Kooky Korky 32,230 Views
Joined: Feb 12, '10;
Posts: 4,102 (54% Liked)
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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.
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.
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
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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 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.
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.
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