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geriatrics, dementia and like, insurance
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olive11 has 22 years experience and specializes in geriatrics, dementia and like, insurance.

olive11's Latest Activity

  1. olive11

    Law firm going after unpaid OT

    JustBeachyNurse, I've been an exempt employee paid salary for the last four years and was working hourly prior to that. Both job types involved working mandatory OT but only the non-exempt job paid for the OT. The salary job did not because working more than 40 hours per week was not only the norm but an expectation from our bosses. We weren't paid additional pay or bonuses or comp time for any additional hours worked beyond 40 per week. I know laws were changed in recent years but whether that makes me eligible for unpaid OT time as a salary (exempt) employee, I don't know. I was just curious as to whether other nurses had received letters like this or had experienced a similar situation and what their thoughts were about it. I haven't responded to the attorney or joined the lawsuit as of yet.
  2. olive11

    LPN being forced to introduce self to pt's as a CNA

    I don't know about other areas, but here in the San Antonio area, LVNs (LPNs) are being interchanged with CNAs (called "techs) in the hospitals. While BON has licensed LVNs with all the duties and responsibilities of an LVN, they are not recognized as LVNs per se in the hospitals. You get paid a slightly higher wage and you have slightly more responsibility but many CNAs (techs) have been trained to d/c IV lines and do many of other duties that were strictly for LVN or higher levels of nursing. I understand what you're saying. You work for the hospital and you obtained your LPN and continue to work for the hospital. The hospital increased your pay and changed your name tag job title but your boss doesn't want you introducing yourself to patients as an LPN while you working because they don't hire LPNs as a job category. They hire RNs and CNAs. So while you are having to perform the same level of care an LPN would perform, you can't introduce yourself like that to patients to avoid "confusion". It's ridiculous. I don't know if that was stated in your hiring paperwork or made clear when your job category was changed but I understand why it's upsetting to you. You worked hard for the LPN and deserve full credit for it. If you truly like working there, then just leave it be and continue until you finish your RN. I'm sorry they are treating you this way but it appears to be the standard for many hospitals now. Taking advantage of LVN/LPNs and utilizing them as CNAs AND nurses (combo!).
  3. olive11

    Finally Leaving Nursing...For Good!

    Although I'm not an RN, similar experiences have kept me from wanting to pursue my nursing education beyond LVN. I even went so far as to get a Bachelor's degree in a non-nursing field. I currently work in insurance review utilizing nursing experience and judgment but even that has not satisfied. I stopped bedside nursing several years back and although I also loved my dementia patients and working with patients directly, everything else just left me feeling burned out. I'm considering switching fields altogether but it's scary when all you know is the medical field and it would be essentially starting over. I wish you the very best and hope your new direction is exactly what you need to find joy and satisfaction in your career.
  4. olive11

    Law firm going after unpaid OT

    Has anyone received a letter from a law firm requesting you to join a lawsuit for an unpaid wage claim? The law firm (out of Houston, Texas) got my contact info from the BON and sent me a letter asking if I'd like to participate. I'm not sure about it and was wondering if anyone else had received the same kind of outreach or had experience with the outcome, etc. The letter states the attorneys get paid first (of course) which includes a % of the settlement (from 33-1/3 to 40%) plus fees and contingencies if necessary. It almost seems like the attorneys will use nurses to get a settlement but the nurses will see very little if any money as it will all go to pay the attorneys. I don't know for sure so I'm reaching out to everyone to get some feedback. Thoughts? Advice? Suggestions? I searched up the topic on the allnurses site but couldn't find anything that addressed this particular situation. Thanks in advance. :)
  5. olive11

    Taking notes during an interview

    As someone who has interviewed for both nursing positions and office based positions with corporate companies, HR and/or the interviewer do not look down on people who bring prepared questions and ask to take brief notes. The understanding is that YOU are interviewing them as much as they are interviewing you. There is also the expectation that you are interviewing at more than one place. Practice your questions ahead of time so you can use your list as a reference but speak primarily from memory and maintain good eye contact. Look up reviews about the facility/agency/provider to get some third party insight when writing your questions. For those who said it reflects poor memory, I'd have a hard time trusting a nurse who didn't take notes during shift change report. Sure, you can refer to the chart but with so many things to manage, it helps to have a quick reference for important things to get done or focus on during your shift. Same kind of thinking here. You want to remember the important stuff. I wish you the best of luck. Interviewing can be intimidating and overwhelming. I hope you land a terrific job that fits YOU.
  6. olive11

    Healthbridge Care Manager

    Hi Debra, I've never worked with Healthbridge specifically but I did work with Enterprise Health Staffing doing the same type of position. I tried searching for HealthBridge because I found some job listings for the care manager position and I'd like to return to doing it. However, I don't know who they are or anything about their company. The search just took me to a job listing site with the ability to create a profile and search jobs. Have you been able to find out any information about Healthbridge? If you have, I'd like to know more if you're comfortable sharing the info. Thanks!
  7. olive11

    Humana Senior Bridge

    I believe the Care Manager role was created by Humana to help control costs by diminishing the number of patients returning to the hospital within the first 30 days of discharge from a hospital or rehab facility stay. Since Medicare frowns upon re-admits of patients to the hospital within the first 30 days after discharge, they can refuse to pay for readmissions and can even order an audit of the patient's records to find out why the patient would need to be re-admitted. All of this can add up to big charges for the insurance company carrying the patient. The care manager is there to be a patient advocate of sorts and to help with patient concerns and needs without actual hands-on nursing. I don't know who pays for it, but I do know that the patient (member) has to be qualified for the care manager program. There is criteria they need to meet (diagnosis, prognosis, recent medical history) as well as what is in their particular insurance plan. fbesn is correct. Medicare doesn't pay for care managers. This would have to a covered benefit offered by the insurance company. Since Humana offers Medicare plans within the Humana system, this is how they are able to offer the care manager benefit and are still subject to Medicare oversight.
  8. I currently work as a Care Manager for Seniorbridge through Enterprise Health Staffing. It's considered part-time so it's best to keep a full-time job going unless you can afford to work less hours. I was hired by Enterprise and I'm paid by Enterprise. However, I do wear a Humana ID when visiting members. I do have access to a Humana email account for updates from Humana regarding Seniorbridge. The majority of my communication comes through my personal email directly from Enterprise. There are several layers of supervision/management. The two most immediate, your supervisor and nurse manager, are the ones in communication with you the most. The area manager is also available if you need additional help. I don't know that Seniorbridge is hiring directly, at least not in my area. From my understanding, the agency handles all the hires to fill the positions for the program. I've had the position for a month so if you have any questions regarding what the job entails, etc, I'd be happy to answer them (if I'm able). My location is Texas but I believe there are Care Managers all over the US. The pay scale may differ depending on the location and agency that hired you.
  9. I'm considering contacting a healthcare recruiter to help me look for a different, and better, job. I don't know if they would be more successful than I've been and if there are better companies than others. Has anyone used a healthcare recruiter to find a job? In Texas? any advice? Company recommendations? FYI, I have over a decade of nursing experience and a Bachelor degree in a non-nursing field. Thanks!!
  10. olive11

    What is your current LPN salary

    Not quite in Dallas area - actually in San Antonio - but I work for a medical device company and make $23.45/hour with benefits, Mon-Fri, days. But it's a sedentary, in a cubicle wearing a head-set for 8 hours, kind of job. On average here for LVN's, standard pay is between $19-$22/hour for agency work and nursing homes. Hospitals pay less. Dallas area pays a few dollars more. If you have experience, I'd look beyond the basic bedside nursing jobs and look at administrative type jobs - especially with insurance and medical device companies. Much better pay and working conditions.
  11. olive11

    Change in Career, LPN to Desk Job

    Many insurance companies hire nurses for chart reviews, pre-authorization, authorization, case management, clinical assessments, etc. Look around and see which insurance companies have local offices in your area and then look up their websites for career opportunities. HHA's sometimes hire LVN's / LPN's for intake coordinators and some long term facilities may consider them for admissions, MDS's documentation, educational support for CNA's. My suggestion would be to create a linkedin account - recruiters frequently check there and also check Monster.com and careerbuilder.com for job listings. Some employers may search the resumes listed there but not post job openings. Good luck!
  12. olive11

    Discouraged after first day training on new job :(

    From my experience, as a newbie and then later as an experienced nurse, orientation/training days are few and far between. I've had some jobs where the training was a couple of days and then I was on my own to having some where the training consisted of a nurse showing me where the med room was, handing over the keys and leaving me on my own. Long term care is tough because you have a big caseload (usually skilled with g-tubes, etc) and you have to figure it out as you go while still making med passes on time, overseeing CNA's, and getting your paperwork done within your shift. If you don't feel comfortable, it's alright. Be honest, but calm, with your DON and ask if you can shadow a nurse on the following shift or on your day off to help increase your confidence. Unfortunately, the best way to get more comfortable is just to do it. But be safe and speak up when you need help or have concerns/questions. Good luck! FYI - there are always good facilities and bad facilities and many in between. Try to stick with yours as long as you can and keep looking for something better.
  13. olive11

    Brightstar home health care???

    I recently saw an ad for available jobs at their San Antonio location on Craigslist. I went to the online application but the questions they are asking are WAY too personal. From your driving record to whether you've been on public assistance in the past 3 years, I felt they were too invasive. I've worked agency, LTC, dialysis and corporate positions and they've always been satisfied with running a criminal background check and using my SS# and nursing license number for information. Perhaps they are just trying to be thorough but it felt borderline illegal with asking such personal questions. I won't list them all but feel that unless something comes up on the criminal background check or license verification, personal questions should be left unasked. I stopped the application process after reading the questions and chose not to apply after all. There are plenty of agencies (reputable and with excellent standards) that have jobs available with the same or better rate of pay. With Brightstar each location is independently owned but perhaps they should review their application to be sure it fits within federal guidelines on what is allowed to be asked and what isn't allowed.