alaskaman

If you stand on the train tracks for a living, from time to time, you get hit by the train. Keep your chin up. You have courage, smarts and love to move you through this....

I think the key thing is be able to speak about and document how you have grown and changed since you committed the crimes. The BRN is California is one of the toughest. I think that your self reflection and your ability to speak about that along with a proven employment history will argue for advancement. However, you state you have been convicted of hurting or attempting to hurt other people. You would have to show documentation of anger management therapy and lots of testimonials as to your growth and character since the events took place.

What happened and has anything like this occurred prior?

This is about organizing charting in the practice of nursing imho.

You'll need to build your charting immediately after your patient assessments. What charting system are you using. This is a very common issue.

As I approach semi retirement very interested in finding out more about remote telephonic nursing. Any companies you would recommend would be helpful. Thanks!

Have you thought about case management and certification? Sounds like after many years moving to a step away from the bedside might be a good idea. There is also insurance agencies which use telephonic case management. You may want to speak with them....don't be tough on yourself. Most of us in ICU and shitkickers from a long time ago....=)

Thanks for the replies. Its always been a flexibility issue for me. To meet family for dinner, I see it as a courtesy. But be that as it may I don't really think that it is a deal breaker. I am planning to change hospitals after my year is up (relo pay) as there are much larger clinical issues which concern me easily more. I just wondered. Typically I have found that managers who are focused on rules miss other more important issues.

I've just never heard of it. Managers typically will be flexible. If something happens there are plenty of nurses to help out. I wonder if I told her that after the year (to repay 25k relo) I'll be leaving if that would make it easier. Sometimes I will only have one patient at the end of a shift. Its a nice feeling to get home early. =)

On a new position for 7 months....last week the manager told me that to comply with the policy day shift nurses (12 hour) stay on the unit until 1930. Typically in a high acuity area after you give report and check in with the patient you can leave. The manager derives her view from those 7 minutes totaled up are a lot of hours of wasted labor. So even after clocking out at 1923 she wants nurses to stay.I point out that the unit is steady and many of us have lives which benefit from leaving a few minutes after report is completed...and yet she is adamant and insistent. I pointed out that I will have to pull back from full time to a .6 next year. She was clearly shocked. First time in 25 years as an RN I've ever heard of this. Anyone else?

An infraction at best would be my guess. The lesson, hopefully learned without a suspension. Hospitals typically say if no ACLS you cannot work so with that pressure the issue is timing. Her ability had not changed during her time with patients

I personally don't think that this will rise to Board level. It was not a patient care issue.

Last year travel companies were offering >$4000.00 week in some locations. Any of you know any thing about this? Thanks.

Why did you do this? You will have to be ready to explain that to the Board and/or your next employer.

Thank you. I very much appreciate your response.