rnpatrick

https://www.medpagetoday.com/special-reports/exclusives/91322

I got confirmation Ruhle knows of nurses displeasure at her comment.

I found a news service that has the full show. The RN comment begins at 11:55 https://topnewsshow.com/msnbc-live-with-stephanie-ruhle-12-7-20/

Thank you for responding. I'm trying to get nurses that missed it informed. Glad you saw it. I've posted on several nursing sites. It is out in the Twitter, too. I've written tv shows, news organizations, etc. Amazing that NJ Commissioner of Health responded. My own state won't even respond.

Yesterday morning, Stephanie Ruhle was interviewing Gov Murphy of New Jersey. Toward the end of the segment, she ask him if he was going to "upgrade the commission as the head was (only) an RN." This implies the commissioner was not qualified and should be replaced. MSNBC edited out this part of the segment. To protect Ruhle? During the pandemic, nurses have endured enough and do not need a national media personality putting the profession down. It is this mentality that has fostered hostile work environments. I wrote the commissioner and she defended our profession: "As nurses we have been battling the misperception that our practice is less than other professionals. I did not hear the interview but many nurses like yourself did. We need to continue to educate the public that our profession is based on science and translates that work to the bedside and patient side to make a real difference in the lives of everyday people. I am proud to call myself a nurse. At the end of the day Stephanie will never be able to say what so many nurses can, " I made a difference in someone's life today" .

In healthcare HR are known as management KGB. Good luck with that.

I know two lawyers who cover NY, NJ, Penn, Fla, Mass, Ca. and they may have trusted associates in other states. I heard Texas is very active state for legal advice on this.

So far, not one of the tv talking heads has responded. I've seen them all repeat the same stories. The print media is best for local firings of nurses and doctors. A national/international story will get tv talking specifically about managers firing and pulling masks off faces, etc. And how widespread it is.

It took Covid to get the world, media and lawyers to notice we exist. The cavalry is on the way. Keep your eye on the news and watch those administrators have to change their drawers.

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!

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.

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.

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.

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"

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