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kbrn2002 ADN, RN

Geriatrics, Dialysis

RN from WI

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kbrn2002 has 25 years experience as a ADN, RN and specializes in Geriatrics, Dialysis.

RN specializing in geriatrics and wound care. New experience with Dialysis nursing coming soon!

kbrn2002's Latest Activity

  1. kbrn2002

    Do Black Nurses Have a Different Experience?

    You just reminded me of a situation at work that I found pretty hilarious! Years back when working in a nursing home we had one black lady resident. For some reason she took an immediate and extreme dislike to a CNA named Andy. Poor guy did everything he could to sneak by Louise without being noticed which believe me wasn't easy. She may have had dementia but there wasn't a darn thing wrong with her hearing or sight. Every single time she saw him she would yell out"Honky!" or "Dirty white trash!" It was only him she was ever like that with and it was from the very first time she laid eyes on him. While we all found it pretty funny at Andy's expense we also wondered who he must have reminded her of from her past to elicit such a response.
  2. The fact that are even asking if this is appropriate makes me think you are probably aware it is not. The first red flag is that you regularly spent two hours with this one resident helping her get ready for bed. Of course nobody else does this, I can't think of a single nurse or nursing assistant ever that has two hours to commit to one person's care in a facility setting. Not to nitpick on this too much but if your job title during this time is manager I also can't think of a single manager ever that is helping one resident with HS cares. Maybe helping on the floor to cover a shortage, but not making it a point to take care personally of one person. Obviously for whatever reason this resident means more to you than others but it isn't fair to your other residents or to yourself to get so involved. I have to say it appears you have gone beyond blurring professional boundaries in this case. Frankly I am a little surprised your supervisor has allowed this situation to progress to this point without at least talking to you about it.
  3. kbrn2002

    ADN vs BSN Nurses' Competency

    Well that took until what, page 2 maybe for the arguments to start. How predictable. There are advantages and disadvantages for whatever degree path a nursing student decides on. The decision on which degree to pursue could be related to money, I can confidently say that an ADN acquired at a community college will be a lot less expensive than the BSN at a 4 year university. For students paying for some or all of school out of pocket the ADN makes more sense. The BSN is still within reach by completing a bridge program which with reputable and reasonably priced online programs is not as difficult to manage as it used to be. Also to consider is many employers offer tuition assistance so that can also relieve some of the financial burden of completing the BSN. The decision on which program to attend can also be based on the ability of the prospective student to be accepted without a long wait. Some programs have a either a long wait list or a lottery system to get in, even with a stellar transcript and high TEAS there's no guarantee of immediate entry. If getting that degree can be done faster by attending a different school why wouldn't that be considered a viable option? Another strictly degree availability argument for those that seem to think the BSN is the only reputable degree is where exactly do you expect all those nurses to get that degree? I can't speak to everywhere in the country obviously but I can say in my region at least there are four ADN programs that graduate students twice a year and only one BSN program with an annual graduation. That's a lot more students obtaining the ADN than a BSN just based on the local degree availability. There's simply not enough room or money for traditional four year universities to expand their BSN programs enough to absorb all those students. Without the ADN as an option the nursing shortage would indeed be become a very real thing. Then there are regional requirements to consider. There are some areas with a high enough population density of nurses where nursing is highly competitive and hospitals can and do require a BSN as a standard. There are also areas where the nursing shortage is real and any qualified nurse, that is any nurse that passes the same NCLEX we all take is able to easily find employment.
  4. kbrn2002

    COVID-19 and extinction of human species

    OK, I was going to let this go but I just cant'. I haven't heard any academic sources, reputable or not comparing COVID-19 to ebola. Ebola has a well documented death rate of 25%-90%. There are a few reason's widespread distribution of that virus was avoided. It is not contagious during the incubation period which ranges from 2-21 days. When it becomes symptomatic and therefor contagious it never presents with mild to zero symptoms. Plus it originated and thankfully remains fairly isolated to areas with very low population density that are not prone to frequent international travel. I am by no means an epidemiologist but the comparison to ebola just isn't there.
  5. Absolutely. My issue is how many of those people already barely making ends meet would be financially ruined by an unexpected medical bill? Even if they have health insurance it's likely a low premium/high deductible policy so even meeting the deductible would be impossible.
  6. kbrn2002

    LTC Residents and Workers Face Tragedy

    Exactly what I was thinking. I worked LTC for 25 years so I can say from experience with previous flu related isolation's it's darn near impossible to keep an ambulatory person with dementia contained. Keeping them isolated to their respective units is a little easier by creating physical barriers like closing fire doors or hanging curtains across the end of the hall if there isn't a door conveniently placed. Creating an entire unit Covid unit would be a logistical nightmare if the facility is anywhere near census capacity. There's just not the room to move all the residents while keeping the symptomatic and symptom free completely separated. Then there are the issues with staffing. If there is any way to plan for the staff that work with the possible or confirmed cases to not have any contact with the residents that are not considered infected I'd love to see it. Staff move from unit to unit all the time. Many facilities, especially on the night shift some staff work on more than one unit. Plus when staff call out somebody is either called in to work, somebody already there is mandated to stay or somebody is pulled from another unit to fill that hole. Few facilities have enough staff available to add extra staff per shift to minimize contact between units. There's a daily struggle to get enough staff in the building even without Covid in play. Not to mention it's not unusual for LTC staff to work in multiple facilities increasing that risk of cross contamination even more. Then there are the kitchen, maintenance, laundry and housekeeping staff that move throughout the building. Not to mention management. Every isolation we endured they were rounding the entire building checking in.
  7. kbrn2002

    first job LTC need advice

    You can always start by posting in general nursing or if you are in school and it is an education question post in the general student forum. If the question should be moved to a different sub-forum the mods will usually take care of it. They are pretty good about that. You can also ask a mod after you post if you want the topic moved.
  8. kbrn2002

    first job LTC need advice

    Didn't mean to bold the surprise state visit part, LOL! You are absolutely right, those people can show up anytime. While it's not common I have seen them waltz in while night shift was still on. It was pretty fun getting to call and wake up all the managers and hear the absolute panic when they heard state was in the house!
  9. kbrn2002

    PTO

    Gosh I am shocked at how many employers don't offer the 6 paid national holidays! My current employer pays 8 holidays though they are taken from the PTO bank. The PTO accrual is generous enough though to allow for plenty of time off beyond those holidays. My previous employer paid seven holidays as they included Easter. Those days are just added to your check as "holiday pay" whether you worked that day or not, as long as you are classified as full time. The holiday pay was only given to part time if they actually worked the holiday and casual/per diem employees didn't qualify at all so there was no incentive for them to pick up the day or to work for somebody else that might have been looking for a replacement if they wanted to take that day off.
  10. It seems to me too many people in the US are overly focused on hourly pay rates. It's not how much an hour a person is paid in gross wages that matters so much as their actual net income and the spending power of that money. Cost of living and benefits that are not calculated in gross wages needs to be a bigger part of the discussion when people on internet forums with participants from around the world start comparing wages. I'd be perfectly happy making less money per hour if my health care costs were zero, if I had more paid time off and the ability to actually use it, if the obscene amount of money I pay each check to federal and state taxes actually supported the middle class and working poor more than big companies and the already wealthy. I make a decent living with my hourly wage where I live. That same wage would put in me in upper middle class if I lived in a lower cost of living area or it would put me in the poor house if I lived in one of high cost of living areas. People tend to see stars in their eyes and dream of a lavish lifestyle when they read about a nurse that makes $90.00/hr until they realize that nurse lives in a community where renting a studio apartment costs over $3500/month, gas is over $3.50/gallon when it's under $2.00/gallon pretty much everywhere else in the nation and state and local taxes take a brutal chunk of that check.
  11. kbrn2002

    PTO

    Seriously? Well that's lousy! I would not be impressed if I worked there. Hopefully there are a few "floating holidays" you can take to make up for that. I'm guessing probably not though.
  12. kbrn2002

    first job LTC need advice

    The ability for a nurse to pronounce death varies according to state laws so unless that is brought up by management I wouldn't worry too much about that. In WI nurses can't pronounce with the exception of certified Hospice nurses. For most deaths a call to the MD to pronounce is needed. In some cases deaths are considered reportable and the medical examiner must be contacted as well. I won't bother going through all the scenarios as whatever the process is for dealing with resident deaths where she works will be covered in the facilities policies and procedures plus the more experienced staff should hopefully be available to help when that situation inevitably happens.
  13. The most shocking thing I've heard is that there have been some people in the world that believed Trump's off-hand comment about disinfectant killing this from the inside out and decided it might be a good idea to try that. Yep, you truly can't fix stupid!
  14. kbrn2002

    PTO

    I'm assuming you are in the US? There are usually 6 paid holidays. New Years, Memorial Day, July 4th, Labor Day, Thanksgiving and Christmas. The occasional employer will pay Easter as well but that's not too common. If their policy is to pay the holiday whether you work it or not then you will see holiday pay on your check stub when those come around. It's kind of a stinker that vacation, sick time and personal time all come out of the same PTO bank. If they are including sick time in that it does cut into potential vacation time if you need to it. The PTO/hr they are offering isn't great, but it's also not the worst I've seen. If the rest of the pay/benefit package is otherwise good you might find the PTO perfectly acceptable. Plus a lot will ride on how good the employer is overall. If it's a job you think you would like that's just as important as the benefit package. Notice I didn't include pay there though, like the job or not you have to consider if the pay/benefits package is at least competitive for your job market before accepting.
  15. kbrn2002

    first job LTC need advice

    Glad it's going well so far. Don't be too concerned with the 3 day orientation. I forgot to mention that's pretty standard in LTC. As long as you work with other nurses that are willing to take the time to answer your questions and help you when needed you'll be fine. Usually overnights is a bit less chaotic so yes, that is a good shift to start on. Maybe you'll love nights, many do. If you are able to find a decent work/life balance and establish a decent sleeping pattern it's a great shift. I worked nights 15 years and I have found that with a good staff there is awesome team work in that group. There's fewer staff so they are put in a position of needing to work together more and if they are an established team with a set rhythm the shift can be pretty smooth. Of course there's occasional hiccups, but overall it seems to be a little more mellow on the night shift. You got this. Good luck flying on your own!
  16. kbrn2002

    PTO

    1 week vacation in the first year of employment is pretty standard so that's not necessarily a deal breaker. But there are a couple of important questions. First, does that PTO bank pull holiday pay out of it or will your paid holidays be paid separate? That policy seems to vary by employer so it's important to find this out. If holidays are pulled from the PTO hours that cuts your vacation time to 1 day which is needless to say unacceptable. Also consider sick time, is that also pulled from PTO or is there a separate bank of sick time? Assuming there is a separate sick time bank do they have so many stipulations on how and when it can be used as to make it pretty useless? Believe me I've seen some ridiculous sick pay policies so that is a question worth asking. Last question I would ask is at what point does PTO accrual per hour increase? How much does the accrual increase based on years of service and what years does the increase kick in? They should give you a breakdown of that sometime during the hiring process.
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