Am I fired? CNA Checking Blood Sugar

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Well something unfortunate happened...I am both an LVN and CNA at different jobs. I was at my CNA job when an RN asked me to check a B/S, I did it without even thinking twice (because I do it all the time at my other job) Someone saw and reported it. Am I fired ? What are your thoughts? Thanks 

Specializes in Rehab/Nurse Manager.
21 hours ago, JKL33 said:

I hope it would be handled with a simple review of expectations and would not become a big issue.

That said,

There are two separate issues, one being the scope of practice associated with the LVN license and the other being whether or not the employer has vetted the employee to work in a certain capacity.

OP I do hope you will not be harshly disciplinED for this! It is certainly easy to understand how/why it happened and is very small potatoes overall. Good luck~

For sure, there are two different issues--working within one's scope of practice from licensure and working within employment restrictions.  This is why it's very hard to know how the employer may respond.  I agree that it is very understandable why this happened and I also hope that OP is not overly disciplined, if even at all.  Maybe just a reminder of what her duties are when she is working as a CNA are or perhaps they could extend some of her duties while she is working at that job given that she is trained as an LVN.  Regardless, this is not something that should hold OP back in the future. 

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Specializes in Rehab/Nurse Manager.
1 hour ago, Rose_Queen said:

This is something that you will see several members including me advocating against. Your license holds you to one standard but the job description for the position below the level of your licensure results in additional restrictions. Yet the Board of Nursing will hold you to the level of your licensure. This can lead to being between a rock and a hard place when you know what is expected of you by your license but what is restricted by the employer. 

I agree.  And this is why it is hard to know how the employer will respond.  In regards to OP's workplace policies, the OP is in violation.  But legally, there is not much to be done since blood glucose checks are within the scope of practice for an LPN.   It's great that the OP is willing to complete CNA work--we need more nurses like that--but there are too many legally implications that could result from an LPN working as a CNA, so I personally wouldn't do it. 

OP, is it possible they could expand the number of skills you are able to perform at the workplace, even though you are primarily employed as a CNA?  I am sure the nurses would appreciate another helping hand in regards to taking blood sugars more routinely in the future or even administering medications.  

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1 minute ago, SilverBells said:

OP, is it possible they could expand the number of skills you are able to perform at the workplace, even though you are primarily employed as a CNA?  I am sure the nurses would appreciate another helping hand in regards to taking blood sugars more routinely in the future or even administering medications.  

The nurses would appreciate it, but would the other CNAs? ...most likely not, if they had to pick up the slack while their fellow CNA checked blood sugars and passed meds.

If they want the OP to work as a nurse, they probably need to hire her as a nurse.

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Specializes in Psych (25 years), Medical (15 years).
15 hours ago, oldie said:

Well I didn't hear anything today and I work tomorrow, Ill let you know what happens.

As I said when I worked weekend three twelves:

"I leave every Monday morning thinking that I'll be fired for something I did or didn't do and then come in on Friday and see my name on the schedule!"

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Specializes in ER.

Tattletales are such petty people. 

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Specializes in Psych (25 years), Medical (15 years).
1 hour ago, Emergent said:

Tattletales are such petty people. 

Now now, Emergent.

Being a good tattletale requires an exceptional attention for detail and then blowing them out of proportion.

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Specializes in Community health.

My first job out of nursing school is in a very chaotic inner-city FQHC. I think that now that I’ve gotten accustomed to working here, I would never be able to cut it in a hospital. We joke— sort of joking— that we just do whatever the hell we want. Using the equipment to check our own heart rhythms, etc. I would be so screwed if I went to a facility that monitored every little move the nurses make. 

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Specializes in CNA.

Update well I went to work and spoke with the RN she said they tried to write her up in the office but she denied everything and so they couldn’t write her up . Meanwhile not a word was said to me about the incident from anyone.  Maybe it’s because I’m in a Covid room all day ? But no manager has reached out to me at all. I also saw I was on the future schedule , so praying it stays that way. What a mistake I will never confuse my jobs again! Thank you all for replying .

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Specializes in Hospice, corrections, psychiatry, rehab, LTC.
21 hours ago, Rose_Queen said:

This is something that you will see several members including me advocating against. Your license holds you to one standard but the job description for the position below the level of your licensure results in additional restrictions. Yet the Board of Nursing will hold you to the level of your licensure. This can lead to being between a rock and a hard place when you know what is expected of you by your license but what is restricted by the employer. 

I couldn't do it. I wouldn't want to juggle what I could and could not do for two different employers, especially at two different practice levels.

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Specializes in CNA.
On 1/13/2021 at 9:55 AM, Orca said:

I couldn't do it. I wouldn't want to juggle what I could and could not do for two different employers, especially at two different practice levels.

On 1/13/2021 at 9:55 AM, Orca said:

I couldn't do it. I wouldn't want to juggle what I could and could not do for two different employers, especially at two different practice levels.

Me either but I have been a CNA  so long I actually make way more as a CNA then I do an lvn like seven dollars more ! 

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Specializes in C-EFM, L&D/Postpartum/AP/PACU.

Generally, an employee is held liable for the highest licensure that they have regardless of what position they are working. For example, some registered nurses take positions that are coded for LPNs or even CNAs because that is all that is available at a given time or all that fits with their child care options. However, being licensed as an RN means that if you do something wrong that an RN should have known how to do, you can be disciplined as an RN. 

However, facilities may still restrict your scope to the position you are working in and may report you to the state licensing board for violating hospital policy, or discipline you internally. If you were my employee, I would likely not discipline you unless hospital policy required it. However, I think it is essential that you clarify with your manager what you are allowed to do and provide your manager and HR a copy of your nursing license if you haven’t already. Remember, once is a mistake. Twice is neglect. 

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Specializes in Peds/outpatient FP,derm,allergy/private duty.
On 1/12/2021 at 11:18 AM, Emergent said:

Tattletales are such petty people. 

I agree. And as I am probably older than oldie, I can say I think it's gotten way worse over the years.

oldie-- I think blood sugars can be delegated to CNAs in California, so that any problem you'll have will be with a violation of your facility policy.

As they didn't jump on you right away, I'm going to hold the thought that this will blow over and that you are most assuredly not fired. 

 

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