Where I work, the 4 nurses each take a week and take the beeper and are on call. The call is for questions,(med issues) advice, if its really bad, we come in... etc.. (residential facility for kids w/ behavior/psych issues.... NON PROFIT agency) ...But, it is completely uncompensated, we get not a dime for being on call... There is no contract, nothing, "just how they do it". Is this right? I mean, isnt this "nursing for free"... we are deffinitely off the clock, so, is this even legal, or does it even sound kosher to you BON -wise? this is a whole new world to me, and I cant find anything specific on my statesbon web site... so does anyone have any thoughts on this???? Thanks!!!
Unfortunately, this is one of the rude awakenings employees working without a contract must face. You mean there are no federal protections/requirements for lunches and/or breaks? You mean in most cases an employer can fire you without notice for any reason, or no good reason at all? You mean in many cases an hourly employee can be required to be on call and not be entitled to even token compensation? Affirmative to all.
Might not seem "fair" I think most folks would agree. But that's the current state of our labor laws. In the quest to be "pro-business" most state laws will also be of little help to the working man or woman.
I cringe when I read the frequent comment that unions once had their purpose, but no longer. Or that the dwindling percentage of union workers somehow validates that view. (Rather than the fact that protections for workers seeking to organize are so weak in many areas it's next to impossible to do.)
So by all means check with an employment/labor law attorney to see what your rights are. But don't be surprised when you find that you have none.
Yes there are federal requirements for breaks. But having a union does not guarantee a great working place -there is no 'one size fits all' situation. I've worked in union jobs that really kind of sucked, and I've worked in union jobs that were really good jobs to have -same for non-union jobs. Some were terrible, others were really good. The usual 'union scare' about you not having rights unless you unionize is just that: a scare. Its not true. Situations vary, just like mileage (grin). For my part, rather than try to use a blanket statement, I try to evaluate each on a case-by-case basis.
Yes there are federal requirements for breaks. But having a union does not guarantee a great working place -there is no 'one size fits all' situation. I've worked in union jobs that really kind of sucked, and I've worked in union jobs that were really good jobs to have -same for non-union jobs. Some were terrible, others were really good. The usual 'union scare' about you not having rights unless you unionize is just that: a scare. Its not true. Situations vary, just like mileage (grin). For my part, rather than try to use a blanket statement, I try to evaluate each on a case-by-case basis.
Nope, you are mistaken. Some states have such requirements. And OSHA has limited recommendations regarding breaks. But no federal requirements for time to take lunches or breaks.
Specializes in school nursing,cardiology,and mental hea.
When you say give Tylenol,cough syrup or whatever,isn't that prescribing medication,which is outside of your scope of practice?Iam just curious bc I used to work in a similar enviroment and I always had a problem with that concept.
glasgow is correct, there are no federal requirements regarding breaks. Each state has its own laws and I am aware of at least a couple of states that exempt health care workers from the requirements of the law.
When you say give Tylenol,cough syrup or whatever,isn't that prescribing medication,which is outside of your scope of practice?Iam just curious bc I used to work in a similar enviroment and I always had a problem with that concept.
yes, the kids can get otc meds, even from the residential staff, without the nurse saying so. They have their own supply on their units.
thanks for the replies thus far... they kind of confirmed what I was thinking. I just dont know how to bring it up, as nobody has so far.
I just get irritated lately.... not just the legal implications, but why should I give up my personal time to "work" basically, and give my professional advice.. to a facility that pays so poorly to begin with? I undrestand that was my decision, to take the job, but I honestly never thought to ask if the beeper time was compensated for!!!! I always assumed unless you were management, you would be compensated in addition to your hourly wage..... ugggghhhhhhhh
When you say give Tylenol,cough syrup or whatever,isn't that prescribing medication,which is outside of your scope of practice?Iam just curious bc I used to work in a similar enviroment and I always had a problem with that concept.
I have *many* concerns with this job, the on call with no pay is just what I decided to ask opinions on.
I have alot of concernes with just handing out tylenol, cough medicines, allergy pills, and just about every otc treatment out there. I am just assuming that it is not a hospital, so they are not bound by all the regs a hospital would be? I dont know, it seems to me that *because* they are not a hospital, they should be held to an even *higher* standard!!!!
Has anybody worked for this type of facility before?????
(residential treatment for children and adolescents with psychological and behavioral problems)
I have *many* concerns with this job, the on call with no pay is just what I decided to ask opinions on.
I have alot of concernes with just handing out tylenol, cough medicines, allergy pills, and just about every otc treatment out there. I am just assuming that it is not a hospital, so they are not bound by all the regs a hospital would be? I dont know, it seems to me that *because* they are not a hospital, they should be held to an even *higher* standard!!!!
Has anybody worked for this type of facility before?????
(residential treatment for children and adolescents with psychological and behavioral problems)
Before you assume, you should find out what the regulatory body that oversees the facility has to say. Are there standing orders that would cover this?
Lots of questions, no easy answers. I sure wouldn't work for a place that would expect me to carry a pager and not compensate me for the time.
Specializes in Specializes in L/D, newborn, GYN, LTC, Dialysis.
It sounds like practicing medicine without a license to me (Unless you are an NP or other advanced nurse clinician). Grave concerns here. I would not be in this situation, squeaky wheel or not. If everyone else accepts it, then I guess I would have to leave.
glasgow3
196 Posts
Unfortunately, this is one of the rude awakenings employees working without a contract must face. You mean there are no federal protections/requirements for lunches and/or breaks? You mean in most cases an employer can fire you without notice for any reason, or no good reason at all? You mean in many cases an hourly employee can be required to be on call and not be entitled to even token compensation? Affirmative to all.
Might not seem "fair" I think most folks would agree. But that's the current state of our labor laws. In the quest to be "pro-business" most state laws will also be of little help to the working man or woman.
I cringe when I read the frequent comment that unions once had their purpose, but no longer. Or that the dwindling percentage of union workers somehow validates that view. (Rather than the fact that protections for workers seeking to organize are so weak in many areas it's next to impossible to do.)
So by all means check with an employment/labor law attorney to see what your rights are. But don't be surprised when you find that you have none.