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klone, MSN, RN Pro 105,474 Views

Joined: Apr 2, '03; Posts: 12,511 (57% Liked) ; Likes: 33,864

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  • Apr 24
  • Apr 23

    Don't quote me on it, but I suspect it is illegal to expect you to be "on call" without "on call" pay.

  • Apr 23

    I'd be looking for a new job ASAP. This is a BS policy that I wouldn't tolerate.

  • Apr 23

    Quote from SNAMATT
    Yes, she got to go home. But she was upset because she felt I was mean about it. NOT the case. I was direct. I guess she wanted me to hold her in my loving arms and tell her to take all the time she needed... idk.
    Okay, that was funny and made me laugh. I think many of us can relate. Having to finesse "being direct" is not easy.

    Part of your job is handling employee matters honestly (substitute for "directly") but as kindly as possible. If you are recognizably displaying frustration and dissatisfaction (or thinly-veiled anger, resentment, etc.) in such interactions, you will have to change. I'm serious.

    Are the people interacting with patients allowed to care for patients by correctly completing tasks while visibly displaying their displeasure at whatever inconveniences patients, families, or coworkers come up with? Nope. Not at all.

    Since this employee's need to leave has nothing to do with you, you simply need to soldier on through the day the way every one of the rest of us need to when things or people happen to wreck our plans.

    A frequent benefit of being kind and saying something like, "I understand if you need to take care of a personal matter. We'll get by..." combined with making sure all employees know how absences are handled (as far as discipline, etc.) is that antagonism is avoided and you might just find that people "rise to the occasion" of being treated with respect. They like how you treated them and they want to do the same. And if they aren't those kind of people, time is short for them anyway, right??

  • Apr 23

    Agree with what everyone else has said. I would also add not to speak to her alone again. Always have a witness so as to not be accused of being "mean" or whatever her gripe was.

  • Apr 22

    I just want to make sure that I have this right. You came it early. You saw the assignment and said "yikes, we are really short staffed." Had the on call person called, saying that there was a call off. Then you left.

    It's not really abandonment if you didn't take an assignment, but I cannot even imagine a nurse a worked with keeping his/her job after pulling a stunt like that. Be happy that you got away with just a suspension--for now anyway.

  • Apr 22

    You can be suspended or even fired for any reason in an "at will employment" state (most states). There was no discrimination involved, so it's not illegal.
    So basically they don't need a reason to fire you or suspend.

    It wasn't patient abandonment, so it is not reportable to the BON/BRN as abandonment.

    That's the technical answer- but did you expect there to be no consequences for not working your scheduled shift?

  • Apr 22

    Quote from stasiastar
    Can a DON just suspend a Nurse if they came in 50 minutes before their shift, look at the assignment, the floor is very short staffed, with 2 nurses and 48 patients, 5 aides ,on call is called , no resolution to the situation , it's just basically, it is what it is, the nurse hadn't punch in and asked the oncall to consider this a call in and left back out of the building 10 minutes after entering.. but recieve a phone call later in the evening stating Suspension pending further investigation... what could possibly be being investigated?? Its not abandonment, it's 50 minutes before shift, he hadn't punched in...
    Of course the DON can suspend you for this. The 'investigation' is the employer asking the "oncall" what the heck happened and mulling over whether or not to fire you over this.

  • Apr 22

    Assuming this is real, it's a legal issue and not a nursing one. You need a lawyer, not an internet message board.

  • Apr 21

    Every single reference I can find - dozens - talks about the MD establishing the correct dose and technicians or medical assistants administering. Some mention a requirement of having BLS, some mention training through the company making the equipment. Of course HIPAA training would be mandatory.

    For example, from The Clinical TMS Society Consensus Review: "When rTMS is prescribed (by an MD) as treatment for any medical condition (Class 1 studies), it is advisable that a licensed physician, serving as medically responsible clinician, closely supervises the rTMS application given the more likely medical instability of the patients. The rTMS application can be carried out by a properly trained medical assistant. All personnel have to be trained to recognize and to manage a seizure or a syncope, and there should be full access to emergency treatment and life-support equipment. The responsible clinician should also make sure that the medical assistant is properly trained in how to deal with potential acute complications."

    The Clinical TMS Society Consensus Review and Treatment Recommendations for TMS Therapy for Major Depressive Disorder - ScienceDirect

  • Apr 21

    I'm puzzled with why you haven't talked with your lawyer and find out exactly why he or she is insisting you need an RN. I'm having a hard time imagining what liability an LPN would expose you to that an RN wouldn't. An LPN can take vitals and perform all of the monitoring, they just aren't licensed to interpret the findings and implement and develop interventions based on the findings.

    I would imagine the interpersonal skills of your staff are going to be very important to the success of your program. I would also think you want to draw from the largest pool possible to find nurses to meet your practice needs. The pool of RNs who will meet your parameters - $20/hr, no benefits and a start up practice - is going to be small, but the pool of LPNs would be larger. Why look for a unicorn in a kiddie pool unless you know for sure you need to?

  • Apr 21

    "I'm glad to see there are plenty of RNs who don't assume all MDs are sworn enemies. I'm sure it shines in your work as well."
    That speaks volumes on your end. I have worked with MD's for 35 years, never once thought of them as a sworn enemy.
    Don't need you to shine my work, it speaks for itself. Just.. pay me for what I'm worth.

  • Apr 21


    If you believe this service is a viable idea, and if you need an RN in order to provide it, why not find an RN who wants to go into business with you and split the profits accordingly.

  • Apr 21

    Wow. A whole.$20/hour! And no benefits?

    Give up some of your take and pay the RN professional.wages.

  • Apr 21

    How does one fight a grade? You have to get a certain numbers of questions right in a certain amount of time? Do you think the test was invalid? Did many other students fail? If the vast majority passed then the test is probably valid