nickola

It's well worth it to purchase the on demand learning for the exams on the ASPAN website! Then purchase the practice tests- those 2 things helped me greatly!! Good luck.

A manager who allows tattling fosters this back-stabbing, 3rd grade, mean girl behavior. A good manager will bring parties TOGETHER to discuss issues & concerns, rather than calling the one tattled on into the office & blindsiding them- which I have seen happen too many times. The best managers I've had do not take sides, they do not protect the tattler, (which enables the tattler to continue in this childish behavior) but they sit down as a mediator, with the parties involved and let the tattler confront the accused in an adult, professional manner, so they can come to an agreement for a viable solution. Good managers communicate with all staff, not just a few chosen/favorites. Communication is the first step towards teamwork & conflict resolution. Sadly, there are more poor managers than good, which creates a hostile work environment & low morale, as well as lack of trust. In my experience unresolved problems amongst staff can almost invariably be traced to management. It starts at the top.

A group of us have gone to our Risk Manager, who wrote it up. If nothing is done, we will report this to the BON, as this is not the first incident w/this particular nurse. I have worked with other nurses who were suspected of coming in intoxicated, and only one was fired, another one was sent to rehab & allowed to come back.

No orders for meds, the NM just gave them, as well as fluids, no orders. The nurse acted drunk, she said it had been 2 hours since she'd had her last drink, if so, she must've been plastered b/c she did indeed appear impaired!

No, we have no proof, although she did say she'd been out drinking all night & just came to work. (not sure that's good enough since her BFF is the manager)

Recently one of the nurses on our unit came in drunk. She looked like she'd slept in her clothes, had foul breath, and was nauseous & pale. The nurse manager is her friend, and she put her in a room at the end of the hall, started fluids on her & gave her antiemetics- all on the clock. 3 hours later she felt better & was allowed to work the rest of the 12 hour shift, but was essentially useless. The rest of us felt very uncomfortable with this situation, and we wanted to report it, however, this nurse has been protected by the NM for a long time, and others have complained in the past- all the way to the top, to no avail. There is no one we can go to, & we all fear retaliation from the NM. Is this reportable to the BON? What is your take on this?

A few years ago my manager told me that another nurse had complained about me b/c she didn't like my tone of voice when I greeted her one morning as we passed in the halls!! The complainant considered my greeting "hostile" LOL!! I guess "Morning ______ (insert name) " was testy in her mind somehow. After a good laugh my manager told me she thought the other nurse was being hypersensitive- she is one who also makes a daily pest of herself re: scheduling, & getting "hours" pushing herself into areas where help isn't needed or appreciated b/c she is part time & wants a full time position. She is annoying beyond belief, w/an abrasive personality, but fortunately our manager has her number & takes her rants w/a grain of salt, & is well aware that this person fabricates & exaggerates situations to put others in a poor light & make herself look better. What's funny about this type of person, is they complain about EVERYone, even their "friends" & management, but it takes a while to figure it out. (Luckily this particular person finally left for a fulltime position at another hospital).

Very well put! It does seem that people are two-faced & passive-aggressive-- dramatizing things & making mountains out of molehills!!-- all very sick, dysfunctional behavior. Too many times management doesn't see this though, & don't get the full picture. If you don't "join in" you become a target. I am weary of this behavior which is so rampant in my workplace.

Is there a standard or recommended time frame in which to do patient callbacks after PACU discharge? Administration wants us to do them the next day, we are so busy that sometimes we don't have time until 48-72 hrs later, & we have recently been asked to call endoscopy patients as well. Friday patients aren't called until Monday. Just wondering how it's done in other places.

I see nothing wrong w/a little harmless flirting- it's an ego boost! HOWEVER, we have one so-so looking new RN that flirts to the point where it's affecting her work- you can't even be in the same room w/her & her 'target' - she's shameless, plus she's married. She has made quite a reputation for herself w/her behavior in a short time. We're all annoyed by it & several staff members have decided to go to admin. b/c her behavior is making others uncomfortable-- clearly against the sexual harassment policy. Good sense dictates that you tread softly in the workplace. I'm reminded of the old Victor Hugo quote: "God created the flirt as soon as he made the fool"

we do not commonly use them where I work, they are available. We are not drawing up meds from large ampules though, 1cc is the largest.

Some of us are tired of picking up the slack from the nurses who are busy treating all their patients like puppies!

all too true, & these people are doing a heckuva lot of complaining to staff-- management only sees the tip of the iceberg! These people will be on their very best behavior around the boss, but then complaining about the boss when he's out of earshot to anyone who'll listen. Let her go- I'm sure there's someone waiting to fill HER shoes.

I know this is an old thread, but I admire your wisdom in confronting the CNL the way you did. We recently had a similar situation w/our CNL, only the 2 most vocal (WHINERS) people on our unit went straight to the DON & complained. This resulted in our CNL being terminated, no questions asked- and she'd only been in that position a few weeks- not even enough time to get a feel for the job. If only the complainers had confronted our CNL, things might've been much different. Now one of the complainers is our CNL & it's AWFUL. No one trusts her b/c she runs to the DON w/everything w/out confronting the staff member, she also complains all the time about the DON behind her back, & she & her buddy complainer have made things quite intolerable in our dept. & morale is at rock bottom. Yes, it's true face-to-face confrontation might not be the best choice in all situations, & the known complainers (who are usually the pushy aggressive intimidating types) come across as being very abrupt - almost hostile at times & it's hard to take them seriously; but in this day & age there are other ways to 'communicate' & email is a great option.

Seriously! I have to agree, I am SICK of employees who milk the clock to get more hours! When your work is done, you leave--PERIOD!! We also have a certain amount of people who regularly come in 1-2 hrs earlier than the shift starts- yes they clock in & sit in the break room talking & eating, etc. Management seems oblivious to this though, they just think the way to save money is to cut raises, etc. It's frustrating to watch but what else can ya do? We've often wished management would ask (anonymously) for cost-cutting suggestions, but they seem to think not replacing broken equipment, etc. is a better option!!