freki 3,278 Views
Joined: Dec 8, '09;
Posts: 45 (22% Liked)
; Likes: 26
The abuse from drug seekers is unacceptable. In Washington there is a law about disrupting a hospital that includes yelling and shouting or otherwise threatening nurses or physicians. I am pretty firm with the people who put on a show and point to that law...and then they usually walk out.
I have been advocating more and more the opioid-free ED (Home). This guy has studies and information about treating common painful conditions with alternatives to narcotics. He has run trials of "shifts in the ED without opioids" successfully. I think part of the problem is that numbing people to their pain with narcotics is the easiest way to deal with patients in a busy environment. Physicians and nurses need to take time and utilize their knowledge and evidence to address pain more deeply, rather than spraying everyone with happy juice. Then those with true pain get the relief they deserve and the abusers come out of the framework.
The only problem I have with your story is whether the family or patient consented first to the transfer. If they were against it and you talked them into, I would say good for you; however if they were against it and you called anyway then you have disregarded a fundamental patient right to choose.
As for the all the ED nurses saying that blood pressure doesn't concern them at all...I think you need to take a step back. I'm an ED nurse, and while I may not be terribly worried about her stroking out, it would at least raise an eyebrow. Especially in a patient who is (I'm assuming) on pain medication and without any complaints of pain or anxiety. She also stated the BP is typically in the 130/70 range...that's a significant difference. Sure, we wouldn't treat that BP alone, but I wouldn't ignore it either. To do so I think would just be negligent. I also want to add that if she is in fact on a bunch of pain medication for her recent femur fracture, then symptomatic pain could have been masked.
I try not to give our ALFs and SNFs a hard time when they send someone in. I may secretly be thinking all sorts of nasty things, but I'm also not in their shoes. And for all the times I've gotten a patient that should have come in days or weeks earlier, I try and appreciate when someone has taken the time to see something in a patient and get ahead of what's going on.
Yes! This is what I'm looking for! What's been your experience with it? Do you have any policy documents or training materials?
Yeah I've been reading the history on this and it's very interesting! Sounds like subq was kind of the gold standard until flexible angiocaths and then it just went away.
But from the reading, there's a lot of renewed interest specifically because of the hyaluranidase. I've seen demonstrations of 1liter in 30 min without much site swelling at all. And it seems to me that if a momma can hold a kid and get a subq infusion between the shoulder blades they'll be much less fussy and parents will be happier.
I would follow suit with what others have said and leave that place. I'm currently in a 9-bed rural emergency department with an annual volume of ~13,000. We staff a minimum of 2 ED RNs at all times, with increased coverage from about 11:00-03:00 (up to 5 RNs at the highest staffed times). There are nights when I feel that 2 RNs is unsafe - what you are describing is just playing dice with a lawsuit.
I believe that ENA standards of practice recommend a minimum of 2 RNs at all times staffed in the emergency department, although you should verify that. ACEP also has a policy on ED staffing that includes minimum competencies of RNs who provide care in the ED. You also might find this helpful, it's a document that has a tool for determining needed FTE's based on your volume: http://umms.org/shoremagnet/Attachme...lder/EP11l.pdf.
I'm assuming you are not unionized, but if you are you should definitely partner up with them and talk to your rep. Fill out "assignment despite objection" forms at every chance, describe and document the unsafe conditions. Keep copies of every time you tell management that the conditions are unsafe. Because like I said, it's only a matter of time before a lawsuit happens under those conditions, and if you've got a good documented history of telling management that the work conditions are unsafe you will be in a much better position when that happens.
I was wondering if anyone has any experience with using subcutaneous rehydration for pediatric patients that have failed oral (ORT). ENPC is currently teaching it and I've seen a lot of literature lately that seems to support this as a good alternative to IV rehydration in that subset of patients who aren't quite sick enough for admission and just need a little boost. I'm especially interested in protocols that use hyaluronidase to help improve flow/comfort.
Does anyone have any policies or training materials on this? I'm part of my hospital's practice council for the ED and was thinking of bringing this up to perhaps trial before the next cough/cold/flu season. Thank you all!
So again, if the person is simply in with a sore throat or a twisted ankle, it is not necessary to know their LMP, whether they are sexually active, or whether they could be pregnant.
Clearly, policies will vary from ED to ED.
I've been in 3 hospital systems in WA that use EDIE (employed at 2 different ones, an interview at another). For those that don't know (maybe from out of state), the hospital can choose to either get a phone call and a fax report or just a fax report. It's triggered automatically when the patient is checked in with registration staff.
My experience has been that its impact is somewhat minimal on the treatment the patient receives. There have been a few cases where we discovered a patient was seen xx-number of times on the west side of the state and all of a sudden is showing up in our ED, but those are rare cases. More often than not, it simply prompts the providers to check out the patient's prescription history before writing anything narcotic. The narcotic prescription database is much more valuable, in my opinion.
I just started a new job and while this hospital is absolutely fantastic in every other regard (so far), they still do employee-submitted timecards every pay period (YES, on PAPER).
The time cards are kept in a binder at work, so I would like an app on my phone that I can just punch in/out and then fill in my sheet at work as needed. There are plenty of apps that will log straight time (Example here), however these all seem geared towards project-management jobs (web development or coding). I need an app that can handle shift differentials. I've attached a copy of what our time sheet looks like, and for a 72-hour pay period I sometimes submit 200 hours between all the different time codes because I work nights, which includes: regular pay, evening shift diff (1500-2300), and night shift diff (2300-0700).
Anyway...any help would be appreciated. I'm also working on making an Excel or Access program to make the job easier, but if someone knows of a template already, I'd be grateful for a link!
I went to school in Idaho. One school required a CNA for entry, but the others did not. I obtained my CNA in high school (senior year) and I think working as a CNA prepared me for nursing more than any other thing. The most important thing I learned as a CNA was how to interact with patients and co-workers. They may teach that in nursing school, but I think think it takes most nurses a while to learn the skill, and some never seem to.
Besides, more clinical exposure isn't going to hurt
Thank you, I've been wondering about the one-on-one thing.
I graduate in 2 weeks from my ADN (RN) program and want to take the NCLEX just as soon as possible thereafter. Our school uses ATI testing (atitesting.com) as a benchmark; I hear many schools use something similar, like HESI or Kaplan.
My question is, how well does passing the ATI Comprehensive Predictor correlate to being able to pass the NCLEX-RN? Does anyone have any experience with this?
I'm also willing to hear from those using the other programs (HESI or Kaplan).
I graduate from my ADN program in a few weeks, and will be taking my NCLEX-RN as soon as humanly possible after that. I'm also delving right into an RN-to-BSN track this next semester. My program is in Idaho, but I am applying for my initial license in Washington (why are they not a compact state?).
So my question is, what can I expect as far as job outlook goes? To clarify, I will be living in Yakima and realistically am willing to drive 30 minutes each way to work. Looking on the hospital websites, the RN jobs seem to be fairly scant. Ideally, I would like to start out on a surgical or intermediate-care floor, but am open to nearly any position in a hospital setting. My ultimate goal is flight transport and/or ICU.
Would love all the feedback possible about finding jobs in the Yakim area.
Here are, what I believe, are my qualifications:
Wow, that's amazing! In my area (in Idaho), new-grad RNs are only making $20-$21/hr. I think LPNs here make $14-$16/hr.
Glad I'm moving to WA
Okay, I did not read all 43 of the comments before I posted this, so forgive me if I repeat something...
But as an RN student graduating in the next few weeks, I have to say that I hope to find a preceptor in my first job with this outlook and philosophy. I can count on less than one hand the number of nurses I worked with during clinicals who actually pushed me or actually tested my knowledge base. I appreciate this kind of honesty and belief in potential.
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