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RNdynamic

RNdynamic

Critical Care, Float Pool Nursing
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RNdynamic's Latest Activity

  1. RNdynamic

    Question for IPN Nurse's in Florida

    Tell IPN that if they don't cut the crap, then you're going to contact the department of health and say they aren't doing their job and need to be audited. That usually gets your monitoring program to cooperate with you.
  2. RNdynamic

    Unit Manager Demands I Cut My Hair

    So is your profile picture your actual hair? Dreadlocks can look cool but if I am not mistaken they are held together by grease and dirt and the hair's natural oils? They may not be sanitary.
  3. The ADA does quite a bit more than "only require that an employer make reasonable accommodations for a disabled person to be employed." The reasonable accommodation part is not even the most integral part of the act. The ADA broadly prevents covered employers from discriminating against persons with disabilities. This includes directly asking an applicant what illnesses they have. The act also addresses housing and transportation discrimination. The employment thing is only one part of the law. Also, I'm sorry that the state of California's monitoring program is so restrictive as to make it so "the employer must be told the nature of your disability," though I doubt that is indeed true. However, in some other states, monitoring programs do not impose those restrictions. Here in CT, there are no rules against night shift, overtime, or specialty at all. There is no narcotics restriction unless the program director decides that it is suitable for a given participant. Many people never have a keys restriction. I was a diverter and even I was allowed to work without a narcotics restriction. For those of us in my circumstances, why would an employer need to know I'm in recovery prior to the offer of employment? I can only think of one reason they would want to know -- and it is to discriminate.
  4. Thanks for stopping by. Do you have an opinion that you're waiting to express?
  5. You were talking about the ADA' definition of a disability. You were suggesting that addiction is excluded from protection by the ADA. Now you're switching gears and talking about a monitoring program's definition of someone who is rehabilitated. I am quite sure that the ADA is not concerned with monitoring programs or how far along someone in them is, when it comes to protecting persons with disabilities.. You say that you're sober, but are you sure that your thinking is sober too? This is wrong on all counts. First of all, my monitoring program only requires that a one-page progress report be sent quarterly, which is 4 times a year. This is the state of CT. Secondly, it is absolutely not necessary for a person in monitoring to reveal what illnesses they have or even the fact that they are in recovery. In some monitoring programs, participants may not have any addiction issues whatsoever. Some people are in the program purely due to mental illness that somehow impairs their ability to practice. Some are even in it for a physical disability. All that you are required to tell your employer is that you are in the program, and that's all. You don't have to give a reason for why you are in it, nor are you encouraged to. And you are not encouraged to tell them before you get a job offer.
  6. RNdynamic

    How would you react?

    Very true, unfortunately. Personal experience.
  7. RNdynamic

    How would you react?

    OP: the nurse who is sending emails sounds like a brown-nosing weasel. Take the criticism constructively but don't even bother responding to the email. She is hoping for attention. That is why she CCed the email to the managers. She's not letting them know about your issues for the sake of helping them; she's doing it in order to ingratiate herself with them. Ignore her. The second she sees weakness in you, she will exploit it.
  8. RNdynamic

    BSN

    No, it hasn't.
  9. RNdynamic

    License Revocation

    Not enough information to help you. What was the court's disposition? Why did the board say they revoked your license?
  10. Hppy, did you even read what you posted. Quote: An individual who is currently engaging in the illegal use of drugs is not an individual with a disability” when the employer acts on the basis of such use. An employer may not discriminate against a person who has a history of drug addiction but who is not currently using drugs and who has been rehabilitated. That's exactly the population in a monitoring program: people with a history of addiction who are not currently engaging in the use of drugs. It is not specifically excluded from the ADA, as you mention, but actually explicitly included if we take the language you are quoting to be true.
  11. Addiction is considered a mental illness Hppy.
  12. Those of us in monitoring are probably familiar with random drug screening companies like FirstLab or Recovery Trek where you call a hotline or sign into a website each day where it tells you that you are selected for a random drug test. The random nature of the tests is obviously designed to prevent people from "gaming" the system by planning alcohol and drug use during gaps between tests, because you can be selected at any time. However, why can't we have a day's notice before the we're selected? It would help many of us plan errands and so forth if we know ahead of time that we're going to have to drop by the lab site. Would it really be asking a lot if we could check in a day before the test? I don't see how this would compromise the randomness in any significant way. At the very least, why can't we check in during the evening before? I feel like people wouldn't be as stressed out if they had a little more advance notice and people wouldn't forget to check in nearly as much. Thoughts??
  13. I would try putting it on your resume anyway and see what happens.
  14. RNdynamic

    Calling in for no sleep

    She can call in for whatever reason she wants. As for "making someone else stay over," it isn't the OP's job to provide staffing coverage for absences. That job belongs to management. A lot of people in this thread need to get their thinking straightened out.
  15. RNdynamic

    Calling in for no sleep

    To everyone saying that not enough sleep is an excuse, or that the OP is hurting her coworkers by calling out, or whatever else: It's none of her coworkers business why she is calling out. She could be calling out because she's having a bad hair day and it's still none of their business. Her PTO, her privilege. If she's still in compliant with the attendance policy, then it isn't any of her coworkers concern if she calls out for lack of sleep. Truth.
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