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norlns24's Latest Activity

  1. norlns24

    Caught diverting methadone.

    Best of luck to you! Also, having that "secret stash"...wow! That sounds really sketchy. Hate to get lawyer-ly about the whole thing, but a clever attorney might use this fact to your advantage when fighting to keep your license intact and background clean. I am not trying to excuse your behavior, but the secret stash of a controlled substance (schedule II) could very well be argued to be a significant contributing factor in this case. The fact that your manager and the owner of your clinic are acting in an empathetic manner toward you is both hopeful and interesting. I'm a bit curious if they aren't concerned about the way the clinic had been being run -- both in the global sense and more specifically and importantly for you, how their exposing your action to authorities might in turn shed light on some shady clinic practices (of which they bear ultimate responsibility).
  2. norlns24

    Are nursing school policies allowed to be changed

    Almost the exact same rule change occurred at my school, with various HESIs each semester...some counting towards a grade and two "high-stakes" HESIs (one for med-surg and one our final semester, the dreaded exit HESI). However, my program phased in these changes over several semesters. An 850 on any HESI (except perhaps pathophysiology...that's one specialty HESI most of the students in my program did not do well on but it was administered our first semester and did not count for anything...just a practice) is quite doable in my opinion. HESI questions can on their face seem difficult, but a lot of their questions offer some valuable clues that, if you pick on them, can lead you to the correct answer without actually knowing much about the topic. To me, HESI is as much about being able to really carefully read a question and the answers critically and pick out the correct one as much as it is about knowledge. Also, if you study the prep materials HESI puts out, your score should improve a lot because the study preps they publish contain much of the info you need to do well on their exams. My first HESI (for fundamentals, also did not count for anything except practice) was pretty low, somewhere around 730, but once I realized HESI's were going to count towards my grade and even keep me in the program and I actually studied for them, and my scores shot way up above 1000. For my exit HESI, I studied a LOT but did really well. After improving so consistently, I now feel 850 is completely reasonable. Some programs require a 950 in 3 attempts for the exit HESI, so having to attain an 850 is not the end of the world. If you study for HESI using their materials, do a lot of practice questions, and take your time on the exam and read VERY slowly and VERY carefully looking for clues and key words, you really should not have a problem achieving an 850. I believe getting an 850 on HESI is considerably easier than passing NCLEX, something we all have to achieve eventually if we want to practice as RNs. Good luck to you!!
  3. norlns24

    Made a big med error as a student... i'm devastated.

    My program never allowed a nurse to administer ANY meds (esp. high-alert insulin) without the **direct** supervision of either an RN (during our final semester "leadership" clinical) OR the clinical instructor (all other semesters)....always someone with active licensure. We had to perform the six rights of med administration with instructor or nurse and we were told to never admin. meds w/out a nurse or instructor directly at our side. Administering meds to a patient with the nurse or instructor in the hallway was expressly not allowed and this fact was made abundantly clear to us and reinforced in clinical orientation each semester. Now I see why! I believe your instructor and the program share some of the blame for this error. I believe my program got it right. I have very little doubt had your instructor been by you side as you completed your six rights and guided you through the actual med admin. (even just to observe as you were indeed in your final semester), this mistake would not have occurred. Yes, I agree, this experience is a learning moment for you. Also, I know others might argue that in the final semester of nursing school, some level of autonomy is necessary as student nurses are transitioning to professional nurses. However, we all can agree that most nursing skill and practice occurs on the job. School and clinicals offer quite limited opportunities to gain practical experience, which is why most facilities offer residency programs/ orientation periods/ preceptors to new grad nurses in order to further this transition. I am disappointed the entire focus of this med error appears to have been placed on you. I believe the best institutions and agencies take a global approach to problems and adverse events. By your description of the event, this process did not occur as no one appeared to consider or question the lack of safeguards I have described. Best of luck to you moving forward.
  4. norlns24

    Could this be discrimination?

    The agency you work for does not sound very consistent or organized. As competitive as nursing is, I am quite surprised your HR dep't is not more conscientious and thorough in formulating and articulating a standardized hiring policy for current and future employees. Many (if not a majority) of newly graduated nurses at present find employment as an RN by taking on employment as a patient care tech or in another unlicensed capacity in a hospital or other health care facility prior to graduation. Not having a written standard and/ or not applying it judiciously just begs for a lawsuit in my opinion. I am not offering an opinion as to whether you have been discriminated against. I am simply expressing my surprise that an HR dep't would allow an employee to hire so many nurses with one standard and then (as you describe it) arbitrarily change said standard so fundamentally without a written policy change. A major focus of most HR departments is to maintain hiring practices that are compliant with state and federal law. I am not stating any law has been broken. However, I believe any HR dep't worth its salt would be ALL OVER the glaring inconsistency you describe, even if this simply meant communicating/ clarifying current policy to your manager.
  5. norlns24

    Quit during orientation

    OP made an economic decision to leave based on the work the position required, the work environment, and the rate of pay & benefits offered. We all make these types of decisions. I do not see anything wrong with leaving. Yes, the job could have afforded some good experience prior to pursuing a career as an RN and may have benefited the OP in terms of networking. However, it is not unusual for students to be hired as RNs out of nursing school with no CNA/ UAP experience. Moreover, clinical instructors, teachers, family friends, etc. may provide the all-important networking opportunities for those students who do not pursue a healthcare job prior to graduation. Also, no matter how large the agency in question is, I believe leaving during orientation will not get the OP blacklisted and shut out of the profession on a large-scale. Orientation is a chance for the employer and the employee to find out if the fit is right. Yes, it's still mostly an employer's market in terms of the employment picture in nursing, but an employee absolutely has the right to walk away from a job -- preferably tactfully and with sufficient advance notice -- if the job is not working out. The OP had another opportunity to earn money this summer and chose it. That is an economic decision the OP felt was the right one to make. Employers make these types of decision all the time; should not employees have this right as well? Again, I see nothing wrong with this decision. Also, I see no reason why the OP eventually cannot find an area of nursing that meets his or her needs in terms of balancing a good work environment, a decent schedule, the right mix of duties with adequate pay and benefits to motivate him/ her want to stay and make a successful career out of it. This area of nursing may happen to be one that is light(er) on duties typically performed by a CNA/ UAP. There is nothing wrong with this pursuit by any of one us, imo -- at all. If the OP can find an area of nursing right for him/ her at an acceptable rate of pay....great! Who are any of us to fault the OP for wanting to pursue the best work environment for him or herself? I happen to agree that CNA/ UAP work is extremely important, but we should all agree it is not for everyone. Yes, many RN positions require the same tasks as a UAP be performed on a daily basis and said RN needs to able to do them well and without complaint. However, the marketplace (by examining differences in pay and turnover rates that exist) demonstrates perfectly just how much more desirable an RN position is compared to a UAP position. To me, it does not follow that because someone does want to spend his or her summer working as a UAP at a specific rate of pay in a specific agency (of which we know few details), said individual cannot or will not be able to excel in one or more areas of nursing at some point in time after graduation.
  6. norlns24

    I got reported to HR

    HR departments typically have a set protocol to follow when investigating employee reports such as described by the OP. If they feel one is warranted based on the presenting details of the report, an investigation can and may have already been launched. As long as no witnesses can support the accuser's assertion that your behavior was clearly racist, there really is not much HR can do to you. Whenever a situation is "he said, she said," their hands generally are tied. Remember, HR is just as concerned about protecting your rights as an employee and action(s) you may take in response to their handling of the situation as they are with accommodating the accusing party. If your account on here has been accurate and comprehensive, I do not see how you can be charged with anything. The most I would expect is a brief discussion and perhaps a sit down with the two of you together with a member of HR (and possibly your respective managers) to discuss the matter so that it can be brought to a resolution.
  7. Sorry, I was referring to Tutelary's response to an earlier post of mine...I edited my post by addressing it to him, but not before you responded. I need to use the "Reply" option more often.
  8. My entire post was about the PATIENT, not about my views or the OP's views. I had the patient in mind. Nursing is patient-centered, is it not? We all have biases, myself included. I have prayed with Evangelical patients and their families many times out of respect for their belief system (and with the knowledge that prayer can contribute to positive health outcomes for the patient) even though I do not subscribe to an Evangelical worldview. In my original post, I was simply making the point that if the OP cannot approach transgendered patients with respect and without disapproval, he should not be caring for them. If this is extraordinarily arrogant to you, then so be it. You have the right to your opinion.
  9. Tutelary, These were just suggestions, not dictations. There is a difference. I stand by my my post. Disapproval clearly breaks down trust between the patient and the nurse, and the nurse-patient relationship is critical in terms of providing competent care. I don't see how anyone can argue against this statement. We have all probably had enough healthcare-related experiences as a patient to know that the relationships we build during our care are extremely important. Trust is everything. I do understand where you are coming from in terms of being annoyed that I made some suggestions to the OP about looking for another career. I work in the airline industry as well, and as you can imagine....there is a lot of internal negativity towards the profession and towards management. Often, co-workers on closed Facebook pages for employees to vent will suggest that if we are not happy with our jobs, to just quit. Yes, this is annoying. However, I provided SEVERAL suggestions....such as swapping patients with co-workers.....which I find to be quite reasonable and doable. I did not simply go nuclear and demand the OP quit nursing.
  10. These studies are tough, Tutelary. Very tough. Brains are complicated things. Gender is complicated. If an individual waits 20 years to transition and is depressed and miserable throughout that time frame, can we reasonably expect that the act of transitioning is going to erase the incredible damage 20 years of deep depression can wreak on a brain? NO! Also, if the fully transitioned individual faces marginalization and discrimination after having fantasized about how great things will be once he or she transitions, this might affect his or her level of happiness. The bottom line is, for some individuals, one's physical sex and one's gender do not match, and this is a problem for them, a problem that an individual deserves to explore and address in ways he or she deems appropriate. It is not for you to decide how an individual whose physical sex and gender are misaligned should respond to this misalignment. FOR NOW, the physical sex is a lot easier to address (change) than one's gender, which resides in the brain and is influenced by a combination of genetics and environment (and thus, VERY COMPLEX). So, to be simple...let's break this down. Would you not agree that a person has a right to match their physical sex and their gender? Now, let's use an analogy. Let's say you love the color blue, but your entire life, you parents have made you wear green clothes. You begged for blue clothes but you were told you had to wear green green green green. You fantasized about how good you would look in blue. Blue was the color of your favorite football team, and you really wanted to wear blue from head to toe! In fact, you even secretly put on a blue shirt one time at a friend's house on a sleepover and saw yourself in the mirror. WOW, you looked great! Blue is awesome!!! Blue blue blue!! Now you are an adult on your own and you are faced with 2 choices: A) Donate all those green clothes to Goodwill and buy all the blue clothes you want. B) Attempt to convince yourself that you really, really DO in fact like the color green after all...in fact, you really prefer it to blue and you have been kidding yourself this whole time. Green is awesome.... you know if you keep telling yourself how much you love green, you will eventually convince yourself that green is awesome and it makes you look great and well, you don't want to upset your family, right? I hope you would understand why some individuals would choose option A. And just so we are clear... in the above example: The actual color of the shirt (the exterior thing easy for all of us to identify and categorize) = one's physical sex. The color you PREFER (for who knows what reason, you just simply LIKE the color blue but not the color green...you identify with the color blue and you always have...you can't explain it, you can't justify it...you just simply like the color blue and that's that) = one's gender. Yes, my analogy above is ridiculously oversimplified, but I hope you will agree it would be ridiculously silly for someone to demand that you simply convince yourself that you like the color green from this day forward or enter "color preference conversion therapy." The latter does not work, is counter-productive, and wastes a lot of time and money.
  11. Parakeet, I only got through about one half of the comments. Based on what you have stated, it is my opinion that you should NOT be providing care to transgendered patients (or perhaps any LGBT patients, for that matter). Your strong (what might be described as very "black and white") belief system clearly is going to get in the way of your ability to provide compassionate care to transgendered patients or likely any patient you perceive as LGBT. I believe the best thing for you to do in a clinical setting is to switch out patients assigned to you who are transgendered or who you perceive are anywhere on the LGBT spectrum with another nurse, if at all possible. Based on your posts I read, the very act of theorizing how you would respond to transgendered patients appears to be causing you a questionable amount of anxiety. In a clinical setting, there most often will be not time for you to weigh internal moral struggles over how to approach a patient/ situation. This fact might easily compromise the level of care your patients deserve and your future agency will demand of you, or it might actually work in your favor and allow you to put your beliefs aside and care for these patients as you would any other. The point is, if there is ANY chance a patient picks up on your disapproval (and LGBT individuals are generally fresh on the scent of disapproval, most of them having endured their share of it), patient care unquestionably will have been compromised. One of the cornerstones of competent nursing care is the trusting relationships we build with our patients. Trust is shattered the second a patient feels invalidated, disrespected, or marginalized. Every nurse will come across a situation/ patient in his or her career that challenges his or her moral compass. In this sense, your struggle is not foreign. One classic example that came up in a critical thinking class my first semester was how we would approach dealing with the parent of a pediatric patient admitted with injuries stemming from child abuse. However, the fact that your disapproval is aimed at a class of people and is so general in nature -- these individuals in your eyes are somehow "wrong" or "immoral" by their very existence -- this is what is most disturbing to me about your comments/ views and why I believe you should remove yourself from these patients' care if at all possible. The other alternatives for you besides swapping patients with co-workers would be to abandon your plan to pursue a career in the nursing professional altogether, take a harder, more critical look at your own beliefs, or seek employment abroad (Saudi Arabia, perhaps) in an extremely conservative society where transgendered and other self-identifying LGBT patients would be rare or non-existent.
  12. norlns24


    Wow OP that is too bad you have had the experience you describe. My school's cohort is amazing. We have a class Facebook page (yes, I realize we must be careful about that...I've read the warnings on this forum about the pitfalls of having a class Fb page) and we support each other so much. There are a few strong personalities as there will be in any group of 60 plus individuals. To me, these personalities are more endearing than anything. For example, one student likes to randomly interrupt class with her special brand of funny outburst and laugh (usually to express an opinion) and we all just give a few side-long glances and let her do her thing. Another overshares her past medical history to the max -- like, I could literally compile a medical file/ chart on her based on the things she's stated...no HIPAA for her. Recently, she shared some private info that helped us understand a complicated disease process & its medication regimen. Anyway, please do not believe every class/ school is like the one you describe. I honestly do not dislike one single individual in my nursing class of over 60 students. Usually, I slightly dislike at least 1 person in a group that large (as I assume most people would) but I like everyone and we've been together for three semesters now. I'm confident an overwhelming number of the students in my class are going to make outstanding nurses and all of them will be great to work with. I hope you find a better work environment than the group you've been with throughout your schooling.
  13. norlns24

    Help....I Can't Take it Anymore!!! - Nurses Coping with Stress

    I'm sorry you are going through this rough patch and having trouble connecting with family and friends outside of work. My best hunch judging by your post/ tone is that you are a very caring nurse and a great employee (one of those "over, above, and beyond" types). Not to generalize, or speculate too much, but individuals with this personality type tend to internalize stress. Does your company have an EAP program you can check in with? I'd start there...an EAP rep is bound to offer you some good resources to check out.
  14. norlns24

    Help....I Can't Take it Anymore!!! - Nurses Coping with Stress

    Great stuff in there. I agree about the breaks. A short break re-energizes. It's not...can you afford that 5 minute break...it's can you afford not to take a 5 min. break imo.
  15. norlns24

    The Insanity That Is APA in Nursing School

    The APA Style Guide 2nd printing is incredibly un-user friendly. It's nearly impossible to look anything up. It needs more examples. Just give us a really long Reference List with lots of varied examples and I'm good. Also, OWL is not always correct and the teachers who grade students on APA are themselves not always properly schooled or are using an older Style Guide. PERLLA is really messed up, too. And don't even get me started on EBSCO's "Citation" tool. You can bet the homestead what you'll get back will be totally messed up when you use that tool. That's my rant after spending five hours trying to cite a huge simulation lab prep work assignment that needed to be in APA. I learned next to nothing about the sim patients I might end up having to take care of, but I have become much more proficient in the past 24 hours on APA.
  16. Okay great...that's what I thought. Thanks!!!

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