Content That BittyBabyGrower Likes

Content That BittyBabyGrower Likes

BittyBabyGrower 6,677 Views

Joined Feb 9, '04 - from 'Somewhere in the midwest'. BittyBabyGrower is a Nurse of course!. He has '30+' year(s) of experience and specializes in 'NICU, PICU, educator'. Posts: 1,735 (17% Liked) Likes: 852

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  • Apr 28

    Is this racism, bullying or favoritism .. yes ,a lot of each. The true definition does not matter, it's wrong.
    I have been on the receiving end and quickly realized I was not going to change it. I got outta dodge.Save your breath with management, they know and are condoning this.

    Boggles my MIND that a secretary assigns nurses to new admits. Further proof that management is condoning this mess.

    Pick your battles, (new nurse will figure it out) this is not going to change.

  • Apr 28

    I LOVE making policies!!!

    Use the template, place what you propose as a policy into the frame work; it will need be tweaked and reviewed-make sure you have the originals as well as correspondence as another poster stated, and make sure the spirit of the policy is in place.

    The positive of making polices that I find as a nurse is having the opportunity to put in place end user rules that make SENSE and it benefits everyone, especially if it's an idea that is favored and works!

  • Apr 28

    Quote from RNinCali15
    I explained that because I did not use the NG and was not concerned about the patients gut, I did not check. The patient had no spits, emesis and girths were the same 2x. I told her that I also felt that checking for placement before offering the bottle seemed odd because I was under the impression you would want to check tube placement as close to initiating the gavage feeding as possible.
    Checking for placement and checking residuals are two different things. Checking placement is to ensure that the formula is going into the stomach and not the lungs when using the NG. Residual is to determine how much undigested formula is in the stomach prior to the next feed. If you fed a baby 60 cc by bottle at 12p, then get ready to feed them another bottle at 3p. You check residuals and pull off 20 cc of formula. Do you think that is an issue? If you hadn't checked before feeding the 3pm bottle, you would not have known that there was an issue. You would attempt to bottle feed and the baby stops at 30 ccs. You feed the remainder of the formula by NG. Now the baby has 20cc from previous feed, 30 cc from bottle, and now you are attempting another 30 cc by NG.

  • Apr 28

    The original post was pretty hard to follow.

    It sounds like the clinical supervisor is a jerk and the secretary is playing favorites. There is not enough information here about interpersonal relationships to judge what is going on. The OP presented what information there was in a biased manner so that it would look like race was the only difference.

    Unless the clinical supervisor said something like "You dirty Polynesian, take the new admit," you're never going to prove discrimination because of race.

    It sounds like two different incidents: 1) poor bed assignment by secretary, and 2) overbearing behavior by clinical supervisor.

    It also sounds like crappy teamwork. The nurse with 0 patients should have immediately stepped up and taken the admit. I wouldn't want to work with a bunch of nurses that would gang up and throw a new grad under the bus like that. It sounds more like hazing than discrimination.

    There may be something going on behind the scenes you don't know about.

  • Apr 28

    Quote from beachbum2000
    I am trying to keep the situation as unbiased as I can. I know it would be easier to explain if I named each group. But does it make a difference if the group of 5 is white? and the group of 2 is black? or vice versa?
    No, it doesn't make a difference. And, if you're hesitant to name actual races, you could simplify by calling them 5 Star-bellied Sneetches and 2 Plain-bellied Sneetches or whatever.

    Whether this was favoritism, bullying, or an oversight, I couldn't say. Depends on how they typically treat that overly bombarded nurse. Are the secretary and supervisor generally unfair to the other Plain-bellied Sneetch as well?

  • Apr 28

    Well geeze, if this is an accurate re-telling, at the time I would have said brand new Nurse A has 6 patients, experienced Nurse B has 0 patients, how do you want to redistribute? And then let the manager decide her fate.

    Why until the moment is over?

  • Apr 28

    What you have described might be preferential treatment or it might be descrimination. It also might be
    - just bad management
    - the secretary doesn't have the clinical knowledge to be making patient assignments
    - the favored nurses might have complained and made the secretary's life miserable in the past each time she assigned them a transfer/new admit. The secretary might be assigning the new patients to the nurses who don't gripe and moan.

    If you decide to speak to management, the best way to approach management would be to

    - focus on how the current method of assigning patients is negatively impacting patient care

    - provide concrete examples, e.g. on day xxx, the current approach resulted in an experienced nurse having 0 patients and the new nurse who is just getting her sea legs having 6 patients and on day yyy a nurse got two admits nearly simultaneously which resulted in treatment delays for patient z. In other words have data to support your argument.

    - recommend a well thought out better approach

  • Apr 28

    Before I respond, I will indicate that I belong to a racial/ethnic minority.

    I think the word 'bullying' is thrown around entirely too much and perhaps overused in society. Based on the events as described above, no one is being bullied. Some people feel comfortable in the midst of victimhood and play the bullying card when it is not always the case.

    'Preferential treatment' is perhaps a better phrase to use in this situation. The clinical supervisor may or may not be bestowing preferential treatment upon nurses who belong to the same racial/ethnic group as her. If this is happening, it is not right.

  • Apr 27

    I work in a level III NICU as well, and we check residual or PGA, from the NG with each assessment. Even if a baby is nippling most of their feeds, we will still check a residual before the feeding.

  • Apr 26

    I am going to give you the standard answer for the "I need to interview a nurse" on this website. The purpose of the assignment is for you to have a face to face interview with someone. Anyone can represent themselves as who every they want on this site (they don't verify that I am a nurse with NICU as my specialty). I could work in the Dietary Dept (joke from a different thread) at a hospital and represent myself as a nurse.

    It would be best to call the NICU or Labor and Delivery dept at your local hospital and make an appointment to go there and interview a nurse. You may even get to shadow a nurse and see what they do.

  • Apr 26

    Aw, it's not that bad. First, be sure to look up your organization's policy on policies - yes, these exist. This is the document that outlines how policies are supposed to be developed. It usually includes the accepted template, how they are developed, approved & implemented as well as the schedule for regular review. If there's no 'policy on policies', this should probably the first one you create - LOL.

    A policy is just a statement of the organization's intentions.... "The XYZ organization adheres to Federal, State & Local laws related to use of skateboards within the lobby. Therefore, use of skateboards will be not permitted within the building." or " The XYZ organization will only accept BLS & emergency training approved/provided by the American Heart Association". Policies should be short and sweet. Be sure to reference any "authority" you're using, even if it's a legal statute. The long and drawn out "how to" documents are actually Procedures. If this is going to be attached to the Policy, you can always just reference a valid source instead, such as Lippincott.

    If you're working on this as an extra task, remember to keep track of your time and submit it on your time card.

  • Apr 26

    Quote from hayleyh31
    Watching parents who are unable to let their baby go and die a peaceful death, so we essentially torture the baby by trying to keep alive a 25 weeker with a belly full of dead bowel.
    This. It's not the babies that die that get to me. It's the ones that no one will let go.

  • Apr 26

    There's two things and they're what you would expect:

    Hearing a mama sob as she holds her baby for the first and last time.

    Watching parents who are unable to let their baby go and die a peaceful death, so we essentially torture the baby by trying to keep alive a 25 weeker with a belly full of dead bowel.

  • Apr 25

    Vacation requests and maternity leaves are two separate issues. Your vacation request SHOULD not be affected. How HR and your manager handles it is the question.
    As for me, I don't care if other nurses are granted maternity leave. I deserve my time off.

  • Apr 24

    Quote from Emergent
    I want to revive this thread to get your input. There is a gal at work with whom I'm friendly. We are both counterculture on health management, as I mentioned earler, I had my children at home. I'm not extremist, but grew up in a very healthy conscious home, avoid processed foods, get exercise, and generally distrust the medical establishment, etc.

    She texted me about midwife references a couple of weeks ago, I asked around and gave her some. It turns out, she is the pregnant one! The thing of it is, she's 57 yrs old. She has 5 grown kids, is raising a couple of grandkids, and is in a relatively new marriage.

    Now, I'll mention, this gal is someone I admire, for her stamina, energy, positivity, commitment to health etc. She appears the picture of health, but has had cardiac problems, has a pacemaker, I think she had a valve replacement, did a lot of self healing she told me. She looks 40. She's planning a homebirth I've heard.

    How can I effectively approach her?
    57! My goodness. Basically if she has a pacemaker and had valve replacement surgery, that combined with her age risk her out of midwifery care. If she somehow finds a midwife who would accept her, I wouldn't trust that midwife's judgement. The more likely scenario will be that she's unable to find a midwife to accept her, in which case she'll have to find an MD, hopefully a more progressive, holistically-minded one.

    When you ask how you can effectively approach her, I assume you mean if she makes a decision you're uncomfortable with, like an unassisted homebirth or something? If that's the case, that's tough. You can always point her to studies or other info outlining the appropriate candidates for homebirth, and leave it to her to deduce that's she's not one of them. Ultimately she will have to make her own choice, no matter what it is.


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