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RNtoJD

RNtoJD

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  1. Well, I recently got hired at Lutheran. From what I have seen, it seems like a great place to work. People are friendly, and everyone seems happy to be there. There is very low turnover at Lutheran, so that should tell you something. As for the area, it is in Sunset Park, which used to be very dangerous but has improved dramatically over years. It's no Park Slope, but I am not from NYC, and I feel pretty safe there during the day. Not sure what it is like at night though, as I have not been there after dark. Without knowing what other NYC hospitals pay, or offer for benefits, I can't say how they stack up. I will say that, compared to other places I have worked, Lutheran seems to treat its employees VERY well. Of course, it could just be the newbie pollyanna in me talking, but I don't think so.
  2. RNtoJD

    Nurse-ified Song Titles?

    Traci, I was told by a paramedic that they suggest doing compressions to "Stayin' Alive" as well... The Muppet Show theme song (anyone remember that?) is also a good rhythm for compressions.
  3. RNtoJD

    Take your boss to work day..........

    I would go even higher up the food chain to the VP or CEO level, since my experience has been that managers are often between a rock and a hard place. They know they should staff more nurses, but are not given the budgets to hire them. And they are not allowed to publicly take issue with this, lest they be seen as "disloyal" to the hospital. Let administrators who have NEVER cared for a patient, and never had to deal with staffing issues face the music first hand. Better yet, introduce them all to the patients, giving their titles, and making it clear that these are the people who deserve "credit for seeing that this unit is adequately staffed to see to all of your needs." Then let the patients know that "today's staffing ratios are...." Hey people advocate for giving out our last names to potential psychopaths in the name of "full disclosure." I say give patients the complete truth in the name of "full disclosure." Then make some popcorn, sit back, and enjoy the show.
  4. RNtoJD

    CEN, CCRN, or TNCC?

    TNCC was pretty easy. I think it is a one or two-day course, as the other poster said, more like ACLS (only easier, I think). CEN, much more involved, but looks great on a resume. I would take TNCC first. Then worry about CEN. Best of luck!
  5. "In recognition of the vital services RNs and LPNs provide in dangerous settings, the Nurses Association strongly urges the Assembly to send the same message that violence will not be tolerated and pass its bill this session." Sounds like the article could have been written a little better. I haven't read the bill, but I can't imagine that the legislative intent would be to protect RNs but not LPNs. The bill should include ALL hospital staff though- doctors, unit secretaries, CNAs, housekeeping (think of the messes they have to clean up after a patient has "gone off" often when the angry patient/family is still in the room). No one should have to tolerate that crap.
  6. RNtoJD

    Nurses Confront Violence on the Job

    I agree with the administrator that this is a societal problem, and that the proposals really don't address the issue. States need to pass (and enforce) laws mandating jail time for assaulting a nurse or physician (I have seen patients taking swings at docs, too) during the course of her/his duties. Similar laws apply to police and pre-hospital personnel, and the time has come for the law to treat all healthcare personnel in a similar manner.
  7. RNtoJD

    Finding a Lawyer

    Just kick over a rock... Hey now!!! LOL... But I gotta say, you'd probably find some of my classmates under there! Leslie, I was going to suggest Taana, but you beat me to it. Great organization.
  8. RNtoJD

    Do you assess your patients penis daily?

    it was either that or having his wife buy tight bikini underwear. No man should wear those unless his name is Borat. Ewww... talk about an affront to dignity
  9. RNtoJD

    I have a hunch about a patient and I cannot prove it!

    They don't even need a search warrant...they will simply bring a drug dog to the front door and when the dog picks up the scent, that gives them probable cause to search. Not to get off topic, but I think this is probably incorrect. Unless the circumstances are exigent, police cannot barge into someone's home and search without a warrant (even if it is an apartment). A car, yes because the legal standard is different. But the Supreme Court, even in its more conservative incarnations, has a long history of recognizing the sanctity of one's home. In fact, even if there is a warrant, police are supposed to "knock and announce" their presence before barging in. However, upon information that a dog picked up a scent outside the door, most courts would likely issue the warrant.
  10. RNtoJD

    why do doctors order more vitamin d tests than anything?

    For as long as I can remember, I have been tired most of the time. I recently began a weight loss program, and as part of it had my Vit D level drawn. It came back very low, so the APRN started me on supplements. Lemme tell ya... within a couple of days, I noticed a difference. When I take the supplements, I have more energy, and my mood is good regardless of what happens during the day. Like a flipping on a light switch in a dark room. On the days that I forget, I notice a sagging energy level and mood. Not to suggest that antidepressants are never necessary, but this makes me wonder how many people are being treated with antidepressants, when Vit D would do the trick.
  11. RNtoJD

    What did your friends major in?

    One friend majored in computers, and is now selling real estate because her consulting career required too much travel and she wanted to have kids. She is also a deacon in the local church. Last I heard she wasn't very happy. Another majored in graphic design. She is now a detective with the local police department. She is married to another cop and they have two kids She loves her job, and seems pretty happy with the choices she has made in life. Another one majored in fine arts, and is a SAHM. She is miserable, but then she always was. One of my friends from high school majored in filmic writing at USC. She is a writer and director of independent films. I managed to land a speaking part in one of her movies a few years ago, which I have not seen yet (still in post-production, I think). I am an attorney now. Changed careers in '08, but thinking of changing back. I'd love to be able to do both, or find a job that allows me to combine experience gained from both careers.
  12. RNtoJD

    Patient Shoots Nurse, 1 other at Danbury, CT hospital

    " can't believe the police dept gave the PT such light charges. In other states the correct charge would be Attempted murder with NO BOND! " Doesn't mean the state won't charge him more severly later.
  13. RNtoJD

    Washington Hospital Center fires 16 for snowstorm absences

    Well, I can't answer in absolutes, and honestly this isn't my area of expertise (though I did do some employment work during law school), but since most states are at-will employment states, employers in those jurisdictions can fire you for any reason at all, so long as the reason is not shown to be related to the employee's membership in a protected class (age, race, gender, religion, disability, and in some states sexual orientation). A policy might offer some evidentiary leverage, but I am pretty sure that it does not supercede the "at will" nature of the employment, since technically in an at-will situation you could be completely blameless, and the employer still can arbitrarily fire you. The exception to this rule is the unionized workplace, in which the employer effectively "contracts out" of the at-will arrangement, or an employment contract which binds both parties to a certain period of time. Regarding protected class membership, employment discrimination cases are litigated in the following way (generally): Plaintiff alleges discrimination- disparate treatment based on membership in protected class. Plaintiff proves membership in class, and the fact that treatment was disparate. (White/young nurses not fired, nonwhite/older fired) Defendant has burden to show legitimate, nondiscriminatory reason. (Like insubordination, or absence during snowstorm) Burden now shifts to plaintiff to show that the reason offered is pretextual, and real motivation for treatment is discriminatory. In the case of these nurses, hypothetically, let's assume for the moment that there is discrimination alleged, and that all the affected nurses fell into a protected class. The policy could serve as evidence of pretext for discriminatory intent (regardless of union status). Again, not my area of expertise, and the law varies by jurisdiction, but that is the general idea.
  14. RNtoJD

    Washington Hospital Center fires 16 for snowstorm absences

    NO its about the attitude that your employer feels it is right to be (apparently) the only employer who disregards the conditions and fires employees , for not putting their lives at risk to travel Let's not forget that they violated their own policy of not considering absences due to extreme weather to be "unexcused." If the absence is not "unexcused," then it is "excused." Unless the policy sets forth a scenario in which excused absences serve as grounds for termination, then ANY termination for absence due to the storm would be subject to union grievance and lawsuit. Were this not a union hospital, that might not be the case, but there is a union contract in place, and the hospital is bound by it. FYI, I have seen videotape of four of the fired nurses. All appear to be at least 40 (though admittedly I could be wrong on this), and none of them are white. All are women. One janitor got suspended due to an inability to make it to work. The man is blind, and has mobility problems due to two hip replacements (makes one wonder how he gets his work done, but he must manage somehow). He relies on the Metro for transportation, and it was shut down (selfish man that he is, he didn't find a way to swim through the snow to get to work-shame on him for his lack of commitment to the patients!). Every one of the people that I have mentioned is a member of at least one protected class. Granted these are only five of the sixteen individuals affected by the disciplinary actions of the hosptial. However, it is looking like it is not a question of if there was discrimination, or even what type was at work here, but how many types of discrimination this hospital engaged in.
  15. RNtoJD

    Best Doc Stories

    We had an ED attending at one facility who used to bake all sorts of yummy treats for special occasions, and if someone was expecting she would knit the baby-to-be a blanket. Another pedi hem/onc doc I knew used to play guitar, sing, and juggle for his patients. He has even been seen riding around the onc floor on a tricycle (btw, he is about 6 ft tall). And at the same facility, we had a pediatrician who was dedicated to caring for the underserved. She was tireless in her dedication to her patients, and everyone loved her. Sadly, she passed away from cancer a few years ago, but every year there is a race in her honor to raise funds for the cause that she was so passionate about. Families still talk about "Dr. Nancy" and the difference she made in peoples lives.
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