KelRN215, BSN, RN 66,751 Views
Joined: Oct 19, '10;
Posts: 7,549 (61% Liked)
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Reading the OP, it seems like you are looking for the opinion of nurses who work exclusively with typically developing, healthy kids. Most pediatric nurses don't. For example, my answers to question #3 (What is one health care complaint or problem that is more prevalent in your practice for children ages 5-12 that visit your office for medical care?) would be, based on my past and current jobs, 1) seizures, 2) leukemia, 3) cystic fibrosis, 4) cerebral palsy.
Are healthy kids less active today than they were when I was growing up? My mother the teacher would say yes. Most of my patients are quadriplegic/wheelchair bound so they can't be active.
What could parents do to help their children be healthier? With my patient population, parents could not do drugs while they're pregnant. A large percentage of my patient population were exposed to either narcotics or alcohol in utero.
ADHD, I only have 1 patient out of my caseload of 26 who has ADHD. The rest of them are probably too developmentally delayed to even be considered for such a diagnosis.
Socioeconomics- this varies by state. My state's Medicaid is excellent and, I believe, the best insurance in the state. Kids on Medicaid can have better access to care than kids with private insurance. In fact, the children I work with are either in foster care or have been adopted out of foster care. Once they are adopted, CPS continues to provide them with Medicaid until they turn 18. The lead medical social worker in the state actively discourages adoptive parents from adding their children to their private insurance when they qualify for Medicaid because they have to pay a premium for it and it doesn't cover as much as Medicaid does.
Discipline- as I mentioned, most of my patients are severely developmentally delayed and don't walk or talk so there really isn't much disciplining to be done with them.
There is no such thing in the Catholic Church. You can't even excommunicate yourself. Your parents baptize you and you are a catholic forever more. You might be a bad Catholic, but you're still a Catholic according to the church. You might decide you are an atheist or a voodoo priest or a mormon, they don't care. You're a Catholic to them. Period.
I wouldn't spend any money on this. As far as I can tell, based on my facebook newsfeed, "health coaching" is pretty much a MLM scam. I would bet money they'll fade from popularity within a few years.
Thank you guys so much, this has all been really helpful. Would you guys recommend me reaching out to the nursing manager re: when I should hear back or the HR person? I have tried both in the past, and was wondering which would be more appropriate. I feel that the nursing manager is more personal, but maybe that shouldn't be the routine, I'm really unsure. Any advice is appreciated, thanks!
Are you talking about MGH?
I stayed at the Back Bay Sheraton this summer, and it was over $200 a night.
Just to clarify the actual physical commute driving, with little to no traffic is 50 minutes which is more then doable. The only time I get this is when its a saturday or sunday shift that starts at 7 am, otherwise its horrendous. I figured it wouldn't be nearly as bad as it is during the off shifts (11a-11p and 7p-7a) but it is unfortunately. I also try and take public transportation to avoid having to sit in the traffic, as I find it a little more relaxing, the problem is is that it takes 2-3 hours going that way. No easy solution
I have tried to work with the manager, as the traffic is a bit less during off shifts and it takes 1.5 -2 hours instead of more during those times, but she says she cannot do it. I was actually told could work 11a-11 pm during my interview once off orientation, and clearly that was missinformation. I was also told I would do a couple nights per a schedule (it is actually 6 plus a schedule), and that there would only be 2 or so call shifts per an entire schedule (there are usually 1 to 2 a week for each person!).
Just to reiterate my decision to leave is NOT just based on commute time, its the team dynamics and the job itself, and the schedule which they were not honestly about during my interview. Since I started 5 plus people have left, the team has very poor morale and it isn't getting any better anytime soon.
The city where this job is, is EXTREMELY EXPENSIVE, as in a 1 bedroom apartment in a slummy part of town cost about 2000.00 a month. A hotel room is 200.00 plus a night, so those are not options. I own a house in the woods and prefer that, and I would never live in any city! I have always wanted to work at this hospital, thus I accepted the job knowing that it may not work out, or it may end up being my dream job. It hasn't worked out, so I am looking for a new one. There are many people in this world who have taken jobs only to realize it was a big mistake... it happens!
When you consider a CPS report on a child in the school setting, are things like frequent tardies or absences, missing vaccinations, inconsistent school work and poor behavior by the child (inability to cope with the variables of the school setting), childhood obesity etc factors that come into play? I am wondering how neglect or drug use in the home without overt physical abuse is discovered or acted on.
For the patient who you find soiled from head to toe every time you go out to see him- Adult Protective Services needs to be called immediately.
I don't disbelieve that a doctor told the wife of the IV antibiotic patient that a nurse would come out to administer the medications. I was an infusion liaison for 3 years and the doctors frequently did tell families that. Then the Case Manager and I would have to explain that that's not how it works and if you want to take your child home on IV antibiotics, you need to learn to administer them and care for the PICC.
Also it sounds like a large number of these patients should have Home Health Aides or PCAs (not sure if your state has that) in addition to the skilled services they are receiving.
I have a question for you all. How do you feel about methotrexate or other drug-based treatment for the termination of ectopic pregnancy?
As someone who was raised with very loose christian beliefs and spent some of my young adult years in the Catholic Church, I'm really intrigued to see how much focus there really is on this topic in the medical community. I work in an OBGYN hospital on the triage floor, and many times have had methotrexate used to terminate ectopic pregnancy in non emergent situations. I have seen patients take this in different ways, varying from complete emotional breakdown to sigh of relief. I see this method as one of the safest ways to handle the situation and find the noninvasive nature of it very appealing, but according to the bylaws of the Catholic Church it is still abortion and an excommunicable offense. I am not certain of how other denominations of christianity or other religions view it, and would be curious to learn.
On that note, a couple of questions for you:
How do you feel about termination of an ectopic pregnancy by pharmaceutical means?
What religious background are you speaking from?
How does your denomination/church/religion view this? Are your views in line with theirs, or do you find yourself on the outskirts like me?
And to better understand your viewpoint, do you identify yourself as pro-life, pro-choice, or undecided?
As one of your fellow Canadians once said, "you miss 100% of the shots you don't take." There is literally nothing to lose by emailing.
My son's port was to be used for chemotherapy only, period. The cancer center always stuck him when drawing blood, they never used the port for anything other than chemo infusion. He always got a peripheral IV for everything else. They get infected too easily! He had 3 total.
Surgeon is responsible for surgical consent, Anesthesiologist is responsible for anesthesia consent.
Pay questions should be directed to HR. The hiring manager may not even know. In many hospitals, the rates are standard for new grads and differentials are also standard as well.
When I was a new grad, HR shared with me the starting salary for new grads when I interviewed. For all positions since, I've been asked what my expected salary is by HR during the initial phone interview and told around what the expected salary would be. (For example for my current job, they asked my salary requirement, I told them I was currently making $91K and wanted to make at least that and they told me the salary would be "around there." It ended up being $95K when they made the offer.) The official salary has never been officially shared until an offer was made.
Scheduling/on-call questions should be directed to the hiring manager because each manager may run their department differently and HR may have no idea. Every job I've held other than my new grad job has been M-F set schedule but when I interviewed for my new grad job, the nurse manager told me in the interview that the schedule would be day/night rotation with every 3 week weekend requirement.
2 months is not a horribly long time to be searching for a new grad position, especially if you didn't start applying until after you were licensed. In my area of the country, new grad jobs are usually offered before one graduates for the July and September start dates so if one waits until after graduating/passing NCLEX to apply, there are no new grad positions open until the November or March start dates. And this time of the year is slow for hiring d/t the holidays.
I've negotiated new jobs honoring trips I've already booked/time off already planned the last 2 new jobs I've received. I would not mention it at the interview but ask about it before accepting an offer. Most likely if you start before the trip and negotiate with them, you will need to take the time off unpaid.
This is what I've done the last 2 times-
Last job- got offered a job I didn't even apply for on the spot after the company took me out to lunch to interview me. Received follow-up offer in writing from the office manager later that afternoon. Received an email from the manager after the official offer saying "I really hope you will accept this position." Responded and said "I would love to accept this position; however I have a question. I have an international trip booked in 3 months that I already paid for, can this be honored?" He immediately responded and said "of course, welcome aboard!"
Current job- received an offer over the phone, asked for the HR lady to send me the benefit information and an offer in writing. Responded to it to ask if the trip I had already booked for 3 weeks from the start date could be honored as well as one day when I already had MLB tickets (a day that's a holiday in MA that was observed by my last job but not my current job). She quickly responded to say "all of that can be worked out" and I accepted the position.
I would not mention it at the interview because you don't want them to give you a reason to not want to hire you. You don't say where you are located- 4 week long vacations are very rare in the US so a hiring manager might not like hearing this at the interview. My current medical director did ask me when I interviewed for my current position how I deal with working with such difficult cases though (I work with medically complex children in foster care) and I honestly answered that I take regular vacations. I just returned from a 10 day trip to South America, actually, and it's the 3rd vacation I've taken since I started this job 9 months ago.
In your case, since your trip is coming up in January and your interview isn't until December 10th/there are major holidays coming up in 2-3 weeks which can affect how fast HR moves, it may even be wise to simply ask to start once you return from your trip.
I'm still waiting for some "official " letter from the BON ....How do I contact my state rep, any ideas?
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