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THAT Nurse.

THAT Nurse. MSN, RN, APRN

Family Practice/Primary Care
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THAT Nurse. has 14 years experience as a MSN, RN, APRN and specializes in Family Practice/Primary Care.

THAT Nurse.'s Latest Activity

  1. THAT Nurse.

    Importance of NP Program Reputation, Name Recognition

    I am one of them, though it is for a different reason. After precepting a few, I had absolutely no desire to be affiliated, in any way, with those institutions. This is nonexhaustive; among the problems with the students (1 characterized every single one of these traits, though thankfully the rest only had a few of them): Did not even know what classes he was taking that semester, or what he was supposed to learn, bringing wrong syllabus, fabricating hours (I work 8 hour shifts, she registered 12 hours in her log and was somehow shocked when I said no), repeat dishonesty, zero interest or willingness to learn/practice skills, "knowing it" on day 1 and not needing any critique, and my all time favorite, treating my staff like garbage (it was funny when he did it to my supervisor, she was unimpressed and I was one of several people who corrected him - to no avail). The REAL kicker? Despite my assessments all students passed. In comparison, students from reputable state schools have been a massive cut higher. Do they have faults? Certainly, but the magnitude is the difference between a nuclear bomb and a hand grenade. Frankly, if we want to protect our profession the online for profits need shut down. We need fewer but higher quality schools recruiting and educating fewer but better NPs.
  2. THAT Nurse.

    South Florida Covid testing jobs for RN

    Might also want to check with agencies. My facility didn't hire a single nurse, but we contracted a bunch of them.
  3. THAT Nurse.

    Can't get covid at work

    I only want to know one thing. When you were told this; how did you stop the hysterical laughter at such lunacy you must have felt?
  4. THAT Nurse.

    Manager threatening patient abandonment

    It sounds like you work for a group, and not your own clinic. As such, a lot of the concerns/obligations that would follow if you were running your own sole practice do not apply, such as the whole 30 day notice thing being given to patients before you are allowed to leave. While I hate the term, who "owns" the chart? Likely the practice you work for, not you. The patient's don't sign an agreement with you, they signed with the practice. You are an employee, and one with a contract. That contract is your obligation, you can be as mercenary as you want about it. If you feel you need out, then go - as long as you fulfill your contract you've fulfilled your legal needs. Don't get me wrong, your professional responsibilities are still there when you practice, and liability for your action may follow you, but don't wrap employment law into it. Real life example, my wife had a specialist, one day, with zero notice specialist is gone from the practice. (Found out details later, but long and not germane to this post). We found out when we arrived at the clinic for our appointment. The practice never informed us, but re-scheduled us with another provider in the group at the same time so we saw a new person at time previously scheduled for old provider. Said provider left shortly thereafter, we found out when we came for follow up, and found out we had been re-scheduled again. We stopped going back after I got the whole story on what was happening. Was this "nice"? No. Was it legal? Yes. Was it abandonment to lose our provider this way? No. The group which we had established with had other providers and maintained all obligations. Don't be intimidated. Know what your obligations are and fulfill them and you are fine. I suggest looking deeply at your current state rules/regs. TL/Dr version: If you call in sick, do all the patients scheduled have a claim for abandonment? No. If they fired you, what obligation would you have to your patients? None, if you quit without notice, what obligation then? None. Me personally, I would've walked the day my manager threatened me. Don't ever work for an employer that operates by threats or intimidation. Makes for a bad life.
  5. THAT Nurse.

    Importance of NP Program Reputation, Name Recognition

    In my experience going to either a well known/reputable school or even going to a standard state school (think University of Neverheardofitbefore) are viewed significantly more positively than the online programs. I once precepted a South University student, there won't be a second. So, yes. South, Walden, Oceana university or any other online only NP Program is a trash degree in my, and most of my local colleagues, eyes.
  6. THAT Nurse.

    Nursing Nightmare in Covid Unit

    Found this today, good example of what I wrote yesterday. Good luck to the LPN doing this. https://www.chattanoogan.com/2020/6/13/410499/Some-Erlanger-Nurses-Considering.aspx
  7. THAT Nurse.

    Nursing Nightmare in Covid Unit

    I am not a lawyer, so you'd have to consult one. This however seems promising: https://www.workplacefairness.org/unions-retaliation#1 IOW, start forming one very publicly. Even if it never gets off the ground you should get some protection, and publicly bring light to the misdeeds and dangers of your hospitals practice.
  8. THAT Nurse.

    FPA in Florida passed today!

    For those wanting details... Senate amendments hurt it some, but still a huge step up for us. https://www.flanp.org/page/IndependentPractice
  9. THAT Nurse.

    Legal obligation for disaster relief

    Its been said in a few other posts, know your state practice acts, and I would add know BON Position statements if your state has them. Having started my career in TN, I will use theirs. https://www.tn.gov/content/dam/tn/health/healthprofboards/nursing/position-statements/Nursing Position_Statement_Booklet.pdf Regarding abandonment/license threats... Do NOT let fear drive you into making decisions. Whatever state you are in, know what is legal. Early in my career I had a nurse manager order me to change my personal signature saying it violated board rules ("I cannot make out every letter in your name"). I demanded she show me the rule. No rule existed. It then became corporate policy, again demanded policy to review, which didn't exist. Then it was because I told you so, and I simply walked away laughing at her. Also OP, often times board regs permit punishment of nurses for nebulous rational. Again, using TN... So those other posting posting ANA Code of Ethics? They ARE posting the standards you will be held accountable to if no specific law abrogates the codes of our profession. It's been over a decade, and I still remember my instructors drilling that into my nursing student brain.
  10. THAT Nurse.

    are we human .. really ??

    If you made the genuine mistake, accept it, learn, and move on. I do admit, based on my experience (where I most certainly did NOT deserve it) being made to feel little by our lying and quite worthless HR rep was not warranted. The emotional abuse I think is done purely for a control aspect, if they are wrong, you are less likely to complain if you have no ego. Think back to abusers, crush the spirit, and then abuse. Accept the punishment, but don't accept the belittling.
  11. THAT Nurse.

    Advancing an education/career

    After nearly a year of floor nursing, I know I want a change. I am leaning heavily on an MSN, with a focus towards management. Currently, I have a BSN. I have been looking around online schools, and at the moment have an eye on Regis. Has anyone used them before, and what were your thoughts? Did anyone use a different online school to attain their masters? What are your thoughts on that school? Any pitfalls I should be on the lookout for? How do I tell if the degree will actually have value, and isn't some fake diploma from a scam-school? Any pearls of wisdom or advice would be appreciated, thank you.
  12. THAT Nurse.

    Female nurses have more advantage over male nurses?

    I see a slight bias against. On the first floor I worked after graduation, I was flat told by an HR employee I was being held to a different standard. (I resigned the next day as well. I still loathe those bigots. A pity I have no way of proving it, or else I would have found out who in the government does the discrimination thing and taken great glee in reporting it.) Question: If you are unfairly treated and they flat out state it is because you are male, do you have any real recourse?
  13. I have seen some people talk about seeing the patient board, and the rooms assigned, and simply walking out, or refusing to clock in until the staffing issues were fixed. From a legal perspective, when do you actually assume liability for a patient? At my hospital, other RNs have said that once you clock in, you have accepted your patients, and leaving is abandonment. I am of the understanding that until you receive report, you have not accepted the patients. (This is why I understand you can refuse report, and not take a patient.) Does anyone know exactly for sure where the line is, and what our rights are? (Oh who am I kidding, I ought to say responsibilities since we don't have rights...) If it matters, I am in Tennessee.
  14. Nursing will continue like this until we actually join an organization, and that organization is run effectively. In Tennessee, we have a rather poor nursing organization (mentioned earlier), the TNA. I was somewhere between utterly dismayed and absolutely appalled by the TNA when I went to their 2008 legislative summit.
  15. THAT Nurse.

    I can't let you do that- it's against policy!

    I try not to laugh at the idea of following rules when I think they ought not be followed. Maybe it is more than a touch of arrogance, (thankfully I don't care). Nurses are educated professionals, and the majority of us have working brains. If we encounter a policy that ought to be overlooked, who gets hurt? I have had patients who felt naked without certain items, I often admonish them to simply ensure their wife has it before they go to surgery so it isn't lost accidentally. Never has been a problem, nor do I expect it to be.
  16. THAT Nurse.

    Nurses' Rights

    Katie, Lawyers ARE what happened to tort reform. After all, even if they lose, the RN who has to defend against frivolous charges pays the defending lawyer. Money all around. Another fix: We should be able to sue those who file frivolous charges against us. And serious penalties ought to be applied to serial abusers - not just fines and monetary penalties either.