LizAnn

sorry to say...but we in this profession tend to eat our young.

Marshall1- thank you for your thoughts. I was thinking along those lines, esp. after both the hours/schedule and pay had changed from the initial phone interview to the onsite interview.

I would not take the job. The stress of a new job, fairly new profession, not being with your spouse...not perhaps the wisest choice. :)

Could be good experience for you in general, also allowing you to help determine where your 'niche' will be in your nursing career. My concern with a new grad working float is this...make sure they allow for ample orientation on each unit you will be potentially working.

The number of nurses working does not affect the medicare reimbursement. Hospitals are paid on a DRG basis..diagnosis related. In a LTC setting, it does make a difference in the 5 star rating, however. If they can have more RNs on duty by working everyone 8 hr shifts, as opposed to LPNs, then the rating could improve. (for example- 1 RN doing 12 hrs, another LPN doing 12. Or- 2 RN's each doing 8 hr shifts, another LPN doing 8) This could indirectly affect the financial bottom line, as more potential referrals due to the higher star rating with having more RN hours per pt day. One more thought...it may save money for your company if they have to use agency nurses to cover call offs. It would be more costly covering 12 hour shifts as opposed to 8.

'refer to policy and procedure manual' is good for many things, yet as a manager, I would not be impressed if I had asked the original questions above and was given this answer. It shows possibly low iniative, low ability to think on your feet, and possibly could be viewed as a 'cop out, canned type of answer'. Because really, would you have to refer to P/P manual after you were asked by a supervisor to change your assignment???? May I suggest..reread Mindlor's response. :)

I agree that we all have accents or some type of communication issues. And that as nurses, we must learn to communicate effectively despite barriers. However, when it pertains to communication difficulties with your mentor, I feel that is a huge safety issue that needs addressed ASAP. You are short changing yourself and potentially harming patients down the road.

An RN who resigns...turns down subsequent employment...then files for unemployment. Amazing.

Smile. Take a deep breath. You did survive as did your residents. :) Take baby steps to address 1 issue @ a time. It will improve. For example...start with the meds. Yes, our wonderful geriatrics take many meds. Yes, any nurse giving any med should know what it is for and potential serious side effects. In time, you will be comfortable with this, which will be obvious to those around you. Here is where the baby steps come in... make a brief list of the common meds you give...name-used for. keep list on med cart. can refer to quickly. Most of your residents only want basic answers to 'what is this med for/'....ie water pill, BP pill, vitamen, etc. I

There is also probably a policy/procedure @ your home care company that refers to flushing G tubes. That could be a good reference point to help you determine how the order should be written, in case MD needs assistance.

I have been contacted by Davita and will interview soon for a staff nurse position. I have many years experience in nursing, in various areas, none of which include dialysis. I was hoping for some feedback on dialysis nursing and on working for Davita. I am currently employed, so do not have to make a change. Thoughts, please. thanks.:)

You could also try getting input from the family members. I am my Dad's guardian. He has dementia. There are certain tricks he responds well with..ways I can get him to take his meds. Those ways may not work on everyone, but ensures his med complaince.

I have heard from management that it is easier to cover an 8 hour shift as opposed to an 12 hour shift, in the event of a call off. I wonder if that has anything to do with some places wanting to eliminate the longer shifts.