Breathing16

My cousin is a RN who got fired from her newgrad med-surg job after 6 months. Since she cant get another newgrad hospital job (graduated BSN >1 year), and she dosent have at least 1 full year of experience to apply for regular RN-1 positions, her solution is to jump into a full-time online FNP program to "reset" her career path. Her thinking is the autonomy of FNP work will best suit her career at this point. She feels her lack of previous medical experience was why she failed on such a busy hospital unit. She is regretting not starting out in a SNF, LTC or equivalent. At this point, its best to learn from the mistakes and move forward. Problem is she's having difficulty doing so & I feel she is jumping to FNP out of desperation. She also emphasizes that since RN's arent typically staffed in clinics, chances of her being hired as an RN anywhere with (dare I say) "less" demand for experience are very slim chances. I want to advise her to keep RN job hunting, however I agree that because she got fired for multiple disciplines at her large Texas hospital, she's nearly ruined her chances before her career even began. Ive explained to her that hunting FNP jobs with a diploma mill degree will not be any easier than job hunting for a "second chance" RN job would be. She will just be in even MORE debt after her FNP, double the debt in fact, which will add to her already stressful predicament. Not to mention that her former RN disciplines will still follow her as an NP. It will be especially painful having to explain the 6 month firing and failure to maintain acute care RN standards, while trying to convince employers shes capable of the higher responsibilities as a NP. Ive been looking into it (especially since there is a threat that she may have to couch surf with me until this all resolves, Lol). I just dont know how to advise my cousin. Please Help! Thank you AN

RN's already hold an average of $70k yearly pay in Nevada though. NP hardly seems worth it for an extra 2 years in grad school at an additional $40k tuition expense. Also the loss of RN pay wages that could have been made in place of the 2 years time spent towards grad school? Hmm, dosent seem worth it to me.

Do NP's find the title, "Noctor" (Nurse-doctor) offensive?

How often do RN's get their charting audited? Is it only during evaluation times (yearly) and sentinel events? Or is it more of a regular occurrence at your facility? Also, what types of items are the main concerns? What should be my top charting priorities? Thank you, AN.

What are some good one-liners to use when being bullied by doctors? When providers are disrespectful in general by discounting my position to flex their own ego, hang up on me, ask me to do their job, insult me, snap at me for paging them per facility protocols, etc., I often do not know how to reply. So what are some frequent go-to responses you favor to meet doctors outlandish requests, belittling jabs and hostile tones of communication? I sure do appreciate your help, thank you AN

Just in time for Halloween, have you ever sensed something unusually unexplainable happen at your facility that seemed to be outside of typical reasoning? Miracles, premonitions, ghost stories, or spiritual experiences, if you will?

I'm curious how John & Jane Doe's are treated in healthcare facilities? Specifically, are there any general do's & don'ts that relate to unidentified patients that I need to know about when providing treatment in these situations? How is care approached differently for amnesia patients than with unconscious patients? Thank you. Ie. Do we document more on monitoring their reactions to medication administrations (allergies)? Do we contact law enforcement to coordinate them with missing persons listings? Do we fingerprint or photograph their face into a chart? How do we perform "5 Rights?" etc. Thank you.