need an honest answer from DON

At a minimum it would be a suspension until the matter is resolved. I can not allow someone who is accused of resident abuse (at my facility or any other facility) to continue to care for residents.

Sorry, I'm sure that is not the answer you were hoping to hear.

Ditto, suspension pending investigation. And if the nurse in question did not tell me about the suspended license, THAT would be immediate termination

So you hired her and didn't know about the suspension?I'm with the others.....take her off the schedule until it's straightened out.

Was there an omission or falsification of information on the employment application? That's usually grounds for termination right there.

Is this something that happened at a previous job and the nurse was hired at a new place? Or is this a new incident that happened at the current job? Or is the nurse currently working two jobs?

If it's the first choice, wouldn't pre-employment checks have uncovered the discipline?

I need to ask DON at long term care facility and i need an honest answer. If a nurse comes to you and tells you that her license has been disciplined for a false accusation of hitting a patient. Her license was put on either warning or reprimand. Is that a ground for an immedate termination at your facility?

If, it was at her previous job and she failed to disclose immediate termination, if it is some place she works at simultaneously , then I will suspend her pending investigation.

Termination. The reason is because if I dont know about it, that means it wasn't on her license at time of hire and she didnt tell me it was pending (as is required by our state). If something is pending, it must be disclosed on an application. This means that she was hired when it hadn't shown up on the website and she hid it, so that would be the end of that... IF she told me the truth before she was hired, I'd still consider her once it's resolved. It's about the integrity to me... Tell me if I missed something.