PJG RN

Hi cap. I''m so sorry for the long delay. I am not the original poster. But I am the NICU nurse who was so appreciative when adventure_rn, BSN explained the rational for allowing lower O2 sats in neonates who are born with cardiac anomalies. . . . First, Congratulations on the Birth of your Grandson and becoming a Grandmother! What an awesome time! . . . . Second, I understand your concern/skepticism about whether medical professionals attending to your grandson are giving him the "best care." Something important to remember. You keep being his advocate, and keep encouraging your daughter to be his advocate too. You are always entitled to a "second opinion," and if you question or feel uncomfortable with something being said, done, or planned for your grandson, definitely ask questions. If you don't get answers that make sense and allay your fears, (and they should make sure you understand and that fears/concerns are allayed), or if you experience a "blow-off" attitude from the medical staff, it's time to get that second opinion, & possibly new doctors / providers. . . . It is a balancing act. And I agree with the docs waiting until Spring for surgery. Respiratory viral infections can be particularly bad for children, and especially in children who are compromised. This Winter has seen a significant uptick in viral infections compared to last year. . . . Can you say "less social distancing" and "relaxing of mask requirements?". . . . . . If your grandson's docs could remove just "one risk factor" for his surgery and not compromise something else while waiting, then by all means wait. . . . . Sorry to hear about your grandson's hearing. But keep fighting and loving on him. I've seen doctors be amazed at how well some children can do, despite their challenges. And I think your grandson is going to wow many, because he has such a great Grandma in his corner advocating for him! Wish you, your daughter, and your grandson the best!

londonflo: I agree. I've made up my mind. I will try to contact HR. Hopefully I get to speak with a "real person" and not a voicemail. JKL33: Thanks for all of your insight & suggestions. . . . I try to reach HR first. If no luck, I'll take your second suggestion & write in the clients who give their consent, and leave it at that. I think that will be probably be my solution. . . . Again. Thanks for your thoughts and suggestions. It's been a big help.

@JKL33 Hi. No, I am not a HIPAA covered entity and pay is from the client. ". . . what does the company in question say when you have informed them that you do not have "manager references," period? - I am working with a Hiring Agency. They sent me information about one Hospital to which I am now trying to apply, (I think they may have an agreement / contract with the Hospital). I've asked the Rep from the Hiring Agency twice about handling the References. A Response I got was ". . . it is fine to use non-nurses as long as they are not the patients - concern about HIPAA.” I explained the parents are the clients, not the infants. But still had the question, "Can you find Managers with whom you worked?” (The Application asks for "Manager References" that are not older than 7 years. . . . I have Managers who could be References, but are older than 7 years. . . . This leaves me my Clients. But my Clients are not my "Managers”). Thus my dilemma on how to answer that question. I was hoping the Agency would contact HR at the Hospital and ask the question. I may have to ask the Agency for a contact person at the Hospital HR, and ask the question myself. . . . Frustrating part is it's very difficult to get in touch with HR Departments now. I had a nurse friend tell me her HR Department was horrible pre-COVID. Now it's just insane. The staff sends questions / requests to HR and never get responses.

I've been a Private, Self-Employed Independent Consultant/Advisor for Families (Parents) of Infants in Neonatal ICU for ~ 15 years. I am the Owner. (No supervision over me). I want to start working part-time in a Hospital, but I am being asked for "Manager References" that are less than 7 years old. I have Nursing References, but they are older than 7 years. I have "Clients," on the other hand, that are less than 7 Years old. Would it be violating HIPAA law if I use "Clients" that have "given me permission" to use them as References? Would I need to use a pseudo name or somehow hide their true names on the Application, or would I use their actual name?

I agree with Crunch RN. ... I think you have to figure out a way to get media involved, all the while protecting yourself, (ie: to keep the hospital from taking action against you because you made the compliant). ... I know a lot of people are saying, “You’re a nurse. You signed up for this.” But that is farthest from the truth. Most nurses when they became nurses, did not sign up to be in a situation like the current pandemic. It’s dangerous, and outright unsafe the way they are forcing nurses to work. ... Do you have other hospitals in the area to which you can reach out, to see how they are handling COVID? Maybe they can have suggestions? My thought is if you can compare notes, find a “friend” who is willing to be the face to a complaint, and start complaining to the media, you will bring attention to the plight, and maybe get some action. ... One thought is if family members of the COVID patients, got wind of how their family members were being treated, (or not getting treated due to the dire situation), there would be action taken. Hospitals don’t like negative press, and family members can certainly bring that. (I’m assuming your hospital has a ‘no visitation’ rule right now. That’s what they are doing in lower parts NY state). ... I wish you the best. Sorry you are in such a tough spot.

at kp2016... You are very insightful. ... I think my employer was expecting a "quick turn around" on my orientation. When that didn't happen, they were not as enthusiastic. ... To avoid any messy issues, (ie; union getting involved), they let me go "before my probation was up." I'm now trying to get past all of this. ...

Caliotter3/calmone6165 Some Additional Updates…. Much relieved after speaking to a Nurse Attorney. She assured me, there would be no problem with renewing my license, as I can check “no” on the one block that asks, “Has any hospital …. terminated …. employment … to avoid imposition of such measures?” She told me it only applies to someone with pending or actual charges of “professional misconduct.” …. Also heard back from HR. They stated same as before, “Highly unusual to get Resignation Letter after being termed.” ... I don’t think they plan to mention I have resignation letter in my file. ☹️. At londonflo: I’ve looked into unemployment benefits. Not sure if the company would try and fight me on this. I have not filed because I thought I would have found a job by now. Have not. I don’t think we had COVID layoffs. We had a lot of shifting around of personnel and a change in designation of floors, (making specific floors COVID floors), but not layoffs. We had a steady stream of COVID patients. But that was a good thought. … Thanks for your encouraging words. At greener22: I was on the fence about trying to contact our “new CEO.”… Met and talked to the new CEO during my first week of orientation. He was in the same new hire class as me, and I sat next to him. I think he would remember me. But don’t know if I would cause more angst for myself at this point or not. About my Rehire status: I don’t know the answer to this! ... Just realizing I need this information. … Recently discovered HR Departments have a “work-around” they use with each other. If a prospective employer were to ask one’s previous employer, “Would you rehire this individual?,” it is okay/legal for the previous employer to answer “No.” And no specific rules have been violated. About my reason for leaving employment. … On applications I going to say, “Left Employment - Letter of Resignation.” Still not sure what to say in an interview. Also, feeling “squeezed” about what to say re: contacting my previous employer. …. Had an online application that specifically asked could they contact the previous employer. I was stuck on what to say, so I never completed the application. (Figured I was in a 'no-win' situation here). …. Frustrated with the ATS (Application Tracking Systems). This approach to hiring is new to me. I’m used to hand delivering, (or emailing), my RESUME to HR. This way, I usually get some type of 'human' response. … The RESUME I used for my last employment, (which has my photo on it), was reviewed by an Exec at a very large company before I hand-delivered it to the hospital HR Dept. I had a phone call from HR within one week for an interview. (Yes. I’ve seen many posts in ‘all nurses,’ that say it is not advisable have a photo on a RESUME. I will be removing it from my future RESUME submissions.). … I’m also in the process of changing the layout of my RESUME, as I have recently discovered, “ATS” read certain layouts much easier, and that is not how my RESUME is laid out. … This has been an incredible experience. I’m learning a lot. Just hoping I get picked up soon for employment. I need to be back work. Need money to pay our bills.

Hi Beth. It's PJG RN again ... Just some updates. ... I live in New York. My former hospital is unionized. Unfortunately, the Rep could not intervene because I needed to be off probation, (which I had 2 more weeks). I did speak to the Union Rep, and she and my husband suggested the letter to the Mgr, stating I would sit down and work on a plan with the Mgr to correct the issue(s). That is the letter I sent my Mgr. Unfortunately, I got no response. Instead, I got the call two days later, saying I was no longer working for the hospital. I spoke to the Rep again, and she made me aware, that in New York, when it's time to renew one's license, the Board has a question where they asked if one has ever been "terminated" from employment. She said it can really cause some nasty repercussions, and difficulty with employment going forward. ... This is one major reason I am so concerned. Repercussions now, and in the future, when I have to renew my license. .... To: caliotter3 & TriciaJ, RN: ... Thank you for your feedback about what to put on current applications I want to submit. I think that sounds like a great idea, and I will do that for now. Another Update: I finally heard from someone in Human Resources. This is the response I received: "Hi xxxx – We did receive your resignation; however, it was highly unusual in that it was received after you had already been terminated. <sic> (I dated it the day of my Mgr's phone call, but they got it 1 week later) <sic> You were not successful during your probationary period which is why you were termed. Our policy when requested for a reference is to affirm the title and dates of employment." ... So, they got my resignation letter. As I said above, I dated it the day I got the call from my Mgr.... But I get the feeling HR didn't do anything with my letter, other than let me know in the above communication they received it. (No one from HR had previously acknowledged it to me, even though they had it). I have emailed HR back, asking, does my record show, "resigned" as my reason for leaving, and if it doesn't , to whom do I need to speak. I have been looking up Nurse Attorneys in my area too. If HR refuses to change the status, (if it shows "terminated"), I am in a bad bind. Without employment, I can't afford counsel. Any other suggestions for dealing with HR, if they give me a difficult time? Thanks for any suggestions.

To Adventure RN .... Thanks so much for the detailed explanation about O2 sats and cardiac babies. ..... I’ve been NICU connected for 30 + years. ... Cardiac has always been my uncomfortable / weak area. ... I know for our cardiac infants, the peds cardiologists always want lower O2 sats, but I attributed it to the cardiologists just accepting “mixing” is going on, and the lower sats are the best we’ll get in these infants. ... I’m old school, so I struggle with wanting to see higher O2 sats, (even though I always keep the sats where the docs order them). This even translated to the revised NRP guidelines from a few years back. Starting a neonatal resuscitation at 21%, felt so counterintuitive to me. But you just gave me that “Ah hah!” moment. Now I get it! You’ve even helped me understand & have less fear of the cardiac patients I encounter. That was the best explanation I have ever had. You have a knack for explaining things. If you are not an Instructor, you should be! Your explanations are spot on! ... Thanks so much for all of your insight!