New grad living in misery r/t nurse managers and educator - Page 2Register Today!
- May 19, '12 by Lucky0220Based on another one of your posts, where the thread was asking what hospital and what salary, you gave an annual figure. That suggests to me that you are not an hourly employee. Is this correct? If so, then unfortunately, they do not have to pay you for any extra hours over your scheduled shift. Sounds like a racket to me and sad for the nurses. Let us know and I hope things improve for you.:heartbeat
- May 19, '12 by RuthfarmerYou are being mistreated and abused. What is being required of you is unreasonable and unacceptable. They should be scheduling their training and orientation at more appropriate times. It is not appropriate to expect anyone to be able to focus and attend properly any sort of training or class after a 12 hour shift.
Print yourself a copy of the state nurse practice act and a copy of the labor law referenced above. Next time they try to ambush you and make you stay over, you pull out the copy of the law, and hand it to them. You say, "I would just love to stick around for your meeting, but as it's in violation of the law, I just can't do it."
As a new nurse grad, I had a situation on a cardio pulomonary floor where we were essentially playing musical beds with 4 patients and the ICU. I knew good and darn well, that any two of those very fragile patients would be more than a very seasoned nurse could handle. These weren't straight up cardio pulmonary cases, they were compounded with head injuries and GI injuries, and serious infections. When they tried to assign me all four of those patients and two more, I told them I was not accepting the assignment. You could have heard a pin drop. All chatter in the nurses station died down and everybody looked at me all at once. The bluster and indignation went into overdrive.
I shrugged my shoulders and I pulled out my handy dandy copy of the state nurse practice act that clearly states that it's a nurse's duty to refuse an unsafe assignment. They ranted about being short staffed, they ranted about refusing to be a team player, etc. ad naseum. I simply said, "You'll just have to call the NM, the CNO, the DON, the CEO, the CFO, the COO, whomever you need to call to get some more help here, but by law, it is my duty and responsibility to refuse an unsafe assignment. With whom and how you choose to staff this unit is your choice." I made some suggestions as to how many and which patients I could reasonably be expected to be assigned.
I came to nursing later in life and having worked as a state medical malpractice investigator for a number of years before becoming a nurse, I knew that the situation was untenable, dangerous, and ridiculous. I drew the line in the sand, and figured the worst they could do would be fire me. Being fired for refusing an unsafe assignment would not have shamed me a bit. They didn't fire me. In fact, they called in some of the experienced nurses who were holding office type jobs and had them hit the floor that day to help handle the untenable situation.
Like you, I was one of about 6-8 new grad hires all to the same floor. Had I known that I was one of so many hired for the same floor, I would not have accepted the position. Anytime, they have to replace that many nurses on a floor at one time, you can be most certain the place is a snake pit. And it's a dangerous one.
Leave that snake pit that you are in and don't look back. If you fall asleep at the wheel and drive into a ditch or an on-coming car after spending your shift plus extra hours at your hospital, you can be sure they won't miss a beat. It will be just as if you never existed or worked there. You must take care of yourself.
- May 19, '12 by redhead_NURSE98!Quote from llgAsking someone impromptu to stay over their scheduled shift isn't illegal...not paying them for it most certainly IS!!! Call the labor board, and/or a lawyer.I agree you should be job hunting. What they are doing is not right -- and may be illegal. (You'd have to talk to a lawyer about that.)
- May 19, '12 by cally527US DOL website direct quote "An employer who requires or permits an employee to work overtime is generally required to pay the employee premium pay for such overtime work. Employees covered by the Fair Labor Standards Act (FLSA) must receive overtime pay for hours worked in excess of 40 in a workweek of at least one and one-half times their regular rates of pay. The FLSA does not require overtime pay for work on Saturdays, Sundays, holidays, or regular days of rest, unless overtime hours are worked on such days"
If you were hired as an exempt employee then you should be salaried. If you are paid hourly then your are non exempt and covered by the federal overtime laws. Report the hospital to the DOL and they will change their tune quickly, and have to pay you and all employees, (current and prior) all OT pay that is due to them
- May 20, '12 by Lucky0220fyi
it seems that the op has not answered our questions as to whether he/she is hourly or salaried. in any case, since this is an important topic, i thought i would paste this info from the wage and hour division of the dept. of labor:
wage and hour division (whd)
fact sheet #17n: nurses and the part 541 exemptions under the fair labor standards act (flsa)
to qualify for the learned professional employee exemption, all of the following tests must be met:
the employee must be compensated on a salary or fee basis (as defined in the regulations) at a rate not less than $455 per week;
the employee’s primary duty must be the performance of work requiring advanced knowledge, defined as work which is predominantly intellectual in character and which includes work requiring the consistent exercise of discretion and judgment;
the advanced knowledge must be in a field of science or learning; and
the advanced knowledge must be customarily acquired by a prolonged course of specialized intellectual instruction.
registered nurses who are paid on an hourly basis should receive overtime pay. however, registered nurses who are registered by the appropriate state examining board generally meet the duties requirements for the learned professional exemption, and if paid on a salary basis of at least $455 per week, may be classified as exempt.
licensed practical nurses and other similar health care employees, however, generally do not qualify as exempt learned professionals, regardless of work experience and training, because possession of a specialized advanced academic degree is not a standard prerequisite for entry into such occupations, and are entitled to overtime pay.
hope this helps
- May 20, '12 by Lucky0220Quote from nopainNurseDo not encourage 'mindlor' by responding to his posts which are always argumentative. Read some of them...and you will see what I mean. He likes to push everyone's buttons.I wish there was a "strongly disagree" option next to the "like" button!
- May 24, '12 by maxdogHi, thanks so much for your words of encouragement, everyone... I think about leaving this job every day!! I love being a nurse and all I want to do is focus on taking care of my patient, not constantly think about my dreaded nurse manager all the time. The only problem is, this is my first RN job and I feel like it's necessary to commit a year to this position before I go elsewhere. There's actually a nurse manager on another floor who I'm friendly with who has already said she would hire me-- however Nurse Recruitment at my hospital says that all nurses have to work at least 1 year in their current position before they can transfer to another floor. So I guess I'm stuck here.
Also YES, I am salaried-- so I guess this means I have no leverage to get out of staying late ...