oper_wick

I feel your pain! First off what do you have in writting? Did you get a HR contract or something stating your pay and precp. time? Do they have written and signed complaints about the write ups? Documentation, as a new nurse or exspecially as a vetren you know about documentation. Sounds like you are one who does document, so did you document your transfers at shift change, ie: patient care turned over to Tatle Tale Somebody, RN. My guess would be your in a southern location and work for the good O'l buddy system not on merit or knowledge base. First depending on your location nurses are not treated much better anywhere in the south, I have not worked many other places then the southern US. The only way to survive in this atmosphere is to be the best in your game or at least try consistantly. Other words no mistakes or at least not major ones. Second you need to find a few good friends. Then again don't play thier game, always use fact and don't get lured into logic opion based arguments or confrontations. I have learned one thing about work ethics and that is to achive your goals you usually need time in service or time on the job. So leaving is an option but not always the best. However if things are not changeable or managable then leave now so you can work on the time issue with a new employer. Second in our feild patient care should always be at the fore front of our actions, this is non-disputable in any confrontation so if all things are presented in this manor not only will you look good but you have a greator chance of disolving the disagreement and coming to affordable solution. Choose your additude when aproaching any confrontation, a bad additude will always be the wrong one even when you are right. Now for the bad treatment, of course you must talk to the managment, but again only if you have documented fact. Gather all your hire in paper work stating pay and perceptorship time, then your actual start date with out preceptorship(have them show the non orientation staffing sheet) and present this with your meeting. Chances are you should request your supervisor, your HR contact for hiring and your DON to be at this meeting. Then get down to the facts. Remember if this is the good O'l boy system you will be in for a rough hual, but if you have all the facts they can not be disputed. I hate use the saying business is business but it is true. So think in prespective, they (managment) are here to make money. Law suites cost money, poor retention cost money, retraining cost money and poor managment cost money. You need to prove this is all your supervisors fault there fore she ends up the bad guy. I hope I did not waist everones time, but this is one of those subjects that really get my goat. Good luck, Oper_wick:angryfire

Rember guys I am new to this game. If it is not on a crash cart I sometimes do not follow. Realy it is not that bad but I have a question about Toradol. I read a post here somewhere about not using it post op. Would that be for all practices or just major ortho surg. The rational I seen was that fractures needed inflamtion to heal and with the NSAID you could end up with a non union. I am looking for the science answer not the protocal answer, maybe some type of study or modality path. I have seen it used for up to 72 hours after scopes and such, never after a total knee type surg. Give me some tips please. Thanks, Oper_Wick

Not giving advise, but in asking a simple questions. Would they still want him if he injuried his knee to the point he could not play?