Cloe911

I was wondering this as well, and my state has done this on a (rare) case by case basis according the BRN when I called. It’s hard know where my responsibility ends, or my duty to act ends..... If there are extenuating circumstances that as just a fellow employee I’m not privy to, I completely understand and can happily stay out of the whole thing.

Very good point...... I’ve reached out to one of the administrators and got a “um...... you should direct this quest to the nursing supervisor “. I figured Id see if it’s an issue already being dealt with that I can’t see because it’s at a management level. I’ve already decided that if they know she’s unlicensed and knowingly continue to have her working like she is, I’d have to quit and go straight the BRN.

This is exactly where my concern lies..... she is. There is no other licensed personal in the building. She has access by phone to other RNs and NPs, but they do not check in or observe. She gives meds, both PO and IM, monitors insulin administration, answers meds questions from the med passers, etc. She also takes on-call and is expected to respond to emergency situations that occur.

Unfortunately a mentoring approach has not worked. I think due to a perfect set of circumstances she landed in a day shift spot and believes she knows how to do the job better than anyone else. Her mistakes have not been major ones, no significant patient harm has been done. But things like using incorrect bandaging or simply not having enough experience to know a lot of the day to day tips and tricks we use. I do have liability insurance thru NSO, got that right out of school. And I like the idea of setting my limits ahead of time, my make or break point so to say. I genuinely like the work, the shift works well for me, and the other folks I work with (the deputies) are a blast. thanks for the input!

Here’s my issue: I’m trying to figure out if I am in any way legally liable for a “nurse” at my company, if I should stay because I like the work, or if I should run for the hills because this company is being super shady. Here’s the deal: I currently work for a company that contracts the medical department for a small county jail. I am the only RN, another LPN, and a new grad RN who’s apparently been working on a temporary license. Her name on all legal documentation is listed an “Grad RN”. The state I’m in allows new graduates to work (under direct supervision of a licensed RN) for 90 days. I’ve been there for almost 90 days now and she is not yet listed on the state BRN as licensed. She has been working independently on the day shift with no other RN in the facility, I’m in the PM shift. I see her for 15-30min during shift change. I am 95% certain she is working on an expired temporary license. My long winded question in all this: As the only licensed RN working at this facility, am I responsible for anything she does? Should I try to address this with the company or take it as a sign of poor management and quit? Are there any other ramifications I’m not thinking of? And lastly, do I have no liability and it’s really none of my business and I should just steer clear of the whole situation? I have had other concerns about the professionalism and integrity in this company as well, but it’s very small and minimally staffed, so it’s also going to be informal as well I would guess. I like the work and hours, so I’d like to stay, but I’m super nervous right now.