OBRN1994

Sorry for the end of my post last night, I was responding from my blackberry and thought I'd lost the post altogether! The gest of what I was getting at is that on our floor, it's too difficult to assign couplets and make it work in our situation.

I work in a very busy unit that has a small seperate pstpartum unit ( 8 couplets) but with close to 200 deliveries a month & only 14 LDR's, we have to keep some of our PP until discharge. I HATE doing couplets on our floor. Our assignments have to be flexible for antepartum & labor. It's much easier to help with antepartums if you just have moms. It's also a benefit if you have breastfeeding issues etc, then there are 2 nurses available to assist if someone else is having a problem. Just works out so much better on our unit...our moms seem to like having 2 nurses taking care of them. Of course we assist with care of both of the pts & don,t go searching for the other nurse. We also communicate with each other, ie: pedi d/c'ed baby or momwants to go home, plz relay that to the pedi. Etc. WWhae have nursesas ,Etc

I have worked with QS, BirthNet, and OB TraceVu........TraceVu outshines the other two. I believe Birthnet may have gone out of business....no interfacing at all, and you needed to document the same information in about 3 or 4 places!!!! UUUGGGHHH and more than half the time the system would go down...mostly when your patient was getting an epidural or delivering! The QS system I worked with was at a small HCA hospital and we still had to paper chart our labor on a flow sheet, even though the computer had the capability of doing it all....why you ask? Because they only had 2 computers at the desk and used it for central monitoring and storing FHT tracings. OB TraceVu is very user friendly, does auto charting (that you must verify), and has everything organized in a fashion that flows well. We have a dedicated "ward board", so you can look at a glance and know what's happening on the floor. I was one of 4 people to test out systems when we decided to get rid of BirthNet. Of the 3 systems we looked at, OB TraceVu was by far the best system of the 3. I am currently on a travel assignment and the hospital that I'm working at has made a labor triage, labor progress, and postpartum flowsheet from CPSI. Their admission forms in the computer are a nightmare. No flow to them and are redundant. It has to be absolutely the WORST system for OB, as it was clearly not designed for it. The MIS manager used to be the OB manager, so she built these forms....but you cannot scroll through the flow sheet to obtain information as the "boxes" only hold one character, so you have to open each box to be able to read it. I have to keep a cheat sheet (with time of rupture, dilatation, etc.) to be able to give the doc the times they want. OB TraceVu technicians can "build" your printable forms ie: delivery summary, admission sheets to your liking. This made it simple when we converted. Good luck.....a great charting system will make it so much easier for you!

at my regular facility (i am currently on a travel assignment, but will be returning in april), we charge nurses come to the unit 15 mins prior to the rest of the staff and get report from the night shift/day shift charge. the charge nurse that will be working that shift makes the assignment for her nurses. we have a mix of l&d, antpartum, mother/baby & nursery. we also have an 8 bed mother/baby unit that is separate from our unit and run by a different charge nurse and we've got a 10 bed nicu that is run by another charge nurse. i can't imagine having another shift make assignments for my shift. i know the "comfort" level of my staff and who can "handle" better each different assignment. there is no safe way for one nurse, even with a tech to take care of 20 babies!

Since when do you need "stitches" to have dermaplast ordered? Many deliveries can result in "skid marks" that can be as uncomfortable as stitches! You blew those little guys out because you were at the very least PIH. I've never had a Doctor or Midwife NOT order both Motrin & dermaplast for a lady partsl delivery. Some schedule the Motrin around the clock, some order it PRN. The only time it isn't ordered is if the pt has an allergy. I would definitely follow up with these complaints...they appear to be very valid. And, congratulations on your family addition!

Hi! I am currently on my first assignment in Maine. When I applied to several agencies this past November...I had specified that I wanted to remain in the state of Florida for my first assignment. Unfortunately, what was available for my specialty, actually paid less than what I was currently making....so I opened the field~ hence my current assignment. I read over and over again that the recruiter can "make or break" your experience. I never got a warm & fuzzy feeling with my current recruiter and would not have accepted this assignment had I not gotten extremely "good vibes" from the manager I am working for. My manager has not dissapointed me. My recruiter on the other hand is less than desirable. After working a night shift (which she is well aware that I do), she left me an email asking if I was interested in extending the contract. This is a very small hospital that does not need additional staff....I was hired to train her night staff. The manager made it clear from the beginning that it would only be a 13 week assignment....which I am very happy about, because I am now tired of the snow and want to return to Florida as soon as I am finished. Before I could reply to this email the recruiter called the hospital to see if they were extending my contract!!!!! What if they said they would and I didn't want to....I felt that was unprofessional of her. Before I signed up, the recruiter told me they would reimburse for licensing. After the contract was signed, she made it very clear that it was only the actual cost of the license and that they would not reimburse for fingerprinting, photos, or verification. Fine, wasn't happy about that but what can I do at that point. I submitted my receipt from the state of Maine for $75, which was the cost of the actual license. Somehow, I didn't notice that they only reimbursed me $60 for this on my first paycheck. I caught this error last night when I was organizing my pay stubs. I emailed payroll (that person has ALWAYS been very friendly and accommodating) telling her that I found this error and asked her if I needed to resubmit my receipt. She forwarded my email to my recruiter who responded immediately that I was not entitled to reimbursement for fingerprints or verification, and that Kim (from payroll) could forward to the nurse....didn't even address me by my name. What the h-ll? She didn't look into the matter before responding. I went on Maine's nursing website, opened the page for license by endorsement, and forwarded it to her.....in an attempt to show her that the license fee is $75. My next email from her was a repeat of the first!!!! She didn't read what I'd sent. My third email I wrote in all caps asking her to please read what I'd sent, and why is it that I have to fight for the stinking $15! Her next response was I apologize for any inconvenience this has caused you. No apology for NOT reading what I'd sent, or for NOT looking into the matter before responding. She will not be my recruiter in the future. That is a promise:( Thanks for letting me vent....I can now probably go to bed! LOL

I DO have that file with me. The labs they requested were for Hep B titers, not Hep C. They also asked for MMR & varicella titers, as well as a current PPD reading. I don't see any reason to discuss the Hep C with anyone. As I said before....Good luck & Happy Traveling!

I am currently on my first assignment in Maine. I am with RNNetwork and before leaving for this assignment, I was required to submit a drug screen and titers. I cannot for the life of me remember exactly which Hepatitis titers, but I was screened. Varicella was one of the titers. That particular paperwork is at my home in Florida. RNNetwork sent lab slips to my home for either LabCorp or Qwest and I simply made the appt for the draws. You could ask the recruiter what labwork they require without divulging your status. Good luck

The area is beautiful! If you are accustom to the weather....which I'm sure you are....you will love it here. The people are very friendly. My husband and I just spent a long weekend in Quebec City...which is 200 miles to the north of us. That was a lot of fun, you can place that on your "to do" while in Bangor list!

A lot of agencies have "non-compete" clauses in their contracts, meaning...if you "test drive" the hospital & locale and really decide that you want to stay, you will not be able to take a full time job there for 6 months (at least I think that's the standard time frame). Hope this helps. Also, I would apply at more than 2 agencies since not all have the same access to available assignments.

Yes, quite well...thanks for asking!

Well...I've been here for 2 weeks and no responses from this site Glad that I've met nice people at work.

Hi! I've taken a 13 wk travel assignment to Mayo Regional (L&D) in Dover-Foxcroft. I start Jan. 12th, and am currently on the road (from Florida) to the Bangor region. Can't wait!

Hi! I am headed to Dover-Foxcroft for a 13 wk travel assignment (starting Jan. 12th) @ Mayo Regional's L&D unit. Where in central Maine do you work? :nuke:

So, do you just ask the manager during your interview which agencies they've contacted about the position? Thanks so much for the input!

I hope I really didn't sound that full of myself! I don't think for a minute she would have waited TOO very long for an answer! I think my recruiter was trying to put some pressure on getting me to sign as soon as possible. She told me that the person the manager was going to interview wasn't anyone from their company. They had originally lined up another nurse for this assignment, but according to both the recruiter and the manager, the RN had a change of heart and decided to extend the contract that she was currently on, but it somewhat sounded like a last minute change. The manager has some newer night staff, and she's been "covering" for them at night and add that with full time days....I believe she was burning out and needed someone with several years experience to help mentor the newer nurses. What part of Florida are you from? I am in the central west coast, and have my LLBean & Cabelas orders enroute (suppose to be here on Monday before I leave on Tuesday)! I have over 14 years experience...all at my current hospital in Florida. We have grown from a 3 room LDRP/ 2 bed postpartum unit, to an 18 bed LDR/ 8 bed postpartum unit with a 10 bed NICU in those 14 years. So I had the opportunity to learn many positions. BBBUUUTTT this is my very first assignment. I absolutely love the adventure of traveling and have considered this for years. Thought about trying my first assignment in Florida (just in case I didn't care for it), but soon found that I would be taking too much of a pay cut. (Still have to pay my bills). I'm still very much a novice at the traveling part. I did some internet research, spoke with some fellow nurses that "used" to travel and have settled into fulltime work, and looked at this wonderful site before I began the process of applying to any agencies. I began the application process about the 3rd week of November in hopes of finding something toward late January. In the very beginning, I limited my job search through these agencies in Florida. There were several positions available from Orlando down to Homestead/ Coral Springs/ Miami. BUT the pay was really too low. The recruiters kept saying "but, we can provide housing that's tax free....but I still have a fulltime house that needs to be maintained....After speaking with several recruiters about how poorly Florida pays, I expanded my areas to include Maine, Texas, Arizona, & New Mexico. Within less than a week of adding Maine, I got a call about this job. I was a little reluctant to interview because she also was needing me earlier than I had planned. It sounds to me that the jobs are there (but it sounds like they aren't as plentiful as they were in the past- I wouldn't know first hand) but that you need to be flexible. You also need to be in a financial position to put some money upfront before taking any "plunges". The agencies I have dealt with will pay for your licensing, some full, some up to $xxx, some pay for the cost associated with obtaining the license ie: fingerprinting. But these are reimbursements...you won't see that money until you get your first paycheck. With the agency I am currently contracted with, they pay $250 for travel to the assignment, then $250 to travel back home or to a new assignment. This is not reimbursed until you get TO your assignment, then the home imbursement when assignment is completed. In my case, this does not come close to my actual cost in driving up to Maine. The recruiter said she could pay me more, but that it would come out of my hourly salary. I'd love some knowledgeble insight as to how to keep my salary and increase my travel reimbursement. I hope I'm not sounding like it's all about the money, but as I mentioned earlier, I still have bills that need to be paid....I just want to have the fun and adventure to be included!

Hi, I have just signed on for my first 13 week travel assignment in Maine, starting Jan. 12th. I too am interested in Alaska for the summer. There is an excellent site "city-data.com/forum" that has helpful information in all 50 states. I noticed on the Alaska forum, there are several threads about travel nursing in Alaska. You might want to start there. Best of luck!

The agency is RNNetwork. Told me during first conversation with her that they were the "only" agency that paid double for overtime. Got the contract and although I am contracted with work 36hrs a week, the overtime is not in place until >40hrs. And it's at time & one half....not double. Still haven't signed the dotted line as I believe the wording isn't correct. The housing stipend states the amount she quoted for monthly, but no where in the contract does it say this is monthly....so looks like I will only get one months worth. Also, no where in the contract does it say that they will pay me weekly, and everything in the contract refers to 2 weeks (ie: 72 hour pay periods?????) The recruiter told me this is a new contract form and that they are still "tweeking" it....thanks for the input, and the contract dept. will fix the issues I have. We'll see. Appreciate the input. I will definitely keep my eyes & ears open for the next contract. Any advise on how to effectively negotiate without sounding pushy would greatly be appreciated.

I'm curious about the negotiations of these contracts. I just accepted (haven't signed the contract) a position in Maine. This assignment is 1500 miles from my home (live in Florida), but travel comp is $250 each way. IRS allows at least 55 cents per mile....much more than the comp they are offering. When I asked the recruiter about this...she said she could adjust the pay rate to give me more for travel...but of course, this is just taking from hourly rates. I took the housing stipend after interviewing with the manager. She let me know that there was a realtor that handled all of their housing...and at a cheaper rate than the stipend. I just don't think that I got anything additional other than what they were offering. Company claims they pay double overtime....but not at the facility I'm working at...how convenient~ This is my first contract....and although I'm making a great salary....I'm gonna be as close to the North Pole as humanly possible during the winter (with the exception of Alaska!) Gotta buy some really "Warm" clothing for this assignment....otherwise really looking forward to my first assignment. Also, not to change the subject...but has anyone ever "caught" their recruiter in a somewhat "white lie"? I really bonded with the Nurse Manager and she gave me some contact numbers for her to call if I had any additional questions.....got a call from the recruiter as I was trying to get in touch with the "realtor" & nurse manager for housing arrangements before committing to the job. Recruiter told me that she wasn't trying to pressure me, but that the manager was lined up to interview another applicant from a different travel agency and that they REALLY needed me to let them know if I was going to accept the position. Told her I would let her know as soon as I figured everything out. Spoke with the Manager....in conversation I mentioned that I really wanted the job, but wanted all the loose ends tied before committing....SHE said I was the only qualified applicant for the position and that she would give me time to make a decision!!!!!!!! How do I handle this kind of BS in the future? Didn't call her out on it. Don't know that I will take another assignment with them. If I didn't feel really comfortable with the manager....I wouldn't have taken this job....the recruiter doesn't leave me with any warm & fuzzy feeling.

I understand that! It's why I didn't look any further into that position.

The recruiter from cctc emailed me (this a.m.) that they still have an L&D position in Coral Springs (which is in the Miami area) with a Dec. 29 start date. It's too soon for me... did you check into that position?

It was a ridiculously low base rate, I believe enough to send a red flag. Since I've never done this before, perhaps you could give me some pointers with negotiations. (I almost feel as if I was given this quote because I told the recruiter that I hadn't spoken to any other agency) At what point do you negotiate the salary? Even with the stipends and per diem, the pay is less than I am currently making. I would still have my home expenses, so really don't want to take a cut in pay. The position is L&D in Boston, at a hospital that pays the highest in the area. The housing stipend was quoted @$2000 which seems really low for that area. Anyway- I will keep looking and applying, but want to know when to "negotiate" without being "pushy". Thanks in advance

I've decided in the last week to make the plunge into travel nursing. I love to travel, and do so extensively- but have never "worked" during travel. I've been contacted by 2 recruiters whose companies offer very different benefits. One gives licensure reimbursement, and the other doesn't. One has the Tax Advantage Plan that gives a very low hourly wage, then "blends" your salary with M&I benefits. I am staying clear of this type of salary, as I would like to retire within the next 10 yrs and don't want my SS benefits calculated by this ridiculous amount. It also appears that it can be a red flag for the IRS- I would prefer not to be audited for a couple hundred dollars a week! Looks like it's really being pushed by some of these larger companies- as it saves them on payroll taxes. Anyway, I'm looking forward to finding out what's available for the earning!

I have not traveled as an RN yet....although I've just submitted some app's online. (L&D nurse for 14 yrs). We have been to Louisiana MANY times over the past 10yrs, and I was curious of any positions avail. for travelers. Haven't found any postings. Anyone with info....I'd appreciate as well.