may1787

I started working for my company in 6/2022. At the time, I was verbally told (and it states in the union contract) that I would be paid an extra $1/hr for my certification and that all I needed to do was bring my certification to HR during sign-on. I thought this money was included in my base pay, but was recently notified by a coworker that it should actually be it’s own line item. I immediately contacted payroll when I found this out and was told that they don’t owe me any money because the union contract says they won’t pay anything beyond 45 days. They said I should have noticed the issue, and that it’s my fault (even though I wasn’t aware, so how could I file a concern). Personally, I find this to be payrolls error for not appropriately assigning the pay after receiving my certification and not providing education regarding what line items (or lack of them) mean on our paycheck. I contacted my union rep and they said that they had a similar grievance about back pay that went to arbitration and arbitration ruled in favor of the hospital. Federal law seems to say that I can sue for back pay up to 2 years (3 if it was willfully omitted), which should supersede the 45 day limit by the union contract right? I know it’s a long shot: Has anyone with a union filed in small claims court for back pay and what was the outcome?

I did a NICU capstone in college, did a nurse externship during college, and was hired into an internship. I don't think going into L&D will help you, but nursery work in postpartum might. Pediatrics *might* but its difficult to say because it all depends on the hospital.

I did some NICU courses during college, I did my college final clinicals in the NICU, I was a nurse extern in the NICU, I did the NICU internship, and I was a full fledged NICU nurse. Overall, I just did everything NICU I could.

I was responding to some really rude commentary that was deleted before anyone else saw it. It was completely uncalled for but I received emails of them despite them being deleted/edited so you don’t really know what was said to me. “Goodness.”

I ended up getting input from other individuals who work NICU (on another website) who have asked and received reasonable accommodations. All I have asked is considered reasonable and has reasoning according to the ADA and JAN (feel free to go to those websites if you actually desire to learn more and I would encourage many of you to do so based on some of the responses here) and have been easily accommodated by the NICU. For those of you that have been kind, thank you. I greatly appreciate it.

We have different issues then. I have more issues with level 3/4 than with level 1/2. That’s the thing about disability, it’s not black and white and everyone is unique.

Thank you so much Nursenate5! I was beginning to wonder if returning was for me, since my experience just on this thread felt very much like one of the things that lead to my burnout.

By negative I mean constantly saying I can’t have those accommodations when they don’t really know. I understand they are opinions coming from people without knowledge, I guess I wasn’t expected people without knowledge only coming here to break down their opinion and not fact. I was asking for factual answers.

I guess I wasn’t expecting negative and snarky comments. I was able to find my answers through this, however, so I guess it worked.

@Rose_Queen I understand that. I don’t think there should be any issue since the position isn’t rotational and nor is it a level 3/4, however I can request those as accommodations in future if they suddenly decide to change the position requirements. In regards to the other accommodations they are reasonable according to the ADA but the employer can decide if they want to offer an alternate reasonable accommodation. Either way, they have to offer a reasonable accommodation. I don’t think any of my accommodations would be considered as blatantly wrong for a unit as not wearing a mask. I recently contacted JAN and they say they all fall under reasonable accommodation for the position I’m applying for.

And my point is that I wouldn’t come in with a list. I would follow ADA recommendations and approach HR after hire.

Has anyone done the Neonatal Touch and Massage course, particularly the online hands-on session that they instated during COVID? What was your experience like? Was it worth the $800? Did they send you a box of supplies, and if so how long did it take to get to you and was it all you needed for the hands on portion? Was it easy to pass the tests if you already have NICU experience?

Has anyone gone to get their Neonatal Developmental Care Specialist Certification through NANN? What was your experience like? Did you have to study from the book or do you think you could have passed it without the book? Did you have the book with you while taking the test? If so, was it helpful?

I think you are misunderstanding. All of the things I listed are considered reasonable accommodations under the ADA. They are even listed on their website. Of course, one wouldn't expect to be hired to a rotational position and then expect not to be rotated, just as one wouldn't be hired to a night position and then expect they will just accommodate you to day shift, or if one was hired to a level III/IV NICU and then expect to only get level II patients. All of that would not be accepted. I can request accommodations and the employer can decide to request a doctors note, but denying reasonable accommodations isn't a good look for a company when it comes to disabilities. It happens frequently with mental illness though because, despite being healthcare, there is still a huge stigma surrounding mental health issues. I know this because I have left a job due to workplace stigma. So yes, they can deny but under ADA they cannot deny and then not offer another reasonable accommodation.

What do people think of these as reasonable accommodations to request? -Have a support person for all meetings with a supervisor (not including charge RN) -provide frequent positive reinforcement and constructive feedback -provide feedback via email -intermittent FMLA -excusing from shift rotation

I will be seeking employment at a level 2 facility.

Hello, I am a NICU nurse and I’ve been a NICU nurse for 10 years. I have my certification and am good at my job, but left in 2019 due to work related PTSD which resulted in a panic disorder and depression. I have been in therapy, have a doctor, have a medication manager, and have a career advisor. I am returning to work soon and would like to know what sort of reasonable accommodations I might request. So far, all I have is that I be given level 2 assignments of grower feeders/NAS etc and no level 4 assignments. Has this happened to anyone? What did you request as reasonable accommodation under the ADA?

Aren't you a joy. You might want to get out of nursing... I love the private NICU rooms and they are better for our patients and their families even if it might be a change people aren't used to, and having information in your own language reduces anxiety and stress.

Z-Flo type fluidized positioners are best practice and are disposable, unlike the bean bags which are an infection risk. That would be my guess as to their reasoning.

I see nurses do this all the time as well and it's 100% unprofessional, especially if you are the person to contact and the family then feels obligated to say yes which can create awkwardness and tension if they don't feel they are on that level with you. What I suggest if you are interested is at the end of the patient stay give them a congratulatory card and within you can include contact information with the suggestion that if they're are interested in remaining in touch they can contact you in the listed ways. I do this with my primary families.

We will be moving into our new private room NICU in 2 years and I would like your suggestions for your dream NICU that I might bring to management. I've worked in private rooms before, and I'm very excited to get back to that model! Anyway, an example of a dream NICU suggestion that also looks toward the future is digital information boards in the patient room that are updated automatically when the nurse assigns herself to the patient and new information is added on the electronic medical record and this digital board can also flip/scroll between languages in case you have, for example, a Spanish speaking only patient or family. So, dream for me dreamers!

Hello! I am a nurse with 9 years of experience and I (finally) want to get more involved with unit councils and magnet councils. I am going to be joining a new unit with supportive managaement and can start joining these councils 90 days after hire. What do you recommend for an experienced nurse in a new facility and/or unit who wants to bring new ideas and introduce current best practice that isn't being utilized in the facility/on the unit currently for the best outcomes?

Honestly, I would rather get out of nursing before doing home health.

Hello, I am a burnt out NICU nurse. I know I am intelligent. I have my certification in NICU nursing and have been in the field for 9 years as a nurse and 2 years as an extern during nursing school. I also really love the actual task and interpersonal part of the job. That being said, I can't seem to keep a job in the field because my generalized anxiety disorder and major depressive disorder gives me brain fog, I forget things, and I am not as meticulous as I once was. My first job (6 years) I chose resignation in lieu of termination because there were parental complaints that I wasn't very cheery (hello depression) and patient satisfaction vs. quality of care was of utmost importance to management, the second (6 months) I left because the NICU was absolutely horrendous and I couldn't face going in to work anymore and was literally bed bound, and the third (current, 2.5 years) I am being terminated because I did a really dumb thing and accessed my own medical record without thinking about it (which apparently is an immediate termination now) but otherwise the job was going well and I was the most requested primary nurse. I'm not sure I want to keep doing this to myself. So where do I go from here? I don't have any adult health experience, nor do I desire to work in that field. I need a similar salary due to medical requirements, and I don't care if I utilize my degree or not. At this point my happiness and health is more important. I've always thought floristry sounded really fun and low stress but it doesn't pay much. I thought about being a Newborn Specialist but worry that dealing with people would become an issue again. If I'm a mostly agreeable, prefer structure, am good at independent work, and persistent, what options might I have if I want to stay at a $45000+ salary? I don't mind mindless work like inputting data or something like that but it would be nice to like my job.

I'm thinking of moving to Jacksonville this year but I am having a hard time with the job search because all the hospital websites are not very forthcoming with their NICU information. I have been an RN (BSN) for 9 years, a NICU nurse for 8 and want a NICU job. Can anyone help me find which hospital would fit most of these requirements? -Level III/IV NICU -Private rooms -self scheduling & approved vacation time (i.e no limits like "only 1 week vacation allowed at a time") -easy parking at the hospital (i.e. no shuttles required, long walks into the facility from offsite parking garages/lots, etc) Is this a possibility in Jacksonville?