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rnpatrick's Latest Activity

  1. rnpatrick

    Unit is Total Chaos

    What does your contract company say? Have you created a paper trail of your concerns. Citing safe harbor I know of only one state that has that. I have used that. It gives you protections while you await peer review. But, if the committee is stacked with "pets" could be tough. You should compile journal articles and standards that back your concerns. If the peer review does not go your way and you suspect bad faith you can appeal to CNO and then directly to state board of nursing.Craft a letter to state board of nursing to get an opinion about your concerns. You can do an initial outreach as theoretical not identifying facility. Have you written ACCN? They have good standards. Get everying together and write so you show you are exercising your duty to report. Back concerns with EBP. Good luck!
  2. rnpatrick

    Wrong site surgery waiting to happen

    Look at your nurse practice act. You have a duty to report. Hopefully, you created a paper trail with emails, etc. Like the other comment recommended, report to state since you did not get an appropriate response, internally. If Joint Commission, report. Or it could be other certifying agency. Your duty to protect patients does not end with reporting to management.You keep going until you get action. I am speaking from experience.
  3. rnpatrick

    Devastated and Disappointed

    Another tragic epitaph due to the failure of the system to address the causes of nurses burn out and. the high washout rate. Studies have identified a rate from 30-50 percent by the 5th year. New nurse's exit their first job 60 percent in first year. Often identified as the chief cause is the direct manager. To date you cannot get this discussed at professional conferences. Just in the last few weeks I have attempted to contact speakers who have abuses of power in the description of their seminar. At first I was so excited that it might actually happen. I even posted it on blogs. Looks like I will have to pull the reigns on my excitement as my inquiry to get clarification has gone unanswered. When the topic of managerial abuses of power has been raised by me and others we are ignored or misled. Our new nurses deserve a better chance at succeeding. There is no accountability for abusers. Not even at a so called Magnet hospital in this case. I have experienced that, too. Perhaps it awaits them when they become aged and are patients staffed by what is left of the workforce depleted by their abuses.
  4. rnpatrick

    New Grad Loses Job at 3 Months

    I have worked pediatric OR but not oncology. I can only imagine who difficult that unit might be. I suspect you are right in that your preceptor did not provide enough guidance and feedback. Maybe a classic case of " see one, do one, teach one." This is a destructive attitude by "preceptors" There are some who are in teaching positions that have no business being given that responsibility. IOM Keeping Patient's Safe says asking questions can be viewed as a sign of incompetence. I bet this was an attitude there and you sensed you might be so judged. For goodness sakes! You are just out of school. I hope you find nurturing environment and get another chance. The shortage does not allow for throwing away a new nurse as was done to you.
  5. rnpatrick

    New Grad Fired After 2 Weeks

    Association of Registered Nurses of Newfoundland and Labrador "The importance of providing a comprehensive orientation program for new graduate nurses is well documented (Godinez et al., 1999; Hernandez, 2001; Kells & Koerner, 2000; Proehl, 2002; Remus, Smith & Schissel, 2001; Revis, Thompson, William, Bezanson & Cook, 1996; Williamson, 2001; Winter-Collins & McDaniel, 2000). Orientation programs that encourage new nurses to feel welcome, safe, valued and nurtured eases transition and enhances their overall satisfaction. Several authors have recognized the importance of a supportive practice environment for new graduates (Beeman, Jernigan & Hensley, 1999; Lavoie-Tremblay et al., 2002; Winter-Collins & Mc Daniel, 2000). An orientation program that addresses the new graduate's need for belonging and security by placing socialization as the first organizational goal, contributes positively to role adjustment (Beeman et al., 1999). In addition to a comprehensive orientation program, other key supports recommended to ease transition and encourage nurse retention include: access to continuing education opportunities, formal preceptoring and mentoring relationships, strong nursing leadership, adequate nurse:client ratios and support for evidence-based practice (RNABC, 2002). Orientation program time frames for new and experienced nurses vary widely in the literature; typical periods suggested are three to four months for a new graduate in an acute care setting, six months or more for specialty areas, and six weeks for an experienced nurse in transition (Beeman et al., 1999; Fey and Miltner, 2000; Wolgin 1998). Generally, nurses recommend longer orientation periods than they are currently receiving in the workplace (Noseworthy & Harnett, 2002; Nursing, 1999; Remus, Smith & Schissel, 2000; Tar Heel Nurse, 1998). It is noteworthy that a Newfoundland and Labrador study also reported that the adjustment period for new graduates to feel comfortable in taking on full responsibility is up to six to seven months (Janes et al. 2002); thus supporting the need for longer orientation programs"
  6. rnpatrick

    New Grad Fired After 2 Weeks

    Dear New Grad, Here is a good article on recommended standards for nursing orientation. Page not found | ARNNL Based on this information I think you could report the leadership or hospital to regulators and the state board of nursing under which they practice. The lack of adequate training for new nurses makes for a high risk patient care environment. Not to mention codes of conduct, ethics and nurses bill of rights violated. And evidenced based principles for work environment conductive to safe patient care. Perhaps there is a practice director at your state's nursing association. Or the ANA. You can seek an opinion from your board of nursing. You have a duty to report unsafe working conditions per your nurse practice act. You might seek advice of an employment attorney if you have the money. John P Kauchick,RN, BSN
  7. rnpatrick

    New Grad Fired After 2 Weeks

    Dear New Grad, That sounds like the employer from hell. All hospitals normally have a process to be supportive to new grads. Five weeks is far short of adequate orientation. Look up standards for orthopedic floors. Perhaps there is a national organization that has recommended practices. Does the hospital have any awards or recognition that requires standards? Are they joint commission? Perhaps there is a resource to consult, there. Sounds like you had no recourse what so ever. No human resources help? Did you keep your orientation packet with hospital policies? Had to have been a violation. Something is very wrong with that hospital. Only gross negligence with patient harm could justify the way you were treated.
  8. rnpatrick

    New Grad Miserable Because of Management

    Sadly, this is common such a horrible managerer escapes accountability. Perhaps your institution is seeking Magnet or Pathways to Excellence. Perhaps they have language in mission statements or other hospital literature. In their outreach to the community PR, etc. This provides an arguement for your case. Does hospital. employee handbook provide a pathway to raise concerns? Do they have an employee assistance program? This managers behavior is certainly counter to an environment of quality care. Look at Codes of Conduct, Codes of Ethics, research on workplace culture. If there is a committee at your hospital that might be an outlet for improvement get on it. There must be something at your hospital to create a paper trail. Perhaps somebody there might read between the lines and come to your aid. Bottom line, you will eventually have to make this official internally first as the courts often deny recourse if these where not used first. Any communication related to your situation make screen shots of. Do you have access to employee satisfaction surveys unit specific? Hope this is helpful.
  9. rnpatrick

    Utah Nurse Wubbels Reaches $500,000 Settlement

    Wubbells starts off by saying "We all deserve to know the truth." With that in mind she is aligning with strange bed fellows.
  10. rnpatrick

    I'm So Over Nursing. I would rather work at Costco!!

    37 years in it and next year when I can collect SS I might work one day a week at most. There is zero accountability for mistreatment of the nurse who champions patient safety. Ninety per cent of nurses submit to their corporate masters. Very hazardous to practice full time as coworkers will literally stand silent if they don't betray you all together.
  11. rnpatrick

    Why I'm leaving nursing

    The state of nursing is: Code of Ethics, Magnet, etc but no accountability for perpetrators of abuse. Media doesn't care because 90 per cent of nurses subjugate themselves to " their masters." The other ten per cent are vilified by the 90. At the end of the day the majority sow what they reap. " If you dont stand for something, you will fall for anything." The heroic few can't do it alone. And the preventable death rate for patients will not get better if the majority remains silent.
  12. If you go to IOM's Keeping Patients Safe: Transforming The Workplace of Nurses the chapter on patient safety culture has a description of the adversarial relationship between staff and management. The National Patient Safety Foundation's study From The Eyes of The Workforce also discusses it. Sounds like you are an exception. Maybe you should publish on your successes. I assume your unit would have good staff satisfaction and patient safety culture scores. Maybe this nurse should come work for you.
  13. Very few nurses have the ability to pay a 15K retainer to sue for defamation, etc. Only 20 per cent of nurses are part of a union organization that might provide legal assistance. Making it a much more common practice to be wrongly rated by a former employer. Other industries are much more cautious due to more widespread lawsuits.
  14. Hidden files or black books are illegal. Its hard to believe that nurses licensed and accountable to nurse practice acts can practice defamation and piling on. That said ANA stands by and does nothing to hold these nurses accountable. This is a well informed statement. I have years of correspondence attempting to get these issues on public forum like conference agendas, etc. When they go unanswered I mark as such and file it. Things have changed since 2006. One can see the timeline of corporate infiltration. It is at its worst; now. They control the narrative by ignoring dissent. What they won't acknowledge is that by ddoing so they are silencing the visionaries and innovators.
  15. The ANA has made one decree after another on ethics, workplace bullying and even nurse fatigue. Yet, many members who are managers or higher are not held accountable. If they egregiously violate the values of the organization, they should not be allowed to remain members. If this was enforced, it would go a long way to earn the respect of the 90 per cent of nurses who won't join until they see the stated words put into action.
  16. I read a lot of management leadership articles and books. I have given the best of or suggested it to many managers. Forbes had a great article on leadership characteristics of the most successful companies. Having worked in dozens of hospitals as a traveler, I can count on one hand the number who exibited one or more of these.