snowbug0818

I had a resident fall today at 1:10 I leave at 2:00, I called the family, the doctor, put it on the 24 hour report, put the 72 hour neuro checks in place and did the incident report. All good right. NO I forgot to put it in the residents chart. Just got a call from my DON at 4:30 to tell me this. How long do you have to chart such things? I always thought it was 24 hours. Am I mistaken? I am going back to work tomorrow morning at 6a so it will be done in 16 hours? just wondering

i am in need of advice please. bsl took over our facility in october. before all of this myself(lpn) and others had horrible experiences with our doh, asst. director and director, we had kept quiet hoping when bsl came in they would address some of these problems and make our lives better. so far of course nothing. my questions are: 1. who are considered alf residents in florida by bsl, at what point is their care too much for alf? 2. what is the normal ra/cna ratio in an alf in florida thru bsl? 3. same for lpn? 4. what does bsl consider and alf lpn's duties? last question: does bsl let their lpn/ra/cna travel from floor to floor to take care of residents in the alf or do they require you have independant staff on each floor of care? if i ask the current management any of these questions i will probably get written up. thank you so much in advance for any input....

I work at what is suppose to be an ALF, ratio is 1:40, half my residents to me are not ALF qualified, they need 2 people assists, and or have major dementia. Our company was just bought by a major retirement company, so in my positive attitude I believed that a lot of the negative parts of our facility would soon be changed. Well thursday the regional director came to my floor (did I mention I have residents on 3 floors?) and point blank asked me what could she do to make my life easier or what questions did I have? Well she also had my boss with her. And jokingly I said can "Sara" leave the room, immediatly followed up with I am kidding. Really I wasnt, point being I had already taken all my issues up with "Sara:, and well felt like I was always getting the "Mom Nod" from her. So I did ask a generic question about how to handle a aid who didnt take my suggestions to heart. Next day, I am called into my Directors office and basically told I should have said everything was fine, and she preceeded to point out all of my flaws. told me I would get retraining and if I didnt fix my problems after that I was on my own. She went as far as to say that sense (and I did do this) I signed a drug that I didnt give, (not a narc) that I could lose my liceanse. She also pointed out that even though my immediate supervisor (doh) had issues with me, I should have went to her with any questions I might have had. Okay I know I should look for another job, but... this shift has had 4 nurses in the last year, I have lasted the longest at almost 6 months. I love my residents... I love my "JOB". I am not there for the financial gain as these uppers obviously are. myself and my aids have been screamed at by the doh on more than one occasion and she flat out told them when she started that this job was for her retirement. I would hate just hate to leave... The new company has what is stated as an "open door policey" and a confidential policy but I know if I complained they would know its me, but it is so azz backward here. I want what is right for the residents. I have one aid that is hard of hearing and wears hearing aids. I was basically told she could do as she pleased due to the American Disablities act and trust me she does. We are an at will state so they could just fire me... HELP!!!

I just got back from my financial meeting with Nancy, I will be starting the August Day LPN classes. I am so excited and scared, heck I havent been to school in over 20 years. Any advice would help!!! Costs?? Uniforms?? Books?? Studying?? at this point I am hoping to move to the RN after LPN...