ERNeck

I feel for you.. I am in similiar situation. I have good days and bad days as for as pain and emotions. I am considering going back to school for an MSN ed to teach since I cannot do bedside nursing.. and I miss the ED (been over a year now!), and was often told by collegues, paradmedics, etc that I should consider teaching. I too am isolated - it is amazing to learn who your true "friends" are when you become seriously injured - especially in the working environment. (lifting injury - lumbar, cervical and right sacroilliac that required surgery and now left with residual issues). I did get my certification as a CLNC (certified legal nurse consultant) and started my own consulting practice ironically the year I was injured.. but you have to market alot (can be costly on pocket, time and emotions depending on your stamina), and it is feast or famine.. not a dependable income, and you are your own boss, so you have to pay your benefits as well. There are pros and cons to doing this kind of work... but no lifting. I do recommend that you get involved with whatever faith community you can in your area.. without some kind of outlet, and place you feel welcomed, and a place you can personally seek acceptance and at times guidance.. you may continue to sit in that pit. Professional counseling can also be of great service in helping you seek answers, and find your passion again.

Yes.. looked there too... "Physical Class: 3 - Moderate: Includes standing or walking most of the time, with bending, stooping, squatting, twisting, and reaching; includes working on irregular surfaces, occasionally lifting objects weighting over 25 pounds, and frequent lifting of 10-25 pounds."

I am not finding work at this time that is non-bedside/clinical without the BSN or higher... not able to lift more than 20 pounds due to a work related injury. If I get the BSN on the way, perhaps I can find/ start working while finishing the degree is my thought... yes, obtaining the BSN on the way, could make the difference in my case. Yes, saving money on school is important in my case ( have lost thousands not working in the ED for quite some time). Yes doing this quickly is important (hence the need for an accelerated program). Yes having a good education is important.. have communicated with other nurses and faculty at local comunity colleges that are on staff tht have gone to both UoP and WGU and secured teaching positions in California, and suggest it is still a growing field to pursue. Thank you all for your ideas, thoughts and suggestions.. they are good ones.

mtsteelhorse... yes, I found the info at Aspen, and went to the nursing handbook. It states " The associate degree student does not receive a BSN degree, but instead progresses toward graduating with the MSN degree in a specialty area of either Nursing Education or Nursing Administration and Management." To me that is a drawback. Many other Universities out there like WGU all seem to offer the BSN on the way.. so you earn the BSN, and progress to the MSN at the same time. They state " You’ll complete bachelor’s degree coursework and earn your master’s degree". The enrollment advisors verbally explain to you when you are in the program when you finish your bachelors degree portion, the mentor and counselor will help you put in the paper work to process for your bachelors degree while you continue on in the same program for your Masters. Just a thought... perhaps some might want to obtain that BSN for the working world with the BSN (for other job opportunties) while trying to obtain the MSN? The higher degrees, and richer education are better bottom line for all of us. Make it a great day.

I looked at the website for Aspen, but I do not see an RN to MSN program?

Thank you for all the great replies and advice.. leaning towards WGU RN to MSN Educator Track.. concerned with the "compentency" versus "grades"... no GPA at graduation! ??? Has anyone had a problem with this or heard of problems for future if you desire to go on further in your education?

Thank you for all the great replies and advice.. leaning towards WGU.. concerned with the "compentency" versus "grades"... no GPA at graduation! ??? Has anyone had a problem with this or heard of problems for future if you desire to go on further in your education?

I like your suggestions of getting teaching experiences while doing my MSN so I can decide ultimately where I want to teach... but another question?.... how do you obtain these opportunities if you are no longer working / affiliated with a hospital?

Thanks for the encouragement on the online MSN JBudd... both programs are RN to MSN online.

I am seeking the wise words of other Nurse Educators. I am an ADN RN with a desire to become a nurse educator.. to teach either ADNs, BSNs or even in the private sector for hospitals? My questions are.. Do you feel this is still a growing field / opportunity for employment in the next few years (as I will be going back for a Masters now - will take me 18 months - 2 years) [looking into Western Governors University or Univesity of Phoenix] What steps do I need to take besides obtaining a MSN Educator Track to teach in California? What other words of advise would you give? Thank you for your honesty, time and consideration.

I would like to hear from all you great nureses out there any pros or cons (and opnions) for the RN to MSN programs at Western Governors University and Univeristy of Phoenix. I have narrowed my school choices to these two. I am in Southern California. I am seeking a fast / accelerated program as I plan to commit full time. I am debating the Educator Track versus the Leadership / Managment Tracks as well - as my long term goal I am leaning toward may be education.. but the bottom line is I need a higher degree because I can no longer do floor (ER) nursing because of an injury... and everything else requires a higher degree. It is time to bite the bullet (and the bank) and go back to school. Thank you for your time and consideration, your honesty, and for being a nurse to another nurse! (helping me with my bandaids and picking up the pieces).

more info i found for you: what is included in a background check? background reports can range from a verification of an applicant's social security number to a detailed account of the potential employee's history and acquaintances. there is even some evidence that employers are now searching popular social networking web sites such as myspace and facebook for the profiles of applicants. an october 2007 survey from vault.com found that 44% of employers use social networking sites to obtain information about job applicants while 39% have searched such sites for information about current employees. read about "digital dirt" and the jobseeking process at [color=#1c26ce]www.abilitiesenhanced.com/digital-dirt.pdf.here are some of the pieces of information that might be included in a background check. note that many of these sources are public records created by government agencies. driving records vehicle registration credit records criminal records social security no. education records court records workers' compensation bankruptcy character references neighbor interviews medical records property ownership military records state licensing records drug test records past employers personal references incarceration records sex offender lists 3. what cannot be in a background check report? the federal fair credit reporting act (fcra) sets national standards for employment screening. however, the law only applies to background checks performed by an outside company, called a "consumer reporting agency" under the fcra. the law does not apply in situations where the employer conducts background checks inhouse. your state may have stronger laws, such as california's investigative consumer reporting agencies act (civil code 1786) and the california consumer credit reporting agency act (civil code 1785). in addition, many state labor codes and state fair employment guidelines limit the content of an employment background check. (for more on the fcra, see [color=#1c26ce]part 5.) under the fcra, a background check report is called a "consumer report." this is the same "official" name given to your credit report, and the same limits on disclosure apply. the fcra says the following cannot be reported: bankruptcies after 10 years. civil suits, civil judgments, and records of arrest, from date of entry, after seven years. paid tax liens after seven years. accounts placed for collection after seven years. any other negative information (except criminal convictions) after seven years. however, the above reporting restrictions imposed by the fcra do not apply to jobs with an annual salary of $75,000 or more a year. (fcra 605(b)(3). the most recent change to the fcra made criminal convictions reportable indefinitely. california still follows the seven-year rule (ca civil code 1786.18) as do some other states. to find the limit for reporting criminal convictions in your state, contact your state employment agency or office of consumer affairs. other laws that should be considered: arrest information. although arrest record information is public record, in california and other states employers cannot seek from any source the arrest record of a potential employee. however, if the arrest resulted in a conviction, or if the applicant is out of jail but pending trial, that information can be used. (california labor code 432.7). in california, an exception exists for the health care industry where any employer who has an interest in hiring a person with access to patients can ask about sex related arrests. and, when an employee may have access to medications, an employer can ask about drug related arrests. criminal history. in california, criminal histories or "rap sheets" compiled by law enforcement agencies are not public record. only certain employers such as public utilities, law enforcement, security guard firms, and child care facilities have access to this information. (california penal code 11105, 13300) with the advent of computerized court records and arrest information, however, there are private companies that compile virtual "rap sheets." employers need to use caution in checking criminal records. information offered to the public by web-based information brokers is not always accurate or up to date. this violates both federal and california law when reported as such. also, in california, an employer may not inquire about a marijuana conviction that is more than two years old. workers' compensation. in most states including california, when an employee's claim goes through the state system or the workers' compensation appeals board (wcab), the case becomes public record. an employer may only use this information if an injury might interfere with one's ability to perform required duties. under the federal americans with disabilities act, employers cannot use medical information or the fact an applicant filed a workers' compensation claim to discriminate against applicants. (42 usc 12101). in california, employers may access workers' compensation records after making an offer of employment. to gain access, employers must register with the wcab and confirm that the records are being accessed for legitimate purposes. although the agency may not reveal medical information and the employer may not rescind an offer due to a workers' compensation claim (california labor code 132a), employers sometimes discover that applicants have not revealed previous employers where they had filed claims. in such situations, employers often terminate the new hire because it appears they falsified the application. bankruptcies. bankruptcies are public record. however, employers cannot discriminate against applicants because they have filed for bankruptcy. (11 usc 525) although these laws should prevent an employer from considering certain information, there is no realistic way for the applicant to determine whether such information will be revealed in a background check. this is particularly true for investigations conducted online where the information obtained from web-based information brokers might not be verified for accuracy or completeness. for example, if you were arrested but never convicted, a data search could reveal the arrest, but the investigator who compiled the information might not delve further into the public records to determine that you were acquitted or the charges were dropped. reputable employment screening companies always verify negative information obtained from data base searches against the actual public records filed at the courthouse. can an employment application ask about things that should not be reported? the fcra does not prohibit an employer from asking questions in an employment application. see ftc letters to nadell and sum: [color=#1c26ce]www.ftc.gov/os/statutes/fcra/nadell.htm [color=#1c26ce]www.ftc.gov/os/statutes/fcra/sum.htm for example, an employment application might ask if you have "ever" been arrested. the fcra says a consumer reporting agency cannot report an arrest that from date of entry was more than seven years ago. it does not say the employer cannot ask the question. how to handle such questions on an employment application is of real concern to many people, especially those concerned with a youthful mistake from the distant past. state employment laws may limit the questions an employer includes on a job application. for example, in california an application may ask "job related questions about convictions except those that have been sealed, or expunged, or statutorily eradicated," but applications cannot ask "general questions regarding an arrest." [color=#1c26ce]www.dfeh.ca.gov/dfeh/publications/publicationdocs/dfeh-161.pdf to learn about employment laws in your state, search the internet for “employment inquiries” followed by the name of your state. state and local equal employment opportunity agencies, along with federal eeo field offices, may also be located through the us equal opportunity commission web site. [/url][color=#1c26ce]http://www.eeoc.gov/field/index.cfm. aren't some of my personal records confidential? the following types of information may be useful for an employer to make a hiring decision. however, under the federal fair credit reporting act, the employer is required to get your permission before obtaining the records. (see prc fact sheet 11, "from cradle to grave: government records and your privacy," [color=#1c26ce]www.privacyrights.org/fs/fs11-pub.htm) education records. under both federal and california law, transcripts, recommendations, discipline records, and financial information are confidential. a school should not release student records without the authorization of the adult-age student or parent. however, a school may release "directory information," which can include name, address, dates of attendance, degrees earned, and activities, unless the student has given written notice otherwise. (20 usc 1232g, [color=#1c26ce]www.ed.gov/offices/om/fpco/ferpa/index.html) military service records. under the federal privacy act, service records are confidential and can only be released under limited circumstances. inquiries not authorized by the subject of the records must be made under the freedom of information act. even without the applicant's consent, the military may release name, rank, salary, duty assignments, awards, and duty status. (5 usc 552, 552a) for more on military records, visit the national archives and records administration web site: [color=#1c26ce]www.archives.gov/facilities/mo/st_louis/military_personnel_records.html medical records. in california and many states, medical records are confidential. there are only a few instances when a medical record can be released without your knowledge or authorization. the fcra also requires your specific permission for the release of medical records. if employers require physical examinations after they make a job offer, they will have access to the results. the americans with disabilities act allows a potential employer to inquire only about your ability to perform specific job functions. (42 usc 12101)

try these resources i found doing some research for you... resources laws on background checks federal fair credit reporting act, 15 usc 1681, [color=#1c26ce]www.ftc.gov/os/statutes/fcradoc.pdf california investigative consumer reporting agencies act, california civil code 1786, [color=#1c26ce]www.leginfo.ca.gov california consumer credit reporting agencies act, california civil code 1785 [color=#1c26ce]www.leginfo.ca.gov laws on workplace discrimination equal employment opportunity commission (eeoc), [color=#1c26ce]www.eeoc.gov the eeoc was established by title vii of the civil rights act of 1964. it enforces the following laws: title vii of the civil rights act of 1964 (title vii), which prohibits employment discrimination based on race, color, religion, sex, or national origin. 42 usc 2000e, [color=#1c26ce]www.eeoc.gov/laws/statutes/titlevii.cfm equal pay act of 1963, which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination. 29 usc 206(d), [color=#1c26ce]www.eeoc.gov/policy/epa.html. age discrimination in employment act of 1967 (adea), which protects individuals who are 40 years of age or older. 29 usc 621, [color=#1c26ce]www.eeoc.gov/policy/adea.html. americans with disabilities act of 1990 (ada), which prohibits employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments. 42 usc 12101, [color=#1c26ce]www.eeoc.gov/policy/ada.html. contacting government agencies u.s. equal employment opportunity commission (eeoc) 1801 l street, n.w. washington, d.c. 20507 phone: (202) 663-4900 tty: (202) 663-4494 web: [color=#1c26ce]www.eeoc.gov eeoc field offices to be automatically connected with the nearest eeoc field office, call: phone: (800) 669-4000 tty: (800) 669-6820 federal trade commission (ftc) consumer response center, crc-240 washington, d.c. 20580 phone: (877) ftc-help (877-382-4357) tty: (866) 653-4261 web: [color=#1c26ce]www.ftc.gov ftc publications "negative credit can squeeze a job search," [color=#1c26ce]www.ftc.gov/bcp/edu/pubs/consumer/alerts/alt053.shtm "using consumer reports: what employers need to know," [color=#1c26ce]www.ftc.gov/bcp/edu/pubs/business/credit/bus08.shtm employment background checks and credit reports, [color=#1c26ce]www.ftc.gov/bcp/edu/pubs/consumer/credit/cre36.shtm california department of fair employment and housing the department of fair employment and housing does not currently accept complaints through the internet or by mail. for information on how to file an employment-related complaint, call one of the numbers below. (800) 884-1684 (within california) (916) 227-0551 (outside california) web site: [color=#1c26ce]www.dfeh.ca.gov fair employment agencies in the 50 states the following web sites list fair employment agencies in the 50 states: [color=#1c26ce]http://www.state.hi.us/hcrc/otherstates.htm

Welcome to our world. I had a lifting injury 12-08 (age 38). Was treated for only a lower back and right sacroilliac issues with pain meds, chiro, PT, steriod injection.. etc, (they disregarded my headaces, and neck pain) and told I could go back to work, that this was an issue I would be dealing with the rest of my life, that nurses notriously have early degenerative changes in there back early because of the work we do. I pushed for at least an MRI before they wanted to do a steriod injection of my right sacroilliac space at this WC Comp Clinic. My first MRI 2+ months after injury ..."Mild bilateral neural foraminal stenosis and central spinal canal stenosis at L4 – L5 secondary to ligamentum flavum thickening and facet hypertrophy". Long story short is they released me to work, and to ski!!! I was miserable, in pain, with headaches daily and increasing neurosymptoms in one arm. Finally asked for a QME with a neurologist since they never had me see one, and the treatment at this clinic was horrible - he dismissed my headaches as "migraines". I was on and off modified duty initally, but back on full duty in the ED. The WC insurance Company finally let me got to any Orthodpedic I wanted - chose one I know I and trust. He got me into agressive PT, and within a week, all my neuro symtoms multplyied by 10 and new ones came.. this was 9 months after injury... he knew then I needed a spinal specialist. Finally got to one who actually took films (no one had even taken films of my neck - 9+ months had already gone by! - they just did not want to listen to a nurse!), orderd an MRI of neck and low back.. and MRI showed.. "C5 – C6 Moderate Osteophyte Complex...40% Central Canal Stenosis > compression of spinal cord and thecal sac with mild signal changes within spinal cord; Minimal bulge at C6 – C7 > Indent of Thecal Sac; Minimal bulge L4 – L5, narrowing of foramin, hypertrophy, ligamentum flavum thickening." I did conservative therapy - 2 epidurals in neck and low back.. and finally not only did I have weakness in the left arm.. one day, the right hand dropped out and I could not write. I was scheduled for emergent surgery. Had it a year ago - I had anterior cervical discectomy with fusion C5 - C7 with plates, screws and BMG. Grips came back right away. Many neuro symptoms resolved (like the arm / shoulder pain, lady partsl numbess - that was horrible), but I am still left with right sided (instead of all over) headaches from the base of the neck to the forehead, and a weaker left arm (mostly in the bicep now). For the lower, I still deal with right groin pain and right sacroilliac pain, and 3 right toes have occasioanl parathesis. Still dealing with all docs. So no - I am not working in the ED or at the bedside.. and yes, I do miss it, but I wonder if I would have a little fear factor too if I was back at the bedside after all this. Our patients are not any smaller (the one I was assisting was 450 lbs +). Our staffing is not any better to get assistance. (The day I was injured was a Saturday - there was one tech for the whole ER, I believe another tech should have been there, but called in sick, there was a code going on in the room next to mine - and everyone was assisting there - so no one to help my guy who was circling the drain). We only get one body.. by our nature, we tend to help others first before ourselves, and we end up paying the price. You have to think long term what is best for you....The day I woke up and could not write scared the crap out of me! It was a wake up call.. I had been in denial of the whole injury and this whole process. Even after, it was taken me so much to come to terms with all this, and try to accept that I am damaged, and try and find a new direction.... still trying to figure it out...and doing consulting seems to be the best thing for me and my body. My prayers to you on your journey. I do believe that God puts us through these trials to grow us, and to place us where he needs us most... eventhough it can be painful. UPDATE December 2010..Status Post One Year Surgery ACDF C5 - C7: CT & MRI C-Spine because of continued headaches, right side neck pain, and left arm weakness.....new disc invovlement above surgery sight - Work Comp (12-6-08 – CT findings 12-14-10): Anterior discectomy and fusion C5 to C 7 with disc space prosthesis at C5-6 and C6-7. Plate and screws; Mild to moderate central to right anterolateral epidural disc protrusion at C4-5 with dural sac imprint.; No significant canal stenosis; Right neuroforaminal stenosis at C4-5; Otherwise negative. - Work Comp (12-6-08 – MRI findings 12-14-10): Anterior Discectomy and fusion with plate and screws C5 to C7. This is producing some artifacts; No spinal canal stenosis; Mild disc bulge C4-5 with focally greater but still mild disc protrusion central to right anterolateral epidural at C-5; mild right neuroforaminal stenosis C4-5; otherwise negative.

Thank you - I will take that into consideration.