Threatened to be Fired for "patient safety" issues.

The only reason I brought up the weight lifting restriction was to illustrate the entire picture. Jolie, I guess I don't know what you mean about putting responsibility for the 25 lb weight lifting restriction on my NM. I believe that she felt like having me around was a hassel and that has contributed to my upcoming board hearing. I never brought in the note because I considered it and decided that if thousands of other pregnant nurses could work in the hospital, why couldn't I? I did get a second opinion on whether that weight lifting restriction was necessary and deduced that maybe it was more a matter of opinion rather than fact- as I got mixed responses from practitioners. I guess my point is that she DIDN'T have to accomodate me, but I still believe the damage to my reputation was done. I was labeled as a "problem employee" at the start because of pregnancy-related issues.

This forum has been very helpful for my to muddle through what has happened and to learn from my errors, both in terms of nursing and in terms of the politics of nursing and starting your first job. I suppose I drift back to the original question that brought me to the forum and that was my concern that there was merit to the allegations. I can totally accept that I should have kept my mouth shut about the pregnancy and picked my battles when I went to the union. What I would have had difficulty accepting is that I am just not cut out for nursing because I am incapable of performing my duties safely, which seems to be what my NM is alleging.
As far as the job goes- I couldn't be happier to never see my NM again and I really don't mind too much starting over somewhere else. But I feel like I couldn't go through an ordeal similar to this one again and wonder if I shouldn't just give it up.
It sounds like from the posts I have received that although mistakes HAVE been made, I am not necessarily unsafe, rather the situation is complicated by poor management, inadequate training, and starting my job with medical issues. Thanks for all of your responses

Yes, I realize malpractice insurance would have been very helpful in this situation by making available legal advice. At this time, I decided going to a peer review board hearing and potentially being terminated was a bigger risk than I was willing to take. I did consult with an attorney who basically suggested that I quit because a resignation would be easier to explain than a termination. Obviously, though, I'd rather leave this off my resume.
However, I believe that the facility is required to report me to my BON as I resigned amid potential charges. But as I and others have said, I have not stolen medication, come to work high/drunk, abused anyone or done anything like that. So hopefully no action will be taken against my license. I've only been licensed for 7 months!

I did resign, effective tomorrow, actually. I do have preceptors that would be references for me. During my orientation, I was actually shuffled around quite a bit, so I can count pretty much every nurse on my floor as a preceptor (including the LPNs). I am an RN.
Thanks for the encouragement. I am two weeks from my due date at this time, so I plan to worry about looking for other employment following a lengthy "maternity leave".
I spoke to an attorney, who was actually representing the hospital that I work for and he told me that they often send these reports as a formality. I also looked at my BON website and they state that if a nurse resigns in the face of a peer board review hearing, that is cause to be reported. Plus since my manager is alleging that I am unsafe, I think she is a mandated reporter. However, I believe that she should have reported any medication errors in a timely manner and since it has been months since I made any errors (with the exception of one), I don't think there is anything to be done about my performance while I was orienting.
Plus, the attorney at the hospital told me that what they would send to the BON is the memorandum my NM put together. The first two pages of the memorandum are dedicated to issues surrounding my pregnancy, like I requested to leave early due to a prenatal appointment and I was concerned about contact isolation. To me, that is not something that I should be disciplined for. Or even something to be taken seriously by the BON. If I was reviewing the memorandum (which does not include incident reports, even), I would probably dismiss it because it makes no sense.
I swear if I had more energy, I would fight this thing. But as it stands, this facility is sub-par and the education I received is indicative of that.
I think the malpractice insurance would have been helpful so that I could get free legal counsel from my insurer.
The next position I take will have to provide extensive training appropriate to the novice nurse, as I am never putting my reputation in jeopardy again.
I mean, I should have been given more training the moment management noticed that I was not aware of many of the policies and procedures!

Well, I just got a letter from my former employer summarizing their reasons for reporting me to the BON. They say that I can respond to the accusations within 14 days or they will decide independently whether or not to report me. I am afraid to make any further contact with them and fear that I may need legal advice at this point. I just got my license in February of this year! Anyone have any thoughts/advice?
And on top of it all, my baby is due any day now!