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IRN2011

IRN2011 ASN, BSN

CCU/CVICU
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IRN2011 has 5 years experience as a ASN, BSN and specializes in CCU/CVICU.

IRN2011's Latest Activity

  1. IRN2011

    Exposed to patient positive with coronavirus

    So an update to this story. luckily I've been asymptomatic for 13 days now since the exposure - still going to work. I've talked with employee health which is having me log down my temperature twice a day. As long as I don't develop a fever over 100.4 they will not test me (luckily I'm at the end of the incubation period.. we didn't find out he was positive until a week after my exposure). I've contacted my primary MD... his response was "this is absurd, I'm sending all my patients with exposure/symptoms to the ED since I don't have testing capacity myself, and they are turning them away as well".
  2. IRN2011

    Exposed to patient positive with coronavirus

    Two nurses at my hospital have been placed on suspension for saying they are refusing the assignment before shift change until masks are delivered to the unit to ensure they have a mask for their shift
  3. I was taking care of a patient who I admitted as a R/O caronavirus. The patient was admitted In respiratory distress and started on bipap. The patient became acutely confused and started tearing off his bipap. At the time, we were out of masks as they are being locked up in our directors office and the charge nurse was on her way to obtain another box or n95s. I watched as my patients sat dropped from 98 to 80.. to 73.. knowing the patient was RO I entered the room to place bipap back on the patient. (I instantly reported the exposure to my charge nurse who pretty much shrugged it off saying ‘hey probably doesn’t have it anyways’’. He then started to decompensate cardiovascular wise for me... blood pressure kept dropping and heart rate spiked into the 140s sinus. He ended up getting a liter or albumin plus another two liters of NS and started on Levo. I was able to stabilize him throughout the night until morning, gave report and went home.. .. when I came back that next night I found out he passed away on day shift. Fast forward a few day’s and I find out his test came back positive for coronavirus. I talked to my clinical manager about what I’m supposed to do since I had an exposure with a known positive and their response was along the lines of.. no you can’t be tested and yes you still need to come to work until you show symptoms. This is madness... I feel like if I come to work I’ll be exposing the whole ICU to this virus but I fear the repercussions If I Call out.
  4. Hello all, Recently my hospital went through a director carousel of some sorts. A few of the directors left(forced out) after we brought in a new CNO, being replaced from current directors on other units. My director was one of those that was moved to replace another unit, in return we have a first-time director who was previously a nurse manager of our oncology unit (my unit is tele-orthopedic, surgical). My director recently sent out an email that has many on my unit, myself included infuriated. The email states that administration will not tolerate clocking out late for any circumstances - in an effort to 'fix' the budget issues and 'excessive' overtime. The email also had a form they wanted us to sign to confirm that we will not clock out late unless there is a rapid response during shift change. Documentation is not considered a valid excuse to stay late - and verbally the director in our follow-up meeting to this email is expecting us to go downstairs to clock out, than return to the floor to continue to chart - on our own time! She even has gone as far to say for repeat offenders she will consider modifying the time-clock (Isn't that against labor laws?) my unit is already under-staffed with very poor morale. Majority of our night nurses haven't even taken a break for the last 6+ months as there's not enough time dealing with 8 patients all Q1-2 rounding. We have had it.. but we don't really know where we should go to attempt to improve floor conditions/morale. Sorry for the rant, but I needed to get this off my chest and into the air. Unfortunately, I would consider moving however I'm still 8 months short for my contract for the unit.. and 1.8years left on my hospital contract.. and it's 18k to break the contract.
  5. IRN2011

    Toxic floor morale

    my contract is a 3 year contract with an 8K signing bonus. They put all new-hires in a 'class' which lasted for 3 weeks that was pretty much an orientation to the hospital with rotating speakers from different departments and drug manufacturers coming in and telling us about their latest research about the medications their company manufacturers and why we should be using their brand of medications over others. The Hospital valued this 3-week education as worth $10k... plus the 8k signing bonus(we get it in installments.. 3 the first year, 3 the second year, and 2 at the end of the third year, which must be repaid if I terminate my contract within 3 years at a prorated rate... So at any time I decide to terminate my contract, I will owe the hospital over $10,000. The contract is assigned to my unit itself, so I'm unable to transfer to another unit until the contract is up. From what I understand after talking to other nurses who have been here longer than 3 years.. When I was in the interview process, I asked about why the educational fees were so high, their response was along the lines of : the hospital uses the contract as a way to maintain retention for newer nurses as majority of new-nurses in the past before they started this class transferred or quit within the first few years... and since we are the only level I trauma center within 50+ miles, they needed retention.
  6. IRN2011

    Toxic floor morale

    Unfortunately Florida does not have any laws for PTO nor for mandatory OT, from what I've researched administration can make their own policy and change it at anytime without notice.
  7. IRN2011

    Toxic floor morale

    Hey all, I've been in the medical field for the past 6 years as various professions (paramedic, nurse extern, nurse) but have only recently started working as an RN about a year ago. Per my contract we gain 4.4 hours of PTO bi-weekly and work 3 shifts a week. It has always been our policy that if we call out sick on the weekend we need to make up the weekend shift within a month if PTO was not used. Recently our unit and our sister unit who share the same director has gone through major staff changes with many nurses either retiring, quitting, or being fired (about 2/3 of all the nurses I started with not even a year ago are gone). Now we are severely understaffed and morale on the floor is waning... We host 33 beds and have a total of 6 full time RN's and 1 Care partner maxing at 8 patients each at night. The reason why I'm writing this is because I'm curious as to how other's have to deal with sick time and PTO. Recently my director decided to change the PTO rules on a whim due to our lack of proper staffing (Although she doesnt seem to think we are understaffed at all) and sent out an email to the whole unit listing every nurse who called out sick, when they called out sick, and the reasoning they gave the ANM when they called and proceeded to state that ALL called-out shifts must be made up within a week regardless of reason for calling out, and even if you took PTO. Many of us called HR to figure out the validity of this new 'rule' as it seems to be only on our unit, and HR stated that its a per-director discretion for how to use PTO in the hospital. What I don't understand is how you can be forced to 'make-up' a shift that you claimed PTO for within the next week... that would mean you would have PTO and OT on the same paycheck, which I didn't think was possible. My unit has such low morale that it's unfortunately a normal occurrence to hear discussion of disgruntled nurses putting in applications, or the countdown to when they retire/contract is up. We've had two nurses submit their 14-day notice and told to not bother showing back to work in the last month, and another breach their ethics agreement and walk off the unit mid-shift, abandoning their assignment due to low morale and unfair staffing ratios/acuity. The floor really has become toxic, but all administration seem to be blind to it. Unfortunately I still have 1.5 more years left on my 3 year new-grad contract, and would owe the hospital $10k if I was to break my contract and search out a different unit... I can't even transfer within hospital to a new unit until my contract is up.
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