xptp29a

You must get at least 90% on the math test. The first attempt is your grade. You're given three attempts to pass and kicked out of the program if you don't pass on the third try. Initial test is given in class. Retakes are done on your own time in the testing center. I didn't hear of anyone in the evening and weekend who didn't pass. Examples in the Pickar book are good. Your instructors should give you a practice test that is almost identical to the real thing.

I am a current first year student. Coursework is reasonable. I spend 15 hours per week preparing for classes. I also work full-time. I did well my first semester and anticipate doing well during the rest of the program. The HESI entrance exam was not required when I applied.

My mom had a subarachnoid hemorrhage a few years ago. She didn't have a headache at all. Was conscious one moment, out the next. Detachable coiling after the bleed stopped things from getting worse in her case. It was a long hospital stay, but lucky there were no lasting deficits. Not a common outcome. Sorry it didn't turn out better for your cousin.

I bought an Invicta Specialty 1038 around $50. Has military, second hand, nylon strap, is water resistant, white face.

You don't have to be religious to go to Bethel. Bethel will expose you to different worldviews, not indoctrinate you into its baptist heritage. I didn't go to Bethel, but did go to another private religious school in MN. Must say I am glad I had to take "religion" classes. These classes may seem irrelevant (I know it did to me at first), but it broadened my perspective. Wouldn't let the whole religion stand in the way. It can be as important or as unimportant as you want to make it.

If you were accepted into NHCC's nursing program, would you mind sharing what grades you got for AP1, AP2 and micro? I, as well as many other of my classmates, are curious. We all have different ideas of what a competitive candidate is when it comes to grades received for these classes and actual chances of getting into the program. I have visited the health care advisors and he and she were both vague on what grades accepted folks had. Just curious... Congrats, by the way, if you got in! How exciting! : )

We use Great Team Cards as a team building tool. The cards are used to thank fellow coworkers for going above and beyond their normal duties and helping each other out. During our monthly meetings a few cards that originate from our department are read aloud so everyone can hear about the good deads. These cards are typically only a couple sentances and are filled out using a form on our intranet which is available to all employees. I always print mine out and tuck them away in my fluffer file so I can brag about myself during review time.

If you are talking about Biol 1001 at NHCC, then chemistry is recommended, but not required. Pretty sure there isn't a lot of chemistry knowledge needed for a basic biology class such as this.

Prune juice contains a lot of potassium, which could be problematic considering the patient is experiencing renal failure.

Employees greater than or equal to 0.50 FTE are eligible for a maximum benefit of $2,000 for undergraduate and graduate programs.

Phantoms in the Brain by V.S. Ramachandran has a chapter or two on phantom limb pain. It's an interesting book.

I'm not a nurse, but work in a hospital so I hope that this is relevant enough to warrant your responses. I work in the evening in a nutrition department at a hospital as a non-exempt union employee. One of my assignments is to work in the dishroom. Almost every time I work in the dishroom there are too many dishes to clean in our four hour shift. My supervisor seems to think employees are required to stay after the shift ends if there are still duties to be done. It's not uncommon to stay 45 minutes to one hour later than scheduled. In fact, it is almost unheard of to leave at the scheduled end time. My union steward advised some other employees to simply walk out at the end of their shift if there is still work that needs to be done. Her thought is, our shift is over and we are not required to stay any longer than the scheduled shift. The union contract supposedly has us covered. I've searched the contract to no avail in finding this clause. My supervisor says that if we leave with unfinished work there will be consequences related to job performance issues, which could ultimately lead to us being fired. My thought is, I'm all for helping out and finishing my work, but I believe the issue is larger than staying late to wash some dishes-- It is a staffing issue. I'm working later than I'm supposed to almost every shift and my supervisor told me that if I continue to stay late and not finish my work in the allotted time period, this will also be a job performance issue. I seemed screwed both ways! On a similar topic, I'd like to know what you guys think about this... employees arriving at work and working 30 to 45 minutes before their scheduled start time. Not clocked-in, not being paid. I would guess that 90 percent of catering associates (staff who prepare and deliver food trays to patients) arrive at work 30 to 45 minutes early so they aren't late in delivering trays to the floors. The supervisors know about this, yet say nothing. It's obvious we need more time to prepare before delivering trays, but the supervisors have made no changes in the year I've been there. I've also mentioned more than once to management that we need more time, their response: work faster. I'd like to leave this job but the pay is good and four hour shifts are hard to come by. My next step is to ask my union steward for clarification, but in the mean time, what are your thoughts?

Have you looked into HealthEast Care System? St. Joseph's Hospital (downtown St. Paul) has been mentioned, but have you thought about St. John's Hosptial (Maplewood), Woodwinds Health Campus (Woodbury) or even Bethesda Hospital (St. Paul). All these are located on the metro's east side and are relatively close to Wisconsin.

The hospital I work at uses an okay method. One catering associate (dietary staff) is assigned to each unit. That associate prepares, delivers and picks up the trays as well as takes meal orders for about 20 to 25 patients. Meals are ordered immediately after eating a meal. For instance, after breakfast, lunch is ordered. The associate goes room to room and reads the cook's special and the alternative choice. The patients also have an extensive al a carte menu to choose from. They basically can order anything that the cafeteria has to offer, if it is within their diets. The associates get preferences for patients regardless of their diet (regular, mechanical soft, dysphagia, clear, full liquid, etc). During the day, a couple of people serve as runners to expidite meal trays for new admits, diet changes, etc. At night, the catering associate is responsible to monitor diet changes and new admits and run those late trays. This is the real downfall of the process. Whenever a diet change is made in the electronic chart, the dietary office gets an automatic printout indicating this change. The catering associate or runner then calls the patient to get an order. This is usually a 20 minute turn around time. The catering associates are required to get an order from each and every patient. If they can't, then they ask family members if they are present. Then they ask nurses and aides if the patient has expressed any preferences. Only as a last resort will the patients be given a non-select meal. The cutoff period for hot meals at dinner is pretty early so there are a handful of patients every night that have to resort to sandwiches and soups that are stocked on the unit. Most patients seem to like the control they have over what they are getting to eat. Most also seem to enjoy the interaction with the catering associates.

In my opinon, United is in a safer location than Abbott is. Both are great hospitals, though. Abbott is located in the Phillips neighborhood, which has been known for its crime in the past. See this website for more information about the area. Allina's HQ, Allina Commons, is right next door to Abbott in the Midtown Exachange Building, which is nice. Other than that, there are no other hospitals in the Allina System in either downtowns. You have to extend out north and south into the suburbs to get to other Allina hospitals.

The first one.

Just learned about this in psychopharmacology... The symptoms of itching and feeling as if insects are crawling under the skin is called formication syndrome. It is commonly seen with cocaine and amphetamine use.

$110,000. Way too much for a biology degree.

Wow, I really appreciate all the responses. I've contacted my union representative, who has met with management, but they didn't come to an agreement as to if this article in the contract applies to employees with four hour shifts. It's most likely going to greivance. My intention wasn't to make things worse for anyone in the department; only to be compensated fairly according to the contract. In all honesty, the four hour shifts in this department will most likley always be around. The department (dietary) is made up of mostly college students who work only in the evening. The management has always had a problem with keeping the department adequately staffed during thie evening, so I hear. Below I've provided the article regarding Hours of Work and Overtime from my union contract for those of you who want to see it in its original form. I got the information I posted originally from section (I), part 2. The parts listed as "Mercy" apply to me. Sorry for leaving this information out. Thanks again everyone. ### ARTICLE 10 HOURS OF WORK AND OVERTIME (A)(1) WORKWEEK AND OVERTIME (Abbott, PEI, United only) -The regular pay period shall be eighty (80) hours. Eight (8) hours shall constitute a day's work to be completed within nine (9) consecutive hours. If an employee works in excess of eight (8) hours per day, or in excess of eighty (80) hours in a two-week pay period, overtime at the rate of one and one-half (1-1/2) times the employees regular straight-time hourly rate shall be paid for such hours. PTO hours and frozen sick leave hours shall be considered as hours of work for overtime purposes. An employee who works in excess of twelve (12) consecutive hours shall receive double time the employee's regular straight-time hourly rate for such excess hours. If an employee is scheduled to work more than seven (7) consecutive days, such scheduled days will be paid at time and one-half (1-1/2). After the schedule is posted, an employee may request to work more than seven (7) consecutive days. Said employee shall be paid at regular straight time pay unless the extra shift is in addition to eight (8) hours worked in a day or eighty (80) hours worked in a two-week pay period. The Employer and employee may mutually agree to a schedule of more than seven (7) days without overtime when it meets the mutual interests of both parties. If an employee volunteers to work on his/her scheduled day off, the employee will be paid at his/her regular rate of pay unless the extra shift is over eighty (80) hours in a twoweek pay period. If an employee is mandated to work on his or her day off, the employee will be paid at time and one-half (1-1/2). (A)(2) HOURS OF OVERTIME AND DAYS OFF – (Mercy only) Eight (8) hours shall constitute a day’s work to be completed within nine (9) consecutive hours. No employee shall work more than seven (7) consecutive days in a two-week period. If an employee is required to work in excess of eight (8) hours per day, or in excess of eighty (80) hours in a consecutive two-week period, or on any day scheduled as a day off for such employee, overtime at the rate of one and one-half (1 ½) times the employee’s regular straight-time hourly rate shall be paid for such overtime hours. The preceding sentence notwithstanding, an employee required to work in excess of eight (8) consecutive hours will be paid at the rate of one and one half (1 ½) times the regular rate of pay for the first four (4) hours of such overtime and will be paid double time (2x) for all overtime in excess of twelve (12) consecutive hours. PTO and frozen sick leave shall be considered as hours of work for overtime purposes. Employees may, with the approval of the Hospital and the employees, change their days off with other employees in the same classification. In any case where any employee is now working less than seven (7) consecutive days, no such employee shall be required to work more consecutive days than are now being worked by such employee, except upon payment of overtime at the rate of one and onehalf (1 ½) times the straight time hourly rate of such employee for work performed on the sixth (6th) and/or seventh (7th) consecutive workday as the case may be, where such sixth and/or seventh consecutive workday is in excess of the number of consecutive workdays now worked by such employee. This provision shall not apply to any employee heretofore working a schedule including nonconsecutive days off who shall elect, under the terms as hereinafter provided, to work a schedule providing for consecutive days off. (B) SCHEDULING PATTERN - The general pattern of scheduling shall be such that all employees shall have at least two (2) Sundays off per calendar month, together with a day consecutive therewith, and two (2) consecutive days off during the alternate week. All employees shall have an absolute, unqualified right to elect to work pursuant to the general pattern of scheduling. Notwithstanding said right, an employee may, by mutual agreement with the Hospital, elect to work a scheduling pattern providing for nonconsecutive days off in the alternate week. Where employees elect to work pursuant to the general pattern of scheduling, the Hospital may schedule the Sundays off for such employee on the basis of either a Saturday-Sunday or a Sunday-Monday combination. Where employees elect to work pursuant to a scheduling pattern providing for nonconsecutive days off in the alternate week, such employees shall have two (2) weekends (Saturday and Sunday) off per calendar month. The scheduled workweek need not correspond to the calendar week, and the pattern of scheduling may be such that more or fewer than five (5) days of work are scheduled in one (1) week, provided that not more than ten (10) days of work are scheduled in any two (2) consecutive workweeks. The scheduling provisions contained herein shall not apply to part-time employees regularly scheduled to work forty-eight (48) hours or less in a two-week pay period. © POSTING OF SCHEDULES – The hospital shall post work schedules at least fourteen (14) calendar days in advance of the workweek. (D) SCHEDULING GUARANTEE - Where any department as a whole is now working less than seven (7) consecutive days, the work schedule of such department shall not be changed except by mutual agreement between the Hospital and the Union, except that this sentence shall not apply to employees required for surgical emergencies. (E) WORKWEEK SCHEDULES TO CONFORM NOTICES - Workweek schedules in conformity with this Agreement shall be furnished to the Union within fifteen (15) days of the execution of this Agreement. Any proposed workweek schedules shall likewise be in conformity with this Agreement and shall be furnished to the Union at least fifteen (15) days before the effective date of such proposed change. If within such fifteen (15) day period the Union shall file written objections to such proposed change with the Hospital, the effective date of such change shall be postponed pending the submission of the objections to a Board of Arbitration consisting of one (1) member selected by the Employer, one (1) member selected by the Union, and a third member selected by the Director of the Federal Mediation and Conciliation Service. Such third member shall serve as impartial chairman. The decision or award by said arbitrators, or a majority of them, shall be final and binding upon the parties. Provided, however, that the decision of the Arbitration Board to be final and binding must be served in writing upon the parties within thirty (30) days of the originally proposed effective date of the schedule change; otherwise, said decision shall be a nullity and of no legal effect, and the Hospital shall have the right to effectuate said proposed workweek schedule. The expense of the Board of Arbitration shall be borne by the parties equally. (F) NO SPLIT SHIFTS - There shall be no split shifts; provided, however, the Union agrees it will make exceptions in this respect on the basis of individual hospital negotiations. Employees who agree to work with less than 12 hours between shifts due to hospital need, including open shifts and available extra hours, shall be paid premium double back pay at the rate of time and one half for the hours worked between the time of return and the end of the 12 hour period. This provision shall not apply due to employees trading hours or an employee initiated schedule change. (G) OVERTIME SCHEDULING - Employees shall not be required to take time off in lieu of overtime pay. To meet the above-scheduled hours, Sunday hours may be reduced. Work hours on Saturdays and Sundays shall not be increased by reason of anything contained in this Agreement. (H) SENIORITY PREFERENCE - In the establishment of workweek schedules, the Hospital shall give preference to employees in accordance with seniority as far as practicable and consistent with proper hospital management. Employees who have 20 calendar years of employment in the bargaining unit may have the opportunity for straight day shift and/or no weekend shifts when that becomes possible. The employee will submit a written request to his/her manager. When the opportunity to create such shifts occurs, the employee and the manager will confer to determine the feasibility and impact of the change on patient care, the work of the department, the effect on other employees, and whether to proceed with creating the opportunity. If more than one 20 year employee on the same unit submits a written request the opportunity will be offered according to seniority. (I) FLEXIBLE SCHEDULING - The Hospital and an individual employee may agree upon a pattern of work schedules providing for work in excess of eight (8) hours per day. Work schedules established pursuant to the provisions of this Section shall be subject to the following conditions: 1. An employee shall have an opportunity to review the alternate work schedule or schedules being considered prior to volunteering for flexible work schedules. The employee may limit agreement to specific types of flexible schedules. The Hospital shall retain written documentation that an employee has agreed to a flexible work schedule and of the type of flexible schedule to which the employee has agreed. An employee electing to work schedules under this Section may revoke such election by giving the Hospital written notice of six (6) weeks or a period of time equal to the length of time normally covered by the Hospital's posted schedule of work hours, whichever is less. 2. The basic work period shall be forty (40) hours per week. An employee shall be paid time and one-half (1-1/2) for work in excess of forty (40) hours per week rather than the overtime provisions set forth in this Section. Further, even though the total hours worked during a week may not exceed forty (40) an employee working in excess of the employee's scheduled workday shall be paid at the rate of time and one-half (1-1/2) for all excess time so worked, except that hours in excess of twelve (12) consecutive hours in a workday be paid at the rate of double time. 3. Evening shift differential shall be paid for all hours of the shift where 50% or more of the hours are worked after 3:00 p.m. and before 11:00 p.m. Night shift differential shall be paid for all hours of the shift where 50% or more of the hours are worked after 11:00 p.m. and before 7:00 a.m. (J)(1) EXTRA HOURS (Abbott, PEI, United only) - The Hospital shall post a sign-up sheet prior to the posting of the work schedule whereby employees may indicate availability for specific extra shifts within their classification. Extra shifts shall be granted on a seniority basis first to employees on a non-overtime basis and then to employees on an overtime basis. Extra shifts shall be granted as provided in this Section before using temporary employees of outside employment agencies. Individual hospitals shall meet with the Union to develop a policy that provides for the consistent application of this section. (J)(2) EXTRA HOURS (Mercy only) Schedules shall be posted with known holes up to six (6) weeks in advance to the start of the schedule. At the same time, an availability list will be posted for five (5) calendar days. On the sixth (6) day, the availability list will come down, the holes will be filled as outlined below and a new schedule will be posted. In order to be eligible for extra shifts and in order to exercise seniority rights, employees must sign the availability list. Availability lists will be posted in each department. Nursing availability lists will be posted in the staffing office, with the exception of Closed Units such as SARS, PACU, Ambulatory Care, etc., which will post their own lists in their units. Extra hours will be filled on the following basis from the availability list: 1. Non-overtime, most senior employee in a classification, 2. Overtime, most senior employee in a classification, 3. Non-overtime, most senior qualified employee outside a classification, 4. Overtime, most senior qualified employee outside a classification. After filling extra hours from the employees signed – up on the availability list, the Hospital will: 5. Award extra hours to whomever else will work within that job classification, including those not scheduled to work that day or those who are scheduled to work later on a later shift. (Seniority might not be a determining factor in the number five (5.) because employees had the right to exercise their seniority rights by signing the availability lists as outlined in numbers 1-4 above.) There will be no more daily availability lists because same day holes as a result of sick calls, etc., will be filled via the availability list and process as referenced above. Same day calls to staffing personnel shall fall into number five (5) above and seniority might not be a determining factor in awarding extra hours because seniority rights can only be exercised by signing the availability list. (K) GIVE AWAY SHIFTS - Employees may give away shifts without using PTO time as follows: • An employee may give away four (4) shifts per year • An employee must have a work agreement of .5 FTE or greater • The give away shift shall not create overtime for the employee accepting to work the shift • An employee accepting the shift must be qualified within the classification • (Abbott, PEI, United only) An employee shall not give shifts to casual employees. (L) INCREASES AND DECREASES IN WORK AGREEMENT - If a regularly scheduled employee works above his/her work agreement for a minimum of six (6) consecutive months, the employee may request a change in his/her work agreement. (The hours worked above do not include unscheduled absences, PTO, leaves of absence, give away shifts, and hours from posted but unfilled positions). These hours will be posted and awarded by seniority. If the employee works below his/her work agreement for a six (6) month consecutive period of time, management may reduce the work agreement after evaluation and consultation with the employee. Low need days do not apply. (M) DOCTORS’ APPOINTMENTS - With management approval, the employee will be able to adjust his/her schedule to accommodate a doctors' appointment. ###

I will dig further into the contract to see if a work day is defined, but I'm pretty sure it isn't. There are a few gray areas in the contract that can be interpreted different ways, this being one of them. Just needed some other points of view before I decide to pursue this any futher. Thanks for your thoughtful responses.

I've got some issues at work regarding overtime and I'd like to know what you think about it. My union contract states, "...Further, even though the total hours worked during a week may not exceed forty (40) an employee working in excess of the employee's scheduled workday shall be paid at the rate of time and one-half (1-1/2) for all excess time worked..." The part-time evening shifts in this hospital department are four hours long, but we often have to stay later to accomplish the tasks (five hours is typical). No person on evening shifts ever has over 20 hours per week, let alone 40 hours. I average 12 hours per week. We have never been paid over time when we stay past four hours. I had a meeting with my supervisor who thinks what the above union contract is saying only applies to those who are working 40 hour work weeks and 8 hour days. I don't agree and believe what is said in the contract applies to me. What do you think? I've already spoke with my union steward and they agree with me. Is the contract wording misleading? Just wanted some input.

It does matter what a doctor wears. According to this article in the November 2005 American Journal of Medicine, patients prefer a professionally dressed doctor in a white coat. I'd have to agree.

On an 1800 calorie consistent carbohydrate diet at my workplace, a patient would get: 4 Carbs for breakfast 4 Carbs for lunch 4 Carbs for dinner 2 Carbs for HS (where 1 Carb = 15 grams carbohydrates)

I'm not a nurse, but one day hope to be. I work at hospital as a support staff member and have been for several months. My job requires me to rotate to different positions within the department. Tonight I had a position that I'm having a hard time with. There's just so much to do and not enough time. Honestly, I'm going non-stop from the time I get there until I leave-- I arrive 15 min early, don't take a break, and am still on the clock 45 min after when I should have left. The amount of work could easily keep someone busy, nonstop, for 6 hours, yet I'm suppose to accomplish this in 4 hours. Tonight I spoke with my supervisor. I let them know that there are just too many tasks to get done get done and still be on-time and having done everything at an acceptable quality. The supervisor didn't agree with me. I was told next time to let them know an hour before the end of my shift where I'm at with my duties and they will summons help from the other workers in the department. As if the other workers weren't busy enough with their work. Now someone is going to have to drop what their doing to help me out and then themselves will be punching out late. Anyhow, how do you all deal with getting everything done? I know nursing is a busy job and since I want to be a nurse I'm seconding guessing myself because of what is going on. Am I overreacting, is this just a personal problem, or do you all deal with this at some level? Thanks for listening (reading).

Congrats on passing the NCLEX! Did you feel well prepared? Update us on how your orientation goes when you can.