Latest Comments by PrisonrNurs

PrisonrNurs 1,930 Views

Joined Apr 25, '04. Posts: 36 (31% Liked) Likes: 33

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  • 3

    No lie. I even checked his driver's license. This patient's name was...MAD BOMBER! I can just imagine him being paged in a major airport. "MAD BOMBER. PLEASE REPORT TO TERMINAL 14. YOUR PLANE IS BOARDING."

  • 0

    Our facility did some restructuring pending a move to another location. Previously we had a nursing supervisor who oversaw the duties of the Medication/Behavioral Technicians and UAP's. Being unable to juggle a family, full time employment and school, she chose to give up her position and move to part-time. The lead supervisor who is a licensed addiction counselor created two head-technician positions while remaining in charge overall. Medical personnel are no longer in the chain of command, so have two questions. First of all, do I, as an RN-BSN still have the authority to delegate duties to the BT's and UAP's? Secondly, am I still responsible for medical errors they commit? Can I lose my license in the event of a catastrophic error that they commit? Any advice you can give would be appreciated.

  • 1
    pagandeva2000 likes this.

    Quote from diane227
    Give us a follow up after the meeting. I would be interested to know the outcome.
    Our class met with the board today. It was interesting and honestly, I wish it could have been longer than an hour.

    Anyway, the meeting did go well. I imagine some of you were expecting me to make an ass of myself and try to debate the BoN on some issue. Well, needless to say, I was civil, but I did ask a few "thought provoking" questions. Many of the other students asked scenario questions so I thought I'd throw one at her, which is based on a real incident that happened.

    We help manage young offenders who by definition are wards of the state. In one of the cases, the nurse was ordered by the physician to administer a Gardasil vaccine. The parents of the youth absolutely forbade it. The nurse, also the supervisor of the facility, was torn between the wishes of the parents and her duties as a nurse to follow the doctor's orders. She consulted the attorney general, who advised she follow the wishes of the parents. She did, and the nurse was accused of insubordination by the physician and subsequently disciplined.

    I saw this as an ethical dilemma and asked the Board what the prudent course of action would have been in this case. All the Board could offer was some terse laughter as well as a deer-in-the-headlights look. After a few seconds the Board representative did state that she would need more information before she could comment. I just dropped the issue after that.

    It was very interesting and as part of our clinical assignments, we will be shadowing the board during one of their sessions later in the year. That will be exciting to say the least.

  • 0

    Quote from roser13
    If you're a nursing student (as it seems) I'm not sure that it's your place to put the BON "on the spot." If, as it also seems, all of your information is secondhand, I would also be a little leery of antagonizing those who hold positions of respect in the community.

    Might be best to graduate from nursing school, see how things operate in the real world, and then choose to take on the BON, if you still feel so inclined.

    Well I am a student, returning to school after some time in the workforce. Let me clarify. Not all my information is second-hand. The BoN was in our facility to do an audit and were so incredibly rude, our director filed a formal complaint and the warden almost had them escorted off of property. I say "bias" based on the incident involving a male and female nurse who were guilty of smuggling in contraband, and both were fired because of it. In addition, the female nurse was also guilty of sexual contact while in the performance of her duties. The male nurse was fined $2,400 dollars and had his license suspended for two years. The female nurse got off with a $500 fine and a reprimand. Aside from the sexual contact, both incidents were the same, based on the case files we read. Our facility physician said he worked with a NP who was reported to the BoN by an inmate. She was terrorized for months by the BoN and eventually left the state because of what they did to her. The BoN believed she was guilty of sexual contact based not on any factual evidence, or even allegations but on the inmates claims that the NP was smuggling explosives into the prison...in her vagina. Again the case files were read in this case.

    Debating the BoN would be foolish, but really? Are such actions prudent for "respected" members of the community?

  • 0

    Hello everyone,

    It's been a while since I posted a thread on here, but I have an interesting situation. The Board of Nursing is coming to our class to discuss violations of the Nurse Practice Act. This is probably consistent across the board, but the ND BON is reputed among the medical community for being biased, harsh, discriminatory (especially if you're a male nurse) and very rude when dealing with specific facilities. They (actually one person in particular) have a reputation of "eating they're own young." That comes from some of the doctors who have personal vendettas against the BON because they lost some very good people through the BON. Our facility has had personal encounters with the BON and all of the vices mentioned above have been apparent.

    I would like to put the BON "on the spot" and ask them some questions that address these issues. Any ideas? One question I thought of is "What does the BoN actually do to help nurses in the field?" Any ideas would be welcome. Thanks in advance for your input!

    Sincerely,
    PrisonRnurs

  • 9

    Hey Mina,

    Believe me, you need to worry about being sued! It can be for anything and everything, and no where in my opinion, is this worse than correctional nursing. I've been a correctional nurse for 5 years, and throughout that time I've had 6 claims of sexual misconduct (three of them were actual RAPE claims) 4 allegations of inappropriate care, and one case of negligence. The negligence case was because I didn't treat the inmate's pain. I wouldn't give him narcotics...for his jock itch! It doesn't matter how frivolous the claim is, if it goes through the process, it's nerve wracking and stressful. I've been reported to the BON once for a claim. I fought it and won, but it took 18 months and a letter to the governor himself to do it. Trust me on this: You never want to go up against the licensing board. They are the closest thing to pure EVIL I have ever dealt with, and I'm a cancer survivor.

    You are accountable for everything you do and they say document, document, DOCUMENT! It will save your career, and when you document, do so as if a defense lawyer was reading it. I know this from experience. I wouldn't be a nurse today were it not for proper documentation, and if you called to testify, you should tell them to look at the documentation. Lawyers will try to do two things: Prove you negligent or incompetent.

  • 1

    OK, here's my third reply. Had an inmate who never exercised try to do 300 squats. Could only do 150. Complained to the nurse that his pee looked like coke. Rushed to the ER where I was working that day. MD did a CPK. What was it?

    250,000!!!!

  • 1
    Jessy_RN likes this.

    Among my favorites: Had one inmate upset that his legs were infected. Indeed, they were red, mottled, skin cracked and bleeding. Not an infection though because it ended abruptly at his waistline. After "interrogating" him, he finally admitted that he was not sending his sweat pants to the laundry for cleaning. He was cleaning them in his cell...with floor cleaner.

    I had another inmate say he's not taking his suppositories because of the excruciating pain he felt. Turns out he was putting them in...without taking them out of the foil wrap.

    Another is the guy who didn't want to pay the $3.00 co-pay to see the nurse for an eye infection. He treated himself...by taking fungal powder, mixing it with water and putting it in his eyes. He was sent to the ER for an evaluation, but since it was self-infliced, he was responsible for the medical costs which were around $975...and he STILL had to pay the co-pay!

    I think the most ridiculous and stupid one I've ever seen was the guy who came down to us with second degree burns to 27% of his body. Turns out he was trying to wash his clothes in his cell. He went to the janitor room and filled a (thin) garbage bag with about 10 gallons of scalding hot water. Naturally it exploded all over him.

  • 0

    Quote from sjaubert
    I think it reflects society's attitude and treatment difference in general between men and women. Its the same even more so in nursing still a heavily female profession. Women usually get less severe treatment than men for similar offenses. There's a whole system of double standard related to this. For example women are the 'gentle sex', and 'women are more moody' affecting their behavior-the most extreme b.s. related to p.m.s. excuses ('they had a bad-hair day'). Anyway, males in nursing fact this double standard in numerous other ways. For example if i ever refuse to help another 'lazy' female nurse i'm 'being mean' but if she doesn't help me she is just 'being touchy'. Do you see what i mean? I think most boards are female and unconsciously or otherwise favor women. Men have a long way to go in nursing to overcome this discriminating behavior which by the way is also initiated by many doctors who look at us as somehow failures for being nurses and not doctors. As far as women again being perceived as less guilty than men just remember those female teachers who seduce young males and get off easier than men who do the same. The boards take the attitude that women in general never initiate overtures but are 'made' to do so and consequently less guilty than the evil men who seduce them. Just some thoughts of mine.... Good luck. Steve
    Thanks for your insightful reply Steve! You're right, yet it's just so unfair. In my case, the board ignored evidence that would have exonerated me. An investigation into the matter showed that there was no wrong-doing on my part, yet the BoN drew their own conclusions. The people who investigated this case are very upset and insulted as well, and want answers too. It's so ironic. The people who dictate the standards of nursing care are the very ones who have shown every vice (prejudice, being judgemental, etc.,) that we were taught to avoid in school.

  • 0

    Read the title. I'm not mad at the nurse. Actually, I miss her dearly. What I am so angry about is that she got by with a slap on the wrist and I had to go through such a harrowing ordeal with the BoN! There seems to be a clear bias on the BoN's part. My case probably isn't an isolated one.

  • 0

    Hello everyone,

    I wanted to get your advice on something. A while ago I was reported to the BoN (see my other threads) which turned out to be a nasty, evil mess. I have since then successfully resolved that situation (thanks to the Governor) but want to ask what you think of this:

    A few months ago, a nurse in our department was caught bringing in contraband (tobacco) for, and may have engaged in some sexual contact with an inmate. The sexual contact couldn't be verified but she was guilty of the contraband. She was fired for it, and although not formally charged, she is guilty of a class C felony. As it was in the performance of her duties she was reported to the BoN by the warden himself.

    We were braced for the worst, thinking she was going to lose her license. What did the BoN do? Give her a $500 fine and a reprimand!

    Through an internal investigation, I was found innocent, and was never threatened with the loss of my job, yet I go through 18 months of hell in trying to clear my name with the BoN (who thought I was a sexual predator) while the other nurse gets by with a slap on the wrist? Yes the circumstances may be different, but the outcome is, I am employed, she was fired. I was found innocent, she was found guilty. Can someone explain this to me?

  • 0

    I love my job as a prison nurse, but by far the most difficult thing to deal with is not the danger from inmates, but my supervisor. Her incompetence as an administrator is so evident that I sometimes wonder how she became a nurse. She expresses nothing but negativity, has the backbone of a jellyfish, plays favorites among her nurses, does not advocate for her nurses, has a warped sense of priorities and is willing to put patients at risk to protect her own concerns. One of her worst traits is that she promotes only criticism, not inspiration, morale or efficiency. Among other examples, she:

    1. Called in one of our nurses to her office, sat down with him and read...from a list...all his faults. He quit shortly thereafter.
    2. Came in to the infirmary and told another nurse that the schedule had suddenly changed and he had to go home. His shift had changed from 6a-4p to 6a-2p. She told him this at 2:35pm! She would not allow him to finish out the hour to complete his work, which included documentation on patients, because it would mean an hour of overtime.
    3. Allowed (or forced) a nurse to go home on call despite having an inmate in the infirmary with unstable blood sugars who was suffering diabetic seizures almost daily, which violates company policy that a nurse must be on site if a patient is in the infirmary. Again comp time was an issue because another nurse who could have stayed was denied because he had too much comp time.
    4. Was unwilling to acknowledge a mistake in the schedule and scheduled another nurse to work 5 consecutive shifts (among 2 different jobs) with 4 hours in between each shift, allowing him to be in an impaired state due to fatigue.
    5. Another nurse developed an example of a protocol sheet that was more efficient and easier to use than our old one and presented it to our supervisor to review. She returned it with the comment "There's nothing wrong with our old sheets. We don't need another sheet, we don't need to make any changes. If you need to document further, you can do it on the back of the sheet." To further emphasize the point, she put a big X through the cover sheet. So much for improving work efficiency.
    6. Reported another nurse (me) to the Board of Nursing for inappropriate conduct, despite the fact that there was no evidence allegations or disciplinary action taken. She reported it because the Chief of Security, whom she doesn't answer to, pressured her into doing so. Did I not say "backbone of a jellyfish?"A year later, I am still dealing with this case.
    Complaints were brought up by three different nurses to the warden. Nothing was done. At least 2 nurses quit because of her and now we're severely short-staffed. As I said, I love my job and would hate to leave it, but I'm at a loss as to what to do next. Any ideas? Please let me know.

  • 1

    OK here's another one that got the ER roaring. I had a patient come in (the second time) with abdominal pain. He was driven in by a friend. Both are big burly roughnecks. The friend came in to visit and asked me if we knew what was wrong. He jokingly said "he must be in labor!" I said yeah, that could be, and then asked him if he was the father. Before he could answer I told "you can help with the delivery! You stand here [at the foot of the bed] while I run and get a catcher's mitt for you, and whatever you do, don't drop the baby when he jumps out!" It got a good chuckle out of everyone. He then said "ummm, I think we got a problem here." To that I replied, "I know what you're thinking. No need to worry. Once the hormones kick in, he'll have boobs the size of Utah!!" THAT'S when the whole ER, patients and all, were roaring!

  • 8

    Every once in a while an inmate who is a patient in our ER threatens to "call my lawyer!" if he doesn't get what he wants, like morphine instead of Toradol. To his lawyer threat I say, "The same lawyer who tried to keep you out of jail?" It works every time.

  • 0

    Hello everyone,

    In our facility we do a lot of QA's on our charts. Anytime there is a discrepency, we have to go in and correct them. Most are very minor...a discrepency when a patient leaves the ER, but some are more important, like not charting the initial assessment or the discharge information. Some can be a week old, but some can be from months ago, depending on when the QA is done.

    My question is this: Does a late entry consititue a violation of the Nurse Practice Act? A review of the North Dakota NPA does not clearly outline this, nor does our facility's policy and procedure. What do you think?


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