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Posts by LadysSolo

  1. I will work full-time till Medicare eligible, then 4 days/week till age 70, then per diem. I have pretty good savings, I have (roughly) $3000/month available, and my house will be paid off before I am 70, but my family tends to be long-lived so I will need more than average. No long-term care insurance (depending on the plan I understand it can be a scam,) but I plan to die in my house anyway. When we built it, we built it handicapped accessible, so I can stay here forever (when we built it my elderly in-laws were living with us, they have since passed.)

  2. You worked on a step down neuro unit so you knew what you were getting into, so I don't think it's nursing (although I could be wrong.) But rotating shifts is very hard on the body, there have been studies done (can't quote one off the top of my head though, but you could look it up if interested) and that may be part of your discouragement. I would try to get on a unit where you don't have to rotate shifts until you get your feet under you (so to speak) as a nurse, and then maybe go back to neuro if you really enjoy it.

  3. I hurt my back 28 years ago catching a patient who was falling, I was an RN at the time, declared permanently partially disabled, and still work full time. I became an NP 13 years ago due to believing I can assist with moving and turning patients for exams part of the time but all day every day I would likely not have been able to work until retirement. So depending on the nature of your back issues, I would say "yes." I would try to look for a facility where minimal lifting is involved, or maybe look at pediatrics (patients are usually smaller.)

  4. Unfortunately I don't have one.

    Never ever work without malpractice insurance - it is money well spent, so you can have the lawyer take care of issues like this. I (thankfully) have never had to use it in 36 years, but at (about) $100/year, and an attorney is about $500/hr, I am glad I have never been without it - I have paid for about 7 hours. And you did NOT abandon your patients.

  5. You did the right thing. It would be one thing (but still risky) if you had a longstanding relationship with a coworker and totally trusted her. But you're new and still proving yourself and she's not regularly on your unit and you didn't know her from Adam. Way too many red flags and I wouldn't have touched that with a barge pole.

    Bringing her patient a beverage or an extra blanket? Sure. Administering morphine without an order? No.

    I agree - if it was someone I had worked with every day for several years and I knew them well and trusted their judgment, then probably (and because we usually knew quite a bit about each other's patients.) Someone I had never worked with before - no way! You were totally correct.

  6. LPNewbie, I am an NP and also teach in an LPN program. I also have suffered from depression since age 14 (that I can remember, probably longer.) I started getting help for it when I was almost 40 years old, was prescribed medication that did not help the depression but made me sleepy, I did not like it. I got counseling from a social worker in independent practice, she was VERY helpful. Told me as long as I had been depressed it likely would never go away but I could learn to deal with it and have a good life. You CAN learn to be organized (that was never a problem for me, I am very anal about things.) You CAN succeed, as I mentioned before you need to be satisfied with yourself, and realize nursing is truly thankless much of the time, but you ARE making a difference in your patients' lives (particularly if you wind up in LTC, so many of the elderly have no visitors and you become their family.) You are correct that healthcare is a business, and management does NOT care about the workers, but workers very often care about each other and usually care (sometimes too much) about their patients. I know I worry about mine at night and when I have a day off.

  7. The problems with nursing cost money to solve and most corporate leaders are simply unwilling to spend the money be it safe staffing, adequate resources, equipment, creating a no lift environment, employee retention. Most admin at the top are content with the way things are and willing to accept the high turnover rather than spend the money needed to create a better, safer high quality hospital system!

    The healthcare system is not interested because they have already done the math, if they cut "x" number of nurses they will save "y" number of dollars, and "z" number of people will die. There will be lawsuits and they have figured out how much that will cost them. Nurses are cut accordingly to save the money, and lives be dam**d.

  8. Edited by traumaRUs

    Your management will RARELY give a **** about you. Your co-workers might, but you almost never get a thank-you, we used to be told "work it out among yourselves, but someone has to stay." We never thanked the person who stayed, but we tried to take turns as we could so not one person was stuck every time. I guess that was our way of thanking, kind of taking turns. We worked together, but I don't remember us thanking each other in so many words, we just all pulled together to get the job done. It was understood, and I worked on that floor for 23 years. We had a fairly stable staff for that time, most of us long -term, but some would quit and we'd get a new person in. In nursing you kind of have to be "self-contained," because you don't always get filled up by others.

  9. Agency is a good way to see what facilities are REALLY like before you get hired there. Sometimes if you are good at a facility they will offer you a job. When I did agency for a few months, I was signed on with 3 agencies. I could have worked 24/7 if I had wanted to between the 3 agencies. Sometimes you are cancelled because a regular staff decides to pick up, no reflection on you.

  10. If a hospital looked at big picture financially instead of the quarterly bottom line they would find that adding A/one staff member could improve morale, efficiency, improve retention. Which would then decease turnover, education costs, call in time, overtime costs..... I mean just think if they added two! Mind blown!

    This happened at a SNF I cover - the STNAs kept telling the DON that there would be fewer falls with one more staff member. The DON LISTENED and did a study, and found out that with one additional staff member there were fewer falls, so she gave them one additional STNA per shift and made them promise she would not hear call lights going off then. The entire staff was thrilled that she LISTENED and gave them one more STNA.

  11. This problem won't be solved the way you are coming at it.

    In what other every-day relationship in life can we successfully treat people as a means to an end or a subject to be controlled? None. We wouldn't succeed by treating a spouse/partner that way, nor raising a child, nor maintaining a friendship. Human beings do not work that way. We either care about the people we want to have an ongoing relationship with, or we don't. If we don't care, we won't have an ongoing relationship. Some may say this is different because it's business. Well, I think it holds true, I think I'm right, and the proof is right there for anyone who wants to look at it.

    The thing that some people don't understand is that nurses have always worked in situations where we didn't have endless resources to perform our duties. Nothing new there. The thing that has changed is the idea that all of this is somehow our fault. There have been endless times in my career where patients keep coming in the doors, multiple things are needed at once, patient conditions change rapidly, and we are ROAO the entire shift - but it used to be that someone eventually said, "well done," and "take the best care of the patient that you can and we'll worry about the rest later." There was such an incredible sense of teamwork, belonging, and accomplishment in successfully handling these situations! But I think I would fall over dead if I heard either one of these two things in our current environment. In other words, there was moral support for our efforts. Moral support has currently left the building and been thoroughtly replaced with shame and blame.

    No professional is going to put up with that for very long. Nor should we. Working one less Christmas or floating two less times per year (after 15 years of service???) is not going to endear people to the idea of being repeatedly scapegoated and treated like a thorn in everyone's side.

    If a business can't afford to speak with, treat, and consider adult human beings in a manner consistent with the idea of maintaining an ongoing, mutually-beneficial relationship, then one won't be had. It's that simple.

    As a matter of fact, I believe they very well know this already, which is why they have plans in place knowing they will churn through employees. I personally could not be happier that their careful calculations and accommodations for treating people like sh*t aren't panning out.

    Over time, you cannot pay (most) people enough or throw enough half-hearted "rewards" their way to have them agree to be treated poorly every day, day in, day out. That only works for a time and then you'll simply again be faced with your refusal to have a real relationship.

    ETA: This is the same reason why the "patient satisfaction" game won't be won. There is a difference between treating people well because you care about them and doing things to try to make them feel like you care as a means to an end.

    Can I please like this a thousand times? This says it all - treat me like a human being trying to do a good job with what little resources I have, and have my back when (if) something goes wrong due to circumstances beyond my control (dietary screws up a tray, PT is late, etc.) DON"T make it MY fault when it isn't!

  12. I am looking to go to one of the nursing homes I have been covering as an NP for the last 10 or so years to work when I semi-retire. I know their staffing patterns and their resident mix, and it will be fine. In fact, none of the facilities I cover are particularly bad, but I prefer the ones who do not take anything and everyone for rehab, but limit their population to the "over age 55" group. Makes a BIG difference in resident behavior.

  13. If the patient was stable enough to wait until the next shift, okay to wait for your preliminary rounds, + get cleaned up, packed up and medicated, you probably didn't need a physician escort.

    I agree, whenever I sent a patient to ICU it was STAT -not whenever you get a minute. Don't trust your co-worker, you will be going "under the bus."

  14. It's a different kind of stress being an NP, and it depends on where you work and the kind of practice you work for, your boss, etc. but at least in my case, it's ALWAYS been "productivity, productivity," and I have worked in four different practices. I am not saying some have not been better than others, and I realize they need to be profitable to stay in business, but as an NP with all the required documentation for insurance reimbursement after I am done seeing patients I have 4 to 6 hours of charting per night, hence no life. I am going back to the floor when I am Medicare eligible, when I leave work I want to be done, and have a life again. I DO like being an NP, but the paperwork is killing me.

  15. I too would be mortified. Do they have wives that tolerate/reinforce spoiled brat behavior? My son (age 31) knows I would smack him up alongside the head if he acted like that (I am his mother, he will never be too big to smack - MY mother told me this when she smacked me as an adult for something I did that she did not approve of.)

  16. You know I think from reading most of these threads that most of the rehab comes from the support the nurses going through these monitoring programs give each other here. And the programs are basically useless.

  17. In my state it is legal for 1 LPN to be responsible (as in meds and treatments) for 50 residents. I did a bit of agency for awhile, I had 48 residents (including tube feeds, an admission, respiratory tx, BS with ss insulin, and IV therapy for the entire facility (I was the only RN)) and I had only 2 STNAs. I had 23 years hospital experience on a Heme/Onc unit, I was used to difficult assignments, but that was totally unsafe IMHO. I knew none of the residents, they did not have arm bands (it was their home after all) and I just prayed that the people got the correct meds. I feel 32 is safe if you know them and they are your usual residents, and 24 if they are new to you. Sorry, but LTC/SNF gets crazy sometimes. I completely sympathize with you, OP.