jg90027

Investigate those areas you think you like - and try it. Fortunately - your license opens a lot of doors that don't have to involve direct patient care. One of the most interesting jobs I have read about is that of medical illustrator (for those who like art). I know many nurses who switched over to IT and became the clinical support team for EMR go live conversions. For me - I became a travel nurse 6 years ago and love knowing that I can stay out of the politics - and if I don't particularly care for my team - I know that I have an end date in site. Don't sell yourself short. You have a lot to offer.

I was "fired" once by a patient and immediately thanked God almighty that I did not have to deal with them again. And I must admit - I have been known to "encourage" patients to request a different nurse if they were "uncomfortable with me" - hoping/praying that they would ask for a different nurse. We (and they) are only human. Allow them the dignity to be who they are and how they are while you maintain your dignity by being true to yourself. Never take what a patient says personally. Rarely is it truly about you - it's about them, navigating through their own psych issues.

I current work as a Step-Down RN. My background is retired police officer - and after leaving the police dept I opened my own private investigations firm in Los Angeles. Most states utilize private investigators such as myself to do the "leg work" on issues that are reported to the various licensing boards including the BON. As a former contractor for several state agencies I conducted many investigations involving these types of issues. So as I make my remarks keep in mind I'm not responding to the original post per se because I question the very validity of the post. Having said that I would like to contribute to the rather lengthy dialogue and touch on some license regulation points. If someone is reported to a 'board" by anyone it is required of the 'board' to make a determination as to whether the matter involves the potential for imminent harm (person actively practicing under their license), license application fraud (were they qualified to obtain an initial license or did they falsify a renewal), or matters not necessarily relating to their actual practice of nursing but could have some indirect effect. If I had received a report on someone (such as represented in the post) - my first step is the determination that this rises to the level of having the potential for imminent harm. I then compose what most states refer to as an initial notification to the licensee indicating that (1) the Board has received documentation pertaining to the licensee's practice of nursing, (2) State statue 123XYZ requires that the State conduct a preliminary investigation as to the veracity of the information obtained, (3) the licensee upon receipt of this notification has "x" number of days to respond to the Board with their version if they choose to do so, (4) the licensee must sign the enclosed authorizations for past employers to release any/all information to the Board to facilitate the Board's due diligence investigation. This letter ends with the bold notice that failing to comply with these instructions will result in a temporary suspension of their license to practice and potential revocation. Let's say that the licensee agrees - writes a statement - etc. Data collected so far is anecdotal. At this point I notify the licensee depending on the issue - that (1) the Board is temporarily suspending your license to practice pending outcome of our investigation, or (2) You are required to notify any and all current employers within xx # of days that you are the subject of a Board inquiry. If you are not employed and are seeking employment you must disclose this to your potential employer. (Fast forward to the investigation) So in this "case" I would proceed under the same rules I follow for pilots, truck drivers, nurses, physicians - basically anyone in a position that impacts public safety. So the investigation becomes a Fit for Duty / Fit for Practice investigation. Once I have all statements from licensee, and the people who made the initial report - in this case I would determine that I need specialized expert review. First I would require that the licensee obtain at their own expense (or their malpractice carriers expense) a Medical Fit For Practice Evaluation by a physician selected by the BOARD. That would be followed by Psychological Fit For Practice Evaluation (written testing and in person interview by a BOARD chosen psychiatrist/psychologist. At this juncture I rely more heavily on the experts evaluations primarily because I have questionable evidence of actual harm but valid concern for the possibility of harm. Lets say now that the medical expert clears the licensee with no restrictions. However, the psychological testing clearly indicates either that the licensee has no discernible mental illness, a mental illness that with proper treatment the licensee could safely practice, or that the testing identifies significant and permanent psychological impairment that disqualifies the individual from lawfully possessing a license to practice. Most of the cases I worked fell under no mental illness, or treatable mental illness with workplace monitoring by an assigned staff member Under the no mental illness - the issue then becomes an issue of intentionally and knowingly engaging in conduct that is in violation of whatever legal provision - thus a criminal misconduct issue - of which the Board would conduct an administrative hearing to determine what the punishment will be: None, Revocation, Remediation, or workplace supervision in which the person has to have an employer willing to assign a coworker to act as a "coach" for a specified period of time. During that time no home health work, no hospice, no PRN, no per diem, no registry, no float pool, no travel nursing. Must work same job and same shift with the same days off as her coach. Treatable mental illness is basically the same in most states as far as the restricted work requirement with the additional required psychiatric visits for however long is determined. So - if the post is valid - and the nurse correctly stated the issues - the recommendation I would offer is: Immediately remove yourself from the practice of nursing (temporarily) Immediately obtain the Psychological Fit for Practice examination If deemed suitable for the practice of nursing - seek a nurse residency program or a job with a similar type of oversight built in as a way to develop your skill, hone a better work ethic, develop your professional judgement, and be a nurse who has a safe practice. Footnote: Sorry for the crazy long post. I actually deleted a lot of the details - but this scenario gives a very vague/generic overview of how most boards would address these types of practice concerns. FYI - I wholeheartedly encourage every professional to obtain their own personal malpractice. For most nurses the cost is a mere $108.00 for the entire year. Whatever coverage your employer provides is designed to protect THEM hence when they report you to the Board - you need to hire an attorney, etc to represent you to the Board. The retainer alone can be in the $5000.00 range - then fines fees court costs. I would/will never touch a patient or discuss medical with them without insurance.