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ratchit's Latest Activity

  1. ratchit

    How to ripen a cervix?

    Hi all. I'm at the end of a pregnancy complicated by PIH. Baby is (to everyone's shock and pleasure!) fine, but at 36+ weeks I'm maxed out on meds and baby's eviction notice is coming soon. No signs of PTL, baby's high, cervix is closed. The idea of a c-section is being shoved down my throat by my OB, my family, and my friends. Frankly, I'm getting really sick of people who aren't having surgery telling me that it's no big deal to have a section and I'd love to hear any advice on how I can avoid this. Baby will be arriving early and I know that a section might be necessary, but if it's safe, I'd really like to try an induction first. My OB says he is not ruling out an induction but he doubts it would work with 'such an unfavorable cervix'. I want to discuss at least trying the induction one more time with him- and I'm very willing to accept limits on how long it goes, progression, etc. I won't put baby or myself in danger, I just want any surgery I have to be necessary, not elective. So.... Since my unfavorable cervix is the thing he thinks is most likely to cause me to need a section, is there anything I can do to help my cervix progress at 36-37 weeks? I can't walk much/run/swim because of the BP, and DH is afraid to come near me so that's out, too. LOL I know there's a no medical advice rule on the board and it makes perfect sense. I will run suggestions past my OB before trying anything, I've just seen that going to him with specific suggestions gets more results. Thanks, all!
  2. ratchit

    Nursing School Situation, Does this Sound Right?

    The problem might be that she has to compelete the entire program before she can become any type of nurse- neonatal, manager, anything. Employers do have to make some accomodations under some circumstances- but they do not necessarily have to hire someone who cannot do the entire job and will not ever be able to. Even neonatal nurses and managers have to push heavy equipment around and do CPR- she might get out of school and have a very tough time finding a job. (Assuming this is a permanent condition that she can't have corrected.) Would you think it was fair if you were in her clinical group and she didn't have to do the same things you did? She would have to pass her Med/Surg clinicals- lots of lifting there. Should she get the same grade as people who had to do more? I can imagine the school's point here, too- she can't do the required work so would the accredidation organizations allow them to give her a diploma from their school? And since students are covered under the school's insurance, maybe they are concerned she will try to do too much and injure herself more severely. There is no good answer here- what a shame.
  3. ratchit

    working on Christmas?

    So you didn't work all those Christmases years ago as a future trade, but the nurses junior to you must give up their Christmas with their family because you did it before and now have kids? No one should have to work every holiday, but apparently it is your turn to work Christmas this year. It isn't very nice but my gut reaction is "Deal." Are you going to want every Christmas off until your son turns 12, or 18? Having worked many Christmases before your younger coworkers were probably even nurses doesn't mean they owe you Christmas off- your working every Christmas for the last however many years it was benefited your coworkers and mangement at that time- today's coworkers can not be expected to repay a favor you did for someone else long ago. At work we are all nurses- not nurses with families, not nurses with young kids, not nurses who have daycare or soccer or ballet problems, just nurses. The job has it's requirements and many of us resent people who use non-work reasons to pass their work responsibilities on to others. Seniority has a place in the world, but everyone has to take their turn at the unpleasant parts of the job. I am sorry you did not get your first choice of holiday off, but you can't have every Christmas off for 18 years. You might not make it home before your son wakes up, but why should your coworkers miss their holiday with their family because you chose to have a child? A child who could be still enjoying the anticipation when you got home? I've worked extra holidays in my day, too, but I don't think anyone owes me anything for it. Next year I'll have a young child at Christmas time- and I'll be on for my baby's first Christmas. If a coworkers is willing to change with me, I'll pay whatever price he/she asks. If not, it's my turn and since I accepted the responsibility of the job I will be there.
  4. I think their response to that would be that they expect you to have a certain competence in biology in order to keep up and be successful in A+P. If you can't pass the screening test, you really SHOULDN'T be in A+P. Having a BS in one area doesn't mean you learned everything in all subjects that are taught at a freshman or sophomore level. Think about it this way- you must have taken senior level classes in something. Do you think someone with a Masters in a totally different subject than your BS is in knows more about your specialty than you do? I understand and sympathize with your wanting to keep on the schedule you have planned. But I don't think you planned a reasonable schedule- maybe you should have looked at an A+P course without prereqs or started with a lower level bio class last semester. If they require more bio knowledge than you have to take A+P, I think you'll really regret taking A+P without it. A+P is a really heavy course- failing it will put you further off schedule. Good luck.
  5. What kind of test are they asking you to take? If it is the "can you read? Can you add and multiply?" kind of test, then asking them to waive it based on your having passed college classes is reasonable. They dont have to, but it can't hurt to ask. I looked at the websites of a couple community colleges near me. Some had A+P I as a level 1 class that only required the read/add type of test. Some had A+P as a second level Bio course that required a semester of both college Bio and college Chemistry to register. Their perogative. If the head of the Biology department is the person to talk to about exceptions, then it sounds like they require a previous college Bio class for their program. Having an unrelated BS degree won't cover that. For what it's worth, I've taken classes at a couple community colleges since I got my degree. I took the "can you read?" tests because I had to and was really surprised at how much math I had forgotten. These were "sign your name and pay us $20 and you're admitted!" colleges- totally noncompetitive admissions. But that only gets people in the doors- it doesn't mean they are qualified to take any class that school offers. If they do require a previous semester of collge Biology for A+P, I think taking a 50 question test with a passing score of 25% to avoid it is a pretty sweet deal. My suggestion would be to just take the test- it will likely be faster than trying to get an exception made for you.
  6. ratchit

    Required to wear girly scrubs

    "Consider, hypothetically, if someone had decided, "Let's choose a color men won't want to wear, so we won't have to work with men." I'm not saying anyone actually did, but if they had, that would clearly be discriminatory. " That would be a problem- creating a hostile work environment is a big no-no- when it's done on the basis of race, gender, age, etc etc. But I can't see any nursing unit being organized enough or having enough foresight to plan such a thing, even if they did want to exclude men for whatever reason. I seriously doubt that the unit planned the color as a way to exclude anybody. Nurses do shoot ourselves in the foot rather frequently, but not with that much organization. "Again, I'm having a hard time thinking what would be equally uncomfortable to women. A lot of the clothing in male-dominated occupations is ugly, but in many instances, ugly is dictated by function, so it isn't just arbitrary." When I've worked places that instituted dress codes, there was a lot of anger about it and a lot of argument about what color would be chosen. These color choices ARE uncomfortable with many women. Most women don't want to wear an unflattering color, a hard to find or hard to launder fabric, a color that our underwear shows through, etc. Here, the dress code is dictated by function and color availability. A kinda girly color was chosen, IMHO likely for the completely NON-gender related reasons I mentioned before. Would the OP's life be changed if he wore lavender? I don't think so. Plus, he can wear white- a color equally awful for him AND the women. I have never heard of a female cop, firefighter, or highway worker asking for more feminine attire. Doesn't mean it has never happened, but... Stuff that FITS should be a no brainer, but special colors? Never heard of such a thing. The few women I've known who entered male dominated fields tried to fit in, not change the rules from day 1. I've never seen a woman ask for a special exemption from a dress code because it's not feminine enough. "Besides, some women look really good in greasy coveralls..." LOL "I really only mean that when decisions like dress codes are made, due consideration should be given to what is likely to make part of the nursing population feel unwelcome or uncomfortable." Agreed, but NO color makes everybody happy. If color coding is the goal, there are only so many navys, hunter greens, etc. out there. I was interested in how the OP suggested that white was OK for women but not for men. To quote a teenager I know, PUHlease. To many nurses, myself included, white is a color that represents old fashioned, repressed, stand up to give the doctor my chair nursing. Not me. And my Jockey for Her and your Jockey for Him undies will show through equally well. It just seemed interesting that he was complaining about colors leading to assumptions, but suggested that a color not good enough for him was good enough for the girls. "Not all patients and visitors get the hang of the code, but some do, and at least the employees know who they're talking to." I think the people who notice anything will notice that there is a system. They might not figure out that blue is dietary, peach is lab, and fire engine red is the RN, but the fact that there IS a system comes across. BTW, I'm not a fan of black scrubs for just this reason- who does the patient think is coming for them? Black would be particularly bad for Transportation!
  7. ratchit

    Required to wear girly scrubs

    I'm glad I read the whole thread before responding. My initial response was "Deal with it. I have to wear the same color as the boys at work and I've never heard a female complain yet that people would think she was a lesbian for wearing a 'boy' color." But I reconsidered. Like other people have replied, I think this unit is going along with a trend that is popular at many hospitals- having each unit/type of staff wear a different color. It's apparently a JCAHO issue- patients are supposed to be able to figure out who is who. My guess is that all of the NICU staff are women. They probably didn't mind pastels and maybe pink/blue were taken by other departments. Or maybe they didn't want to wear traditional "It's a ....!" colors. Or maybe that's the color that got the most votes- the places I've seen that had to choose never had a single color that most people liked and some real stinkers that only a couple people liked won! It's not discrimination. It's not sexual harassment. I think a lawyer would have laughed you out of his/her office for trying to file suit over not liking the color you're expected to wear, but allowing only one staff member (who could have worn all white...) an option not open to others just because you're male could be seen as discrimination against them. It was a rule or consensus of a group that existed before you arrived. Right or wrong, a new kid on the block who tries to change the rules or be exempt from them is starting off on the wrong foot. I'm glad you handled it the way you did- asking the manager was very professional and it seems like you both handled it well. I just hope that "wearing whatever you want" is open to the female staff, as well. When your coworkers complain about your color option (and they will, trust me!) you could offer a compromise. How about a darker shade of purple in addition to the lavender? They complement each other, and printed jackets will likely match either color. Purple, burgandy, and even eggplant are more "manly." Might make sense to ask about adding a a second, darker color as option for everyone when you call your boss to run the color by her. She could see you as a team player (always a good thing!) and you might avoid being seen as a boss' pet or someone who expects special treatment by your new coworkers. Remember, the boss could always change her mind later if your color option angers the rest of the NICU staff. Best to keep everyone happy so you don't have to end up buying a second set of scrubs- in lavender.
  8. ratchit

    Why do RN's with ASN and BSN make the same?

    add diploma grads in there also. at least we can not only argue about the merits of each of 3 entry levels, but also about who graduated from the best schools. poor mds can only argue about who went to the best schools! you're correct on this one- i debated going in to the lpn issue but that would make this a different, broader discussion. i forgot about diploma grads- probably since there are very few active diploma programs in my area of the country. but my personal experience with diploma grads is that they are amazing nurses and great resources. most of the diploma grads i've worked with have been nurses forever, which could explain their strengths. please show me the links to those schools. as an ex-teacher, i'd like to see them. i compared several to be as sure as possible that i had good data. from the tone of the rest of your response, it seems clear you're not going to believe me so i would suggest you do the research yourself- the information is there if you want to verify it. pick any 10 schools from each type. my adn education stood up very nicely against duke, unc, and several other "name brand" schools. i didn't take a foreign language class or phys ed in nursing school, but why should the nurse next to me be paid more for having taken them? you really don't get it do you? what is the driving force behind healthcare? clinical nursing?? does "management" impact not only the unit you work on, but the entire hospital? take it all the way down to your level...should you have any knowledge of what is happening in management in order to effective work in your position...or should you just be ignorant? do you "manage" your time, your patients, lpns, cnas? starting to catch on now? just because we disagree doesn't mean i don't get it or that i am below your level. clinical nursing is the driving force behind inpatient care. healthcare doesn't function without clinical nurses. time management and management of nursing units are not the same thing. new nurses need to learn time management and delegation- but these are covered in adn programs to the same degree as in bsn programs. the only course difference i saw between the programs i compared was in types of management nurses will not be doing for some time out of school. i don't think a class explaining theory of nursing management can improve the care given by a new grad nurse. i have no problem with requiring a bsn for a management position or with compensating someone more for increased responsibility (as another poster so nicely put it.) but there is no justification for compensating one nurse more than another when the duties assigned and care provided are the same. are nurses revenue producing or an expense? to put it in simple terms, you have to spend money to make money. bedside nurses account for a huge percentage of every hospital budget dollar. but you wouldn't have a hospital without us. so call us an expense necessary to make any money. i can pick out all 3 types of grads almost 100% of the time by watching them on the floor. my percentage isn't as high, but my observations are based on attitudes, competence, and willingness to learn. i've worked with outstanding and terrible nurses of all degrees. in most businesses...not counting the motivated, street smart individual...who gets the most money...the one with lessor education or the one with more? one way to respect as a professional means having what is considered the norm for professional education by other professionals. the degree bickering will not stop until there is one entry level...you don't see it among mds do you? you would have to ask the expert golfer in the group about whether or not there is a female issue involved...i'm not going there!! :chuckle i don't compare nursing to other fields because nursing is different from all other fields. we are a very interesting mix of calling, blue collar and white collar. by that, i mean we do dirty work that other professionals look down on- not that we are unprofessional. very little of what nurses do is taught in any classroom so it's unrealistic to compare us to accountants or lawyers. (who, by the way, can become lawyers in most states just by passing the bar exam, even if they never got any type of degree- are they more professional than adns?) done properly, i am in favor of a standardized entry degree. but since that won't happen for some time and since it won't affect current nurses, that's in my "advancing the profession" category. but that isn't the subject here- the op asked about bsn vs adn salary. unless you can show that bsn grads bring something more valuable to the table than other grads, i don't think you can justify compensating them differently. equal work = equal pay.
  9. ratchit

    Why do RN's with ASN and BSN make the same?

    I don't know if I would agree that this is a good topic- it comes up every couple of months, gets heated, gets very off topic, people get insulted, etc etc etc. BSN and ADN grads are both RNs. I have compared several ADN and BSN programs and found a couple that had a one or two class difference in nursing subjects between the two programs. The differences were not in cultural nursing or pharmacology- I took just as much math, chemistry, and pharmacology as a BSN grad. The only additional NUR division class I could really see between my ADN program and several BSN programs was a class in Nursing Management. I do not think a class in nursing management helps a new grad be a better nurse because they can't and should not be managers as new grads. ADN programs study just as much of the nursing knowledge- they just skip more of the non-nursing classes. And non-nursing studies should not justify a higher compensation for being a nurse. ADN and BSN grads take the same boards. They do the same work, they bring the same revenue in to the hospital, they provide the same patient care. I do not see anything that justifies a pay difference if they do the same thing. Women complain that men get paid more for the same jobs, saying that we want similar pay for similar work, but then we shoot ourselves in the foot by saying we want different groups of women to be paid differently for performing the same work. (I know not all nurses are women, but >90% still are.) ADN nurses who go on for a BSN are a totally different story. If you look at their ADN requirements and then the ADN-BSN bridge requirements, it totals up to a LOT more than just going for a BSN. And much of it is actually nursing related coursework and clinicals. I can see calling that a different degree and paying more for the extra nursing knowledge they bring to the table. But I cannot see why someone who took more classes in American History and Comparative Literature is worth more than the nurse working next to them who knows just as much about nursing. We need to concentrate on demanding more respect and better compensation for nurses overall- on insisting that the professional care given by RNs is worth more- not fighting amongst ourselves about whether one RN is worth $.50 an hour more than another for doing the same job. Consistency and solidarity will get us much further than bickering amongst ourselves.
  10. ratchit


    I just posted a thread in the "About the Forum" (or something like that) section. The window must be new- I haven't changed my settings. My computer allows "for this session only" cookies and has for months- I just started getting this window. I have a popup stopper and TWO firewalls and haven't touched the settings since long before the window started showing up. I would also like it to go away- it has to be the most annoying popup I've ever seen- it moves around your screen so you can't scroll around it, you can't close it, and it shows up again whenever you change threads- unless you sign in.
  11. ratchit

    Post Op. Nurse Escorts.

    I never worked in a PACU with that system- wow! Great for PACU! The PACUs that I worked in had transporters/orderlies pick stable patients up to go to OR and bring them back to the floors. Report was done over the phone prior to transferring a patient. The only time an RN went along for transport was if the patient was on telemetry or an ICU patient of any kind. Those patients were dropped off by their floor RNs (with or without CNA or transporter assistance) and brought back by PACU staff. Gotta tell you, I would never work in a PACU that made us do all the transporting both ways. No time!! I never MINDED transporting- I minded getting stuck staying 2 hours late because of shift change and having to get the room ready when I got there - but bringing the patient back was part of the job. Getting them to the OR was not.
  12. ratchit

    Reglan Reaction?

    Reglan can cause some odd neuro reactions but this sounds more like a TIA to me. Reglan doesn't cause facial drooping. You also gave a small dose and didn't see a problem for 2.5 hours- Reglan kicks in much faster than that. The couple of times I've seen an issue with reglan, it was agitation/excitability, not lethargy. I wouldn't want to be the nurse who gave the patient the next dose of Reglan but it sounds more neuro than drug effect to me.
  13. ratchit

    On-call position

    You're a per diem. Everywhere I have worked that meant you had the right to say "I am available these days but not these days." Once the schedule is out, they shouldn't be adding you in without asking you, either. I think you're in the clear to go do whatever the heck you want. :) You're not leaving anyone short handed, you're not calling out sick... They might not have scheduled you because a) the FT and PT staff have to be assigned to the right # of holidays for it to be fair and b) they are expecting the hospital census to drop since very few people have elective procedures this time of year. I would suggest that you thank the scheduler for such a wonderful chance to head home- let a couple key people know that you're taking the opportunity to head home for a few days but you're available to pick up extra shifts on short notice before and after your trip, then go have fun!
  14. I actually like the ideas of discharge lounges. If a patient needs a nurse to look after them, they are not ready to go home. If they are ready to go home, they should not be in a room preventing a PACU, ICU, ER, or Cath Lab patient from getting off an uncomfortable stretcher. A volunteer helping with phones, etc, is a nice touch. Hospitals are too full to have discharged patients sitting in beds because their ride home can't get there until 6pm. Discharge time used to be 11AM. I don't think a set time is a good idea but we need to keep those beds open for people who need them, not people who need a ride. I don't want to sound harsh, but I think family members of people who are sitting in a lounge are more likely to come in than those whose family members are sitting in a room with a nurse and a call bell. I would never say to a patient "you need to be moving along now" but having a lounge is a nice idea. The lounges should be comfortable, though- recliner chairs would be nice since people ready to go home are still not feeling great.
  15. ratchit

    Keep an eye on those Rx pads!

    One hospital I worked in wanted nurses to keep rx pads in the PACU for doctor convenience. I didn't like having them lying around but beyond putting them in a drawer, there wasn't much I could do. Then a patient stole and forged a prescription. So the manager wanted the nurses to sign pads out from pharmacy, keep them in the narc cabinet, and track each one that was written- which doc, which patient, the number of each scrip, which drug... Missing sheets were the fault of the nursing staff and subject to discipline. I wouldn't do it. Doctors wouldn't tell us what they were writing and hated coming to us for each sheet. Some RNs would hand the pad over and we'd find it on the counter. Or we'd have missing ones because docs ran off without talking to us about what they had written and no one knew who to chase down to ask. Pharmacy backed us up- pads were physician responsibility and property per hospital policy anyway. So then the docs had to carry their own or go sign them out from pharmacy themselves. When they grumbled I smiled sweetly and reminded them that they managed to get through med school and practice medicine all day, surely keeping a prescription pad couldn't be too hard to remember.
  16. ratchit

    Anyone fax report?

    I'm with you. :) I've gotten a couple doozie reports- "fixed, dilated, unresponsive, and combative." Ummm, to quote a song from kiddy TV, "one of these things is not like the others, one of these things does not belong!" I don't want to start an argument, but unless I have accepted report, I have not accepted responsibility for the patient. Faxing can be a nice way to get report, but until I say "Yes" it's not my patient. So faxing then showing up 15 minutes later would not fly for me in an ICU setting. Fax me report- I've seen a couple standard forms that were great, let me know what I'll need to have ready. But I insist on being able to talk to the nurse to ask questions before being handed the patient and 15 minutes might not be enough time for me to get ready- just because there is a fax on the machine doesn't mean I'm not pushing epi and doing compressions. (Yes, I had an ER bring me a patient in the middle of a code after being told we had 2 codes going on (10 bed unit) and could not take a patient right now. That patient went back to the ER- the family LOVED that.) Yes, I know the ER is busy. No, I'm not trying to delay report. No, I'm not out for a smoke break or being proud of myself for not taking report. If I can take the patient, I do. If I can't, then I can't, and if a patient is delivered to the unit without me saying yes, the nurse who brought the patient can stay with the patient until it's safe for me to take over. I've seen sats listed on report but no vent settings- and a patient delivered to the unit with no vent ready because no one told us the pt was tubed. Or no info about precautions- "didn't we tell you about the meningitis/TB/MRSA issue?" Umm, nope, and now this pt can't go in this room or be taken by this nurse because her other one is neutropenic. I am NOT saying the ER left those things off on purpose- they are very busy and just missed something. But I'm really big on preventing problems instead of scrambling for a solution. You see what I mean? I love getting the basics by fax- saves time. But a faxed sheet can't be the entire report. There needs to be a "any questions?" "Nope, bring 'em on up" check in first. But that's one of the reasons I don't work ER- I hate the idea of a setting that uncontrolled. :)