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FacultyRN has 12 years experience.

FacultyRN's Latest Activity

  1. FacultyRN

    patient abandonment

    It is not abandonment. A response above says "as long as you hadn't clocked in," but just as an fyi, clocking isn't a factor in accepting an assignment/establishing a nurse-patient duty. If you didn't have an assigned patient load and were in a strictly administrative role that day, you could probably even walk out mid-shift without it being abandonment since all patients would have nursing coverage. (That'd be a terribly crappy thing to do to your co-workers and should never happen. I'm just making the point that abandonment is very specific to patients being left without a nurse who has accepted their care.) Instead, this is an employment issue, so you're more likely to face repercussions from your employer - suspension, termination in a non-rehireable status, etc. When you spoke with your manager about the anxiety being charge gives you and why you were switching to PRN, did she agree not to make you charge anymore? If so, I think it'd be fine at the beginning of a shift to call her and make other arrangements. If not, out of consideration to your team, I think you should stick it out for the day, even if it means calling to say "This will be my last shift." There's plenty that I'm competent to do that I don't *like* to do. As long as I would be safe doing it, I'd prefer to help my team instead of making a point to management at the team's expense. Make your stand after you get them through the day. If you and your manager have clearly established and agreed upon this boundary, yet you're still having anxiety and mistrust, it may be a good idea to just drop this PRN gig and keep up with your work friends in your personal life.
  2. FacultyRN

    APPEAL? GRIEVANCE? -help!!!

    1. You have already appealed. That was your petition for readmission, and it was denied. It's unfortunate that one of the team members gave you false hope, but usually this kind of thing is a team decision, not an individual decision. 2. If you review the sections your student handbook on cheating and plagiarism, you will almost certainly find that both are grounds for expulsion - permanent removal from the program, or even college/university as a whole. If a school enforces its student handbook, there's no grievance. Nurses must be of strong character and trustworthy; that's why even licensed nurses can face Board repercussions or lose their licenses when they demonstrate poor moral character, even if they are clinically strong. Ultimately, you stole another student's work and presented it as your own, which is cheating and plagiarism no matter how you look at it or why you did it. It can't be tolerated in professional healthcare programs because of a) character, as mentioned above, and b) that kind of practice allows students who don't understand the material to pass courses, which is a patient safety issue. Procrastination and time management are not an excuse, so I really admire that you took accountability for your poor ethical decision. That must have been hard to do, but you should be proud of yourself for telling the truth. Nurses are faced with deadlines and time management issues daily. Imagine the repercussions if they started documenting uncompleted tasks as done or just making up assessments because they got overwhelmed by the time pressures. 3. Did the Foley incident occur in the same course as the plagiarism incident? If that was the clinical associated with that lecture course, it might explain why the plagiarism is reflected in your clinical eval. I can understand why it's frustrating either way, but things are often connected in nursing school. 4. Never never tell a patient it's your first time to perform a skill on a patient. That isn't therapeutic and probably induces anxiety, even though you got a nice patient in this case. Tell the nurse you'll be working with, but do so away from the patient's bedside. If you get accepted into a different nursing school, verbally walk through the steps with your instructor/assigned nurse before entering the room. In the room, show confidence in the skill. It sounds like you were just trying to make small talk to make things more comfortable, but hearing you ask procedural questions could easily make the nurse and patient uneasy. If the patient got a CAUTI a few days later, you can bet she'd be thinking "well yeah, they let a student who didn't know anything about Foleys insert mine." I think you've run your course with this program, as hard as that is to hear. Unfortunately, it might get worse before it gets better as you seek acceptance in other programs after this dismissal. This may change the path of your journey, but it's not the end of your journey. I wish you the best in your future endeavors.
  3. The ones I've personally seen look feminine... But maybe they have more masculine options, or maybe you don't care about that either way. Do you like them personally? I think that's the only important deciding factor!
  4. FacultyRN

    Is this rude or is it just me?

    In general, finding a nurse to communicate an important message or patient's request is not rude. Another nurse doesn't have 20 minutes to politely wait outside your patient's door waiting for you to exit the room. This is why the vast majority of units have nurses carry phones; staff can reach each other without entering someone's room. On units where phones are used, I think communication with patients early in the shift is important; otherwise answering phones in their room can seem rude. ie "If you need anything today, please call this number on the white board. I carry a phone with me so patients and staff can reach me at any time. Sometimes while I'm in your room, I may need to take a call, but I want you to know your care matters to me when I'm in here." If your unit doesn't have phones or a communication system in place, it probably comes down to approach. Knocking and saying excuse me is not rude. Barging in and talking about another patient's care in front of someone would be rude. Basically, common sense and manners should be used - as with all things. As a side note, don't allow interruptions during medication preparations/passes. If someone comes in, it's ok to say "Hi Sally, hold on just a moment while I finish giving meds." This is a safety issue.
  5. A private phone conversation between a manager and a nurse does not violate patient privacy as long as there is a legitimate reason to discuss care, not just casual conversation for kicks. Managers regularly follow up with nurses about former patients due to complaints, missing documentation, incident investigation, or needing clarification about something. As an hourly employee, you are legally entitled to pay for all time worked, so you could write the start and end times of the phone call into the unit's time log so you can be compensated if you choose.
  6. FacultyRN

    Getting yelled at by a doctor for the first time....

    Great job advocating for your patient! My one piece of advice would be never apologize to a provider who is actively berating, disrespecting, or yelling at you. If they are on the phone, say "Are you willing to talk to me respectfully as a professional? If not, I need to hang up, and we can continue this conversation when your ability to remain professional returns." If they carry on, you hang up. Notify your charge nurse and manager because if a doctor can't effectively communicate with a team member, it becomes a patient safety/care issue. Someone needs to follow up and let them know they were inappropriate. Same thing applies in person. You are an adult and a healthcare professional; you do not need to stand around while someone yells at you. Can you imagine the response if any time you disagreed with a provider's actions you called to rip them a new one, yell, and try to disrespectfully break them down? It would not be well received, and this is no different. Your duty is to your patient. You have no duty to please physicians. You did a great job helping your patient. There is no reason your patient should suffer because the doctor forgot to write a script initially and was too lazy to fix it.
  7. What about postpartum? Of course there are exceptions, but for the most part, the patients are healthy, excited/happy, and perform the vast majority of self care. Your background in Med Surg/Tele means you'd be a great asset to a PP team when things go wrong on occasion and with any gyn surg patients. For the most part, it's easy morning assessments, pain meds, breastfeeding assistance, and being an encouraging presence. You may have multiple discharges and admissions in the day, but those are easy because everyone is being admitted for same reason and discharged with same instructions, making it easy to do them quickly and get in a good rhythm. It's the cushiest hospital role I ever held, by far. Caring for 6 patients was very manageable. You could probably orient pretty quickly, and it may be uplifting to work with the other end of the lifespan after your stint in hospice.
  8. FacultyRN

    Help me choose a shift please! Time sensitive..

    Days! And then when you see your kids, you will be rested instead of in a constant state of your body always trying to adjust to rotating night shifts. 8-5 means you'll get to see them before work and a couple of evening hours, too. If you find childcare near your work instead of near your home, you can gain precious time talking to them, singing with them, etc. instead of being apart from them while you're stuck in rush hour. This gives your kiddos consistency in when they will see you and routine, too. And they're only little bitty once for holidays... and while sure, you could technically celebrate any day around holidays instead of the actual dates, the day schedule doesn't require adjustments.
  9. FacultyRN

    CMA playing "Nurse Manager?" CMA boundaries? NPD?

    Wow, what a nasty description at the end of your post for a woman you don't personally know - a narcissistic rat? With that said, it is within the scope of a plumber, janitor, retail worker, fast food worker, stay at home mom, preacher, astronaut, and high school drop out to create work schedules for a place of employment. Why would putting a nurse's name in the Monday, 9-5 slot on a schedule require professional licensure? Why couldn't a CMA perform administrative duties in a clinic? For all you know, she might also have a Masters in Health Admin. Perhaps she has 20 years of clinical and leadership experience. Maybe she has a bachelors degree in human resources and is well equipped to manage staff/administrative problems. A CMA can't *clinically* manage you, but she sure can administratively manage you.
  10. FacultyRN

    Treating an ex family member

    You said you never got along with this person when she was married to your father, stated "I decided to call her in for being curious," and work in a sensitive, personal field where people aren't interested in being a source of your curiosity. Of course she probably felt like she needed to be nice in her interactions with you; if not, she'd worry that you'd pass along her personal psychiatric information to her ex. Then, after learning you were in trouble, you contacted her again to ask if you'd done something wrong?! This demonstrates poor judgment on many levels, and is 100% unprofessional and a boundary violation. At this point, the best you can do is take responsibility for your inappropriate actions, accept your consequences, and move on. Hopefully your consequences will only involve your place of employment and not the Board. Editing to add: Your statement "They had a horrible marriage and divorce. So this was a way to get back at my father" makes me rethink my comment about hopefully no Board involvement. Are you honestly blaming the mental health PATIENT for reporting her discomfort about your curiosity-inspired intrusion instead of fully owning this situation for what it is - an inappropriate mess you personally created? The patient is not in the wrong here, in any way, regardless of her (perceived) intentions.
  11. FacultyRN

    OB Unit for Male Student

    If your school has clinical contracts with facilities that discriminate based on sex of students, they need to stop using those facilities and choose new clinical sites - for ALL students, not just males. Will they also refuse you Med Surg and Critical Care clinicals because of the high likelihood of female nudity, peri care, catheter placement, etc.? Unacceptable! Those facilities should be reported for discrimination if the reason for refusing your attendance is truly your sex. It would be interesting to know their hiring practices for men. Are you supposed to be at a facility alone without an OB instructor while your peers at local sites have a clinical instructor present? If so, your school is also discrimimating. You are not receiving the same education with the same valuable resource of instruction as your peers. I have multiple male nursing students in each of my classes, and I wouldn't dream of restricting their experiences because they are men.
  12. FacultyRN

    Hired on the spot? Take it or look elsewhere?

    Working conditions are never going to be *better* than offered after hire, but they may be worse, so take that into consideration. Why would a for profit facility offer a new hire more money when they agreed to work for a lower rate? I would run away from the many red flags without a second thought, short commute or not. But if you want to keep this option open (which sounds like a bad option), you need to check out the following first. -How many licensed nurses are you hiring at this time, and what happened to the previous nurses who are being replaced? -Will you match my current pay rate? -What will my sign on bonus be? What are the requirements to receive this bonus? (If they falsely advertised sign on bonuses but aren't giving them, they're showing their true colors.) -What are the holiday and weekend expectations? -Will I ever be forced to pick up extra shifts that I haven't volunteered for? -Is there ever a possibility that I'd be the only licensed nurse responsible for both units at the same time? -Can I have a tour of your facility and speak with one of the staff nurses? -How many CNAs are scheduled each shift on each unit? -Are you willing to extend orientation to at least 2-3 shifts per floor, especially since they're just 8 hour shifts? This is the only time in your potential employment with this mess of a facility that the ball is in your court and you have some power. Get your salary, sign on bonus, and orientation requirement in writing. They're obviously desperate and will need to do what it takes to get nurses on board. It is completely reasonable to let them know you need questions answered before deciding whether or not to accept the position. And just because I think your husband is onto something with recommending the local community hospital, this is my vote of confidence (without knowing you personally) that if you can manage 27 rehab/SNF patients at a time, you can certainly manage 5 med surg patients. Try something new! Because 90 minute commute = a total no go for me
  13. FacultyRN

    Break in sterile technique

    You've received some great responses. I want to add that it's ok to ask your manager to arrange a team debriefing about the situation. What did we do well? What could we do better in a future similar situation? It sounds like you have been seriously affected by the situation, which was understandably traumatic. I think some closure and follow up would be beneficial.
  14. FacultyRN

    Holding ATT for not attending ATI review

    Is the ATI course required by your school of nursing handbook or a course syllabus as a requirement of program completion? If so, I'd say they can reasonably require it before releasing your ATT. Walking across the stage doesn't always guarantee total freedom. My guess is that this requirement is included in some official document you've had access too for a while, even if you weren't aware. Many schools require NCLEX prep because it helps their pass rates. If not, I don't see how they could reasonably withhold it... but I'd trust them that they will and would find a way to attend. Would they allow you to register for another review course instead?
  15. FacultyRN

    Ethical Question

    Yes, that warrants reporting. I am disgusted that 2 nurses would think it was acceptable to take a picture of such a scene and share it/keep it on their phones for personal entertainment. Ew. I would hope both nurses involved lose their jobs at a minimum, as anyone who thinks suicide attempts are entertaining shouldn't be working with mental health patients. Is this a real scenario or hypothetical?
  16. Since you read my post, you know I said "I know it's easier said than done because of budgeting, but err on the side of excessive staffing and lower nurse to patient ratios. That gives you built in wiggle room." I think being on call sucks. I think paying nurses $2 an hour to be within 30 minutes of the hospital all day sucks. But more than those things, I think patients deserve nurses. In every hospital RN position I held, except one, I worked call - even in an administrative role. I did not like working call; no one does. That's why I said showing extra appreciation goes a long way. I agree; "People who have put in their time aren't responsible to staff the hospital on their day off." I do not believe in mandatory overtime; working 72 scheduled hours + 8 call hours = full time, no overtime. Being on call is part of "their time." Call shifts should be thought of as scheduled shifts with a chance of staying home. Per diem nurses work shifts that are scheduled in advance. Many hospitals and units do not use agency nurses. Agency nurses aren't budget friendly, nor do they just appear 2 hours after a staff nurse calls in. Float nurses aren't available to all units; they are often in short supply, too. A nurse with a med-surg background can't float to L&D, ICU, ER, OR, procedure areas, etc. Float nurses are often scheduled to specific units in advance. Because they are in short supply and hot demand, this does not solve the problem of covering call ins. The original post was by a manager who is being asked to fill in frequent gaps, and it isn't working. She's exhausted. She needs a budget friendly, realistic solution that allows her to focus her attention on management, not bedside care. Utilizing call nurses is an effective solution. It is part of working as a hospital-based nurse. I offered several ideas for making this undesirable solution as nurse-friendly as can be: self-scheduling and incentives.

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