New Rn Fired For Bgl Issues

[shouldhavebeenanunRN]

i had problems with bgm during my shift. i recalibrated a couple of times to verify accuracy & changed batteries (which resulted in loss of recorded bgls). one particular pt. who bottoms out & has extremes of hyper/hypoglycemia consistently had a fall after a change from a private room to a semiprivate room without injury & occuring several hours after my shift. however, during falls assessment of vs, his bgl was 55; an ir was done, md notified, etc. however, on call was on duty and questioned why i gave 20u novolog/rather than 10u to the resident @hs. my handwriting was misinterpreted by oncoming lpn as 400 but i wrote 408 on mar (but i was accused of lying as a result-and bgm #s did not match 400 or 408 either due to bgm calibration issues; and i was subsequently fired for a med documentation error because state was in house and my 408 could not be verified against bgm. i have been a sterling rn til now & would take a lie detector test to affect that i gave appropriate insulin per bgl result. i'm devastated!! threats of being reported to state to boot! how do i salvage my new career & stellar reputation? i gained monumentous experience in last 3 months, how can i claim now without looking incompetent. am i doomed before i ever get started?

[CapeCodMermaid, RN]

The facility has 135 beds. The corporation thought it was worth the extra investment to give new nurses the training....perhaps it started because they hired so many foreign nurses. Most of the new nurses frankly get bored before the 4 weeks is over and practically beg to get out on their own.

[Effie, RN]

As the only educator for a 230 bed LTC facility (plus 4 RCFs, 2 Adult Day programs and 13 senior housing buildings!!!) I applaude your orientation program. I think it's probably extremely unique too. Our nurses, new grad or no, get 1-2 weeks of orientation which includes 1 day in the classroom with me. We don't have a formal preceptor program among the professionals tho it is most assuredly needed. As a result, people either quit because they get overwhelmed or they get fired because they don't get it. Is this a good way to do things? Of course not! Have I tried to change it? Does that answer your question? Unfortunately most new grads, and most nurses who are coming from acute care, are not prepared for the different focus of LTC. Added to that is the need for increased autonomy due to lack of support on-site but the need to follow the bazillion rules that come from the feds, the state, your facility, and the individual MD. It is a whole different ball game, not unmanagable just a learning curve and one that many nurses aren't given time for. How sad for our profession and for those we provide care for!

[marnacla]

I'm thinking of making the switch - what IS the different focus of LTC?

[trustsupplyguy]

Just tell them that either you decided a change of employer would be better for you or that you weren't a good fit for that workplace. I also prefer honesty. When people tell me reasons why they left another employer it looks good for them. I am more willing to give them a chance and the benefit of the doubt.

I respect what you're saying above, and wonder if you recall any examples of honesty that have worked? Thank you!