caliotter3

The patient will not have foley catheters available for this purpose unless they are listed as supplies on the plan of care. The plan of care provides for a replacement G tube. The patient is allowed X number per year, based upon the ordered replacement schedule. Find the spare GT and look on the packaging. The instructions should be printed there. Or, you can find the instructions on the internet; try looking up the actual named product. It is not a difficult procedure. If possible, you should arrange to do the next change, (with the family member or your clinical supervisor or even the experienced nurse present), so that you can alleviate some of your present anxiety about the procedure. (Frankly, between the agency instructions about the foley ((just where do they expect you to get a foley for this purpose?)) and giving meds without reconciling valid orders with the plan of care, I would advise you to find a way to shore yourself up in the home or find an agency that has supervisors that are more on the ball. JMHO).

Patient abandonment perhaps, job abandonment no. Depends upon whether or not you left the job before or after accepting your assignment. Could be a fine line here. Best to seek the advice of an employment attorney should you be notified of Board action.

There is nothing wrong with approaching a potential employer with a specific schedule situation. Many managers realize that nurses return to school, or that nursing assistants attend school to become nurses. Some will work with such a person with the thought in mind that they will enter into a position for the higher license that ensues.
With that thought in mind, there should be an agreement in writing, if you get such a situation. I speak from first hand experience. A DON who hired me stated she would work with my school schedule, but then she left. I ended up out in the cold.
I think the current managers are being quiet because they are planning to get rid of you. I see no other reason for them not to be forthcoming. You can go with the flow, or you can force the issue. Either way, you are going to have to deal with what they are planning. It does not look like they are dealing with what you are planning. Hopefully, this is not the case, but probably best to look for the best, but expect the worst.

I worked at a facility where I was told of recording that was ongoing. This happened long after I started working there and I was told by another CNA (was a CNA when I started), not a nurse or supervisor. I was very upset, to say the least.
Have worked on a home health case where I was told by another nurse where the parent had hidden the "nurse" cam.
Worked on another hh case where the parent made a big, very big production of the fact that they were going to introduce a recording camera and that they were going to keep video records of the nurses for legal purposes. I objected. My employer stated that they were fine with this and that I could leave the case if I did not agree. I left the case. NO WORK.
The employer stated that the home health clients have every right to record what goes on in their house. They do not have to inform anyone. If a nurse finds out this is going on, s/he does not have to work there. End of employment.

This would vary from state to state. Either she will get a screen that provides her license number or a letter stating she failed. Either way, her official results will come in the mail.