ArrowRN

Sounds like a nightmare if you have to write a note for each med....I would do a general note something like Patient has been given education on use and purpose of each medication and has been made aware or potential side effects. Hand out given for new med education, patient able to restate why medication is taken and verbalizes understanding....if you using EPIC EMR, save you save it as a smart note. When it comes down to it what your leaders really wants is good HCAPS surveys...get with your clinical leader and nurse educator to find out what questions patients are being asked related to medications during these surveys. That will be your guide. Create a guideline. Of course makes no difference if a note is created and it's not being actually done with the patient. When I was staff nurse I created a flash card project that was simple to understand to give out to patients when they had a new meds it increased our HCAPS survey scores on our unit.

At this one Kaiser in San Leandro California, I travelled to the nurse educator was a "travel educator" this was the first time I encountered a travel nurse in such a position but they are out there. That was earlier this year. We were all with AMN...a company I now love to hate....but that is another story. maybe they were hired under a locums tenens contract but she said she been doing that for several months and kept getting extended.

I realize this is old post and I encountered NPs working as travel nurses at bedside but why would you want to travel as a bedside nurse? Research traveling as an NP...its called Locum Tenens, many agencies hire NP providers. I do not know the demand in the state you are moving too but You will get much better benefits than how they treat us travel nurses especially with the low rates situation these days.

A small agency can do it in less than a week, big agencies take about 3weeks on average but it really depends and how quickly they need you to start.

Totally agree, but who cares...I also met a lot of seasoned nurses willing to train others....When I hit 2 year's experience I was doing a lot of training of new nurses....the nurse eat nurse world is yet another reason why I jumped on the travel nurse bandwagon after 7years of putting up with staff politics and 50 cents annual raises....I hear the squabbles and complaints of the inner politics on the units, they complain about unit budget and travel nurse pay being higher but I just don't care, if it sucks do something about it. Travel is the last straw and I am going to use it to invest in something I can call my own. I took 2 months off for Summer and about to take all Christmas off...enjoy the staff nursing world...Cheerios!

If you got a BS degree already you should be trying BSN program applications or accelerated BSN programs, not just ADN. When I first applied I actually got denied to ASN programs and actually got into the BSN program which was my top choice anyways...that was like back in 2013. A fully online program with not be an option for you unless you have LPN, or RN already. I suggest going to your closest state University and meet with a Nursing advisor on how you can reach your goals.

It's way too easy to get accused of something. I get a female in there with me, its always an option so I don't see why I should take the risk. Younger females are just uncomfortable with men in general and it should be done.

I seen on this one low budget Christian movie, the patient was connected to an IV...but when I looked at it closer it was a dang tube feed bag hanging full of water and the purple port was taped to their forearm...lol ?

I would never work at a place like that. They fail to recognize that is a system issuse and NOT an RN failing to do their job issue. At our hospital what we have done is in the computer system, in the MAR pain assessment are now built into it when administering the medication and there is a reassessment reminder that shows on the main patient list page when its due, so you can be reminded of it as soon as you login. Even now it's still not perfect and some people still miss it. All this came from a suggestion from a nurse to our Computer Comittee. We have gotten vast improvements in our reassessment since then. I am on our Computer resourse comittee and I am thinking of ways to make it better because even I too miss doing it in a timely fashion. We use EPIC by the way. Your manager needs to asks you guys to come up with solutions for the problem not threaten with lame threats of being fired and bullied. See if you can find out who is the person in charge of Nursing Informatics and ask them is there is some sort of reminder solution and if it can be added to the MAR, document your solution so you can get credit. Start up a committe in your unit or hospital to find a feasible solution that does not involve threathening a nurse. A low tech starting point would be to just print out a pain scale reminder and place it on each nurses computer like a laminated card or something. Bring the solution to your manager, implement it, then ask for a raise! lol

It really depends on the type of med surg floor you are on and how sick the patients are. For me 5 is just on the edge of tolerable but it takes only 1 patient to turn it to a nightmare. Most hospitals in my area do up to 7...I will stick with my hospital which is union protected and can't assign us to more than 5, if fully staffed my floor gets 4:1 but we are often seem to be short. Reality is you probably won't find a hospital floor in med surg that does less than 5. I did work on one that does 4 patients but it was progressive care...always a trade off. Maybe consider ICU, less patients but more work per patient but it give you that focus, if thats what you looking for.

Oh so we do got some nurses with priviledge, maybe I just working at the wrong hospitals :) It's not an issue for me only because I work nights. I was late leaving 1 morning and did get a warning ticket. They actually check car tags to rule out employees from visitors. For day shift the Decals plus monthly fees runs anywhere from $300 per year to $1300 per year. Guess which has the long walks and shuttle rides? When I do have to show up for days for training I get a discount at $4/day unless I cheat and hope they dont spot me in one of the ungated visitors lot, haven't been caught yet hehehe. I think some urban hospitals is where the problems as. They could manage this by limiting number of visitors and the length of time they stay so traffic can be better circulated, and stop them from treating hospitals like hotel rooms.

A witness does not verify the information provided to the patient, the purpose of a witness is that the provider spoke to the correct person and and that person signed the form and agrees to the procedure. In medical field its based on facility policy but only RN's can witness at our facility. Ideally yes the witness should be there in the room but realistically anyone can sign as witness. When you go to a notary, a total stranger, for them to witness, they dont know you, nor will they often not know the information stated in the document you need notarized, they look at your ID, see you sign the paper and witness that yes they see you signed it and you affirm you are that same person.

I have never liked "graduate" positions. I believe in focusing all your time towards passing the NCLEX than looking for a job. My gut would tell me to run from this verbal offer, its a bait and switch, why should you have to settle? What did they say happens if you don't pass? Will you be let go and out of a job anyways? Only exception is if you find the training to be exceptional, but they are just trying to save a buck training you with CNA pay vs LPN pay, a dollar or 2 less is reasonable but not $7. and the way how it way done...is very questionable.

Yeah I did the same as well due to excitement plus a family of 4 and none or us working. bills piling up, that first job I left had 7:1 ratios, I felt like I learned nothing and was exhausted and unsafe. I now work with a hospital with strict 5:1 ratios, makes all the difference. My second job is part-time and they got 6:1 ratios, its doable but on the edge of crazy unsafe, but i got more experience now so I handle it.

I haven't written anything in a while, but keeping it short and venting...I am just so frustrated with all these employers who are treating nurses are second grade employees when it comes to parking. Doctors get priviliges such as their own lots closest to the facility. Some even get reserved spots with their name even if they there maybe once or twice per week. I work at two hospitals and both of them treat nurses parking as a threat to their patients. One of them charges rediculous fees to the day shift and require them to purchase annual parking decals. Thanks goodness I work nights, but if I don't leave on time I will be cited and possibly ticketed. The other facility, makes nurses park off campus and "shuttle" them to the hospital. Which means instead of reaching to work 15 mins early you got to be 30-45mins early to beat the shuttle rush catch your shuttle, more time unpaid and being wasted. All this is being done in the name of "patient first"...so what the rest of it? Patient's first...Nurses Last? That brings to bear the question, are nurses truly essential personel at hospitals? and if so why are we always treated this way? What made me write this is a facility now threating crazy citation fees if the parking rules are not followed...I mean..if the parking rules are not followed BY NURSES. This extends into other areas in society as well. For example, on Family Feud, there was a question on asking 100 people to name an occupation that save lives. The top answer was Firefighter, deservidly so but I dont think nurses even made the list. In my state there is a discount program for mortgages called "Good neighbor next door" but it only applies to firefighters, EMT/paramedics and police officers. you would think a nurse would be a good neighbor to have but the State does not think so. When will the status of nursing be respected to where I can at least get a decent parking spot?

I resigned from my first job after 3 weeks as a new grad, did not feel safe. Being let go during orientation just means you were not the right fit for that job or unit and I would also bring to question the training being offerred to you which lead to mistakes. People are quick to blame the RN and not the process, If this is the "culture" in that facility I would look elsewhere. What was your patient ratios? Sounds like too many red flags. Being let go there should be no harmful repurcussions to your future as a RN. On an observation unit you will not be good fit for a new grad, in my opinion. As the population changes and stay is usually less than 48 hours, fast paced, where they are "observed and monitored" to either be discharged or admitted and you won't really "learn" a specific patient population, that could be confusing for a new grad. A med surg floor would be best for a new grad, the type of med surg floor is up to your interests. I work on a cardio-vascular floor, lots of AAA's and bypass surgeries post op, we also had ENT at one point lots of trachs and suctioning and high risk aspirations but now we got transplant patients. Ortho, would be a literal "pain" think broken bones, fast paced and giving lots of pain medications. A strictly medical floor is more slower paced , not many people going for surgeries such as A hospitalist floor or Family medicine floor is a good learning back ground then you can leave after 1 year if you hate it. Browse around and identify your interests first, despite and pressure you got to start working. After 6 months at my hospital you are able to float and pick up extra shifts on other medical surg floors so you can find what you really like. I dont particularly like med-surg but the people I work with makes the different and I been at it over 3 years on same floor.

I hope Trump will also pay your discrimination lawsuit...you suckers. We here to take care of people not question their choices. Do your job or quit and find something else.

Last year Baptist Health system offered me about $25.25/hr and that was with 2.5 years experience and it includes additional $1.00 for med-surg certification and $1.00 for BSN , add to that $3.50 night differential makes $28.75 but i turned them down as it was less than my current pay. There flex team pays more, its like Travel nurse but only within their Jacksonville facilities. that pays fixed $37/hr but no benefits makes an easy PRN job once you get 2 years experience, its the highest paying PRN job that I know of in Jacksonville. Highest paying facility in Jacksonville for a full-time benefits job is UF Health Shands Jacksonville but I do not know what their rates are and they prefer BSNs but new grads get about $25/hr there.

Incorrect, There are a few union hospitals in Florida under the Florida Nurses Association/OPIEU . I work at one of maybe 3 left in the state. Florida is indeed right to work and also Republican governors have a long history here, so they push back at unions and its highly discouraged at non-union hospitals. Generally a union hospital pays more. The benefits are more or less the same. Even though private hospitals say they are non union they do adopt several union-like policies and tend to be more anal and micro-manage everything. Most hospitals have adopted a structure that your benefits are best if you get treated at the facility you work at and a few associated affiliates. If you go outside of that expect healthcare costs to skyrocket. That being said, if you got a family you probably want to live within 30mins of where you work to get the best healthcare. Overall family coverage will be around 80/biweekly and up but it will be no where compared to what you get in Canada, just expect to pay for everything and if you save, count your blessings cause health coverage is costly here. My sister is a RN in Calgary,Canada, if you coming from there be in for a pay and culture shock. Your florida pay will be nowhere near where you want it to be. I not in OR setting so I cannot give details on that but I talk to people at my facility, generally its about $4 more than a med-surg nurse so you looking at entry level around $28/hr. Why not try to get a phone interview at a few facilities? That way all your questions can be answered.

If that other RN received the verbal order she needs to have entered it and the ordering providers name. You doing it would be practicing without orders and out of your scope. Many people will get mad at you for doing the right thing..just keep it up. I work at a part time hospital where they also take verbal orders...it feels so ancient. I've even demanded to physicians to enter their own orders because I was new...I just said I new to this and you need to enter the order yourself...do they get pissed...sure, but in the end I save my license and potential med error...in addition the physician will have to verify the order anyways. By contrast my fulltime job strick policy of no verbal or phone orders with exception of during a code. Verbal and telephone orders need to be a thing of the past, that's the goal of Electronic Order Entry. But then again some nurses feel they are practicing doctors doing it, when they just being a secretary.

Pretty much everyone I work with know better than to friend me on facebook. Ignore it! Get a linkedin account and keep it professional, that's called "networking"...unless you like people gossiping about your facebook page at work.

Well, just updating. Took a couple of years to get my experience up but I found my ideal PRN job. Its based pay will be more than my current overtime pay and its a float pool which means I wont be stuck to one unit which I like. I am only required to do 4 12 hrs shifts per month, shifts can be cancelled which I'm ok with and its a major hospital system that is closer to me by like 1 hr (yep I commute pretty far) Anyways this will also be a foot in the door to get in full-time years down the road when I am tied of the commute at my current job and its a great way to find out if I would like this hospital without the full commitment.

This article is complete nonsense. I can't believe I read the whole thing, I felt like I was reading something for the 50's...sure this is not ETV fake news??? I've always been the bread winning in the family. I went for electrical technician working in factories to EMT to being a Cable guy for almost a decade and finally to nursing. My wife fully supported my decision, our floor has several male nurses. If there are wives out there with husbands sitting on their butts unemployed because they think nursing is a "woman's job" they just as delusional as waiting for Trump to bring back manufacturing jobs. Yeah , you keep waiting...It will never happen. You can wait for the world to change or you can go change your world.

I'm just curious cause noone mentioned this...how did you go about negotiating your initial salary? Yes people forget they can NEGOTIATE an initial salary. I think this is where most people esp women (not to be sexist) fail to realize their initial worth to a company before or at time of the interview. How long have you been with this current employer? It's critical to do a market survey and find out what the base rates are at a particular institution so you won't start off being underpaid. It's too late for that now, but I hope other pay attention. For now besides blurting out your experience of the past, I would gather all of the solid documented proof you got that prove your current worth to this employer. I will not only relate to your patient care, for example notes of thanks from patients and family about the great person you are but if their is anything to help implement to save them money that will also perk their ears up or anything you were directly involved in that help ensure the company met their goals and budget for the year. Are you involved in any committees etc.? Did you implement something that help reduce pt falls, etc thereby reducing company costs? Thats all idea's I got for now. Only other thing as a last ditch effort I know of that works is to start applying to other places and get a job offer and get an idea of what you are worth in the current market, if it's more than your current salary then sometimes to retain an employee the employer would rather match that than spend thousands to replace you. It's a bit risky cause they might just say good luck with your new job and send you off. Remember you need solid proofs and preferably documented or tangible evidence, because quite frankly, everyone thinks they deserve a raise. Added info: At my hospital we get annual raises, based on 3 scales lower than expected, meets expectation or exceed expectations. To meet my goals to exceed expectations, I have taken a number of steps first I became a preceptor on the unit, so I'm involved in training students and new nurses. I also became a member on our unit committee and the purpose of the committee is to implement various policies and work on quality improvement, for example a group works on fall prevention, another works on skin ulcer prevention etc. I also work as a computer resource..in other words I am one of the "goto" persons people come to if they got documentation issues and I am current working on a project to improve documentation compliance. None of these have extra pay but I do get paid to go to the meetings and they do count as "points" for end of year raises. I am also going to request charge nurse training. With these I think I can prove my worth by end of year to get an "exceeds" rating. I hope this gives you some ideas. If your raise gets turned down then find out what it will take to get your max annual raise(if you got such a system) and start working on it. Good luck and be confident and go for it!

Not exposing anyone to second hand smoke? Where do you think smoke goes? Its in the air in some diluted form or the other be it a minute amount. What you do is your business. But just FYI some hospitals have added nicotine testing to their drug test requirements and some don't hire smokers period. As for your instructors approach? That's of bad taste and not something I would bring up with the whole class. That instructor was unprofessional and should have had a private conversation with you.