njmonsterboi80

New York and select other states don't mind what people do in their spare time as long as it doesn't effect job performance. Marijuana intoxication at work isn't tolerated just as alcohol usage isn't tolerated. Similarly, drinking alcohol off work time is just fine as long as it doesn't effect work performance. I had 1 cocktail last night. Should I then be considered unsafe to take care of patients ?

Yes. Quite serious. It doesn't make sense to penalize someone for what they can legally do outside of work hours. Given that cannabinoids are fat soluble, tests can stay positive for weeks. Not sure if it's just New York. Let me know what you find out. https://www.andersonkill.com/Publications/New-York-Bans-Employers-From-Testing-Most-Employees-And-Job-Applicants-For-Marijuana

Even before cannabis became legal in NY and before it became illegal to do pre-employment cannabis testing, my facility did not conduct drug testing. I believe the policy has always been to test only if someone appears impaired at work. A reasonable employer isn't very interested in your occasional light marijuana usage or getting involved in your personal medical conditions that may require benzodiazapines, etc as long as it doesn't effect the quality of your work. Nurses are hard to find as it is. There's no reason to exclude perfectly qualified candidates when the pool is so small. This facility may have the same philosophy. I'd try to find someone who works for them and dig up their standard for drug testing.

Right now there are probably frequent call outs and an obscene amount of resignations and switching to part time everywhere. I work at a high end well paid academic medical center and we have the same problem. If you're told the ratio is X, add a bit to that. That being said, that sounds like an excessive workload. Perhaps try to find a place that claims a 1:5 ratio and hope its only 1:7 here and there.

My understanding is that PPIs can cause a false positive. Perhaps you can meet with an attorney and go that route. Alternatively, CBD is legal, so that might be an avenue as well. This isn't a problem in New York state. Its illegal to include cannabinoids in pre-employment drug testing panels as marijuana is legal here.

I'm a man and make significantly more than new hires due to longevity. My facility only compensates for 10 years of outside experience and every year I get a percentage increase which has compounded over my 15 years at the same facility. There is a standard wage algorithm, but the compounding from yearly increases throws this off a bit. The work itself has gotten more hectic and dangerous with more liability, but I just can't see myself leaving due to the wage I'm making (basically the same as a nurse practitioner). The women I work with are leaving because of safety concerns and marriage (moving where their husbands want to go) and for child rearing. Sometimes they leave and come back at a later date, but then don't benefit from the yearly compounding.

I'm a little late to the conversation here.. I run the contraband committee at my unit at a major academic medical center. We have similar issues, to a lesser extent. Due to the increase of RNs from more restrictive facilities, our patients have suffered by not being able to access their basic home items to attend to their ADLs. The issue is also creating friction between shifts. The general feeling I'm getting is that a select group of RNs are looking for permission to give these basic items. While we have a contraband list, I'm also developing an allowed list (hair products, home toothbrushes, home deodorant), etc. I'm bringing up a list for approval with my nurse manager, unit chief, and select techs on the committee this week. Feel free to contact me if you would like to coordinate.

I believe you were trying to do the right thing, but you won't be able to continue helping patients if you are no longer employed. Given that your facility allows open abuse I don't see them reporting you to the authorities unless you do more to force their hand. You should start looking for a job at a new employer as soon as possible. You can consider resigning before you are fired. If you're approached by management to resign and be marked as eligible for rehire, I would take the opportunity. This way you can get another job, there are plenty out there. My understanding is that if you're fired from a nursing job for any reason, in most states, you'll be reported to the board of nursing and won't be able to get another job until a lengthy investigation is completed. I'm sorry you've gotten into this pickle. Think of it as a learning experience.

Therese, It sounds like you've been unhappy with work for some time and you've been really proactive in regard to making changes and searching out a situation to get out of the endless nightmare you've been living. I lived through the worst in NYC at an acute care hospital as well and was so appreciative for all of the travel nurses that came and put themselves at risk to help during the initial crisis here. One thing I've learned about myself and see in others is that during periods of extreme stress, our longstanding maladaptive behaviors start to emerge. Of course your decision to leave nursing isn't written in stone, but I'd hate for all your hard work and experience to cease being able to benefit the patients you obviously hold dear. Have you considered speaking to a therapist to get you through some of these difficult decisions?

I recently started studying for it, do you have any advice? How much do they focus on nursing theories, erikson, piaget, etc? I'm just about done with the online review course and am thinking about buying the questions that go along with the review book. Thanks, Marc

I worked in a similar situation right out of school for 1.5 years. I liked the excitement but it was way too exhausting and dangerous. I switched to a strictly voluntary setting at a university hospital and the staffing is much better. Its not without its challenges, but when I go home I dont feel dirty, exhausted, and fearing I might not survive the next day. So, if you feel that it isnt for you, you can chalk it up to a great experience with very acute patients and move on. Although I have to say that now I work with much more axis II patients, but if its only 5 or 6 of them and medically stable it really isnt that bad.

What I found amusing about this is while I was a student and on rotation there were were forbidden from bringing cell phones. This was due to a similar incident at palisades medical center happening a few years ago where a celebrity was photographed using a cell phone.

I started days as a new grad a year ago. On days you run groups when there's time, work with MDs, social workers, art therapists, OT, etc and really get a full picture of whats going on with the patient and pick up on the proper terminology. Its the busiest shift at my hospital, but I've learned a great deal. Evenings you'd even be losing a good deal of experience, but it wouldn't be a total loss. During report in the AM the night shift has no idea whats going on with the patient unless they've read the evening report. Unless there's a problem most of the patients sleep throughout the night and they wake some of the patients up briefly for blood work and finger sticks in the AM. Most of the night shift are nurses that are pretty much waiting for retirement and don't want to do much or work two jobs. Thats just my take, if you don't like nights you can always try to switch or find a job elsewhere. Marc

I recently was walking on another unit and was stopped by a patient who knows me.. This is someone I met about 10 years ago back in HS and run into every couple years. Last year I had receieved an email from him and attended his college graduation party. Now I find out hes been transferred to my unit and I'll be there tomorrow. I did meet with him to see how hes doing and frankly, he's very ill. I spoke with my manager and she told me to just remain therapeutic and not to take him as a patient. I certainly intend on keeping his personal information within the hospital, but I'm not even sure if I should be privy to it.. and it'll be unavoidable with him on my unit. I supposed I'll follow my managers direction and just not take him as a patient. Has anyone else had this experience?

Hmm, I'll take that info. I've already been working for 1 yr elsewhere but I'm starting to feel the bite of student loans. I'd suffer at bellevue for 2 yrs if they eat my loans. Thanks, Marc