Jump to content


Member Member
  • Joined:
  • Last Visited:
  • 296


  • 0


  • 4,515


  • 0


  • 0


NurseDiane's Latest Activity

  1. NurseDiane

    I survived the Board of Nursing

    It depends on where you live & what you need an attorney for.
  2. NurseDiane

    2 full-time jobs?

    Get a job while you're in nursing school to help pay expenses & stop relying on the school loans to fund your lifestyle. Bad decisions put you in the financial mess you're in now. Loans have to be paid back. Start living frugally, start paying the loans back NOW, before they start building up interest. If you're moving back in with your parents, there is no reason why you can't pay $2,000/month working one nursing job. At this point, don't worry about working 2 full time jobs---worry about getting one job & doing that job well. Don't get your heart set on working in a pediatric ER from the get-go. You need experience before you go to a setting like that. Your idea of a "sustainable lifestyle" will have to change---you will have to drive a used car instead of a new car, make do with an older cell phone instead of getting a new one every other year, & curb your spending habits. The only way to not accumulate $200,000 in school loans is to start working to pay your living expenses NOW so you don't depend on loans to fund your "lifestyle". I think $200K is WAY TOO MUCH for a nursing degree. I can't see how transferring back in state would be more expensive than what you're doing now. It might even be worthwhile to take a break from school, or drop to part-time, work for a while to make some money that you can put toward school instead of taking out all that money on loans. Don't worry about what's going to happen AFTER you have over $200k in loans---start being proactive NOW in order to reduce the amount of loan money you need.
  3. NurseDiane

    Your most bonehead moment in nursing. Or 2. Or 3.

    While doing a GYN case in the OR while I was a student nurse anesthetist, I was trying to give the patient a bolus of propofol in the IV, but I didn't realize the stopcock was turned the wrong way. So I pushed the plunger on the 60cc syringe as hard as I could, and it popped out of the line, spraying the surgeon's head with propofol!!! That was pretty embarrassing.
  4. NurseDiane

    The Worst Interview of My Life! Ever!

    I don't have a nightmare interview to report, but I wanted to comment on interviews for clinical nursing positions. Places treat interviews for staff nurses like they are interviewing for C-level positions, which is absurd. When I was hired for my first RN job out of college, it was at a major NYC medical center---I was hired over the phone, after a phone interview!! How interviews for staff nursing positions have turned into some ridiculous affair, I don't know. If a nurse has just graduated & passed the board exam, then they are going to need a longer orientation period than a seasoned nurse that's been doing it for a couple of decades. The most important thing is whether the nurse interviewing for the job is going to be reliable, professional & pull their weight. Their "personal interests" don't matter. I think a good answer to the question of "Why do you want to work here" is "Because I need a job to pay my bills". That's as good an answer as any, because it's the truth. Putting someone on the spot with ridiculous questions, "panel" interviews & multiple interviews with different people is ridiculous.
  5. NurseDiane

    Using medical terminology as a nurse

    "Hematuria" is not a diagnosis. It is a symptom. Blood in urine is a symptom of whatever condition is causing blood in the urine. Your DON needs to go back to clinical practice for a couple of years to learn what correct clinical practice is. It sounds to me like the DON didn't want any notation of hematuria or blood in the urine in the patient's medical record, because that would raise eyebrows with the state if it was not addressed promptly (or at all). (I am assuming this occurred in a LTC facility.). Did you ask the DON what you should write instead of hematuria? Most LTC facilities don't want to address any medical issues because they don't want to lose money. If a patient had blood in their urine, the LTC facility would have to collect a urine specimen to be sent out to a lab, get the results back and possibly send the patient out to a urologist or to the emergency room to get a diagnosis & treatment, which could possibly affect their profits.
  6. NurseDiane

    I survived the Board of Nursing

    You're right---the BON is not your friend & they attempt to get nurses to implicate ate themselves instead of having adequate evidence to prove their case. I believe it is a violation of an individual's right to due process, even though dealing with the BON is technically "administrative", to be accused of something without a shred of evidence to support the allegations. This is why BON's need an independent, unbiased & neutral organization to govern their operations instead of being "self governing". However, the BON's must change the way they handle nurses with substance abuse issues. Instead of treating their illness as a character flaw & intentional act for which they punish those nurses, not only by mandating them into a "contract" that they must comply with whether they can afford it or not, but by not humiliating & shaming them by publication of their "offenses" on a website for the entire world to see. There is no reason why a nurse's family, neighbors & friends should have access to humiliating & intimidating information that has nothing to do with them at all. I find that to be the most offensive thing of all. Your story made me smile---I like hearing about nurses that have successfully battled the BON, and won. BON's base things largely upon the fear of the nurses they are pursuing and not the actual facts of the matter.
  7. NurseDiane

    I survived the Board of Nursing

    Whether they still worked at the facility at the time the complaint was filed makes a difference. If they did not work at the facility at the time they submitted the complaint to the BON, the facility has no responsibility over them as far as "vicarious liability" and you can sue them individually. If they still worked there at the time the complaint was submitted to the BON, the facility could have vicarious liability in a lawsuit since the manager was an employee of the facility. DO NOT MEET WITH THE BON ALONE. Make sure your attorney is with you, or someone as your representative. Record the meeting in its entirety. Do not sign anything, do not admit to anything, do not agree to a "plea" or consent agreement. If what was filed is 100% false, fight it with all you've got. Do not just "talk"---demand to see whatever documents the BON has in their possession. If they threaten you in any way, such as saying if you don't submit to a consent agreement you will have to face a hearing with the BON, make sure you record that statement or have them sign something stating the same thing. If they still want you to submit to a consent agreement, decline the offer & tell them you want to proceed to a hearing. At the hearing, the manager that submitted the complaint has to show up to testify. If they don't, the complaint that they submitted can't be accepted as legally sworn information & the BON have nothing to prosecute. The person that submits the complaint has to testify to the BON---without a witness to substantiate the statements in the complaint, whatever is in the complaint cannot be taken as fact. If your lawyer is with you, let him/her do the talking & don't say anything. The BON wants you to implicate yourself & admit to just a teeny little thing that might be fact in the complaint so that they can proceed with a disciplinary action. If the BON was dropping the charges, they wouldn't want to meet with you---their investigation would have shown that what was in the complaint was false. They are trying to push you into a corner & get you to trip up & admit to something in the complaint. "I don't recall", "I'd have to see the records" and "I can't answer the question as asked" are great answers to questions. Good luck.
  8. NurseDiane

    I survived the Board of Nursing

    If what was stated in the complaint is absolutely, 100% untrue, you can sue the hospital/facility and name the manager individually in the lawsuit for defamation, slander & libel---what she wrote (and likely stated) to the BON has affected your livelihood, and this is the key point in slander/libel/defamation lawsuits. The hospital would likely deny any liability & throw the nurse under the bus, distancing itself from her actions as much as possible. This is much different than a medical malpractice lawsuit, where a facility's insurance would cover a staff member. A facility's malpractice insurance wouldn't cover a nurse manager's actions as far as defamation, slander & libel--she'd have to hire her own attorney, pay her own legal fees & deal with the consequences of her actions. Even if she had her own malpractice insurance, it wouldn't cover something like this. "Reporters" are not protected by law when they submit a complaint to a licensing board containing untrue claims that defame someone & negatively affect their livelihood, even if they are that person's supervisor/manager. At the very least, you should sue for lost wages, potential lost wages, emotional distress, legal fees/costs and punitive damages for the manager's egregious actions that hurt your career/livelihood. At the very least, she will probably lose her job. And make sure that you notify the media about this---the public needs to be made aware that nurses are being reported by their peers/supervisors/managers with false information, resulting in the nurses losing their jobs, having to pay attorneys to fight the allegations & unnecessary emotional distress. I would also report this manager to the BON for submitting a complaint that included totally false claims & allegations, as honesty & integrity are a requirement of being a licensed nurse. I would be interested to know what that manager put in the complaint about you, and whether the complaint was made before or after you left your job. People that file false complaints, whether they are strangers, superiors, another nurse, your neighbor or ex-spouse, can be sued for making false statements that negatively affect your livelihood, especially to an administrative board. As far as potential employers finding out about an investigation, as far as I understand, pending investigations/actions with the BON cannot be revealed or published. Only when there is action/discipline against a nurse's license can it be made public.
  9. NurseDiane

    2 full-time jobs?

    How would it be more expensive to transfer to a community college at home for two more years? If you live at home, that saves you a crap ton of money. "Time consuming"? Do you know what time consuming is? Time consuming is working 7 days a week to pay off school loans. The school you're going to isn't the only nursing school in the country. I cannot see how pre-reqs wouldn't transfer to another college. I don't know what "they don't transfer well" means. They either transfer or they don't. Pre reqs are pre reqs, no matter where you take them. Anatomy & physiology is the same no matter where you take it. Pharmacology is the same no matter where you take it. Statistics is the same no matter where you take it. Inorganic & organic chemistry is the same no matter where you take it. I don't want sound mean, but it seems to me that you would rather just stay in the situation you're in than put in the time & effort to figure this out. If you have to forego a semester to move back home, get your credits transferred to another college, find a job, then that's what you have to do. $200,000 is one HELL OF A LOT OF MONEY. And that is without interest. You can buy a home with that kind of money. If you are saddled with that kind of debt right out of school, you can forget about buying a new car, or a place to live, or living anywhere else but a studio apartment on the bad side of town for 10 or so years. And nurses are having hard times finding jobs these days. You shouldn't count on being able to even get 2 full time jobs. There isn't any nursing degree worth $200k. You already have close to $100k in debt. If you put your nose to the grindstone, do what you have to do---which means getting a job, learning to live frugally, taking as little loan money as possible, living with your family---you can get away without having to take any student loans. You can't do anything about the past, but you can control your future.
  10. NurseDiane

    2 full-time jobs?

    Why can't you get a job now? You can certainly work at least a part time job while going to school. $200K for a nursing degree is ridiculous. Get a job, and transfer to a school that is cheaper. Try to get into a school near your family so you don't have to pay for room & board. There are tons of ways to lower college costs--the problem is that many college students don't want to make sacrifices to do it.
  11. NurseDiane

    Hot Cheetos are a public health menace

    And here is a perfect example of absolute & total waste of health care dollars. If you're laying there eating a bag of Cheetos, your belly pain can't be too bad. No million dollar workup--in fact, it should be immediate discharge with a referral to a clinic. Why are health care costs so astronomical? Because the "You have the right to be seen & treated regardless of your ability to pay." There needs to be some sort of judgment call permitted by triage personnel because on an average day, an ED is full of non-emergencies. There is a large percentage of people without any health insurance at all that use ED's as a primary care clinic for themselves & their children & never pay the bills. Those costs are dumped onto everybody else, via higher taxes & higher costs for private health insurance. This B.S. has to stop. People have to start taking some responsibility for their own health & the system has to stop "rewarding" people for their bad choices. You're obese because you eat McDonald's every day? We've got a cure for you--bariatric surgery!!! You're a diabetic because you weigh 400 lbs. & eat a cheesecake every day? No problem---there are tons of different medications for diabetes out there!! You can keep eating that cheesecake because we can control your blood sugar with medications!!! How about rewarding those who do eat a healthy diet, stay active & take care of themselves? Those rewards can come in the form of lower insurance premiums, co-pays & deductibles. People that take care of themselves are being punished for the bad choices of others, and it is not fair. Why should my insurance premium, as someone that does not go to the doctor hardly at all, be the same as someone that goes to a doctor every other week for some health problem due to their sh***y lifestyle? Take some responsibility for yourself, for God's sake.
  12. NurseDiane

    Nurse Staffing Ratios Up for Public Decision? Ballot 1 in MA

    Every state should be doing this. If there is enough money for administration to get raises every year with "reward" bonuses, there is enough money to hire more nurses. A few of the comments mentioned the fact that the general public should not be voting on how nurses practice--every hospital in the country has been given ample opportunity to follow in California's footsteps, & they haven't. When people in charge do not do the right thing to ensure patient safety standards or the health & well being of the nurses already on staff, it's time to take the control away from them & put it in the hands of the public. Hospitals are concerned with one thing, and one thing only---moving as many patients in & out as quickly as possible to increase census for the sole purpose of getting more money. This has resulted in risky nursing practice & unsafe patient care. If a hospital would rather be fined $25k daily than comply with state law, they will lose tremendous amounts of money. It is is their best interest to hire more nurses. I've been a nurse for over 30 years, & the methods we used to utilize to cover sick calls or vacations was to have a per diem float pool that a supervisor could call to fill the spot. If schools can cover sick calls with substitute teachers, hospitals can do the same. An entire school class would not be split up & put into other classes because there was no teacher. Patient loads shouldn't be dumped onto other nurses over one sick call on a unit. I'm sure nobody but the managers would be boo-hooing over not getting their raises if mandatory nurses-patient ratios were made law. And it's time to stop running hospitals like hotels, with nurses acting as chefs, concierge staff, housekeeping, etc. That is not their job. You don't go to a hospital for a vacation. If you're not happy with the nursing care, sign yourself out. Nurses are not there to make sure your coffee is the perfect temperature, or look on every unit & send somebody out to the deli to get Splenda for your tea. If you want Splenda, call up a family member & tell them to bring it to you. Hospitals have turned the hiring process into something that C-level employees at Fortune 500 companies go through---multiple interviews, 10 page applications, etc. How about hiring nurses that have licenses, providing adequate training & letting them actually work to obtain experience? How about doing things the way they used to be done? I was hired on the phone when I was a senior in college for a job in a major NYC hospital, sight unseen. I was told when to show up for my employee physical & what my start date was. I had a great orientation, great training & great experience. Nurses that have just graduated & passed their board exam are not C-level employees, and therefore do not have 15 years of experience. Give these nurses a chance. Making them go through a hiring process far more involved than it should be only to treat them like glorified wait staff is ridiculous.
  13. NurseDiane

    RNs Told They are Equal to MAs

    Good luck with the "face time" part, and I am not saying that to be snarky or sarcastic. Insurance companies & medical practices have created a "system" where it is difficult to provide the type of care that patients deserve. Your job is different than mine--I don't spend much "face time" with patients, but the "system" has forced everyone to cut corners in an effort to increase volume in order to increase reimbursements. I cannot do my job--just like you--without every other member of the O.R. team working in sync to make sure the patient is SAFE, over & above everything else. But, if I was asked what some of the other staff does on a daily basis, I honestly couldn't tell you. So, if I was asked to do a peer review of them, I wouldn't know what to say about their actual work performance. I could say that they are friendly in the locker room or that I have no interaction with them whatsoever. I know what you mean by "equal" in a team setting. Things couldn't run ANYWHERE without everyone doings their jobs to meet a common goal. My point was that if different job titles were told to do peer reviews, I don't know how that would be possible since a part of peer review, as far as I know it to be, is critiquing their work performance. While I believe it would be possible for an RN to do a peer review for an aide, I honestly cannot see how an aide could possibly do a peer review for an RN since they really don't know whether the RN is practicing safely or not. That was the point I was trying to make. I just find it strange that an aide would be expected to do a peer review for an RN, that's all. To be honest, the whole thing makes me laugh because of how the entire healthcare industry has turned into nothing more than a profit-driven business. Do you honestly think that peer reviews make any difference to a facility or how it functions? The most important thing is safe, quality patient care. Maybe nurses should be asked to do peer reviews of nursing management & administration. Now that would be interesting...................
  14. NurseDiane

    RNs Told They are Equal to MAs

    I'm curious about a scrub tech being permitted to be a "laser operator". You don't mean that a scrub tech can actually "use" the laser, do you? I am curious because I know in some states, only MD's can use lasers for dermatology/cosmetic purposes, and in other states nurses and even "technicians" can do dermal laser procedures. There are lots of "spas" that perform laser hair removal & the person operating the laser does not have any professional license--they just took a course for a couple of days to learn how to turn on & push the laser around so the spa can charge a couple hundred dollars per procedure. I have to assume in a general O.R., you must mean nurses & ST's can turn the laser on, input settings, etc. for the surgeon to actually use. Usually---and I say usually because sometimes facilities will skate on thin ice for financial purposes---the state sets forth who can do what when it comes to clinical practice.
  15. NurseDiane

    Wasted Meds Without a Witness

    In this day and age of extreme short staffing, I find it hard to believe that there is no other way to witness waste than to take another nurse away from their own job tasks to watch a nurse waste narcs. Electronic dispensing machines have been around for decades. EMR's have been around for many years. Electronic med carts have been around for many years. It's difficult for me to believe that there is no way to electronically monitor a nurse wasting a medication. Video camera surveillance in a med room could provide an "eye" to witness waste.
  16. NurseDiane

    Nurse Suicide is Real: 3 Ways to Help

    While this article is very nice, with all the risk factors & warning signs recommendations, the truth is that management/administration couldn't care less if a nurse commits suicide. The only thing management/administration care about is how much money they made & how much money they had to spend. Only when something happens does anyone come forward with their condolences and denials about a nurse's work environment contributing toward the suicide. When a nurse complains about being bullied or other issues to managers/HR/administration, their complaints are not taken seriously because managers/HR/administration do not look at them as human beings---nurses are looked at as a means to an end, a way for the place to make money to ensure the inflated salaries & bonuses of the management. There is no "stress management"---in fact, nurses are worked harder now than they have ever been, are in unsafe environments & doing their best not to make a mistake even though severe short staffing causes problems with patient safety. The whole "evidence based" practice standards are ridiculous, as many studies & research has shown that patient care and safety is far better with lower patient:nurse ratios than with the way healthcare is being conducted now. When a sentinel event occurs, the "clipboard crew" shows up in their long white lab coats, clipboards & pens to interview & "investigate" the reasons why it happened. The majority of the time, problems occur due to a shortage of nurses---but that never makes it into the "investigation". The "clipboard crew" will come up with some new policy & procedure in response to the incident, which is usually another piece of paper that has be filled in for the protection of the hospital against citations from governing agencies and to limit liability on the hospital's part in a legal proceeding. The whole environment of healthcare has gotten beyond ridiculous. It's all about money. Nothing else matters.

This site uses cookies. By using this site, you consent to the placement of these cookies. Read our Privacy, Cookies, and Terms of Service Policies to learn more.