HeySis BSN, RN

Yes, I got a $500 bonus. The company looks at it every year and decides how much they can "afford" based on your PT/FT status. Someone said it's actually about their tax liability and to give us a bonus at the end of the year decreases their tax liability. I really don't care.. anything is better then the nothing I've gotten from other companies.

Critical thinking is definitely a learned skill, and the more overall experience you have the easier it is to apply knowledge from one situation to another. There is a book that I used to study for RN-NCLEX that I think helped me a great deal... it explained each answer which got me into thinking through the ABC's (airway, breathing, circulation) when critical thinking situations came up such as which patient to check on first, who to assign a task and such. I'll put the lin down below if you are interested. But yes you have to study it... it has to become a muscle that you work out and get use to using so often that you are doing it without having to outline each step. The decision about schools is up to you, only you will know what is best for you. https://www.amazon.com/gp/product/0323113435/ref=oh_aui_detailpage_o08_s01?ie=UTF8&psc=1

So this is your first job as an LPN? RN? How much training/orientation did you get? how many people are you responsible for? are there other nurses working the same shift as you? Just looking to see more about the job situation before I offer any advice.

And you most likely didn't give him his first dose of fentanyl... our anesthesiologist use it in the OR all the time. If my pt is awake I always ask if they'd like pain meds in their IV, I only chart when they refuse. I have been told by quality control that if you have a standard practice and can relate that to how you chart, then you are covered. So I always chart the same things in similar ways, so I can look back at it and say... he was having pain and consented to pain meds, if he had not consented I would have charted that as having pain, refused medications.

No this is not fair. The list would be fair if it reset to zero every quarter/year (depending on how many pick ups there are). That way each person would have to do the same amount of pickups each year.

You can take the amount and place it into a a 401k.. that way it's placed in pre-tax and when it comes out during retirement it will do so at your tax rate then.. not some higher tax rate.

If that's your hospitals policy, I would push it. But our hospital doesn't have that policy. You keep seniority as far as benefits (the longer you work there the greater amount of PTO and such you earn) but As far as asking for time off and such, you start at the bottom... but then you climb each year and after you reach the number one spot.. you go back to the end of the line. That way if everyone works there for 10 years or more.. you are not always last in asking for your vacation/holiday preferences.

I work a small PACU with limited staff, we take call about once a week. If someone is sick they send out a group text to see who can cover.. one of two things happen, either someone picks it up with the condition of swapping their next day out, or it's the yes, put you'll owe me one. Since we are so small... you know you'll need the favor some day too, so its best to be flexible. We don't have a mandatory list, have never needed one.

In the first articles it says he was escorted, but later people that were there (including a patient that videoed it on their phone) spoke with Dog MD and he reported that the anesthesiologist just walked away and left... that the admins didn't even find out about it until the next day. I find that disturbing.. that no-one on the unit felt it should be reported... or maybe they didn't think reporting it would make a difference... either way the culture is showing here.

Do people know how many wrong doses of medications I would have given if I didn't question physicians? or how many times the wrong knee may be operated on.. sponges left in a patient?? How about the podcast DR Death.. in which no-one questioned the credentials of a spine surgeon. He killed a bunch of people, everyone thought he was unsafe, turned out he wasn't even licensed.. but no one questioned him cause he was the physician. We are part of a team... not a dictatorship.

When Doctors Attack! | Incident Report with Dr. Zubin Damania Here is the link. Dog MD went on to say that he has nothing to say off the news report himself without further info... so if you're going to send the article you need to have more info. He did a video segment once he was contacted by other that work there and witnessed it. He goes on to talk about the things he was told lead to this (alarm fatigue and staffing ratios). but does say "we have to have a zero tolerance policy for this kind of thing. He shouldn't have been, it turns out there was some talk that even the higher-ups in the administration didn't even know this had happened until the next day. This needs to be a zero tolerance thing. I think that if you're committing a crime against your fellow human beings in a hospital, there's no level of hell that is hot enough for you, okay? "

For fentanyl, I draw up the full vial in a syringe and give titrated doses from there. That syringe has to be labeled with the drug, concentration (mcg/ml) and the time it was drawn up because it does have a time frame it has to be used in. If I need more then the first 100mcg, I'll get a second vial, if I'm really dosing ever 5 minutes Ill use the same syringe... if it's taking longer I'll use a different syringe and place the new time I drew the second vial. Labetalol comes in a multi dose vial, I only draw what I need for each dose.. again has to be labeled. Morphine and diluadid come in syringes, so I use the doses I need and waste what ever is left... Because the med and concentration are on the syringe I only need a label with date and time.

I work PACU and BLS, ACLS, and PALS are required, they were not upon hire, but were before orientation was completed and we are required to keep re-certified. Our hospital keeps track of all of our dates and has a page that we log into each quarter to do necessary training and updates, we can see if or certifications are due. let me make sure I understand this. You did not know you needed to keep current in PALS, it was 7 days past due, you took the day off to recert and got paid for it, and upon arrival back had your recertification but still had to sign form stating you know if it ever lapses again you'll be placed on unpaid leave or fired. If there are no other problems with your manager, I would not worry about this. No harm, no foul, keep it updated in the future. Sometimes managers are just following the rules outlined maybe because it's not in the policy book, but now you've signed you can be held accountable.... maybe it was what needed to be done in order to be paid for that day. But if your manager has had other complaints about you, and/or you've had to visit HR more then once, sign written notices or similar, then I'd be looking for a new job. Managers that start reporting everything to HR are compiling a record for a reason, to justify disciplinary actions or termination.

I have seen that a lot, and I've heard doctors tell patient not to let anyone use their ports except the infusion/chemo team. It usually happens because someone has not properly cared for a port after accessing it and had it clot off and it had to be surgically removed and replaced.

Your resignation letter will go into your employee file, if you're ever back that way and you reapply, it'll be looked at. So put it in writing, if you can give more then two weeks, then do so... but give at least two weeks notice. Thank them for the opportunities, say something positive about your manager and/or company, note something you contributed and be clear about the last day you are available to be scheduled.