Delia37

Very informative post. I wish that skill was part of the teaching curriculum for ICU and ED nurses; there had been evidence-based research that correlates a decreased in the need of PICC/central line when nurses are able gain access with USGPIVs. Really appreciate everyone's input.

Right?!! I am scratching my head after reading some of these responses defending her. People saying that what she did was a mistake, are not obviously critical care nurses. What she did was ignore several hard stops, leave a patient alone after sedation...she even went as far as to reconstitute the paralytic (which was in a powder form). Like, seriously??!

For anyone looking from MSN preceptors, I highly encourage you to contact the nursing directors of your local community colleges/universities. That is what I did when my hospital educator left me hanging; and the 3 directors I contacted, responded back and were willing to help out.

I feel like I am missing something; all this negative energy spends on a stranger... I hope your practice is not affected when working with this individual, since you seem so distracted by her. Someone mentioned you had this negative fixation on someone else before...please seek therapy, this is not normal or healthy.

I am curious, why do feel that you need to disclose that information to HR??

It is not that deep, let it go. It is an ego thing.

As an ICU nurse...Sedated and intubated.

I agree with the above poster. These interactions (eye rolling and what not) need to be addressed in real time; meaning, when it occurs, pull the person aside and had that conversation. That way, if it happens again and it needs to be escalated, the fact that you addressed it with then 1st, will demonstrate your professionalism. You are the new person (not sure, if you are a new grad) so boundaries will be pushed; it is up to you how far you will allow it (you would be amaze how quick some people back down when confronted). Another issue that is really concerning is another nurse medicating your patients (especially narcotics) without your consent. Reminds me of a colleague who was diverting narcotics by doing that; please be very asserting in owning your assignment against that practice.

Makes you wonder what else they are doing "as a team". Is there any way they can be scheduled on different dates or far away from each other?? That definitely should be addressed by your manager (not you), so she/he can keep a paper trail (hate the fact she/he is putting that on you for doing the right thing). However, be ready for the cold shoulder since they will know you were the one who reported them.

This does not sound like a good fit for you. As many had mentioned, start applying in other places, but definitely leave this one out of your resume.

Interesting discussion. To the OP, sorry for the bad experience. Going to a hospital for any reason, is already stressful enough, without adding feeling like a child who did something wrong. I don't know about you guys; I do know I would have requested to speak to a supervisor (or even addressed it, right then and there myself) if I overheard the nurses in the nurse station gossiping about me. Let this be a learning lesson for all of us and strongly suggest everyone take the time to review their hospital policy regarding this type of situations.

...I guess the hydration aspect of it, can be helpful.

Wow...this is crazy. I totally get what you mean. I am lucky to work in a facility that employs really big security guards and all they have to do is show up. I would say 85% of the time, patient/visitor immediately "calm down" as soon as they see security. I am not saying a woman cannot handle such situations; however, having a certain look does help. Live and learn...and that goes for all of us, since you sharing your experience has made me aware to watch my own words.

Please, stay out of it. Let your daughter handle it.

To answer your question, personally I've never come across this practice (been in ICU for 21 years). I agree with JBM; this seems unnecessary and frankly, very unsafe. The manager and the educator (s) need to step up and provide guidance and counseling to those nurses "resistant" to change. However, based on your manager response (and his lack of backbone); at the end of the day, you need to decide for yourself if sticking your neck out like that is worth it for you. You can only do so much, especially without support.