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Mr Ian

Mr Ian

mental health; hangover remedies
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Mr Ian has 15 years experience and specializes in mental health; hangover remedies.

Mr Ian's Latest Activity

  1. Mr Ian

    I am RED HOT over this one.............

    To hopefully clarify the legal point - it would be the union's practice to exhaust all non-legalese avenues before engaging their legal services. This is common as it seeks to reduce the use of legal services that might not be required. However, the union should support you with an experienced representative in order to get your stuff together and present in a good format. They should represent you on both matters. There is nothing - and no-one has the right to advise you - to prevent you getting other legal advice if you so wish. The only thing would be that, if you retain private counsel, the union may withdraw their legal services. Which means you'll be paying private for legal advice as opposed to being covered with your union. (This is my general understanding - tho matters may differ country to country and state to state)
  2. Mr Ian

    The Secret Hospital

    oh you young 'uns :vdgmg::grn:
  3. Mr Ian

    The Secret Hospital

    Not a clue. But I had a look about. Found this on Hansard of you hadn't seen it before - http://hansard.millbanksystems.com/commons/1980/nov/11/rampton-hospital And there was a page with a follow up story called The Rampton Report in 1980 too. (YTV) http://ftvdb.bfi.org.uk/sift/title/326397 But 1979 - that was before VCR wasn't it??! I'd write to the producer - if he's that busy he'll have an exec support officer who will probably complete your request. I'd give it a go - what have you to lose?
  4. Mr Ian

    I am RED HOT over this one.............

    You're probably not far wrong that the U/M is intimidated by your union status. Most places function as adversarial with unions - which is a pity. They function much better when they are mutual goal directed - and the purpose of a union is to preserve the integrity of the workforce. You'd think an employer would welcome that but most are narrow minded and see them as 'interfering' with their 'good management'. But I'd be cautious about over-stating the union position. You are foremost an employee and the employer has a responsibility to treat you fairly. ReNewed One: Tho I have had problem following the nature of events - I'd suggest the OP is not liable to disclose all details for the benefit of others. I am more than aware there may be issues afoot that we are not advised about (as with any nurse who frequents here to complain +/or seek support) - but the nature of a support network for nurses is to 'support' - not judge or prevaricate. TGM may have made an error for which they are responsible. They may even be one of those militant mendacious union reps who makes trouble for the employer just cos they can. I'm not concerned with that as much as I am simply hoping that the "nurse" who writes here feels supported by their peers. Any anomolous behaviour will no doubt be brought to attention of those charged with making a decision on the matter. Fortunately, that is not our business nor responsibility. So personally, I remain sure there are things not fully clear - but that's not what a nurse support network is about and I'm not interested. I've never been wrong in my judgement and I've always been victimised. At least, that's what I like to believe about myself and my nursing. Even tho I know I've done dodgy stuff, or simply wrong, on times. When I'm feeling that way - I'd like someone to just step up and support me - not judge me. Details are superfluous.
  5. Mr Ian

    I am RED HOT over this one.............

    I'm not a lawyer - (INAL) - but.... If the U/M has written you up repeatedly for things others have done - getting that evidence together may serve you well after these shenanigans. It's not uncommon once a manager has started such a process to pull out every last detail of every last event and attach your name to it as culpable. They think they're making an 'airtight' case - but they're actually demonstrating their childish petulance - as well as a subtle fear that they're not altogether 'in the right'. Not sure on US legal terms or constructs etc but UK/Australia has a concept of 'constructive dismissal' - whereby an employee is forced to tender resignation by unscrupulous behaviour of an employer. This is a frequently cited complaint of the Industrial Tribunals. I hope your grievance included the words 'harassment' 'bullying' and 'the inequitable and preferential treatment of others'. Also sounds like your Union is crap. Even if you were completely culpable - you pay for them to assist you in industrial matters; not for them to decide if they're going to bother or not. My union failed to support me (tho I only joined them after the event occurred - so there was no contractual obligation to do so on their part, even tho I had to back-pay a full year's subs in one go) so I am no longer in a union - but that's my personal choice. I strongly support all nurses having a union membership. I also encourage nurses to make sure the union represents them - and not the union's own agenda.
  6. Mr Ian

    I am RED HOT over this one.............

    I understand your frustrations - I was in a similar position 3 years ago - and one prob 5-6 years before that about clinical judgment. It is not pleasant and management tend to target scapegoats with emotional venom rather than attempting to resolve the problem(s). I'm a bit slow piecing things together - but I get the impression that the medication you made up was for pt A - but was given to pt B instead - or something? And that the medication was recorded erroneously which you later went to amend when you realised/were told about the mistake? Administering meds is like the 'chain of evidence' used in criminal law - there must be no room for 'mistakes' in handling or the evidence becomes tainted. In medication, it is similar because what is meant to happen is not always what does happen if the 'chain' is broken - as is so in this apparent case. And have they identified in the 'violation' what exactly it is you are culpable for? It sounds as if they are making you responsible for the medication being made up - and then taken to the wrong patient and administered - based on the fact that if you hadn't made up the medication and left it in the room then it wouldn't have been wrongly administered. If there is a policy about that - then I'm sure it equally effects the senior RN who took the unlabelled medication and instructed another RN to administer to pt B. What is also important is what steps were taken after the error was identified to rectify or remedy the matter. Have you retained any official representation yet on the matter? I would have hoped so and don't wish to impede their counsel. My only advice would be to accept you are now in 'due process' and to focus only on the resolution of your predicament. Once that's done - perhaps you can do as I did - I raised complaint against all 8 people maliciously involved in the process - which was trimmed down by the decision-maker to just one culpable person - and so I dropped the complaint, before sanctions were made against him, with a "higher moral ground" letter stating they were being as unjust and unfair to one person as they had been to me. But anyhow - that's for later. Something to remember - the managers who have underwritten this complaint - still have managers above them (unless this is a one-off stand alone hospital and the administrator has determined/approved this course of action) - and their managers will not be impressed to see erronenous management tactics - especially if they come back and bite them in the preverbial. Don't regard the actions as being the 'whole' of management or your employer - they are simply one or two wanky bosses who think they can do this to people. The BON - If they can be bothered to make a case of this - I believe they will identify your small part in the error and look for evidence that you recognise where you had a part to play; express regret and remorse and have sought to improve your practice. The employers - who cares what they think. Don't resign. That's playing right into their game. Do start looking for another job to fill in with - there's no reason you can't be employed elsewhere on a casual level (PRN); if you're suspended on full-pay, do some voluntary work - and let the employer know you've got other employment so they can't stiff you on that one too. Personally, once I'm in the clear, I'd stay with them - just to annoy them. :angryfire (That's what I'm doing now - and have been for the last 3 years.... )
  7. Mr Ian

    I am RED HOT over this one.............

    So what are they pulling you up for? Some medication adminstration error? And reporting it to the BON? From that scenario it sounds as if you made a lesser mistake than charge RN. Tho it is wrong to make up and leave meds (they should go pot to patient without interruption) - it does sometimes happen. Labelling meds is a complete no-no - but in this instance you state you didn't have opportunity to breach that practice anyhow (I know it's a common time saver and have done it myself in the past). However, the charge RN who took the unlabelled med and passed it to the next nurse with instruction to adminster must have been satisfied that the med in the cup was the right one. The adminstering nurse should be the dispensing nurse - but in necessary times things have to adapt. If this is the total scenario - and you relay this in your synopsis to the BON - they are likely to ask many questions about the practices at your employment in order to gain an overview of the general workplace scenario. Has your employer given written notice about their reason for suspending? And a copy of what they sent to the BON?
  8. Mr Ian

    Did anyone consider becoming a psychologist first?

    Not really before - but then I didn't know I was interested in mental health nursing til I finished the 3 year course (in pure Mental Health Nursing!) Since then I've toyed with the idea - but that's cos mental health nursing is poorly recognised or subscribed over here (Oz). It's all generic nurses doing psych - like the US version.
  9. Mr Ian

    Need information,

    Sounds like what we call Director of Nursing. Chief Nursing Officer is a title they give here (Oz) to the lead senior nurse - also in the UK - who act as advisor to the government. Incidentally, I am neither. But I have a staff of 4 and a water machine to manage. How can I help?
  10. Mr Ian

    New Grad -- Reference Books?

    Any book that reduces nursing to being "incredibly easy" - is obviously missing some text :wink2:
  11. Mr Ian

    New at leading medication group on CD Unit

    Well again I'd love to help - but what is a CD unit? All I could find was Communicable Diseases.
  12. Mr Ian

    Inpatient Smoke free ward - HELP!

    In the most litigious country in the world - I'd like to see an employer force an employee to be exposed to a carcinogenic and feel perfectly safe about that.
  13. Mr Ian

    I am RED HOT over this one.............

    You were all involved (3 nurses; 1 doc) in the incident. They have been reprimanded or exonerated and continue to work. You have been suspended and reported to the BON. That's a significant difference. I guess they're holding you specifically responsible for some causative factor in the incident. Have they shown you the findings of their internal investigation that led them to this decision? I went thru similar - but different - when a patient went AWOL from a home visit. I was sat on the ward at the time 2 hours away and the social worker and aide who took him were not held to account. The management stated - it was my decision to allow the pt to leave the ward. My decision at the time had actually been to tell the social worker - "He's not been too settled over the weekend, but he was fine yesterday. You're a clinician; if you think it's ok to take him, then you take him. If not, then don't. I will back you which ever decision you make". She took him - and lost him - and wrote a 3 page damning report about how I'd said he was fine etc etc.... I actually didn't care about the place so it was no biggie and walked out of the job.
  14. Mr Ian

    Inpatient Smoke free ward - HELP!

    I despise the smoking bans on patients who are detained against their will. It is, as far as I'm concerned, a discrimination. Prisons have not introduced such bans - and they have much tighter regimes for violence control. I am also a smoker. But I understand the rights of both. So in response to your specifics: 1. They cannot make you go with a patient who then puts you at risk. Be that increased agitation or passive smoking. As a non-smoker (and even as a smoker) you have every right to refuse to escort to a smoking area or with a patient who smokes in your immediate vicinity. The workplace cannot expose you to risk. It's OH&S. 2. Clinically, if you are not able to walk far enough away from the patient (because of a risk) in order to avoid the passive smoking then the risk is too high. Again, this is a OH&S issue. I would raise the issue with your union rep and let them know your concerns about being exposed to the risks of smoking. They know they shouldn't expose you - they introduced a whole bl***y law in Australia to stop smoking being forced on non smokers. I would also raise it with your H&S rep for the unit. If you've got good nurse managers - raise it with them - even tho they are likely to want to avoid the nightmare management - as soon as you let someone know in writing, then you have put them 'on notice' to respond.
  15. Mr Ian

    I am RED HOT over this one.............

    Have you asked the employer to explain why they have treated you differently? Even if they don't respond to the question - the different perceived treatment will be in writing. But get legal/union advice first.
  16. Mr Ian

    Hello Psych Nurses & Future Psych Nurses, Please Read

    i have been a mental health nurse for many years and it did not do me no harm. incidentally i am typing this with my nose for no reason