cienurse

I do it all the time!! Especially if the lower extremities are discolored, I think to myself, "Vascular ulcers waiting to happen!"

It sounded to me like he was asking you to step down from the position you're currently in. Are you the charge nurse? If so, you might not have quite the experience he's looking for. Inviting you to apply again only to tell you that you wouldn't be getting the job was ridiculous just as bringing this up in front of a bunch of other people was unprofessional and rude. But if there are med nurse or treatment nurse positions available, maybe his plan is to offer you one of those. But his behavior is inexcusable for sure!

Most companies now have policies which prohibit workplace violence ie: creating a hostile work environment and intimidating and bullying. If you received an employee handbook, you would find these policies located in it. There are also no retaliation clauses. I wouldn't put up with this stuff for a minute! Get all your facts together, including dates, times, and names. Make a copy of what the employee handbook says with regard to these types of situations. Make an appointment to see the head of HR. Use all the right language: "hostile work environment" "environment is affecting my emotional health" "disrespectful, discourteous, and unprofessional way I am spoken to" etc. You get my drift. Where I live, the HR people HAVE to investigate, and without fear of reprisal for the employee. Then put in for a transfer. Check it out-you have more options than you think.

Yes, NEVER put meds in your pocket!! It's not a good habit to get into. If your facility doesn't have a policy for how to transport controlled substances from one floor to another without having to pocket the meds, ask for one. No nurse should ever be put into a position of having to carry meds around in his/her pocket, especially controlled substances.

I have employed many excellent male nurses in my long term care facility. In fact, I prefer them! Men come to work on time, take their assigned breaks, and punch out on time, having been able to complete all of their work in the allotted 8 hours. Why? Because men don't have cramps and don't care about what everyone did over the weekend. Men don't care to spend time gossiping or catching up on the latest "drama" that's going on. They come to work, they take care of their residents, and then they punch out and go home. And they give excellent care and follow up and follow through with each and every task in a compassionate and professional manner. I'll take male nurses any day!!!

If I could, I'd make a few just like her to fill my empty positions! I've had a 3-11 open for months now and just can't seem to fill it. I need someone with experience who is a great multi-tasker and manage being the working supervisor. Only had someone like that once and it was heaven!! Til home healthcare lured her with money and benefits!! We've been stuck ever since and piece-mealing it together with per diems and anyone that we can get to pick up the shift! So clone?! YES!! I wish I could!!

I have 2 nurses on the day shift for 32 residents but am budgeted only for one nurse on the 3-11 shift for the same 32. I have tried to get my point across that most of the admissions come on 3-11, and that's when the labs come back as well. Also, this is the time of day when all the "sundowners" come to life!! My requests for a 4-8 nurse has fallen on deaf ears. I tried staggering dayshift hours so that someone was there til at least 5:30 pm to help out but the day nurses eventually dug their heels in and refused to continue. I then cut one day nurse's hours to 7a-1p in order to have the hours to put onto the 3-11 shift but then the much-needed Medicare documentation suffered as well as assessments getting done and nurses getting out on time. There's just no easy answer or way of doing it-and it's not going to change, from what I'm told. This is true in many of even the largest of long term care provider companies. We just have to deal with it and do the best we can.

She is not salaried so she punches in and out and is kept to 40 hours-she's just amazing!

My first expectation for my ADON is that she maintains a united front with me at all times. It's okay to disagree behind doors but there can be no undermining or gossip on the units. My ADON is the clinical supervisor and, as such, is expected to be clinically up to date on all procedures, so as to be able to provide education and guidance on the units. My ADON is champion for our clinical processes such as falls and skin care. She maintains the logs, makes rounds with the nurses, and assures documentation is complete. She provides inservicing and/or counselling as appropriate for falls. My ADON receives pink copies of all telephone orders and follows up on each one to assure the order is transcribed accurately and that the resident is receiving what was ordered. My ADON checks all new admission charts for accuracy, completeness of assessments, and appropriate documentation. My ADON attends care plan meetings weekly and covers the dining room during lunch once a week. My ADON covers occasional shifts when coverage cannot be found and participates in the on-call rotation list for weekend coverage. She is always the first to volunteer and she is admired and looked up to on the units. My ADON serves as contact for the Oxygen, Specialty Mattress, and Wound Vac companies. She is my hero, my right arm, and I have NO IDEA what I would do without her!

I orient my new grads for a minimum of 4 weeks. Two weeks are spent on the day shift, getting to know the residents and how to do a med pass. Two weeks are spent on the shift where they will be assigned to learn the routine and get to know the staff. After the 4 weeks, we meet to discuss their comfort level and what they feel they need more training on. Also feedback on how they've progressed over the 4 weeks. I have found that I have retained more of my new grads by giving them a fighting chance at the beginning rather than watching them become discouraged because we haven't given them all the tools they need to do the job. It's worked out well for us!

Some days, the job just gets the better of me!

There needs to be a discharge planning meeting with the family. If he were at my facility, I would be having the physician discontinue the care and comfort orders and send this patient to the hospital. The family obviously is not ready to deal with his death in a very real and compassionate way. They have the right to change their minds about the care they'd like for this poor man and the hospice center has the right to reserve beds for those patients and families who would like the end of life experience to be dignified and comfortable. There's no need for the hospice center to deal with unrealistic families. Discharge to the hospital and fill the bed with someone who needs it.

I wore mine last week for Nurse's Week. I had a group picture taken with my staff as well, which came out beautifully. The residents were all so impressed by a nurse wearing her cap and said they missed those days. I had to feel bad for my new grad nurses when they told me there were no caps anymore for any of the schools. What a shame! It used to be a prestigious thing to wear a nurse' cap, now they're obsolete and only seen in pictures of days gone by. But there are still online stores where you can buy them for around $15 for purposes of pictures or to wear for Nurses' Day and special occasions.

Who's been mixing the contrast dye with the KY Jelly again?!

Research Medical Writing or Legal Nurse Consulting. After taking the course, you can start your own business from home and both pay pretty well. Just remember that you will have to have enough clinical experience to draw upon as an expert, should you need to testify in court about your medical record review/opinion. Good luck and let us know how it turns out!