CASTLEGATES, ASN, BSN, RN 7,160 Views
Joined: Aug 27, '09;
Posts: 433 (40% Liked)
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You can always tell mom it's a child protective issue, where he has a disorder and he needs to be seen, so you can better look after his needs. If he's having uncontrolled "seizures" at school, you need to have a multidisciplinary meeting how to attend to his needs, telling her the disability assistance laws come onto effect with this case. Let her know she's got to do her due diligence, just like you do, if he's continuing these "seizures" uncontrolled an untreated--of course it could become a legal issue (turn the tables) :-)
Depression is a horror, I know. In nursing you're expected to be a resource, so it would be very difficult trying to help someone with unresolved issues that could complicate traumatic situations like suicide, death, and horrible things that happen to the innocent who are admitted to hospitals. A normal, healthy nurse can be driven to the edge, needing additional support because of the types of patients we care for. This does not include some very dysfunctional environments that seem to pervade the profession (that other employers wouldn't tolerate for a day). I would second several of those advising you seek professional help, moving towards a career counselor. There are many rewarding jobs out there that don't expect so much giving of yourself, which invariably can take a toll on any nurse.
I wish you the utmost success in your future.
That's an easy fix. Make a formal report to HR for workplace harassment. You'll be covered by the whistle-blower act for any retaliation, as well. They shouldn't dare to touch you once you put it in writing. This is your workplace where you should be able to expect a level of professionalism, who do they think they are, not your husband/wife, etc.
Goodness! I'm sort of split on that one. We've had some directors who should be reported to someone for abuse of power and gross incompetence, but that's an employment thing. It would be nice to be able to have them interviewed by someone on one hand, but on the other, to be fair, so many employers support or cause dysfunctional environments why should your license be involved when it's more the workplace culture. Hardly seems like a practice licensing issue, than a performance issue. That sounds like one state to avoid working in.
One interesting piece of legislation they're pushing RIGHT NOW is for NP's to be able to prescribe buprenorphine, fixing DATA-2000 Act barriers. This is called the TREAT Act, however, it requires physician hand-holding to prescribe this proven, safe addiction drug, even in states where NP's are already sole practitioners.
I found a form letter on the IntNSA (International Nursing Society on Addictions) also on their FB, or you can make your own. I've contacted 5 lawmakers with with good results. Push your house & senate reps to revise the TREAT Act allowing sole practicing prescriptive privilege NP states to continue sole prescribing, since NP's prescribe the drugs they may become hooked on, this would make an unnecessary barrier treating addiction. It doesn't change the studies showing >75% MD reluctance to prescribe that already exists, even for those already licensed to do so.
NP's are our nation's front-line providers, requiring an MD in sole practice states is a step back, relying on something proven to be in short and unwilling supply. The TEAT Act is good legislation, but as written it doesn't increase provider numbers, reliant on the few same MD's who already do. They already tried it, 1/2 the addicts seeking help can't get it. They should leave NP's prescriptive authority as-is, adding this just like any other narcotic they already prescribe, shoring up those 50%, saving hundreds of thousands of lives.
Does this sound likable to you? :-)
I'm happy to say with a nasty case of pneumonia, I will was able to pass the CARN exam after years of studying (since they revised it last time I was ready to sit, I had to wait for the new study guide & test). It was more difficult than anticipated, questions obscured when they could have been straight forward. Nevertheless, it's done!
There are 720 CARN's in the world, 120 CARN-AP's.
Hi Fellow Nurses! I am actively seeking the Chamberlain RN-BSN-MSN FNP Program (whew, that was a lot to type.) I have a BA in another subject and work PT as an RN. I have a lot of questions before I send in my transcripts.
1. How long does this entire program take? It's about 2 1/2yrs
2. Does my preceptor have to be in the same state that I reside in? The same state you're licensed in
3. How much does the program cost? It's $1800/class+you fly up there to do some testing. Doctorate is higher.
Can I apply for a Stafford Loan or any type of Financial Aid?
The best I've ever heard is people getting $500.00, other than outside loans
4. What's the pass rate of the program?
I'm sorry, I don't know that.
I appreciate any suggestions or information that any of you may have.
I just dropped out. I have a cumulative 4.0, but unable to keep up there, even having taken MSN classes before. There were a few things I learned upon bill receipt/after I started, so info's hard to get up front given you register by phone & credit card. No help w/clinicals, required to find your own before first class, but all this isn't always clear when you're a month into the process/starting in 1wk. Classroom conversations all APA w/references, not like standard scholarly discussions w/assignments. Assignments made Sun, graded tough & due Wed, except for the weekly project next Sun. To summarize=2 APA posts w/references (basically papers), 2 APA responses/wk + weekly referenced APA project/presentation, etc. Impossible w/my workload. I was endangering first lifetime fail by staying. Maybe just not for me. Upsetting If you have any disability, they don't accept cert if>5yrs old, even if it's permanent, they want you to find someplace and go through retesting all over again. Having said that, I don't know if I'd really recommend it or not! Maybe it would be great for you. I'm just forever relieved I quit, weight off my shoulders. I'm determined to finish, just not there.
Not recommended. I dropped out first class. Massive mistake on my part.
There are certain benefits, rolling admissions (some places claim it, but it's really rolling registration). Price is roughly2x normal Univ. Discussions come Sun, due Wed, 2 APA referenced responses (basically APA papers) plus 2 more APA responses/3 days, plus a larger weekly assignment. Workload w/timeline isn't work-friendly. No help finding clinical sites, required BEFORE you start classes (they won't tell you, 'till a couple weeks before classes start). I had no idea they tack on $600/class, they also don't disclose upfront 'till I saw the bill swearing it was a mistake (you want to know how much, they want to tell you how much for the class alone, leaving out "other fees"). Even my adviser insisted no $600 add-on 'till a month later when I got the bill. All other universities give total price, no word-mincing. In regular university classes, you can freely discuss scholarly topics, proper grammar required, making learning more relaxed. Here's it's overly stressful APA paper responses, with references, etc. Ugh!
In the odd chance you have a disability, they require retesting<5yrs (even for permanent, as in lifetime disabilities). This is a first of 6 Univ's in my career (not that I was asking, nor did I use it much, it but it's legit). This would mean a few thousand + a week of testing again I already went through (learned after classes started my request was rejected because >5yrs old).
Dropping out is the best decision I've ever made! I have cumulative 4.0, but first in my life I sinking, requirements so stringent learning is a byproduct of tons of work. I'm so relieved! I'll revert to waiting another 6-9 months to get into a state university NP program. It's my own fault for being impatient.
Last Master's rotation that led to FNP's had not one but 2 instructors sleeping, instead of instructing graduate students. These were not the easy classes, but the infamous P's classes you really need for you career, and the boards. Classmates took it upon themselves to try to figure out the requirements (amidst snoring instructors) out of the syllabus themselves, since instruction was esentially nonexistent (despite complaints to the dean). After everyone graduated, they received letters offering them audits to retake these 2 classes. After passing the boards, who would want to go back and audit a class that should have been there, in the first place? Even more importantly, who wants to be treated by an NP who made it through the boards, lacking in critical areas because of sleeping instructors? It's unfair all the way around (since it wasn't just one, this signifies more global quality program concerns). Just a caution before you choose this option.
Unfortunately the AANP wasn't even present during the DATA 2000 act that allowed only MD's to prescribe buprenorphine (nevermind NP's and PA's can prescribe potent opiates they can become addicted to). Due to the absence of NP's at that legislation, they were left out of the act altogether--even allowing the AMA to refer to NP's as "paraprofessionals" unanswered (paraprofessional=uneducated assistant of a professional).
Subsequent efforts for legislation have failed, and something like 80% of providers who have the ability, still don't prescribe buprenorphine for addiction. They want this epidemic treated, but the AMA's got them by the toes and meanwhile, patients aren't being treated for the safest treatment for opiate addiction since abstinence. Since my specialty is addiction, I'm interested in any way to get legislation revisited, using the statistics of other countries (and our own failure to adequately treat the heroin epidemic). Even states like Maine have requested other providers be allowed to help, but the response was nothing but crickets. I'm currently in school (with the goal of opening an addictions treatment clinic). It looks like I'll be required to have a physician, if I want to treat them adequately (I was hoping for an all NP practice, like many have been emerging lately).
There used to be a lot of internet chatter about this topic, but it faded off more recently. I'm interested in continuing to bark, until legislation is changed allowing NP's to treat opiate addiction with buprenorphine monotherapy and duotherapy. It WILL eventually happen, (just as NP's will continue increasing in numbers in acute settings despite AMA protests). It's just a matter of when. It would be nice if the when was sooner (to save more lives). France has impressive statistics, even with diverted drugs saving lives. Fascinating to see how we're just catching up to other countries as far as health care (since we're not even in the top couple dozen for neither health care, or life expectancy).
If my wife didn't stay home, we'd have a serious issue. It's complicated, but if she ends up being deported for any reason (still may happen-I don't want to get into detail at the moment), then I'll be in dire straits. I do 12hr nights. I've almost always done nights, since I'm nocturnal anyway. I researched nannies, babysitter, etc. It's bad 'cause you need someone to stay the night (just in case), then stay the day, while you're sleeping.
For me, I know they cannot fire me, since I follow the rules and do exactly as directed. If they're breaking the law, I'll say something and run it up the pole (if that's what needs to happen). My only issues are unfair treatment and lateral violence, for which I have zero tolerance. If someone is targeting me, they'll pay and I won't let it go until something permanent has been done about it. It's just that simple. I cannot comment because I cannot see you in person to sense your demeanor, how you carry yourself, etc. I do sense the vibes another astute nurse observed, though.
It reminds me of a comedy where the bad guy jumps into the window of a hotel, and the woman inside started yelling, saying "don't touch, me, don't touch me" (but her body was following him as she was disrobing)!! Two completely different things if you had either your eyes closed, or the sound off.
It's very possible body language is saying one thing, words are saying another and I would also venture to assume this has been a pattern in other jobs and environments, before. Never is the victim to blame (don't get me wrong), but if I were you, I'd go for the kill (never maim). There is a process for formal complaints, and if it's not handled appropriately, they will owe you some money when you take them to court. You're there to work, not to make buddies. If they're making this impossible, there are plenty of ways to hold others accountable and if higher admin supports this, then you've got a slam dunk suit. Just that simple. Don't tolerate a second of it. Not a second. If they're not in the line of decisions that affect the jobs, or get things done, don't complain to them (collaborating physician, etc). Go to HR, tell HR you want to pursue and send certified letters.
People go to hospitals because they need nurses. Nurses are revenue producers, not just costs. When a patient is admitted, it is for nursing care. Labs and tests can be scheduled in, or outpatient, but it's the nursing care that gets them back to health. I keep hearing that physicians are revenue producers, nurses are costs (seems kinda ridiculous). We work as a team to get patients out of the door, and retain some income for their stay. Physicians will check outpatient to see how they are, and if they need 24/7 nurses again, they'll readmit them and we start again.
I echo what was just said.Take your clinicals, what you learned and apply to the best of your ability. Easy to say that (knowing you can't go back in time), but perhaps that may help those in clinicals now (see yourself handling all this on your own). Part may be confidence, and going to the other providers, busy or not, and asking them anyway. You've got to be a little aggressive, if it means sink or swim. Those are only my naive thoughts :-)
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