Latest Comments by Kooky Korky

Kooky Korky 16,919 Views

Joined Feb 12, '10. Posts: 2,848 (52% Liked) Likes: 3,778

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  • 2

    786wsuyxh

    Quote from caliotter3
    Since the patient brought it to your attention I would write an incident report and give it to management as well as providing the appropriate care and documenting truthfully.
    I think she should get the patient and family who witnessed it to call the boss. It really isn't a peer's job to counsel or investigate a peer. That is what Management gets paid for. I might make a note in the chart stating the patient's concern and state that I dialed Manager Smith's phone number and handed the phone to the patient and advised the patient to report same to said Manager. Patient reports Manager Smith said and did_____________.

  • 2
    elizabethgrad09 and Meriwhen like this.

    Quote from Emergent
    I'm wondering what your plans are for after school? Most jobs involve working on holidays. And, even the more orthodox sects and denominations make exceptions for necessary work.
    I have worked with Orthodox Jews who did not work Friday sundown through Saturday sundown. They made up for this by working every Sunday. Until someone complained that they never worked a full weekend. Then what resulted was up to the individual manager, I suppose. One manager offered the person complaining to be off every Sunday in exchange for working every Saturday. Said offer was refused, LOL. There are also, as you said, ways for school or work to be deemed kosher (LOL) when absolutely required.

    So, OP, check with your religious leader to see about either standing up for you by communicating with your professor, or get your leader to tell you how to go about meeting the requirements of your religious group and those of school.

    You really should think through what you will do in the future if school or work absolutely requires that you must work on Good Friday, Resurrection Day, other high holy days. In a line of work where human lives are at stake, somebody does have to be on duty 24/7/365. Sometimes that will probably be you.

    No it isn't pleasant to have to make these adjustments and alterations in your life, but it's best to start thinking about having to do so. Best wishes.

  • 2
    emmy27 and Here.I.Stand like this.

    Quote from caliotter3
    I had jury duty and informed the instructor. He said for me to refuse the jury duty and take his final instead. My father died. My mother needed my presence immediately. I went home. My nursing instructors were accommodating except for the one who was the department head. He told me school was more important and that he should fail me in the course because I missed his midterm. You should have seen the looks on the faces of the office personnel as I left his office. He relented eventually, but not before I experienced the trauma of believing my nursing education was over. People are like that. They all think their priorities are the only priorities. The best you can do is to contact her again to find out the answer and then deal with that answer.
    I would report that department head to his superiors. A death in the immediate family puts you in a frame of mind not generally good for taking exams. I have never heard of anyone refusing an accommodation in such a circumstance. This schmo has no business treating students with such cruelty.

  • 0

    Yes, do check with the Labor Board (federal). Try getting the right contacts via your Federal Senators' offices
    and House of Representatives' offices (federal).

    Your post is confusing, in that you say the agency can pay you overtime but then state they can't or won't pay you OT.

    In your state, what is the definition of overtime? Over 40 hours per week? more than 8 hours per day?
    Other?

    Good luck.

  • 0

    Congrats on your achievements, OP.

    One important piece of advice is to never try to get patients or their families to become Christians. If they approach you with spiritual concerns, I guess it's OK to share your beliefs and tell what you do when faced with life's happenings. Otherwise, keep it to yourself if you want to avoid complaints, which could come even from other Christians.

    Best wishes in your new work and in your spiritual walk with God.

  • 0

    Quote from Ruby Vee
    So it's better to leave vulnerable patients alone while you merrily clock out? That is abandonment and will get you (justifiably) terminated from your job and possibly an investigation by a licensing board and sanctions on your license.

    If a unit is so chronically understaffed that this is happening constantly, the smart and ethical thing is give notice and quit. But if it's a temporary thing because two night nurses have the flu (or on maternity leave) or a carful of carpooling nurses skidded off the freeway on the way to work, give the inch. Or even a danged mile. Leaving your patients safe is a part of your ethical responsibility.
    MERRILY would not be the way one would clock out in this situation, Ruby.

    Maternity leave, even flu are foreseeable absences and should be covered by Float Pool, PRN Pool, or agency.

    Let's hope to God that no one skids off the freeway.

    And part of the ethical and probably legal duty of a facility's owners and Administrators/Managers is to staff properly the great majority of the time.

  • 1
    FutureHijabiNurse likes this.

    Quote from mrsboots87
    And if that hat supervisor has already taken report for another unit, what then? If the supervisor refuses report and refuses the assignment, what then? In my LTC our supervisor do a lot. I don't k ow where you work that they sit around, but our supervisors do most admits, as well as help across all 4 units in the building. If a nurse calls off and coverage can't be found, they do take over a patient assignment. On occasion, more then one nurse will call off. Should a single nurse be responsible for 64 residents on 2 separate floors in the building?

    And again, the nurse practice act is what matters on if you have to report to a nurse on the unit or can just write report and leave. In my state we can't just write report to a supervisor and hope they get it. I honestly am scared for the patients of nurses who find it ok to leave them because the clock says 7:30 and they can't wait.
    There likely are precious few nurses who would actually leave, myself included, short of a true case of simply have to leave - like a warrant for your arrest will be issued if you fail to appear in court. Or your babysitter simply cannot stay over with your kids and they are too young to be left alone.

    The point of this thread is that I found it shocking how many nurses seem to feel they would be wrong to not stay if their relief failed to arrive. It's a new generation viewpoint I guess - believing that they have to stay on duty no matter how often their relief doesn't come in, no matter how sick they themselves might be, no matter what happens to their own children or other folk they care for, no matter how costly child care will be if they arrive late to get their children. I just think it is Admin's duty to staff. It is wrong, IMO, to expect a nurse to stay over every time their relief doesn't show up or is late.

    If you do write Report, you have to hand it to the Sup, you don't just hope he or she gets it. That was made clear long ago in this thread.

    I fear for the patients of nurses who are routinely exhausted and/or routinely forced to take more patients than they can reasonably care for properly.

  • 0

    Quote from llg
    If the corporate office does not mind paying them for the hours they are claiming, then it is not going anywhere in the legal system. the "victim" is the corporation, not you. And if "the victim" doesn't mind what's going on, then it's not going anywhere. If they do something that is illegal and YOU are the victim, then you proceed with filing a complaint against them and the corporation with whatever government agency is appropriate.

    If the corporate office supports them, then the best thing for you to do is find a new job (unless you can prove they broke a law.)
    OP actually is a victim, although I understand why you say she's not.

    OP - keep out of it. You do not know for sure , most likely, what these three are doing. Have you actually seen the paperwork about their hours? Just keep your own nose clean and be assured that someone will probably catch up to them eventually if they are doing something wrong.

    At least 2 of them might be salaried, thus working way more than 40 hours per week. Maybe they are allowed to take time off when it's quiet to make up for the extra hours they put in. But you likely do not really know all of the facts, so just keep out of it - at least, unless and until you do know. KNOW, not suspect. If that time comes, I guess it's your choice as to what to do about your knowledge.

    Best wishes.

  • 0

    Do not do this, for the reasons others have already stated. Follow your instinct on this and do not do this - unless your attorneys advise that it's not a professional risk for you to care for this child as a day care worker and specifically not as an RN. But I doubt there's a time when we stop being RN's just because we are working in a daycare. You know that the parents would likely say, "She's an RN, she should have _________" if anything were to go wrong.

    You can either tell them the truth or tell them your schedule has changed or you are ill or something. Probably the truth is best. Help them in some other ways.

    Best wishes to all concerned.

  • 0

    Quote from Libby1987
    I'm a California nurse so my experience is much more minor but since email wasn't mentioned I will share my experience.

    I just went through a bit of an ordeal with the renewal process, much of it my fault for not paying attention after hitting submit and then trying to resolve during the holidays (not recommended!)

    I wasn't able to get through by phone and while I wanted instant answers and resolution, which I did not get, I did get a response to my emails each time within 48 hrs. Getting through by phone seems to be an impossibility but email was reasonable.

    My renewal was completely processed 2 weeks from realizing there was a problem to resolution and email was the only successful way to communicate.

    Welcome to California and best to you!
    This is good to know.

    OP is not the first person who has had trouble with California. Next to impossible to get through by phone, finally getting through but having to get a supervisor to resolve the matter. (so my former colleague stated as her experience). Time to deal with religious matters on State time in a government building seems wrong - perhaps a good reason to not allow religious displays of any kind in said buildings/on gov grounds.

    And why would her previous license from another state not be sufficient? It sounds like she should not have had to send transcripts, husband's orders, marriage cert. Are all states requiring such extensive documentation for getting a license if one has a license from a US state already?

    Oh, I guess the marriage cert was because she went to school in a different name. OK, that's reasonable.

    And how did the people working there manage to lose her marriage cert 3 times???? And her transcripts??? And how many
    total people work in that office? What do they do besides licensure?

  • 3

    Quote from Horseshoe
    My pet peeve is apostrophe love.

    One doctor = doctor.

    More than one doctor = doctors.

    More than one doctor does NOT = doctor's.

    More than one patient does NOT = patient's.

    Are they just not teaching this anymore, or is this an auto correct thing?

    Don't even get me started on people with advanced degrees who don't understand when to use the words your versus you're, and there, their, and they're.
    People used to be taught proper grammar, spelling, punctuation, etc. in school. But these days, the teachers don't know proper usage because there are at least 2 or 3 generations of teachers whose teachers did not teach them proper usage.

    Read "The Deliberate Dumbing Down of America".

  • 0

    Quote from Ruby Vee
    If you haven't taken report, you're not responsible for the patients. The nurse who didn't come in hasn't taken report.

    There are a lot of reasons that a nurse might not show up for work: overslept, forgot, copied the schedule down wrong, resigned but wasn't taken off the schedule, called in sick but the supervisor who took the call forgot to notify the floor, got into an accident on the way to work, was arrested on the way to work or died unexpectedly at home, on the way to work or in the employee bathroom before signing in to work. I've had the police do welfare checks on the nurse who was supposed to relieve me but didn't, and I've worked a 20 hour shift, but I have never left the patients in my care without handing them off to someone who was physically present.
    Just curious - what happened on the welfare checks?

  • 0

    Quote from lemur00
    I always found this odd. None of the facilities I've ever worked in has made staff stay. You can choose to stay for a while for ot, but if you're working 12s you can only stay for 4 hours anyway because it's against the law to work more than 16 at a time here. And most people will only extend if it's their last shift in a row.

    The incoming nurses are expected to cover the patients, never the nurse from the last shift. When you're short staffed on a shift, people take a bigger patient load or educators and charge help on the floor. We do extra things to help them, but when our shift is done, we go home without a second thought.
    While that might help 7-3 shift, the educators and other specialty nurses (wound care, MDS Coordinators, Admissions Nurse, Unit Managers ADON, DON) are not usually there at 1900 or 2300 to relieve 3-11 or 7a - 7p shift, nor are they usually there at 0700 to relieve 11-7 or 7p - 7a.

    Someone stated above that once the managers have to start working the floor, Admin will start hiring. I have seen where an ADON was expected to cover call-off's. They had her to home around 11 a.m. so she could come back and work 3-11, then come back at 0700. Then had her come back to work 11-7 after working a Day shift. After 4 times of doing this ridiculous one woman coverage stunt, guess what - she quit!

  • 1
    JustMe54 likes this.

    Is there a family member or someone the patient knows who can sit with him and try to help him be calm? He might be afraid in the unfamiliar environment. Throwing stuff around? I'd have called Security for that.

    Honestly, I hope no one gets hurt. But doctors today are afraid to order adequate pain meds and maybe they have to learn the hard way. If you get hurt in the process, I'd bet you have a good lawsuit against all of the people who did not help you - especially the doctor.

  • 1
    LadyFree28 likes this.

    Quote from freckles23
    Oh and mind you, the nursing supervisors and managers wont allow for an extra nurse. They said it would never happen. I guess this is upper management's doing. They are sipping on their champagne sleeping like a baby while me and my coworkers put our blood sweat and tears in our job and dont even get acknowledged during the holidays or anything with a nice meal or holiday party or just little things of appreciation. Makes me feel useless and like I bust my butt for nothing. I feel like we are just maintaining the patient care on the shift making sure everyone makes it alive and give meds, thats it. No quality time, performing treatments, doing what you want to do but not having the means to do it given the circumstance
    Call State back and this time do make sure to give them the true story.


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