Lpn in Management

I think the only place you can get an accurate and legal answer would be the IL BON. Why not place a call or send an email/snail mail to them. That way if it is ok for the LPN to do it, you have the back up from the BON when the "LPN's can't write up RN's" starts. And if its not ok, then know you know and changes can be made.

In the interim, if its such a sticking point, why not just have the DON (I'm assuming s/he is an RN) do the formal write up and counseling?

As a LPN that has been in management positions in the past, I can attempt an answer. (But of course, the best answer would come from your BON)

Most nurse practice acts prohibit LPNs from acting in a CLINICAL supervisory role with RNs.

LPNs can manage RNs in NON-CLINICAL areas. For example, the LPN who is an ADON could write up a RN for poor attendance, but NOT for incorrectly doing a dressing change, or for a med error.

Now, where it gets sticky is in the area of facility POLICY vs. clinical guidelines. A LPN nurse manager can enforce facility policy, as long as the LPN is not critiquing or evaluating the Rn's practice of nursing. So, for example, if it is the facilities policy that all new wounds are measured and reported within a certain time frame, and the RN does not follow that policy, the LPN Wound Nurse CAN discipline the RN for that violation of policy, but it would be outside the LPN scope of practice to discipline a RN for incorrectly performing a dressing change.

I hope this helped.