Please help me-I have no idea what to do

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I am an RN working in a call center but I am not working as a clinician I am working administratively r/t HIPAA and Adverse Event training and reporting. My job description does not include that I am to be utilized as an occupational nurse. This call center which employs >250 employees, including management believes that I should be called to attend/assess/take care of any employees from C.P. to a cut on the knee. Like any other nurse, if I witness an incident responding is never in question. At the call center, if someone approaches me to inform me that an employee is down in the break room I believe that I am responsible/required to respond because I am a nurse. Does anyone know if responding is in any way jeopardizes my Nursing license? If I am approached and informed that someone is down in the breakroom and I do not respond because policy for the company is for any injury call 911, am I in anyway jeopardizing my license? I do not know what to do. Management indicated that they would love it if I would respond, I just want to make sure that I cover all my bases. I live and work in Florida, and unfortunately people are sue crazy especially here in the southern region.

I appreciate any help,

Karen

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Specializes in ED, CTSurg, IVTeam, Oncology.

I think you better get your responsibility clearly defined and in writing. Your employer is trying to weasel two nurses while only paying for one, and leaving you out on a very nebulous legal limb.

Ralph

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I think you better get your responsibility clearly defined and in writing. Your employer is trying to weasel two nurses while only paying for one, and leaving you out on a very nebulous legal limb.

Ralph

Hi Ralph,

Thanks for responding. This has actually been an ongoing concern at my place of employment for quite some time with no resolution. My biggest dilemma is if I am approached by an employee to assess someone who is having an emergency and I do not respond, am I breaching my duty as a Registered Nurse. Again, if I witness an incident there is no question for me, as I am obligated and would respond accordingly. My written job description does not include that I am required to act as a clinician but I fear that if I do not respond, to a situation I was unaware of, when asked that I am placing myself in a potential litigious position as a licensed nurse. Would the Florida BON be a good resource for me to check with? I hate being in this position. My superiors do not understand my concerns and actually have left me feeling very guilty inside about requesting their support in educating the staff to follow policy instead of running, literally, for me. They look at me as if they can't believe that I have any concerns and that as a nurse I should just respond because that's what a good nurse would do. Even our corportate lawyer does not understand why I have any concerns at all about potential law suits. I mean, and correct me if I am incorrect, but don't I need a doctor's order just to apply ice to an injury? I have been considering leaving this job because of this dilemma which has remained unresolved for over a year.

Karen

Florida RN

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Specializes in Management, Surgery, Recovery Room.

I think you have a moral responsibility to respond to ANYONE who is in real trouble ANYWHERE, but it does sound like you're getting taken advantage of. I have no idea about legalities in Florida, but in Missouri, I can really use my nursing expertise any way I see fit, but I don't dole it out for free willy nilly, the way your employer is asking you to do! good luck!

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Specializes in Med/Surg, Ortho.

I have to agree, if they are expecting that service they need to put it in the job description and make sure the pay scale is in accordance with services rendered. Dont let them take advantage. Its not fair to you, your license or the people you are working with.

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It seems as if anytime an employer is trying to make you feel guilty, then they are trying to pull one over on you. I would have to agree with the others who say that you should have a clearly defined job description and pay scale accordingly. Are they willing to pay for your ? Would you be covered under your employers'?

Sounds like your employer should hire you on as an occupational nurse, and have your current duties (r/t HIPPA and adverse event training and reporting). That way, you will get the proper salary, your job description will be clearly defined, and you will be practicing within your job description.

The has nothing to do with a moral dilemna, it has everything to do with your employer taking advantage of you. After all, you paid for your schooling, studied hard, graduated, passed boards, practiced as a licensed nurse, and now they want to benefit .......for FREE!!!

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Contact your state BON for the legalities, print out their answer and keep it at work with you. If they say that its a threat to your license, then show your boss. If they say its okay, demand compensation for your added duties.

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Specializes in Telemetry, OR, ICU.
Contact your state BON for the legalities, print out their answer and keep it at work with you. If they say that its a threat to your license, then show your boss. If they say its okay, demand compensation for your added duties.

Excellent input! You should only be required to do what your job description reads. Regards to fellow employee job related health care needs, this needs to be clarified by your Florida Nurses Practice Act guidelines.

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Specializes in PACU, PICU, ICU, Peds, Education.
I mean, and correct me if I am incorrect, but don't I need a doctor's order just to apply ice to an injury?

BTW, the application of heat and cold is a nursing action, not a medical one. Many think that it requires a doctor's order, and may in the hospital to get the ice pack "paid" for, but you should be okay there.

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Sorry but very sincere in expressing belated thanks for all the awesome responses. I admit that I hadn't responded or checked in since 6-1.

I will call BON on Monday.

I agree that I should only be performing the job description outlined for my position. However, I fear that once I have been put on notice, so to speak, about one of our 250+ employees needing assistance and I do not respond, am I putting myself/license in joepardy.

I have never not responded when asked. I just want to cover my bases. Not so much the money issue, but my license. I do agree though, that if it is an expectation of my employer that I include nursing responses to employees when needed, then I should be compensated appropriately. But, I am the primary salary source for my family. My nursing license is very special to me for a lot of reasons. One such reason being my license allow for me to provide for my family.

Charity-Thanks for the clarfication. I'm not aware as to how occupational nursing works. Does the nurse have to work under a Doctor's order or a set of standing orders? I hope I don't sound too dumb. Wouldn't there need to be a formal document outlining the scope of care the Nurse is permitted to deliver?

I have a what if-

What if I respond to an employee who has fallen and hit their head. Not consious, but ABC's intact. 911 is on the way, and I am attending to the forehead bleeder. Something ends up going wrong. A lawsuit ensues. First of all, since I touched the patient it is likely that I will be named in the suit. What's worse yet, could I be found liable because I attended to someone without it being part of my job description? Because I have a license, am I not covered by the Good Samaritan Act? I am also fairly certain that my employer would not back me up to protect themselves from sharing any .

I know that as a Nurse, the potential for being involved in a suit are quite real, I just do not want to place myself in the line of fire unnecessarily.

Thanks again to you all for taking the time to respond.

Sincerely,

karen

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I believe that the Good Samaritan act is there to protect you and your license. As long as you act as a good and prudent nurse, you should be safe in the situation you described.

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Specializes in Med/Surg, Geriatrics.
I mean, and correct me if I am incorrect, but don't I need a doctor's order just to apply ice to an injury? I have been considering leaving this job because of this dilemma which has remained unresolved for over a year.

Karen

Florida RN

No Karen, you do not need a physician's order to apply ice to an injury. Remember there are independent nursing actions which you can take in any given situation.

The issue is not that you are performing outside of your license but that you are being used to do two jobs for the price of one. You need to be clear to your employers that you will NOT be responding to calls for routine first aid in the future. If they want an employee health nurse, they need to hire one on. If they want you to do it, they need to make it a part of your job description and pay you accordingly. Another option they have is to pursue first aid training for the other employees. As for emergencies, it would be an ethical obligation on your part to respond until 911 arrives but even then you would only be providing supportive care i.e. applying pressure to a bleeding wound, CPR, etc. as any layperson would. You are covered by the Good Samaritan Act if something goes wrong as long as you are responding outside of your regular job duties. Do you see the distinction?

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