Clock out by 8am or get reprimanded!!! - page 6
To all, does anyone else get this at their job? I mean, for the most part depending on how your night/day went you would clock out right about on time or a little/waaay past it if you had a... Read More
2Dec 1, '08 by herring_RN Guide
Originally Posted by herring_RN
I bolded "nationally excepted standards" because if they exist I've never seen them. Does anyone know what these standards are?Quote from lrhicpI know one standard in the state of California. But how is it nationally accepted when there are a number of them?There are a number of staff/patient ratio matrix systems out there, but each facility needs to adjust them to fit their own staffing patterns
It seems to me, each unit and each shift of each hospital would have a different standard. That seems like thousands of standards.
California State law:
8Dec 1, '08 by mscsrjhmQuote from KymmiThere is one more- the conscientious nurse. The nurse who really tries to do his/her job correctly.Bottom line is you have 3 different situations/scenerios :
1) The nurse who has poor time management skills and is always clocking out late due to inability to finish her work in the scheduled shift...
2) The nurse that routinely stays late to "milk the clock"...
3) The nurse who is ususally out on time however had a very bad day...
Examples that we all see:
UA was ordered for days- the patient had a foley...
Stool spec needed for days- but no hat in the bathroom...
Pt skin very dry and flaky- no lotion in the room- pt never had any...
No toothbrush or paste in the room- inpatient for days!...
Breakdown for days- all it takes is getting an order from the Doc for the special beds and wound nurse...why wasn't it done when first indicated?
Management should really look at all angles.
2Dec 16, '08 by wonderbeeI think management turns a blind eye to shortcuts to keep within budget constraints as long as no one raises a stink... if you don't see it, it doesn't exist. But the minute one of those shortcuts results in a problem, time management isn't a consideration anymore. It can't be both ways.
2Dec 26, '08 by rabbitgirrlDialysis says:
"If every nurse stays one or two hours overtime each night, do you know how many extra staff you could add to each shift with their overtime?
Sorry.. but Nurses need to hold the nurse that is signing off to you that they have done their job and they need to be ready to give you your shift report when you come in. I work with a lot of nurses that are very poor planners and they wait til the end of the shift to chart instead of doing it while they work. They bring in their breakfast and sit down to eat before they write the CNA's assignments. They are text mess their friends.. I can go on.
While I work with some nurse that are wonderful, I also supervise some that are easy distracted. They dont ask for help when they fall behide.
When I worked for an Nursing Agency, you were paid only for 8 hours and if you were not done, you didnt get paid. I was always done.
Come on, you know that you have worked with nurses that are just slow workers some even goofed off! Perhaps that environment is not for them."
So, Dialysis, what do you think is the ratio of lazy nurses to greedy employers?
Does corporate know what constitutes good nursing practice? And budgets... well, they are arbitrary, abstract, and profit-driven... but a sick person is not abstract standard unit. "I'm sorry, you only recieve $0.47 worth of butt-wiping today. You've already had your alotment... If nothing else, remember that you are building the healthcare system that you will spend your own old age in.
It saddens me that it only takes a few bucks and a title to make some nurses betray others.
I wish you happiness, prosperity, and courage to find what is important and stand by it.
I hope by the end of your life, you can look back with real pride at what you've done.Last edit by rabbitgirrl on Dec 26, '08
1Jun 26, '09 by psalmQuote from bsndeedeeI feel like it is my fault if I am not done. I also have an undisclosed disability that makes me slower than the average person and am not sure what to do about it
Does your employer know about your diability? There has to be reasonable accomodations for employees who have diabilities that may affect performance.
0Jun 27, '09 by bsndeedeeNo I have not disclosed it. I have kept it hidden for years and I have attempted to compensate for it. I have only recently discovered through research that My inability to manage time and organize is another part of my disability. I always thought it was my fault and I have not had any medical treatment or therapy since I had corrective surgery to correct my physical defects. Therefore, I am not sure what to do now. I am going to try to talk my family doctor but she is not always receptive. Idon't want to say anything since I have no proof. My childhood record were sealed when my physician died and I am not sure that the hospital that did my assessments and surgery at age 9 would still have any info.
0Aug 12, '09 by PiPhi2004Even on my busiest of days I am always able to clock out before 0800, even when I have 3 pt assignments in the ICU, and I've had some bad ones before! I always keep up with my charting and I delegate or decide what can wait for the next shift. If you are consistently clocking out late then there is a problem. However 90% of our nursing staff is on 12s, and getting OT for staying late doesn't happen. The last hospital I worked at only hired for 12 hour shifts for floors and ICU. I don't see why they don't just do that if its a problem paying all the extra OT.
1Aug 12, '09 by psalmI work 8 hour shifts and most of my co-workers work 12s. Sometimes I go over, and I rarely get a lunch; Maybe that is why hospitals went to 12 hour shifts? Coz I have to cram all my work in 8 hours whereas the 12 hour shifts have "more time"...they also have an extra med pass; more treatments; as well as admits.
Some of us just can't handle 12 hour shifts; if we go to that exclusively, I will have to find another position.
1Sep 28, '09 by CASTLEGATESidiots need to stop using clocks like factory workers. seems like the crappiest hospitals punch in and out anymore. You need to guage it with your salary. If it's hourly then clock out when you're done and definitely TEAM TOGETHER and form a mini union so to speak. Start talking to others and get phone numbers should people get fired and everyone needs to do the same thing (refuse, comply, etc). If they get stonewalled, they'll go back to the drawing board or have to find all new staff. You MUST be united.
0Sep 28, '09 by CASTLEGATESQuote from psalmI've got an undisclosed disability, too. It's all doable if you organize using your own forms to jot notes on before hand. Having said that, a percentage of staff there will also have the same disability so don't sweat it...try to think it through before you're in the thick of it, organize before hand. I used to use a PDA to help me and that went well. Some write meds in theirs.Does your employer know about your diability? There has to be reasonable accomodations for employees who have diabilities that may affect performance.
Still, use OT and if your disability isn't diagnosed then it doesn't exist and it can be 'discovered' later....just punch out when you're done. Period. Every place will have stragglers, investigate and address it. never work for free...those bastards! (and I've been on the other side of it, too)! It's a budget battle and nursing battle...team together formally or informally ans win it!
2Oct 7, '09 by JericoA professional nurse does not get intimidated by management making threats.
A professional nurse does not work without pay.
A professional nurse does what she needs to do ON THE CLOCK.
Nursing personnel who cower and bend to intimidation ALLOW management to suck the blood out of nurses.
YOU have a license you must keep, use it. Report illegal labor practices and intimidation.
1Oct 7, '09 by nicurn001Quote from jericoi agree with you that illegal labor practices and intimidation should be reported , however my experience is that individual nurses , are not willing to do so , because of fear of intimidation and fear of how the report may effect their employer ( the employer usually argues , they can't follow law as too expensive , so if they did , they couldn't afford to operate ). even in a unionized enviroment some nurses will moan and moan about a labor practice , but when told that in order to resolve problem a grievance will have to be filled , they balk at completing the process .a professional nurse does not get intimidated by management making threats.fine in theory , but in the real world nurses are intimidated .
a professional nurse does not work without pay. many do , doesn't even hold true in other professions , when they have to eat their fees, eg . insurance refuses to reimburse them .
a professional nurse does what she needs to do on the clock.then when the patient load is so great , what are they supposed to do , walk off when their shift ?!
nursing personnel who cower and bend to intimidation allow management to suck the blood out of nurses.nursing personnel who have raised objections all too often are told if you don't like it leave , those who watch others protest individually see those nurse become marked for retribution .
you have a license you must keep, use it. report illegal labor practices and intimidation.