Latest Comments by Kooky Korky

Kooky Korky 32,230 Views

Joined: Feb 12, '10; Posts: 4,102 (54% Liked) ; Likes: 5,739

Sorted By Last Comment (Max 500)
  • 0

    Quote from prettywishes
    I agree 100%! I started my job when I began NUR101 and thought it would be great because it was sort of like a CNA position. I felt the wage was decent compared to the $10-12/hr CNAs usually make in my area. Now she's requesting me to do nursing duties (med admin- po & injections) but hasn't discussed with me raising my rate or changing my title so it would be within my scope of practice.

    I'm going to take the advice I received and not back down. I plan on giving her a month notice because it's hard for her to find help and I understand she's moving in November, even if she doesn't deserve it. It's time for me to move on. Thank you all for helping me get the courage up to finally make this decision concrete in my mind, I typed up my resignation letter and plan on handing it in this Sunday (it's my Friday, to give her a week to stew about it before I see her again). I'm nervous how she's going to react but I can't be afraid forever.
    Don't violate your scope of practice. She could use that against you.

  • 0

    Quote from Have Nurse
    Actually, that might give you some leverage, since she's receiving State money. She can either give you a decent reference, or you can offer to have her sit down with you, the State and the IRS....

    Seriously though, most states have laws regarding what she's doing and as far as a reference goes, for risk management purposes, most employers only need to verify employment, dates and wage. It really shouldn't be a problem. If she is compelled to intimidate you with her body language that you mentioned, (eyes narrowing etc.), she is weaker than you think.

    Be respectful, but direct. And don't back down.
    And don't turn your back to her. Look her right in the eye, calmly but beadily, just like she did you.

    I am glad you are taking steps to improve your situation.

    I would still make her pay you for any and all hours you have worked, regular hours and overtime. Don't let her intimidate you. As others have said, you have to learn to stand up for yourself because no one else can or will. Make her follow the law.

    It is probably not illegal to secretly record your conversations with her. Check it out with a couple of attorneys in your own state.

    Maybe you could even secretly take a video while you talk to her. She sounds like a psycho or is very good at scaring people.

    Best wishes to you.

  • 3
    blondy2061h, NRSKarenRN, and chare like this.

    Quote from TNT_RN09
    Well when you've already paid for hotels & booked flights months in advance to then find out 30 days before your vacation is denied, i see why many would quit
    But you need to get approval before making those expenditures. And it should be in writing for your protection.

  • 0

    Quote from anna27
    My childhood dream was to be an army medic - but, I got diagnosed with epilepsy so that was blown out of the picture unfortunately. You all make good points about the degree that my life will be impacted.
    Do you have a current epilepsy diagnosis?

  • 0

    Quote from vanilla bean
    I used to live in a part of the country with a very high cost of living and have worked with numerous nurses over the years who worked 2 full-time jobs. One that I can recall did it for decades until finally retiring from one job.

    It's obviously not desirable and can seriously impinge on your personal life, but if you get 2 jobs that work 12-hour shifts each then you can conceivably work 6 days a week. Trying to get 2 jobs to accommodate work schedules will be a challenge and you may frequently find yourself double booked and scrambling to swap shifts with coworkers.

    You may be better off getting a job that offers lots of opportunities for overtime, particularly if those shifts pay you time and a half or double time.
    So not all OT is at least time and a half?

  • 1
    SmilingBluEyes likes this.

    Quote from cleback
    Yikes sorry... I would hate that kind of management too.

    I don't have any suggestions though, sorry, except escape all jobs that provide human services. My husband works with computers and seems very happy.
    I suggest that people who are being treated so poorly get their lawmakers involved. Speak up. Take action. Very few ever do this, it seems. They just complain and commiserate. Wake up, people. Act like you've got a pair (Gunnery Sgt. Hartman in the movie about Vietnam)

  • 2
    TNT_RN09 and mtmkjr like this.

    Some patients and visitors are problematic.

    You still need to learn to cope with them. Take the recommended class.

    And you will find difficult wherever you are, at the bedside or not.

    Learn and grow. Take the class.

    One big step - realize that you don't have to reply to every word or gesture or whatever they say or do.

    Also - you can say "I can help you".

    Or, if possible without messing up your schedule, say "I'll be back in a bit. I just remembered something I have to do right now". And leave.

    Just long enough to get yourself calmed down and feeling better towards them.

    That's another thing. Remember that, on at least some level, the people are sick.

    Take the class and learn some coping skills. Life will go better for you.

  • 1
    Here.I.Stand likes this.

    Quote from JBudd
    I was out for around 7 months, with surgery and cancer treatments, I used my accumulated leave the entire time, although towards the end I was only submitting the minimum number of hours to keep my health insurance active.


    They tried to tell me I hadn't worked enough hours in the previous year to qualify for FMLA. Short something like, 40 hours. I asked, did you count the 48 hours I just did a few months before on jury duty? Because the hospital paid me for it! (union contract). I did not willing miss those hours, I was required to by law. They tried to say no, but I raised a stink as did my director and manager, and HR gave in.
    Most HR folk should be put adrift in a small boat in the middle of a hurricane.

    So glad you won.

  • 4
    Serhilda, Emergent, brownbook, and 1 other like this.

    Quote from not.done.yet
    A brave article that brings to light something that most would rather pretend isn't happening. Unfortunately (or perhaps fortunately?) the current political and social climate has thrust the truth of it out into the spotlight and it is very difficult to look away from. It is also very difficult to look directly at. How many of us would like to believe we do not have any social bias? How many of us decry the idea of privilege, finding it far more comfortable to believe the playing field is level, despite all evidence to the contrary?

    Keep singing your truth, OP. We all need to hear it, think about it and let it and stories like it change us from the inside out. I am torn up about what is happening in our country and will do what I can to be part of the solution. Sometimes that looks like listening, accepting, thinking and giving credence. Your truth is yours and someone's unwillingness to entertain the idea that it isn't true has less to do with you than it does them. Summary dismissal is just too easy and almost never the right response and it is brave of you to subject yourself to it in the name of putting light on a subject so many prefer to ignore.
    And sometimes it means the minority could actually be in the wrong. Or do you just not think that is ever possible?

  • 0

    Quote from Delia37
    So, essentially you are insinuating the OP is crying wolf??
    That's the thing, covert racism is well and alive. In my almost 20 years of nursing, I've seen it in many different forms: a surgeon who makes bogus complains on one of the best nurses in the unit (African American); a family that tells you they do not want that night nurse again because "they didn't connect"; a manager who keeps writing up a nurse for menial transgressions (i.e. not labeling an IV site); an educated/experienced nurse being passed for promotion for someone with far less experienced....you get the picture. Unless you are a minority yourself (or really closed to one), it is really difficult to relate and understand where they are coming from. Honestly, I'd have more respect for someone who is direct in their point of views vs someone who passive aggressively discriminate in an overt manner. I think I'd give the OP enough credit and respect (since she is the one going through that situation) to believe and empathize with what she is sharing in this forum.
    She should have labeled the IV site. Maybe someone is sleeping with someone and she is not.
    There is a ton of so-called reverse discrimination out there, too.
    Maybe personality enters into the equation.

    Just because someone says it's so, doesn't mean it is.

  • 0

    Quote from BostonFNP
    About the hospital not giving nurses free parking??? Seriously?

    Again, I'd love to hear what other non-revenue generating hospital labor is getting free parking while nursing is not.
    I didn't say anyone was getting free parking except doctors.

    I guess it depends on where you work, maybe even what town you're in. Where I work, everyone, including doctors, parks in the same place. Only handicapped are close to the door. Even the Administrator and Managers hike from the lower 40. Even that walk is pretty short. Some park farthest away for the exercise.

    As an NP, I suppose you consider yourself a revenue generator, so you aren't a lowly nurse.

    How, though, would you like to have to do what some of the people on this post have to do in terms of time expenditure to travel just from where they park to get to their worksite? You wouldn't. Want to pay extra for parking for being late getting off? Want to traverse unsafe neighborhoods at night?

    Maybe all non generators should strike for a couple of weeks. Can you handle housekeeping? You sound, frankly, snooty. And maybe you could work as a cook, baker, supply chain person, Security, or other low on the totem pole person. Shame on you. You are forgetting from whence you came, methinks. Sorry if I am wrong.

    And yes, this is a genuinely painful issue, fought daily by plenty of workers. So they need to speak up about it if they are unhappy.

  • 0

    No, although I do like knowing how it works, knowing the information about the human body, knowing first aid, knowing how to deal with the medical system.

    Lawyer

    lots of evil people I've worked with, working holidays, bosses who don't know how to be good bosses, non-nurses telling nurses how to nurse, having to work no matter what the weather

    There have been some great coworkers and one boss stands out as being the best possible boss one could have, just some really awful ones, too.

  • 0

    Quote from Kallie3006
    Sounds like some horrible circumstances and thankfully the outcome did not follow suit. You said another nurse took over charge when L had to leave. If this is the case then wouldn't it be relief CN patient if in fact this person did assume the role of CN for however many hours until shift change? Does the CN's not have a list of who is assigned to who or realize L's name was next to Mr. Stablish Neuro at least from making assignments for the next shift? Every unit I have ever worked on EVERYONE knew if CN had to take patients, EVERYBODY. Having said that I would be more upset with the day staffing TEAM for not stepping up to help out in an emergency. By reading your perspective I feel CN relief assumed care by default for assuming the CN role, but most importantly the rest of the nurses that shift should have stepped up and helped L and CN relief to ensure patient safety if nothing else. L would be the LAST person I would be focused on.
    I am more upset with the bosses who let L leave but apparently did not go to the Unit to make sure everything was good. God forbid they should have lifted a finger to - gulp - help out for a while. Unless ordered by their own bosses to not help, they should have help. That's called being a Manager whose unit is in crisis.

    I don't know how many pts L had. As Charge,she should not have had too many. But however many it was, they should have been divided between the rest of the nurses, not just dumped, all of them, onto 1 other nurse, which it sounds like what happened. Had the Manager gone to her Unit, she could have quickly made sure the re-distribution was fair and not overwhelming and, as stated, she could have lifted a hand to give some hands-on help and some moral support. Go to sleep now, Children. This has been your fairy tale bedtime story for tonight, LOL.

  • 2
    Here.I.Stand and GaryRay like this.

    Quote from T-Bird78
    I was on intermittent FMLA during my last pregnancy. I'd been in the ER 3 times, hospitalized for 4 days the first time, overnight another time, and was on home health services (IV hydration and getting stabilized on the subcu pump) for 3 weeks, so my HR automatically initiated intermittent FMLA. I missed 3 nonconsecutive weeks in one month after sporadic absences the month prior. When I did start back to work, still wearing my pump, I went 3 months without missing a day or even calling out sick. I still got a low score on my annual review for attendance and dependability, which made me mad because it was completely out of my control. By the time I reached 36 weeks I'd been in the L&D 3 times with premature contractions and was finally put on bed rest. My FMLA ran out when my son was 6 weeks old, my short-term disability ran out then, and I was physically exhausted so I chose to not return at that time. The thing to remember with FMLA, whether it's intermittent or continuous, is you don't get paid while on it! Working in asthma/allergy, I've had to fill out intermittent FMLA forms so pts can leave work one hour a week to get their allergy shots, or for severe asthma pts with frequent flare-ups.
    The boss who gave you a low score should be horse-shipped. And have some sickness of her own just for good measure. I hope you appealed the score.

  • 1
    psu_213 likes this.

    Quote from NeuroICU_RN
    Let me just clarify this for everyone:

    I did NOT report her nor go off half-cocked running to the BON. The only reason the BON is even on there is because my entire administration protect each other, and I can't trust any of them. So who else do I go to? These were my thoughts during the whole process:

    1) I think it was wrong that this patient did not have a nurse because the patient was definitely sick. Had something gone wrong suddenly, who would have been the one responsible? I'm not taking responsibility if something bad had happened. Had it been your own family member and you found out they had no care for the time, how would you have felt? I think there was definitely a lapse in this patient's care and I definitely think this is a patient safety issue.

    2) I have NO animosity towards this nurse whatsoever. NONE. We joke around, we laugh. We're not friends because I only interact with her during change of shift, but I've never had any issues with her. She's an incredibly smart nurse and she's damn good at what she does. So there is absolutely no reason for me to even want to get her in trouble.

    3) she lost someone and that is something I wholeheartedly understand. I am truly sorry for her loss and that's why didn't impulsively start writing emails or filing complaints. It could've been her kids that were hurt for all I know (it wasn't), so I definitely wasn't going to add insult to injury. I even hated that I had to text her because I really did not want to bother her. My only need to even text was that there were still some questions left unanswered about the patient that were not documented, and that would have directed us to what to do next for the patient.

    4) in regards to everyone saying we should've looked through labs/notes/etc. WE DID. The key point here is that we were asking about things that were NOT DOCUMENTED. Hence why I felt it was important that she should've responded and why simply hearing from admin to "look at the notes" was insufficient. And in regards to HIPAA, simply asking the name of who report was given to on patient in room #__ is not releasing any personal info.

    I guess maybe I should've rephrased the original post differently, because I'm realizing that it sounds like I am trying to put the blame completely on her, but that's not the case. There was just a lack of accountability here. I do feel that the ball was dropped here somewhere and if it were my own family member that was the patient, I would've been upset at the lapse in care.

    I felt that I corrected the situation the best I could and made do with what I had. We handled it.

    I was upset initially because I was walking into another situation I had to clean up, and it happens more frequently than I would like on this unit. But in a nutshell: I'm over it. I'm not doing anything about it. I have no grudges or ill will towards this nurse. I've already let it go.
    You remind me of a nurse I used to work with. She was so hyper. She c/o about me and caused some trouble for me. But eventually the boss saw my side of things and fired her. Too hyper.

    Maybe you need a break from ICU.

    BTW, I do agree that since the nurse took the time to text or call the boss, she could just as quickly have replied to you. She just was not at her best and should not be expected to have used her best judgment right then.

    Your boss should have come to the unit immediately and stuck around while stability was achieved on HER ward. Where the devil was she? So many bosses are such lazy devils.


close