jrsRN07

I am aware that people are fired for other reasons than performance. My question is if this is something common in nursing. This is true that neither side probably told the whole truth. But the nurses who know all the juicy tidbits of gossip didn't have anything bad to say about her other than being too quiet. In my opinion, that is not a good reason to fire someone.

I worked with a nurse whom was new to my unit (Critical Care) and she was doing very well. When she had her midpoint evaluation, she stated that she was told that her preceptors said great things about her and that the only things she had to work on were time management and organization which is a given since she is new to the unit and specialty. A month later, I saw this same nurse clocking out early on a 12 hour shift. When I asked her what happen, she told me that management told her that she was not grasping basic concepts and they were terminating her position. Huhn? When I talked to her preceptors (nosey, I know. lol), they said she was great and eager to learn without many mistakes. *****!?! I also talked to other co-workers and they stated the same but she was a little too quiet. Does this sort of thing happen often? Please do enlighten me because this situation doesn't sound right to me.

You are certainly welcome. I guess you are right. Maybe I am being to hard on myself. Thanks so much for the encouragement and putting things in better perspective for me.

Thank you for your input. I have chosen to be private and come to work to do what I need to do. In my experience, it is best because I have had female nurses try to "play me out of position" and through me under the bus. I have had a problem with being too friendly because I like meeting new people and getting along and it has caused me pain and trouble on the job. So no! I do not get to know colleagues. lol. I come, say hello to everyone whether they speak back or not, take care of my 4 to 6 patients, give report and go home. I have a hard time remembering names even with higher ups. But on a positive note, it was best that I didn't know anyone because that is when the bullsh!t started. smh. Do I believe everyone is a troublemaker? Of course not. But I find it is best not to do trial and error in finding out who is and who isn't. Thanks again for your positive input.

I just started in the ICU about 3 months ago on orientation. In about 4 weeks I will be getting off of orientation. Before starting in the ICU, I had about 4 years experience in telemetry. But of course I knew this is definitely WAY different than telemetry and I will be a new grad again. My issues are that I am having a hard time understanding what is going on with the patients I get with my preceptors. And yes! I ask a million and one questions and let it be known if I don't know or don't remember something I learned and reviewed throughout my critical care classes. But I also noticed that in some ways my preceptors withhold information My evaluation shows that my preceptors find me pleasant to work with, eager to learn and I am doing a good job BUT I need to work on retention of information. I was honest and made it clear that all the information is running together for me and can't always remember. I also let it be known that I am having problems with time management and organization big time and I asked them to tell me ways to get it all organized. I didn't receive much help with that other than maybe doing a list and that "it will come with time". After the meeting, one the higher ups told me "You are way too uptight about this. You are doing fine." So when I finally got a typical ICU patient, I was even more lost. I asked a lot of questions as usual. My preceptor was passively-aggressive rude and condescending mixed with niceness and praise. He told me I did a good job even though I told him I did not realize I missed a lot of info in report from the nurse in the OR. So of course the oncoming nurse ripped me apart in report and I still stood my ground and did not allow her to intimidate me. Towards the end, she was nicer and gave me some advice. And my preceptor said I did a good job. Hunh? I am trying my hardest to see where I am doing a good job. With keeping the patient alive? documentation? giving medications safely? I am having a hard time with getting my report to be ICU perfect, keeping up with the documentation while handling all the orders and issues that arise with the one or two patients. I constantly feel overwhelmed and stressed. Many nights I don't even make it to my bed because I come in the door exhausted with sore feet and fall asleep in the fall. I am feeling like the ICU may not be for me even though everyone has such positive things to say about me. So seasoned, fellow ICU nurses, am I being to hard on myself? Is this the case of beginner's blues? Or am I just not cut-out for the ICU rigamarow? lol.

I go to work to take care of my patients, not make friends. However I am cordial and helpful to my colleagues. I don't consider being professional as being socially lacking.

Thank you for your positive input. This industry is extremely competitive and can be quite vicious. I have learned to keep my co-workers as simply that- co-worker! I have seen situations in which other nurses tried to find out as much info as they could about other nurses and used it against her. Crazy but true. I have also had my own experiences when I was too friendly and it bit me in the butt. Most of the posters stated I was being paranoid but I feel as though I am being cautious. We don't go to work to make friends but I do not have a problem with being cordial and helping out.

That's find if I came up. But why the need to come back to me to let me know that, in my opinion, she verified my story. Ok...AND?!?! What was the point? I just looked at her like she was crazy. Find better things to do with your time, please.

I just started a new position at another hospital. My preceptor introduced me to another nurse whom asked me what hospital I came from and I told her. She asked me if I knew a nurse and gave me her name but I wasn't sure who she was because 1) I am not good with names and 2) I DO NOT get very chummy with co-workers (I've learned the hard way about this). I told her that I might know her and asked her how she looked and she described her. I told her that the description sounded familiar. Now yesterday, this same nurse told me she talked to that nurse whom told her that I did work there. Really!?! So not only is she a nurse but she is also a private investigator. lol. What do you think about this? Has this ever happened to you?

Yup! The more I deal with people, the more I love cats and dogs. smdh.

Thank you for your positive, objective response. I have been an RN for almost 6 years now but in healthcare for 10 years. I have dealt with a lot of interesting people. lol. So, I know that the behavior for the most part does not have to do with me. Besides, she has shared some personal matters with me which let me know that she is having some difficulties. But I still needed to ask her just to make sure that I did not do anything to offend or rub her the wrong way. After all, whether I have a long orientation or not, I realize I still have to deal with her in the future and want to make sure that we can be as cordial with each other as possible. You are right that I must maximize my formal and informal learning. I have books including labs and critical care nursing since in the ED, there are a lot of patients whom are critical. It is funny that you spoke of redirecting and approach since after the first week we had our conference which was suppose to be us two some of co-workers were present to listen. lol. She told me after the second day that she wants to get me off orientation as soon as possible because the only way you are going to get better is by being on your own. So I was trying to hit the ground running with my learning so I won't be on orientation for 3-4 months since I am experienced in the basics of nursing and cardiac care. In addition, I explained to her my concerns about feeling like I am all over the place and having difficulty with managing and she agreed with me. I also told her that I feel I should go back to having 1 patient at a time versus 2. At first she agreed, but then she stated that I will have 2 patients next time around and that she will be more hands on. lol. smdh. I don't see how that is possible being that she has a total of 4 patients and the patients keep changing which causes her to fall behind. But the nonetheless, I will try the 2 patients and discuss anymore concerns if I am falling behind. You stated I should advocate for myself. In addition to what I am already doing, what else do you think will be effective in advocating for myself? Thanks for being my cheerleader.

Before I decided to work in the ED, I was informed a long time ago that the ED attracts nurses of certain personality types. lol. Now that I am there, I see what they are talking about. My preceptor switches up a lot, is quite abrasive, intermittently rude and obnoxious. I was thinking that it may be cultural (she is from Brooklyn, NYC and we are working in a hospital in Va). I understand that the ED is very chaotic so sometimes she does not give me all the info I need for my questions and/or matter which causes me to ask her for clarification and additional info. When I do ask, she will get snippy and even attitudal. I have mentioned to her on a few occasions about the fact that certain info I did not get from her and/or that I am restating what I am asking which has prompted her to say, "Oh I made that harder than what it was." I have also asked her if I was irritating her with my questions and she responded in the negative. At times she will say to me "It's not u! It is just one of those mornings." But the behavior starts in the evening. On another note she can be comical and approachable. smh. lol. I must be honest, I have made some mistakes with documentation and care (not life threatening) on my first week with my assigned 1-2 patients that changed 3 or 4 times that night which made me feel overwhelmed. And yes, she had a fit about it. But at times that night, she was incognito and the other nurses were very busy. So I had to do the best I could until she got back. I know it is most likely isnt personal. But I do feel like she may not want to precept anymore. I know it can be difficult to orientate someone whom has no ED experience. So, I plan to hustle in learning as much as I can so I can get off orientation ASAP. lol. Has anyone had this experience?

Hello fellow nurses. I have 6 years of nursing experience in telemetry. I just started working in the ED and I must admit I feel like a new grad again. My 4th day on the floor I had 2 patients and felt overwhelmed. I feel as though I need some extra help to help bring me up to par. So I have been reading different articles on ED nursing and some of my books from nursing school to revamp my knowledge. But I still feel that there are some things missing. Do any of you know of any good ER Nursing books I can get to help me? Thanks much.

I need to upgrade my stethoscope before I start working in the ED. I would like to know what do you believe is the best stethoscope for the ED. Thanks, fellow nurses!

So I have an interview for the CCU on Thursday. In the email I was told by the recruiter to be prepared to answer basic clinical questions? This sounds simple but I have been out of practice with interviews and not quite sure what to expect. Do any of you remember what you were asked? Can you give me any questions that I can start working on? Thanks!

Wow! I thought I was the only one! lol. I used to work agency through one of them (begins with a W) and the Nurse Directors are hateful as well as some of the techs and nurses. They also tried not to pay me for all my time and I had to get creative and fight for my money. This is the same hospital that the nurses had a strike against because they were terrible to them and STILL are! smdh.

This is an excellent answer! I took the LPN NCLEX with partial RN education through New York state. I hope she will be able to do so.

I had the opportunity to take a critical care RN position at a LTAC (long term acute care) hospital. The nurse manager gave me pause when she told me that I would get 2 weeks of orientation. Hunh? Eventhough I am an experienced telemetry RN (6 years), I was a little put off by such a short orientation for changing from my specialty to such a high acuity specialty. Two of my colleagues told me that I should have taken it but to me that would have been putting my license and more importantly, patients in jeopardy due to my inexperience. If you were me, would you have taken the position?

I have interviewed for the ER twice now (one stated that she was looking at other candidates for her position and the second one I had about 2 weeks ago, I have not heard back from). And even though that isn't a lot of interviews, I feel like that it is going to be one hell of a ride for me to get in. I thought it would be easier for me since I have over 6 years in nursing as a Tele RN (one of the managers I interviewed with told me that there are MANY parallels between the two specialties). So I ask you ER Nurses, how many interviews did you need to endure before landing the position? Do you find it hard to get in for a new grad or a seasoned nurse? Why? Pardon me if I asked too many questions! I just want SOOO Bad to get the experience. Thanks.

I am a Telemetry RN and I have over 6 years experience. I have an ER interview and am not sure of what questions I will be asked in ADDITION TO the basic interview questions? Could anyone fill me in on how your interview went AND what questions you were asked, please?

Thanks so much for sharing your story. It is just crazy how nurses go beyond the call of duty to get their patients what they need and also to appease the family members only to get stabbed in the front, side and back at the end of it all. I am not one to pull the prejudice card BUT I can't help but to wonder if it was a contributing factor with the issues I experienced with these situations. (shrugs) It is what it is. I will definetly take your advice into consideration. I know it will definetly save me in the long run.

Most of the patients I've had were great but every so often I get a "troublemaking" patient. I have had patients lie about not getting enough pain medication, that I talked to them in a disrespectful way (this is usually done when they try to manipulate me into doing something against policy and inform that it is) and that I am not a good nurse (I have a wealth experience, skillset and continuing education). Sometimes I have family members make up lies such as I did not answer the call light fast enough or that I was not accommodating (they want me to bring them cups of water, ice, juices and snacks which is strictly against policy). Even though I will use a staff member as a witness (if possible) and inform a supervisor or nurse manager, I find that their are times I am lectured when I have done nothing wrong. Even though this is not the worst issue to deal with, I still feel vulnerable to the possibility of losing my job and it can be quite stressful. Has anybody gone through this? If so, how did you deal with it?

Healthgrades names 2013's top hospitals Recognizes top cities for patient care DENVER | February 20, 2013 A new report released Feb. 19 recognizes the nation's best hospitals for 2013 in addition to top cities in the United States for hospital care based on in-hospital mortality rates. Dayton, Ohio; Phoenix; and Milwaukee came out on top, all seeing mortality rates less than 5 percent. Also among the top cities for hospital care, when taking into account the risk-adjusted in-hospital mortality rates, were Cincinnati, Deltona/Daytona Beach, Fla., Salt Lake City, Minneapolis, Indianapolis, Detroit and Rochester, Minn. The report, "America's Best Hospitals 2013: Navigating Variability in Hospital Quality," conducted by Healthgrades, showed some states came up empty handed with the best hospital awards, including Alaska, Alabama, Arkansas, Delaware, Hawaii, Nevada, Oklahoma, Oregon, Vermont and West Virginia. Moreover, many states that have been consistently recognized for having the top hospitals in the nation - such as Massachusetts, home of Massachusetts General Hospital and Brigham and Women's, and Washington, home of the University of Washington Medical Center - also did not make the cut. By contrast, Florida (13 hospitals recognized); Ohio; Michigan; and California (all with nine hospitals recognized) walked away with the most awards. "The America's Best Hospitals distinction provides a measure of confidence for consumers," said Evan Marks, executive vice president, Informatics and Strategy, Healthgrades, in a statement. "Each hospital's exceptional performance reflects a dedication and approach to quality which has been evidenced across the organization and has been demonstrated consistently in terms of superior clinical outcomes." According to report officials, if all hospitals analyzed in the report performed at the level of the top hospitals, up to 165,000 lives could have been saved. Below is Healthgrades 2013 list of top hospitals in the nation: [TABLE=width: 606] [TR] [TD]Hospital[/TD] [TD]City[/TD] [TD]State[/TD] [/TR] [TR] [TD] Mayo Clinic Hospital[/TD] [TD] Phoenix[/TD] [TD] AZ[/TD] [/TR] [TR] [TD] Hoag Memorial Hospital Presbyterian[/TD] [TD] Newport Beach[/TD] [TD] CA[/TD] [/TR] [TR] [TD] Huntington Memorial Hospital[/TD] [TD] Pasadena[/TD] [TD] CA[/TD] [/TR] [TR] [TD] Saddleback Memorial Medical Center - Laguna Hills[/TD] [TD] Laguna Hills[/TD] [TD] CA[/TD] [/TR] [TR] [TD] Saddleback Memorial Medical Center San Clemente[/TD] [TD] San Clemente[/TD] [TD] CA[/TD] [/TR] [TR] [TD] Saint John's Health Center[/TD] [TD] Santa Monica[/TD] [TD] CA[/TD] [/TR] [TR] [TD] Saint Vincent Medical Center[/TD] [TD] Los Angeles[/TD] [TD] CA[/TD] [/TR] [TR] [TD] Scripps Mercy Hospital[/TD] [TD] San Diego[/TD] [TD] CA[/TD] [/TR] [TR] [TD] John Muir Medical Center - Walnut Creek[/TD] [TD] Walnut Creek[/TD] [TD] CA[/TD] [/TR] [TR] [TD] Peninsula Medical Center[/TD] [TD] Burlingame[/TD] [TD] CA[/TD] [/TR] [TR] [TD] Mills Health Center[/TD] [TD] San Mateo[/TD] [TD] CA[/TD] [/TR] [TR] [TD] Sequoia Hospital[/TD] [TD] Redwood City[/TD] [TD] CA[/TD] [/TR] [TR] [TD] Penrose St. Francis Health Services[/TD] [TD] Colorado Springs[/TD] [TD] CO[/TD] [/TR] [TR] [TD] Saint Francis Medical Center[/TD] [TD] Colorado Springs[/TD] [TD] CO[/TD] [/TR] [TR] [TD] North Colorado Medical Center[/TD] [TD] Greeley[/TD] [TD] CO[/TD] [/TR] [TR] [TD] Hartford Hospital[/TD] [TD] Hartford[/TD] [TD] CT[/TD] [/TR] [TR] [TD] Middlesex Hospital[/TD] [TD] Middletown[/TD] [TD] CT[/TD] [/TR] [TR] [TD] Lee Memorial Hospital[/TD] [TD] Fort Myers[/TD] [TD] FL[/TD] [/TR] [TR] [TD] HealthPark MC / Lee Memorial[/TD] [TD] Fort Myers[/TD] [TD] FL[/TD] [/TR] [TR] [TD] Florida Hospital Fish Memorial[/TD] [TD] Orange City[/TD] [TD] FL[/TD] [/TR] [TR] [TD] Boca Raton Regional Hospital[/TD] [TD] Boca Raton[/TD] [TD] FL[/TD] [/TR] [TR] [TD] Cleveland Clinic Florida[/TD] [TD] Weston[/TD] [TD] FL[/TD] [/TR] [TR] [TD] Delray Medical Center[/TD] [TD] Delray Beach[/TD] [TD] FL[/TD] [/TR] [TR] [TD] Jupiter Medical Center[/TD] [TD] Jupiter[/TD] [TD] FL[/TD] [/TR] [TR] [TD] Kendall Regional Medical Center[/TD] [TD] Miami[/TD] [TD] FL[/TD] [/TR] [TR] [TD] Sarasota Memorial Hospital[/TD] [TD] Sarasota[/TD] [TD] FL[/TD] [/TR] [TR] [TD] Munroe Regional Medical Center[/TD] [TD] Ocala[/TD] [TD] FL[/TD] [/TR] [TR] [TD] Martin Memorial Medical Center[/TD] [TD] Stuart[/TD] [TD] FL[/TD] [/TR] [TR] [TD] Martin Memorial Hospital South[/TD] [TD] Stuart[/TD] [TD] FL[/TD] [/TR] [TR] [TD] Sebastian River Medical Center[/TD] [TD] Sebastian[/TD] [TD] FL[/TD] [/TR] [TR] [TD] Piedmont Fayette Hospital[/TD] [TD] Fayetteville[/TD] [TD] GA[/TD] [/TR] [TR] [TD] Piedmont Hospital[/TD] [TD] Atlanta[/TD] [TD] GA[/TD] [/TR] [TR] [TD] Northeast Georgia Medical Center[/TD] [TD] Gainesville[/TD] [TD] GA[/TD] [/TR] [TR] [TD] Houston Medical Center[/TD] [TD] Warner Robins[/TD] [TD] GA[/TD] [/TR] [TR] [TD] Mercy Medical Center - Cedar Rapids[/TD] [TD] Cedar Rapids[/TD] [TD] IA[/TD] [/TR] [TR] [TD] Saint Luke's Hospital[/TD] [TD] Cedar Rapids[/TD] [TD] IA[/TD] [/TR] [TR] [TD] Advocate Good Samaritan Hospital[/TD] [TD] Downers Grove[/TD] [TD] IL[/TD] [/TR] [TR] [TD] Alexian Brothers Medical Center[/TD] [TD] Elk Grove Village[/TD] [TD] IL[/TD] [/TR] [TR] [TD] Ingalls Memorial Hospital[/TD] [TD] Harvey[/TD] [TD] IL[/TD] [/TR] [TR] [TD] Palos Community Hospital[/TD] [TD] Palos Heights[/TD] [TD] IL[/TD] [/TR] [TR] [TD] Provena Saint Joseph Medical Center[/TD] [TD] Joliet[/TD] [TD] IL[/TD] [/TR] [TR] [TD] Saint Alexius Medical Center[/TD] [TD] Hoffman Estates[/TD] [TD] IL[/TD] [/TR] [TR] [TD] Skokie Hospital[/TD] [TD] Skokie[/TD] [TD] IL[/TD] [/TR] [TR] [TD] Community Hospital[/TD] [TD] Munster[/TD] [TD] IN[/TD] [/TR] [TR] [TD] Indiana University Health Methodist Hospital[/TD] [TD] Indianapolis[/TD] [TD] IN[/TD] [/TR] [TR] [TD] Indiana University Health University Hospital[/TD] [TD] Indianapolis[/TD] [TD] IN[/TD] [/TR] [TR] [TD] St. Vincent Indianapolis Hospital[/TD] [TD] Indianapolis[/TD] [TD] IN[/TD] [/TR] [TR] [TD] St. Vincent Women's Hospital[/TD] [TD] Indianapolis[/TD] [TD] IN[/TD] [/TR] [TR] [TD] Via Christi Hospital[/TD] [TD] Wichita[/TD] [TD] KS[/TD] [/TR] [TR] [TD] St. Elizabeth Edgewood[/TD] [TD] Edgewood[/TD] [TD] KY[/TD] [/TR] [TR] [TD] Owensboro Medical Health System[/TD] [TD] Owensboro[/TD] [TD] KY[/TD] [/TR] [TR] [TD] Ochsner Medical Center[/TD] [TD] New Orleans[/TD] [TD] LA[/TD] [/TR] [TR] [TD] Ochsner Medical Center - Westbank[/TD] [TD] Gretna[/TD] [TD] LA[/TD] [/TR] [TR] [TD] MedStar Franklin Square Hospital Center[/TD] [TD] Baltimore[/TD] [TD] MD[/TD] [/TR] [TR] [TD] MedStar Good Samaritan Hospital[/TD] [TD] Baltimore[/TD] [TD] MD[/TD] [/TR] [TR] [TD] Greater Baltimore Medical Center[/TD] [TD] Baltimore[/TD] [TD] MD[/TD] [/TR] [TR] [TD] MedStar Harbor Hospital[/TD] [TD] Baltimore[/TD] [TD] MD[/TD] [/TR] [TR] [TD] Saint Joseph Medical Center[/TD] [TD] Towson[/TD] [TD] MD[/TD] [/TR] [TR] [TD] Beaumont Hospital - Troy[/TD] [TD] Troy[/TD] [TD] MI[/TD] [/TR] [TR] [TD] Providence Hospital[/TD] [TD] Southfield[/TD] [TD] MI[/TD] [/TR] [TR] [TD] Saint Mary Mercy Hospital[/TD] [TD] Livonia[/TD] [TD] MI[/TD] [/TR] [TR] [TD] Spectrum Health Butterworth Hospital[/TD] [TD] Grand Rapids[/TD] [TD] MI[/TD] [/TR] [TR] [TD] Spectrum Health Blodgett Hospital[/TD] [TD] Grand Rapids[/TD] [TD] MI[/TD] [/TR] [TR] [TD] Holland Hospital[/TD] [TD] Holland[/TD] [TD] MI[/TD] [/TR] [TR] [TD] Allegiance Health[/TD] [TD] Jackson[/TD] [TD] MI[/TD] [/TR] [TR] [TD] Bronson Methodist Hospital[/TD] [TD] Kalamazoo[/TD] [TD] MI[/TD] [/TR] [TR] [TD] Munson Medical Center[/TD] [TD] Traverse City[/TD] [TD] MI[/TD] [/TR] [TR] [TD] Saint Luke's Hospital[/TD] [TD] Duluth[/TD] [TD] MN[/TD] [/TR] [TR] [TD] North Memorial[/TD] [TD] Robbinsdale[/TD] [TD] MN[/TD] [/TR] [TR] [TD] Skaggs Regional Medical Center[/TD] [TD] Branson[/TD] [TD] MO[/TD] [/TR] [TR] [TD] Boone Hospital Center[/TD] [TD] Columbia[/TD] [TD] MO[/TD] [/TR] [TR] [TD] Missouri Baptist Medical Center[/TD] [TD] Saint Louis[/TD] [TD] MO[/TD] [/TR] [TR] [TD] St. Luke's Hospital[/TD] [TD] Chesterfield[/TD] [TD] MO[/TD] [/TR] [TR] [TD] Benefis Health System[/TD] [TD] Great Falls[/TD] [TD] MT[/TD] [/TR] [TR] [TD] Rex Hospital[/TD] [TD] Raleigh[/TD] [TD] NC[/TD] [/TR] [TR] [TD] BryanLGH Medical Center East[/TD] [TD] Lincoln[/TD] [TD] NE[/TD] [/TR] [TR] [TD] BryanLGH Medical Center West[/TD] [TD] Lincoln[/TD] [TD] NE[/TD] [/TR] [TR] [TD] Community Medical Center[/TD] [TD] Toms River[/TD] [TD] NJ[/TD] [/TR] [TR] [TD] Hackensack University Medical Center[/TD] [TD] Hackensack[/TD] [TD] NJ[/TD] [/TR] [TR] [TD] Albany Medical Center Hospital[/TD] [TD] Albany[/TD] [TD] NY[/TD] [/TR] [TR] [TD] Maimonides Medical Center[/TD] [TD] Brooklyn[/TD] [TD] NY[/TD] [/TR] [TR] [TD] New York - Presbyterian Hospital[/TD] [TD] New York[/TD] [TD] NY[/TD] [/TR] [TR] [TD] New York - Presbyterian Hospital / Allen Pavillion New York - Presbyterian Hospital / Columbia University Medical Center[/TD] [TD] New York[/TD] [TD] NY[/TD] [/TR] [TR] [TD] Akron General Medical Center[/TD] [TD] Akron[/TD] [TD] OH[/TD] [/TR] [TR] [TD] Aultman Hospital[/TD] [TD] Canton[/TD] [TD] OH[/TD] [/TR] [TR] [TD] Bethesda North Hospital[/TD] [TD] Cincinnati[/TD] [TD] OH[/TD] [/TR] [TR] [TD] Christ Hospital[/TD] [TD] Cincinnati[/TD] [TD] OH[/TD] [/TR] [TR] [TD] EMH Elyria Medical Center[/TD] [TD] Elyria[/TD] [TD] OH[/TD] [/TR] [TR] [TD] Hillcrest Hospital[/TD] [TD] Mayfield Heights[/TD] [TD] OH[/TD] [/TR] [TR] [TD] Marymount Hospital[/TD] [TD] Garfield Heights[/TD] [TD] OH[/TD] [/TR] [TR] [TD] South Pointe Hospital[/TD] [TD] Warrensville Heights[/TD] [TD] OH[/TD] [/TR] [TR] [TD] Grandview Medical Center[/TD] [TD] Dayton[/TD] [TD] OH[/TD] [/TR] [TR] [TD] Lehigh Valley Hospital[/TD] [TD] Allentown[/TD] [TD] PA[/TD] [/TR] [TR] [TD] Hamot Medical Center[/TD] [TD] Erie[/TD] [TD] PA[/TD] [/TR] [TR] [TD] Lancaster General Hospital[/TD] [TD] Lancaster[/TD] [TD] PA[/TD] [/TR] [TR] [TD] Alle Kiski Medical Center[/TD] [TD] Natrona Heights[/TD] [TD] PA[/TD] [/TR] [TR] [TD] The Western Pennsylvania Hospital - Forbes Regional Campus[/TD] [TD] Monroeville[/TD] [TD] PA[/TD] [/TR] [TR] [TD] Anmed Health[/TD] [TD] Anderson[/TD] [TD] SC[/TD] [/TR] [TR] [TD] Memorial Healthcare System[/TD] [TD] Chattanooga[/TD] [TD] TN[/TD] [/TR] [TR] [TD] Saint Thomas Hospital[/TD] [TD] Nashville[/TD] [TD] TN[/TD] [/TR] [TR] [TD] Memorial Hermann Healthcare System - Southwest[/TD] [TD] Houston[/TD] [TD] TX[/TD] [/TR] [TR] [TD] Memorial Hermann Northwest Hospital[/TD] [TD] Houston[/TD] [TD] TX[/TD] [/TR] [TR] [TD] Memorial Hermann Southeast Hospital Memorial[/TD] [TD] Houston[/TD] [TD] TX[/TD] [/TR] [TR] [TD] Hermann The Woodlands Hospital[/TD] [TD] The Woodlands[/TD] [TD] TX[/TD] [/TR] [TR] [TD] The Methodist Hospital[/TD] [TD] Houston[/TD] [TD] TX[/TD] [/TR] [TR] [TD] Diagnostic Center Hospital[/TD] [TD] Houston[/TD] [TD] TX[/TD] [/TR] [TR] [TD] Mother Frances Hospital - Tyler[/TD] [TD] Tyler[/TD] [TD] TX[/TD] [/TR] [TR] [TD] Intermountain Medical Center[/TD] [TD] Murray[/TD] [TD] UT[/TD] [/TR] [TR] [TD] Bon Secours Memorial Regional Medical Center[/TD] [TD] Mechanicsville[/TD] [TD] VA[/TD] [/TR] [TR] [TD] Henrico Doctors' Hospital[/TD] [TD] Richmond[/TD] [TD] VA[/TD] [/TR] [TR] [TD] Parham Doctors' Hospital[/TD] [TD] Richmond[/TD] [TD] VA[/TD] [/TR] [TR] [TD] Retreat Doctors' Hospital[/TD] [TD] Richmond[/TD] [TD] VA[/TD] [/TR] [TR] [TD] Augusta Health[/TD] [TD] Fishersville[/TD] [TD] VA[/TD] [/TR] [TR] [TD] Gundersen Lutheran Medical Center[/TD] [TD] La Crosse[/TD] [TD] WI[/TD] [/TR] [TR] [TD] Aurora Saint Luke's Medical Center[/TD] [TD] Milwaukee[/TD] [TD] WI[/TD] [/TR] [TR] [TD] Saint Luke's Medical Center[/TD] [TD] Cudahy[/TD] [TD] WI[/TD] [/TR] [TR] [TD] Aurora Sinai Medical Center[/TD] [TD] Milwaukee[/TD] [TD] WI[/TD] [/TR] [TR] [TD] West Allis Memorial Hospital[/TD] [TD] West Allis[/TD] [TD] WI[/TD] [/TR] [/TABLE] ....

[h=1]D.C. Hospitals And Nurses Fight Over Staffing Ratios[/h] This is a discussion on D.C. Hospitals And Nurses Fight Over Staffing Ratios in Collective Bargaining / Nursing Union, part of General Nursing ... D.C. Hospitals And Nurses Fi FiFI ght Over Staffing Ratios Topics: Quality, States ... by [COLOR=#003366]jrsRN07 4:04 pm by [COLOR=#003366]jrsRN07 4:04 pm A member since Feb '13. Posts: 6 Likes: 1 [COLOR=#003366]0[COLOR=#003366] [COLOR=#003366] [COLOR=#003366][COLOR=#003366][COLOR=#003366] D.C. Hospitals And Nurses Fi FiFI ght Over Staffing Ratios Topics: [COLOR=#003366]Quality, [COLOR=#003366]States By David SchultzFeb 22, 2013 Hospital administrators in Washington, D.C., are furiously lobbying against [COLOR=#003366]a bill modeled on a California law that would require them to maintain a minimum nurse-to-patient ratio at all times. Nursing unions say the proposed Patient Protection Act codifies into law minimum staffing levels that are needed to maintain patient safety, while hospitals say the cost of hiring new nurses to comply with the law would put them out of business. The ratios called for in the bill vary depending on the hospital department. In a pediatrics unit, the bill would require no less than a 1-to-4 nurse-to-patient ratio. In the operating room, hospitals would have to maintain a 1-to-1 ratio -- one nurse for every patient at all times. Deidre Beckford, a nurse at MedStar Washington Hospital Center who has worked there for more than 20 years, says understaffing has forced her to take care of five to six patients at a time. "There are times when I have to do the dressing on patients and I can't get to it," she said. "I have to put antibiotics on patients and they're late. You have to turn patients every two hours and you can't get to it. It infringes on their care." Washington Hospital Center didn't respond to Beckford's claims about infringed patient care, but its chief nursing executive, Sue Eckert, said in an email to KHN that the hospital manages its staffing levels collaboratively with nurses and that those levels can fluctuate depending on how many patients it has and how sick those patients are. The nursing bill in D.C. would reduce some of this fluctuation. It's modeled after a nearly identical law that took effect in 2004 in California, the only state to require minimum staffing ratios in its hospitals. So far, it's unclear whether this requirement has had a positive or negative effect in California hospitals. Studies have shown that the law has led to [COLOR=#003366]an increase in nurse hiring in California and a decrease in nurse turnover due to burnout. But researchers also found that [COLOR=#003366]the law put significant financial pressure on some hospitals. When it comes to the ultimate question of whether this law reduced patient mortality, [COLOR=#003366]Teresa Serratt, a nursing professor at the University of Nevada, Reno, who has examined the effects of the California law, says the [COLOR=#003366]data are inconclusive. "That's the big question everyone wants an answer to," she said. Citing positive outcomes of the California law, the labor union National Nurses United is strongly pushing for the staffing ratio bill in D.C., which has been assigned to a committee but has no scheduled hearings as of yet. Nine of the Council's 13 members signed on as co-introducers last week. But the District of Columbia Hospital Association is waging an all-out campaign against it, supporting a [COLOR=#003366]competing bill that contains many of the same provisions as the Patient Protection Act but without the staffing ratio mandate. Robert Malson, the association's president, says his organization is also scheduling individual meetings with every council member to try to persuade some of them to change their minds. Malson said he's been informing them of "exactly which hospitals would go out of business, and in which sequence" if the Patient Protection Act passes, though he wouldn't share that information with KHN. He said the bill is an attempt to get legislators involved in D.C. hospitals' labor negotiations with its nurses, which have been far from harmonious in recent years. Almost two years ago, nurses at Washington Hospital Center [COLOR=#003366]staged a 24-hour strike a few months after voting overwhelmingly to join NNU, the largest nursing union in the country. Serratt says the dueling bills are a sign that the relationship between hospitals and nurses in D.C. has grown dysfunctional. "If you have really strong communication and good people on both sides of the table, we wouldn't have the government getting in the middle of this kind of stuff," she said. We want to hear from you: [COLOR=#003366]Contact Kaiser Health News USE OUR MATERIAL All original KHN material - articles, graphics and videos - can be used for free, if you credit us and link to us. [COLOR=#003366]Learn more - See more at: https://allnurses.com/collective-bargaining-nursing/d-c-hospitals-819037.html#post7202512

D.C. Hospitals And Nurses Fight Over Staffing Ratios - Kaiser Health By David Schultz Feb 22, 2013 Hospital administrators in Washington, D.C., are furiously lobbying against a bill modeled on a California law that would require them to maintain a minimum nurse-to-patient ratio at all times. Nursing unions say the proposed Patient Protection Act codifies into law minimum staffing levels that are needed to maintain patient safety, while hospitals say the cost of hiring new nurses to comply with the law would put them out of business. The ratios called for in the bill vary depending on the hospital department. In a pediatrics unit, the bill would require no less than a 1-to-4 nurse-to-patient ratio. In the operating room, hospitals would have to maintain a 1-to-1 ratio -- one nurse for every patient at all times. Deidre Beckford, a nurse at MedStar Washington Hospital Center who has worked there for more than 20 years, says understaffing has forced her to take care of five to six patients at a time. ... The nursing bill in D.C. would reduce some of this fluctuation. It's modeled after a nearly identical law that took effect in 2004 in California, the only state to require minimum staffing ratios in its hospitals. So far, it's unclear whether this requirement has had a positive or negative effect in California hospitals. Studies have shown that the law has led to an increase in nurse hiring in California and a decrease in nurse turnover due to burnout. But researchers also found that the law put significant financial pressure on some hospitals. ...