Latest Comments by klone

Latest Comments by klone

klone, MSN, RN 58,990 Views

Joined Apr 2, '03 - from 'Denver, CO, US'. klone is a Charge Nurse, Women's Health/Public Health. She has '10' year(s) of experience and specializes in 'OB/Gyn, research, lactation'. Posts: 10,816 (54% Liked) Likes: 25,524

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  • 2
    tara07733 and Caffeine_IV like this.

    My resume looks a bit job hoppy to me, something I'm sensitive to/of. I've worked for three different facilities in the past 6 years (15 months, 2 years, and 3+ years, respectively). It has come up a few times in interviews, but has not prevented me from being offered the position. It has also afforded me greater salary each time, as well as different experiences that have made me a valuable and well-rounded candidate.

    But yes, it's not something I'm happy with. I have what a friend of mine calls "Restless Life Syndrome". I can't promise ANYONE that I won't want to move on or up after 2-3 years at a job.

  • 0

    I work in Denver in an outpatient practice. It's part of a larger hospital system, and as such, I get paid the same as nurses with equivalent experience and credentials in the inpatient world.

    True private practices rarely hire RNs. Or if they do, they don't pay them what an RN would typically make.

    If you go to Denver Health's website and look at their RN job postings, it lists the min-mid-max ranges for RNs.

  • 0

    Well, I know that your RN experience will not, because you do not diagnose and prescribe medications as an RN. As far as prior NP experience somewhere else, I can't really say. I know the mentorship process is formal and requires documentation, but if you've been practicing as an NP for 2 years in a different state, you have already done that elsewhere, no?

    Sorry I cannot be more help, but I think the best place to get your answer would be through DORA.

  • 0

    Are you asking if your RN experience will count, or your current NP experience?

  • 0

    Not sure quite what area I want to look into. Keep toggling back and forth between ICU and NICU
    Not sure what you mean by that...do you have RN experience in both areas? How much? Are you in Denver currently?

  • 0

    Wear what's comfortable. For some (myself included) that's a Dansko clog. Many people hate them. Get something with a good insole.

  • 0

    2006 - graduated from ASN program with RN degree
    2007 - got my IBCLC credential (lactation consultant - that was actually 8 years of work, and the original reason I became an RN)
    2010 - entered a CNM (master's in nurse-midwifery) program
    2011 - dropped out of CNM program, entered RN-BSN program
    2013 - got my BSN, started MSN program (nursing leadership)
    spring 2015 - got my inpatient OB certification
    summer 2015 - got my MSN

    At 42, I think I'm now done with certifications and schooling. So, 9 years from graduating with my RN license to finishing all the formal education I plan to do. A PhD is not off the table, but not very likely.

  • 3

    But if they state they fired her because she created a hostile work environment due to her discussion about salary (using your example from above), they just made her case for her.

    And I also know this because my son was involved in a case almost EXACTLY like what is described in the OP. Except that he WAS threatened with termination (which they later reversed, after being made aware that they were breaking the law).

    Any time an employer makes ANY suggestion that that the employee did wrong by discussing their salary with coworkers, they're automatically making the employee's case.

  • 4
    Mellah430, Nurse Leigh, newrn93, and 1 other like this.

    California even has its own separate code regarding NLRA law:

    California: Labor Code, Section 232 “No employer may do any of the following: a. Require, as a condition of employment, that an employee refrain from disclosing the amount of his or her wages. b. Require an employee to sign a waiver or other document that purports to deny the employee the right to disclose the amount of his or her wages. c. Discharge, formally discipline, or otherwise discriminate against an employee who discloses the amount of his or her wages.”
    Nine other states (Colorado included) also have their own language upholding federal law (not that it's necessary, as federal law supercedes state law).

  • 3
    Mellah430, Nurse Leigh, and newrn93 like this.

    Quote from Scroll89
    Colorado is a right to work State, which means that the employer need not justify their actions. Their verbiage need only be "He/She created an environment of hostility by discussing private matters in the work place so for this reason we had to let him/her go". Sorry to say but its one persons word against another, and employers unfortunately have the favor in these cases simply because of so many frivolous lawsuits by people trying to take advantage of a broken system (and get their "free" sandwich).
    First, it's called an "at-will employment" state, not a "right to work" state ("right to work" refers to unions). Secondly, even in an "at will" state, you cannot just fire anyone with impunity. There are protected classes and federal laws that employers still have to abide by. If one can prove in a court of law that they were wrongfully terminated, then the court will find for the employee. If it's shown that the "private matters" the employee discussed that created a "hostile work environment" was about what her salary is (and if this goes to court, you can bet it WILL come up), then right there, the facility just lost their case, because it shows they retaliated because of the salary discussion, and said retaliation goes DIRECTLY against federal law.

  • 1
    mamagui likes this.

    Quote from mamagui
    Thank you. That is much lower than I anticipated, especially considering how much more expensive housing is. Its not much more than what I make as a new grad in sc.
    I know. I had serious sticker shock when I moved here from AZ. I took a $4/hour paycut.

    Of all the facilities, Denver Health has the reputation of offering the highest salaries in the Denver area for nurses, so I would maybe look there.

  • 0

    Quote from Libby1987
    Have any hiring managers posted on this thread?
    Yes..

  • 3

    Quote from canoehead
    If your employer goes so far as to deny you access to your car, or if they want a search of the car or your person...that's the point where I would insist the police be called. The police can determine if you are under the influence enough to make driving unsafe, and the employer has no right to take that freedom away from you.
    True, but they can fire you if you don't comply.

    And if y'all think I'm being draconian here, I urge you to look up the policy at your facility of clinical staff under suspicion of being under the influence while on duty. You may be surprised.

  • 0

    Quote from BeenThere2012
    She said her drug screen was negative.
    YEs, but did that come back the day she was escorted home, or did it come back later?

  • 1
    Nurse Leigh likes this.

    Quote from mrphil79
    You're missing the point... Nobody should be dumb enough to use an illegal reason to fire someone..
    Except that, as evidenced by this thread, many facilities DO have policies where salary discussion/disclosure is considered "against policy" - which would make it really hard to argue when a written policy blatantly violates federal law. The very existence of such a policy could easily result in a lawsuit/settlement.

    Again, in a court of law, the facility would have to PROVE that they fired the employee for cause, and not because of an illegal policy that the employee "violated."


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