EmmaG

Only because I work nights. Day and evening shift parking is similar to what you describe. While I was traveling, I quickly found that to be one of the questions I would ask during my phone interviews. My first assignment was a nightmare in that regard.

Oh yeah. And I will never downplay how awful an NG tube can be... ugh

When I traveled to hospitals where there were IV teams, I still started my own. Faster, and the IV nurses appreciated the help. (of course, I cleared with them first that it was ok that I do so)

Your experience points out how we have to be very careful in what we say to patients, and make sure they understand the meaning too. Too often the lay (or common) definition doesn't equate to that of medical terminology.

After what I've put up with over the last month or so...no, I'm not enjoying my job all that much.

Just when I think I've heard it all... So they're going to force you all to get along Here. You'll be needing this: http://www.youtube.com/watch?v=BhY1fxQXa3A

Excellent. Thank you for posting this.

Between the short-staffing and her comment to you, consider yourself lucky you no longer work for that ass. Good luck in whatever you choose to do. Please don't make any impulsive decisions... there are plenty of areas that you can work as a nurse. But before you chuck it altogether, give yourself some time to recuperate from the stress you've been under.

I've been on the receiving end too. If you don't feel comfortable going to the manager, you can make an anonymous report to your facility's compliance line.

What the hospital is doing is wrong. What FauxNews did was ignorant beyond description.

Hi! *hugs*

I know what I don't want: that damned call-light panel that alarms every time a patient calls out. I've only worked one unit in all these years that had a break room that was truly a break room.

If I had to choose another path, I'd have gone into PT or OT or possibly Speech.

You mean mostly dead...

Don't ya just love that? I had one of those idiots just the other day. When they asked for my name, I took their pad and wrote out my full name in HUGE BLOCK LETTERS.

I have a feeling she was talking out of her... uh... butt.

Yes. It will alter glucose readings. Do an accucheck on a drop of D5 if you want to check it out

You were right, they were wrong

That address/telephone number link in the above post has listings for all district offices; just call the one nearest you.

Further information on Federal FMLA may be obtained by contacting the nearest office of the Wage and Hour Division, listed in most telephone directories under U.S. Government, Department of Labor, Employment Standards Administration, or by dialing 1-866-487-9243. http://www.dol.gov/elaws/esa/fmla/fc.asp Time Period for Filing a Complaint Generally, a complaint must be filed within two years of the date of the last action which the employee contends was in violation of the Act. However, if it can be shown that the action taken by the employer was willful, the complaint may be filed within three years of that date. For the best chance of success in resolving the complaint, the complaint should be filed as soon after the date of the last action thought to be in violation of the Act as reasonably possible. The complaint may be filed by the employee or any other person on behalf of the employee. Filing a Complaint with the Secretary of Labor Complaints may be filed with the Secretary of Labor by contacting the nearest office of the Wage and Hour Division of the Employment Standards Administration, U. S. Department of Labor. The address/telephone number for local offices may usually be found in the telephone directory listings for government offices under U.S. Government - Labor. The complaint may be filed in person, by letter or by telephone, however, the complaint must be reduced to writing. The U.S. Department of Labor will review the merits of the complaint, and where appropriate will undertake to resolve the complaint administratively, through negotiations with the employer. When the complaint is resolved administratively, actions are limited to a two-year period and interest and liquidated damages are not recovered. In some cases, the Secretary of Labor may file a lawsuit on behalf of the employee in the event negotiations with the employer are unsuccessful and the Secretary is convinced that violations of the Act did occur. Potential Remedies Remedies available to the employee in the event the employer is found to have violated FMLA may include: Wages Employment benefits Other compensation denied or lost to the employee Actual monetary loss to the employee such as: Cost of providing care (this is limited to 12 weeks of wages for the employee) for example to a family member with a serious health condition Interest An equal amount in liquidated damages unless the employer can show action was taken in good faithThe employee may also obtain appropriate equitable relief such as: Employment Reinstatement PromotionFor more information, see Regulations 29 CFR Part 825.400. www.dol.gov/elaws/esa/fmla/faq.asp www.wagehour.dol.gov www.dol.gov/esa/programs/whd/state/fmla

:angryfireI will refrain from commenting on what that idiot said--- but please, when you report this, PLEASE tell the DOL rep what the HR person said. FMLA is Federal, and the DOL website has contact information to report violations or just to ask questions. I think I may have it stored somewhere... be back in a sec :)

Another issue I had similar to this was at one of my travel assignments. Everything was on computer. The techs would do VS, then sit down and chart all of them, then come tell us if there was anything abnormal. There was a space for them to chart "nurse notified" under their VS charting. Now in this case, the techs were timing their entries with the correct time. BUT, by charting they'd notified the nurse under the same time stamp, it again made it appear we'd ignored the issue for however long. As an example... they'd take a patient's VS at 2330, and something was abnormal. Instead of notifying us right away, they'd continue to take the rest of their patients' VS and do whatever else they needed to do on their first rounds, then sit down and chart everyone's VS (using the correct time stamp and including the notation 'nurse notified'), then actually notify us of any abnormals. This was often upwards of 2 hours after the fact. They were charting they'd gotten VS at 2330--- which they had--- but also that they'd notified us at the same time, when in reality we were being told of these abnormals much later. So like the example above, it appeared we waited for hours to act. Does that make sense too? lol

She would tell us just as soon as she got the abnormal--- that I appreciated and expected her to do. It wasn't a matter of her not telling us right away. She did do that. The problem was, she was falsifying the times on the patient record as to when she actually took the VS. For example, she took them at 2200, but charted them as 2000. Or she'd be still doing midnight VS at 0130, but recording the times on the charts as 2400. And she'd chart that she notified the nurse. Taken together, it appeared as though nothing had been done for x amount of time (sometimes upward of 2 hours). It took a lot of discussion with her to finally get her to see why this was wrong to do. Even so, she'd fall back into the habit now and then.

I'd have been tempted to just smile and say "Not to worry, Mom. I've already killed my quota." What a moron. Sorry you have to put up with such an idiot.

When someone bites you, your reflex is to pull away... doing so will cause further injury. Instead, push in toward the bite. Then they let go