lpnpgh123 3,197 Views
Joined: Dec 6, '12;
Posts: 33 (52% Liked)
; Likes: 67
It's nice to be appreciated !!
Beautiful Story!! I love it !!
Not much use for pipettes anymore( mostly for QC's), but pipettes= Barbie Baster
smoke break = PFT's
I am more of a job hopper now (in the last 5 years), than I was earlier in my career (the first 15). Sometimes I switch due to job dis-satisfaction , other times to learn new skills in a new environment. Not every person is ideal for every job and vice versa. But hopefully, each position is a learning experience.
Yes, in most jobs , there are things we have to put up with , that we hate, that we absolutely loathe...
IMHO, the proportion of tasks/things you hate should be less than the tasks/things you love ... if the balance swings unhealthily to what you hate, it honestly is time to look for something that brings the things you love back into the dominant proportion.
Life is too short to be stuck at a job that you are absolutely miserable in (for whatever reason)
Also, this may fall somewhere under HIPAA- the patient was in no way able to consent to being filmed, and the person who did so has no legal right to film, as they were not the POA. I would think it's just an empty threat. I am sure your facility's legal department will nip this in the bud.
Also, the MD probably needs to be notified that this patient is not taking his Coumadin. There are other anticoagulants that don't need the frequent labs that Coumadin does. Perhaps an order to change to something else? The MD may not even be aware that this patient hasn't had his Coumadin in x amount of days!
As for the insulins, they are both DIFFERENT rapid acting insulins, not the same. The above poster was correct, that you should get a formal order for the use of whichever insulin is accessible.
Hope this helps.
Good luck to you.
Sometimes people just perpetuate things without addressing them, due to time constraints or the view of " this is the way we have always done things..."
You, with your fresh, new eyes have noticed some things, that need to be addressed.
I wouldn't care what people think. Some people are morning people, some are night owls. I don't like nights because I have such terrible sleep issues, and night shift only exacerbates that. But I don't like the " standard business hours" either. But speaking from experience, night shift often means less staff. So you are not idly sitting somewhere flipping through a magazine.
I ,myself, am a morning person, and like the earlier hours. The earlier the better.I once worked in a setting where my start time was 4:30 AM, and my end time was 12:30 pm, which was really ideal for me. Honestly, if I could find something with similar hours , I would be ecstatic !
One time, when I worked in LTC, as I was walking by the chart racks, my scrub top got caught on the corner of the chart rack... ripped my whole top down the seam from axilla to waist !
If a job offer is extended, just say that you would like to discuss all of the specifics with your family, and that you need a couple of days to think about it.
Where in all of this, was the provider? Could you not address any of this with that person? Im sorry this happened to you. It sucks!
I have been a LPN for almost 20 years, and while I have experienced some intermittent questionable behavior in the past, I never experienced BULLYING, on a daily basis, until my last job, which I left, after only 5 months of working there. There was a ring-leader
(who by the way, was an MA, not a nurse), and she would publicly bash me in front of other staff, and loud enough that patients could hear it. " I should go back to school, apparently, it doesn't take much." I tried to take her aside and discuss it privately, but she said "Drop it," repeatedly, which, after several attempts, I did, but went to my manager after I was unsuccessful. She then told my manager I was " naggy" because I tried to address her actions privately. She would also ignore me, or walk away from me while I was trying to talk to her. She had a huge chip on her shoulder and resented me ( I was the only nurse in a MA driven doctor's office). Every time I tried to address her behaviors, it only made things worse, and she would make all kinds of snide comments. She had a secret stash of supplies that she would not clue anyone else in on where these things were located, she would not show me how to use certain pieces of equipment. The breaking point was when I did something to help her (although I was really doing it to help a patient, not her), she told me that I only did it " to be smart." As opposed to being a team player... Anyway, she was well aware that she was a bully, and wore her bully badge with pride. I heard her mentioning it to another MA, and in a joking demeanor. From the time I walked in the door, there was nothing but disrespect and resentment directed at me. I felt like I was constantly being undermined, and at times felt like I was being sabotaged . I always gave her credit for being smart, but , man did she have a negative and disruptive attitude. At some point, I stopped trying to address her behaviors, and started concentrating my efforts on getting the heck out of there. I did what I had to do to get out of a bad situation.
This caregiver's behavior is unprofessional, and could be considered abuse. It's clear you've tried to address it with the individual, as well as going to your administration. I would document behaviors you observe, and present them to your administration again. Inform them that if they do not want to handle it, that perhaps you should go to your ombudsman, or the state.
I worked in derm ... lots of biopsies, phototherapy, allergy patch testing... we did not do MOH's surgery in our clinic, there was a dedicated MOH's surgical department on the floor above us. We were very busy... ~ 150 patients per day.
yes, I'm starting to think it may not be for me...
You should also contact the manufacturer of the vaccines, and provide the lot numbers and expiration dates, as well as the reactions that the patients had. I realize you discarded the vaccines, already, but perhaps the lot #'s and expiration dates are documented in the affected patient charts?
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