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SunDazed

SunDazed BSN, RN

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SunDazed's Latest Activity

  1. SunDazed

    Rationing Care in COVID: Whose life is worth saving?

    I remember at the beginning of the mask wearing that it was suggested that people who refused to wear a mask, follow social distancing standards, and generally isolate should understand they don’t have the right to care. No way to know who they are by the time they are in the ED.
  2. SunDazed

    A Staffing Perfect Storm

    @J.Adderton Are you testing employees regularly in your workplace? Some of the SNFs in our area are testing staff weekly. Our hospital sent out an email that the state department of public health recommends weekly testing of employees... and so that would commence. (Screechy break sound!) Another email the following week stating not enough test kits to even think about doing this. I have former classmates elsewhere that are testing weekly in their facilities. Any idea why some places can get test kits in quantity and others can't? Most of the nurses here do not trust administration. The suspicion is that if admin starts testing, they will start finding COVID + staff. That would force them to either justify having COVID + staff work, or not. There is not enough back up nursing staff in this rural area to meet needs if they have staff off work. Despite directors saying over and over they are not putting us in any working condition they themselves would not feel safe working in... ahem... really? The nurses hunker down and get it done everyday... despite administration. Not because admin is doing anything to inspire them. Our director mostly says... 'you have to do it you are a nurse... it is your job'.... Funny how that leads to a lot of nurses leaving for other units or other hospitals.
  3. SunDazed

    A Staffing Perfect Storm

    I work on the unit that houses our COVID unit in the back half. I help the nurses with COVID + discharges for those patients who no longer need hospital support. I have limited interaction, but not NO interactions. Recently had symptoms of something viral, so I called off. It happened to be Friday. I called employee health to report my symptoms, like I was supposed to. Had a virtual provider visit that evening and was tested for COVID on Sunday. My director texted me on Monday saying I was an essential worker so I should come to work despite my symptoms. Seriously? One of my exposures was a low risk event with a coworker who had traveled out of the area then was positive for COVID and working asymptotic. Hey boss low risk exposure is not no risk.
  4. SunDazed

    Is it me or are Social Workers running the show?

    Hey Steph. I do chart more to the psych/soc than I did while I was orienting. Part of that was because the person training me always skipped it. When I got my own patients, I noticed the SW on the same case charted on the patient and family once at first visit, then not again ever. Really? So when the family situation is evolving and we need to justify Respite or something else... it isn't obvious from the documentation. So as with all new areas of nursing I see my own charting evolving to match what I am doing... because though it is a team approach, the SW appearently is not required to document? I also posted elsewhere that one SW really thinks she is in charge, and the nurse case manager is just someone she uses when she can't find a way to work around it.
  5. SunDazed

    Is it me or are Social Workers running the show?

    The social workers in the hospice where i am vary some. Two will very clearly say symptom management is nursing and medical. Two or three others will basically talk over the nurse, exclude the nurse in GIP discussions, and/or request patient family's call them for symptoms... so that they can notify the nurse. Seriously? I have noticed that one wants to be in charge of everything, but doesn't share with the team what she is doing in conversation, meetings, or email. Her desire to be in charge though comes to an abrupt halt at 4pm or any school holiday. Then the nurse who doesn't have any of the same information has to find a way to get the patient home from GIP, or work late to catch up all the charting... this SW wants to do everything but won't chart anything. Yet the charting must be done. Right? The medical director is asking me why the patient wasn't required to revoke for the aggressive treatment... I have no idea... they have not updated me on any aspect of the case. Ridiculous. My boss thinks I will volunteer for too much overtime and quit... because we aren't covering all the patients all the time in flu season. I won't quit for that reason... I will quit because the SW leaves me hanging way too often.
  6. SunDazed

    Assertive versus Bullying

    Well I brought up the Nightingale pledge because it was flung at me by the manager as rationale for joining committees. I am sure there are many versions of it in use. The one I quoted was from the 1890's? I am not even sure if it is the same version I pledged to... Some might argue that the committees for shared governance promote the agenda of those who sell Magnet status to hospitals... which trickles down as more sales of nursing certifications and renewals... the point there being they make money off of it... There are a lot of folks in the upper reaches of administration vested in keeping Magnet going... but if the whole point is to empower the nurses from the bottom up.... and they can't get nurses to particiapte hospital wide... it seems like the cart pulling the horse.... so management has to work to fill the holes so they look good to their bosses? How many Magnet hospitals are there? As of January 2013, there are approximately 395 Magnet Hospitals, which represents about 6.7% of the hospitals in the US. http://www.mghpcs.org/pcs/magnet/Documents/Education_Toolbox/01_Intro-Ovrvw/Magnet_Overview.pdf So can I conclude that only a very small portion of those in nursing even have the opportunity to join Magnet self-governing committees? How do all the other nurses further the profession? Committees may be one way, but it seems the participants might be more effective if there was real choice to join.
  7. SunDazed

    Everyone wants to be a nurse...

    I think the biggest issue is that schools are propagating a myth that there are jobs and careers and opportuities for all takers... so bring us your tuition dollars because opportunity abounds.... when in reality there is not a shortage everyday on every unit in every hospital... that flexibility in scheduling flies out the window as soon as you agree to be a full time employee... and that the current economic issues often mean nurses work harder with fewer resources while hospital administrators cash in.... so as long as you know going into nursing that ultimate flexibility only comes after you have slogged it out a few years in a job you may not completely like, even if you do want to really be a nurse... it is even harder to slog it out if you don't really like "nursing".. and often harder on the patients because they can tell when a nurse doen't want to be there...and the harder you work and more efficient you become... the more resources they will take away... resources meaning co-workers being a nurse usually doesn't burn nurses out.... it is all the stuff that goes along with being an employee for people who are more concerned about money than patients.... i know it is money that keeps the doors open, but the funneling of profits to hospital execs is done on the bad backs of nurses to the detriment of the culture of the place... the place being where ever you work.. as long as people go to nursing school knowing there is no guarantee they will like nursing, their job, their options... then i don't have an issue with everyone becoming a nurse... it is just incredible that people are promised something that is not even close to reality and demonstrates the widening gulf between nursing education and real world nursing
  8. SunDazed

    Everyone wants to be a nurse...

    I became a nurse because of the perceived notion of job security, but not necessarily the actual take home pay. Also the flexibility to relocate and find work... and maybe a little because of multiple options for career paths, if bedside nursing wasn't as glorious as it appeared. I was a home health aide first to make sure I didn't have aversions to doing the hands on care for strangers. I love bedside care at the med/surg level. I am glad there are other kinds of people who go into nursing though... because I don't want to work in ICU or L&D or dialysis. I don't want to be a nurse manager or director and go to meetings all day... I appreciate a good manager who still pines quietly to do a little bedside care. Unfortunately, there are a lot of new nurses who seem eager to get the next degree, promotion, or certificate just to get as far away from the bedside as possible, as fast as possible. Envying the charge nurse position because they see it as a way to not be assigned patients... I am not against nurses moving up. I would just hope they see the value of doing the job they agreed to do (that they are getting paid to do), and do it well. Some seem to have no ability to put the patient first.
  9. SunDazed

    How many hours should you be working?

    I am always scheduled for 36 per week, each day I stay a 30-90 minutes over to finish up charting. They make fun of me for being "thorough" on my charting... but the same people send us emails for everything we miss in our charting. Nice. I generally pick up one extra 12 hour shift a week... so maybe 50-52 hours a week? And they call most days I am off to see if I will work extra. No thanks. I know my physical limit. And like someone else said, if you work too much extra it takes so much longer to recover from what can only be called a form of exhaustion...
  10. SunDazed

    What's up with the 8 hour shifts and 32 hours/wk?

    When I worked in California as an LVN in hospitals we worked 12 hour shifts, but they gave us something that said our wage would be averaged for all 12 hours. They paid us overtime for the 4 hours but they averaged it out somehow taking into account the time and half so the hourly wage you saw on the paycheck was less than the averaged amount they said they were hiring you at. Does that make any sense? So they would say you were getting $19.83 an hour but your hourly wage on the 12 hour shift was $17, because by the time they gave you over $25 for the last four hours it averaged out to $19.83.
  11. SunDazed

    What's up with the 8 hour shifts and 32 hours/wk?

    I have only worked 12 hour shifts, but I see how 8 hours would allow for a more balanced life day to day. I also really like the idea of being able to make rent on 4 shifts a week. I always dreaded the idea of working 5 days a week at 8 hours a day. Can I ask which shift you work? I am pretty sure I would prefer nights or evenings...
  12. I have been watching the job market in northern California for the last couple of years. I am finally free to apply for jobs and to plan for my relocation. I have acute care experience in med/surg, so no new grad woes. I am happy to see that there are more than just per diem positions available, but what is the thinking with all the part time jobs? It looks like there are more 8 hour x 4 shifts a week than I recall seeing before the economy tanked. Are more hospitals moving back to 8 hour shifts? Is it to avoid overtime? Are nurses actually picking up a 5th shift every other week or so anyway? What I fear with 8 hour shifts is being asked to stay over and ending up working 16 hours. In an emergency it's one thing, to have it asked of staff regularly defeats the whole idea of 8 hours is safer than 12.
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  14. SunDazed

    Nurses pictures on patients whiteboards???

    Chuckle... yes let's add another staffer to check the boards, send nasty-grams, etc. Or better yet, let's get some little white haired volunteers who can hang at the nurses elbow and call her "dear" and say "sorry" until the photo is correct....
  15. SunDazed

    Nurses pictures on patients whiteboards???

    The hospital I am at proposed this around a year ago. For once we all felt very lucky for inability of admin to follow through. Mass rumblings throughout the nursing staff. The most valid arguments, though don't know if they were part of why it hasn't happened, were of safety since we get a lot of gang bangers with injuries, etc. Not that they or their visitors would hurt staff, but it sort of felt like leaving your keys in the car.
  16. SunDazed

    Bitter dried up nurses that need to RETIRE

    I think the estimate for new grad blood is about $40-80K for training in the first 2 years on top of salary, expected percentage of errors, and monies required to right the situation. See how that budget works for your CFO and CEO... or is your goal in management higher than CNO? You may soon find you need to be head of the senate finance committee or President of the USA to make all the changes you hope to see. Hey good luck with that. And by the way... I find it ironic that you don't recall the name of a single nurse who cared for you and made your days and/or nights better as a patient. Really? Not a single one? Never wrote a letter or filled out some survey card... so they could be thanked by their own managers? Really?