clinicalteach

I took time away from the bedside learned how to program and build with arduinos (all through online tutorials on adafruit and YouTube), came up with an algorhythm and started a company that assisted caregivers with preventing Alzheimer's and other cognitively impaired patients from wandering. It uses predictive analytics and biosensors to discover the patients baseline and then depending on the parameters set by how sensitive the facility wants it, it will send a push alert to the staff and using this tech thats like a suped up RFID it can find within a 1.5 meter accuracy the patient without needing a ton of ble hubs throughout the facility.

I need to edit my comment about AYA. they were very helpful and switched me to another recruiter, I received an extension offer I refused, my recruiter then told me my contract was cancelled and left me high and dry on my pay still. it wasn't until I called the california department of labor on them that I began to receive my overdue pay

So, this is coming from personal experience , one episode that happened last year and one that I am currently going through. And I am not alone, it appears from reading through other nursing sites, and facebook groups that this is becoming an increasingly widespread issue. My current issue is with FlexUP staffing. They didn't pay me for my week I worked nor my stipend or travel reimbursement. I asked why and now I have been pushed off to my recruiters boss af ter she told me it was worked in Georgia so they don't actually have to pay me (WOW!?) and then blocked me on her phone and her boss has of yet after two weeks not returned any of my calls or texts. I have now had to send the Dept of Labor an email, as well as the georgia labor commisioner, the virginia labor department (I worked in georgia , the agency is out of virginia). My next recourse is hiring a lawyer for wage theft. And the truly sad thing is my story is becoming common place. I don't get how they think they can stay in business doing this repeatedly. My other problem was with AYA. They bait and switched y contract and then changed the stipend rate and finally took four weeks to pay me for my hours worked.

I am currently working with Aya on a crisis assignment in California. It started off a bit rough but part of that was my fault and the other part was a recruiter that was swamped. I was contacted by the vp of business process and then the head of recruiters who both went and investigated the issue and resolved it quickly. I now have a new recruiter that is involved and responsive and my pay has been fixed. They had a problem with scaling quickly due to covid. they went from having five thousand travel nurses at the beginning of last year to now well over 20 thousand and so there are growing pains. If you reach out and professionally explain what your issues are they are going to reach back out and get it fixed. My view on them has improved greatly and there are a lot of varied assignments to choose from. Just like any travel gig you've got to be your best advocate and stay on top of things.

I have to agree with everyone about Tim. I've become twitter friends and he has graciously offered to give advice or whatever I'm in need of while I start launching my Alzheimer's wandering prevention device.

As a new marketing admissions nurse/clinical coordinator let me apologize for the dingbats and fruitloops out there. I swore I would never be one of the "golden childs" as I used ot refer to the marketer at my former AL, he brought in the money, i cost us money by keeping them alive (sorry going off on a rant) anyways, I remember what its like when they stuffed my AL with patients requiring SNF and wouldn't let me staff appropriately and ultimately why i left so I always run new prospect by our DON. For godsake, shes the one having to deal with the issues that arise and I want to build a reputation of excellent care which stuffing our facility with anything remotely breathing does not do. I just come up against the case managers at the hospitals that stop referring to us because they say we are to picky which means at some point in time I"m going to be out of a job. But no, DON has yay or nay say and then if its a nay I have to inform my regional who goes to the regional head nurse and then they decide. Not my place. Sorry for babbling.

I could just give you all great big hugs! I spent the weekend thinking about this, mulling over everything and rereading your suggestions! I've got a plan formulated, i spoke to some of my staff that came to me after this all occurred and was told that they had my back, that I was fair, they respected me and the only people that were ******** were those I was starting to hold accountable for their actions...they gave me names of the girl that had gone and complained. It seems she did not like that I am holding them accountable especially her since she's been there for ten years and knows better. Anyways, the audit begins tomorrow. Fine tooth comb with a checklist sheet , myself and my assistant put together, so that the audit matrix is there. I will then begin to write up and terminate. thank you so much you guys!

So for the past few months, i've been trying to keep my head above water as the Dir. of Residential services at an assisted living. its a seventy bed higher than it should be acuity building, and it was severely under the barr for what state would say was passable. i have been working basically seven days a week since then from home or from the office. I have tried everything I know, to get the staff to document properly, follow policy and procedure that they have forgotten about, med room practices that are abominable. I finally had it, when i found out about one care attendant being rough on a resident and flipping another off , only to be followed up by going through the mars and finding that things had not been signed for with the following answers, "I was going to do it, but i forgot", "i was going to do it, but didn't have time" and then the holy grail of irritation, "oh , well i pulled the narc, and gave it to the night staff to give later on, since they aren't medtechs and couldn't pull it" ...this one happened after I did a narc audit and one ativan was missing and i found it in the residents room in a sealed cup with her name on it..lying on the floor. I admit, i exploded..I yelled and might have let a few four letter words spring forth. my boss took me into his office this afternoon, after having had some of the people i came down on compalin about me. he says during his investigation, the reviews were half behind what happened and half said, nope..i am not verbally abusive on a normal basis. Anyways, i'm looking for any help to get staff to do their crap and i guess boost morale, even tho i will admit, i'm the one that needs some morale boosting. My boss is pressuring me for things to get done, in order to get them done i need the staff to do what is required of them to do. They inturn don't so my boss takes it out on me and tells me that i am not completing anything properly, yet ...i see him with the same stack of crap trying to do exactly what I was doing (filling in the blanks that the staff left empty)...i guess i'm just burnt, ****** and sad all at the same time. Please forgive typos, mispellings, poor grammatical sentence structure in the above post...i am just to tired to edit at the moment. Thanks !

We have Mars from the pharmacy on paper that are never right, and since we also have residents with Kaiser those we have to type up, I went on line and found a free emar trial and love it so does the staff. Made my boss put it in the budget for this year. Now. If we could get a different pharmacy, I'd be golden

Congratulations on only having one more week!I'm rooting for you!

Lol!but you can admit it which almost turns it endearing

has to be about comfort? later on when you have to write more nanda/care plans, always use Maslows hierarchy to prioritize. (Thanks Daytonite and Vicki for turning me onto that list! helped a ton of students out iwth it!)

don't forget that when you chart about pain, you should chart when it started, chronic or does it come and go , what type of pain(sharp, stabbing, burning) relieving factors, or factors that exacerbate it and of course define what type of scale you used to determine level.

crap..its late, so please spare me the flame citations from the grammar and spelling police.

Here is how I explain why different languages than that of what our patients speak is not condusive to a therapeutic atmosphere: Where we work, a majority of our patients have some degree of dementia or alzheimers, one of the typical manifistations is that of paranoia, if they have someone around them speaking and laughing in another language around them, this heightens the chance their paranoia will begin to manifest into agitation. To me this is a form of abuse. You have a means to keep a resident /patient from becoming agitated which can lead to falls etc, and yet you chose to go the path which is the least healing for them.