JustBeachyNurse 63,995 Views
Joined Aug 5, '10.
Posts: 35,645 (21% Liked)
If you feel this strongly about it, you are welcome to pull your kids out of public school and home-school them. And when and where, exactly, was the herd immunity theory "debunked"? That's news to me. "Debunked" how? Can you provide some documentation of this (other than from a crackpot anti-vax conspiracy theory website)?
And I would certainly not make the assumption that a refusal by a parent to provide health information "obviously" means that the child is healthy. In fact, that refusal would be a big red flag for me that there may be something going on that the school needs to know about. But, hey, that's just me ...
not everybody should go to college.
Any arm with a PICC line in it at my facility is automatically a "limb alert" with absolutely no procedures that arm.
How about increased incidences of clot formation and phlebitis in the catheterized vein under the cuff? That's compelling enough for me to avoid the practice.
Check out this link:
Nursing Uniforms of the Past and Present
Um, well, if she failed the NCLEX 5 times and graduated 6 YEARS AGO, I'm not surprised that she knows nothing. Also, she's not a graduate anymore as others have said.
Based on your post I would say that you are indeed way too much in your head about RN vs. LPN. It's true that the RN is in a supervisory position over you but SHE IS NOT AN RN and, therefore, YOU as the person with the LICENSE are in a supervisory position over her. I understand wanting to have someone that has your back and that can, over time, become a very skilled and capable asset to you and the doc's office. I don't think, however, this obvious lunatic is the person who can do that for you. Perhaps, because the workload has been so heavy for you and your Dr and NP know it, they just hired someone who seemed ok to do the work. But, a major "come to Jesus" moment is in order.
By the way, if it helps, I think you should re-frame this situation as if this was an entirely different work setting. Say, for instance, you guys are working in a luxury retail store (sorry, I worked in retail prior and it's all I knew) and, your boss knows that staffing is incredibly tight and they need to hire someone ASAP before the holidays start. You're exhausted and you're excited that one of the managers at another store (which is totally not at all related to the store you work at) recommends someone to you that was awesome and great and will be a fantastic asset and can take over for you as you prepare to start working elsewhere because you're in nursing school. You've already been there for 6 years and have invested a lot of your time in trying to make this particular brand a heavy-hitter in the center you work at so there's some pride there and you look forward to having someone come in to take over and continue on what you started.
So, this new person starts and they are the complete opposite of what that manager (who now mysteriously has been fired from their job at their store) claimed they were. It's a nightmare and they behave exactly as the "RN Graduate" above acts. There are constant errors on the register and inventory mistakes and things that need to be constantly fixed and mistakes that someone who worked anywhere in any retail setting would not be making. But, you don't really have any perceived authority over this person because they were hired into the same position as you because they were supposed to take over. It's weird. You don't know what to do or what to say but it's just getting worse and it stays worse for a year and a half until she finally does something stupid enough to get herself immediately terminated, much to the relief of everyone at the store (except now staffing is short again).
The only difference between my story and yours is that you actually do have legal, licensed authority over this loon and, I really think you should bring it up to, at a minimum, the NP. This person could quickly become dangerous and is not a good fit at all. You need to speak up to someone as soon as you can. You never know, maybe other people are seeing how insane she acts and they're just riding out the probationary period.
Good luck. I hope your story ends better than mine did.
What a nightmare for the office, why did the practice manager even consider it. Ugh.
She is not a graduate nurse. She is not any type of nurse.
Like other have said, drop a comment about how unlicensed personnel don't make those decisions.
Who is evaluating her performance? If it's you. get her canned.
If it's not you, report her performance, and get her canned. You need somebody in there that will learn the ropes and work WITH you.
Graduating from nursing school does not make someone a nurse. Someone can only claim to be a nurse if they pass the NCLEX. After 6 years and 5 failed attempts to pass NCLEX there is no reason to treat her as a nurse much less be afraid to exert authority over her. You are licensed and she is not. Do not allow anyone to convince you otherwise.
She is not an RN. You are an LPN. You took the test and passed it. She did not. She is an unlicensed assistive personnel. Perhaps a highly educated one, but still no license.
You know your job and she is your assistant correct? You have the seniority.
Anyway you you break it down you should be the senior one of this working relationship. You need to assert yourself. If that doesn't work you need to take your issues to a higher authority. If she can't adjust her behavior she needs to be replaced.
For one thing if she starts acting in the role of an RN without a license it can be dangerous for the patients and open the practice up to potential lawsuits. It is not just a matter of senority. It is a matter of safety and legality. If she proves uncooperative she needs to be fired for the safety of all concerned. You need to form your objections in this way. Not that you can't work with her, but that this is dangerous.
Assert yourself YOU are the nurse, not her. It is your responsibility to delegate and be an advocate for your patients. A diploma doesn't matter if you can't pass the NCLEX. Also I just looked recently and the dang thing has about an 80% pass rate for first time takers. She couldn't pass after 5 attempts? What does THAT say about her?
Sounds like your professor does know how to handle "giggly" nursing students. The group was unprofessional and inappropriate (of course, so were the professors who shared the "joke" with students), and s/he set limits on that.
I guess I'm old school because we were taught in elementary school, unless invited or has developed a professional relationship, one doesn't hang with professors. They are not our peers! It should also have been known that nursing school clinicals (of which SIM lab counts) isn't the time for telling jokes when professors are nearby. Take SIM seriously as if you were in a patient's room. "giggly students..." is this middle school or nursing school?
I don't find the story funny; only sad if its true.
Let's gets back to the topic of whether others provide abortion care.
If you wish to discuss other subjects please start another thread. Thanks
I'd be interested in what kind of follow-up you provide for post-abortive trauma?
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