Dec 8

    Well, now we could get into an existential conversation about art imitating life, or vice versa.

  • Dec 8

    I'm just wondering about all the hashtags. As far as I know, AN doesn't work like Twitter or FB with regards to the use of hashtags.

    And I am not a fan of glurgy stuff like the OP that presents nurses as martyrs or saints or angels of mercy.

  • Dec 8

    Luckily, you have your example of "unprofessionalism" in writing in the form of that email you sent to the OB and his nurse. If your manager has questions about whether or not you were out of line, you can just show her that email.

  • Dec 8

    Well, from a nurse manager's perspective...

    I have had to have that conversation with employees. Usually starts with "There have been some concerns brought to me by other staff members about x, y, z..."

    No, that's not gossiping. That's addressing an issue that other staff members have with a coworker's performance or attitude or whatever. Nurse managers often do not work on the floor, thus they must rely on other staff members' observations regarding any performance issues.

    However, I will say that I typically would not have a discussion with someone without concrete examples. And if an employee came to me with complaints about a coworker, I would insist they come back and talk to me once they have specific examples, including dates and details.

  • Dec 8

    Quote from peglegmeg
    What if the coffee brand was very good coffee and for a competitive price? Would you then lean towards purchasing it, because it expressed recognition for the nursing field?
    No, I would not. In fact, I would probably steer clear of it, internally rolling my eyes at what is clearly a marketing gimmick (sorry, but that's how I feel).


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