mdrkan

Curiousauntie, I believe that 3am may be considered the "witching hour" because 3pm, to many people, is considered to be the time of death for Jesus. KarenRN

Just a thought, and I will preface with the fact that I am not savvy on the concept, but would unionizing be a viable option in correcting some of the problems we face. Karen RN

Thanks to all for your support conveyed in your responses. I have gained insight through each of your responses. My employer truly is taking advantage of me by allowing employees to utilize me as the company nurse. Well, actually, I contributed by allowing it to continue to happen because I never refused to respond, in part, for fear that if I didn't I could be potentially liable because as a licensed professional nurse I was made aware so therefore I am required. I also continued as I was waiting for HR to follow through and nip this concern. I wasn't strong enough to say no and to explain that my position is not the company nurse. I tried once and the person looked at me in such a way that I ended up feeling so awful inside thinking to myself, what kind of nurse am I?? I ended up responding. At the onset of working there I was approached by an employee to respond to something, I can't remember what the issue was, and so I did. It didn't occur to me that I would be called upon every time there was an incident, which was often. I went to HR Manager, who is no longer an employee, and she seemed to support me. She sent out a memo to Managers on the floor, but did not copy me. The information the memo contained: ...for any accident/health incident on the floor 911 is to be called. Further, the nurses on floor are not to be used ......, was unfortunately never communicated to the few hundred agents on the floor. Despite the memo supervisors would be among those continuing to call on me to respond, I knew I had a problem. Went back to HR. She, the one that's gone now, said she would speak to that supervisor. I expressed to her that I believed the problem was more wide spread and that a memo needed to go out to every employee, via paycheck or whatever mode they might choose. She said she didn't think it was necessary. Well she's gone and they promoted internally the payroll asst. to the position of HR Manager. She is a very young 22 yo. She thinks it would be great if I respond. Our Corporate lawyer also believes that there is no problem with me responding. They both seem puzzled that I would voice my concerns to them. Kind of felt like they were thinking, what kind of nurse is she, she doesn't want to help people? It's not that I didn't/don't want to help people in need, I've been just so worried about the legal obligation, if any, being in this type scenario. It is up to me to fix my problem. I have zero support from corporate. I am looking at another job opportunity. That is one sure fire way to fix it. In the meantime I will call the BON tomorrow. Thanks again everyone. Sincerely, Karen

SharonH, You explained that perfectly. Thank you. Karen

Sorry but very sincere in expressing belated thanks for all the awesome responses. I admit that I hadn't responded or checked in since 6-1. I will call BON on Monday. I agree that I should only be performing the job description outlined for my position. However, I fear that once I have been put on notice, so to speak, about one of our 250+ employees needing assistance and I do not respond, am I putting myself/license in joepardy. I have never not responded when asked. I just want to cover my bases. Not so much the money issue, but my license. I do agree though, that if it is an expectation of my employer that I include nursing responses to employees when needed, then I should be compensated appropriately. But, I am the primary salary source for my family. My nursing license is very special to me for a lot of reasons. One such reason being my license allow for me to provide for my family. Charity-Thanks for the clarfication. I'm not aware as to how occupational nursing works. Does the nurse have to work under a Doctor's order or a set of standing orders? I hope I don't sound too dumb. Wouldn't there need to be a formal document outlining the scope of care the Nurse is permitted to deliver? I have a what if- What if I respond to an employee who has fallen and hit their head. Not consious, but ABC's intact. 911 is on the way, and I am attending to the forehead bleeder. Something ends up going wrong. A lawsuit ensues. First of all, since I touched the patient it is likely that I will be named in the suit. What's worse yet, could I be found liable because I attended to someone without it being part of my job description? Because I have a license, am I not covered by the Good Samaritan Act? I am also fairly certain that my employer would not back me up to protect themselves from sharing any . I know that as a Nurse, the potential for being involved in a suit are quite real, I just do not want to place myself in the line of fire unnecessarily. Thanks again to you all for taking the time to respond. Sincerely, karen

Hi Ralph, Thanks for responding. This has actually been an ongoing concern at my place of employment for quite some time with no resolution. My biggest dilemma is if I am approached by an employee to assess someone who is having an emergency and I do not respond, am I breaching my duty as a Registered Nurse. Again, if I witness an incident there is no question for me, as I am obligated and would respond accordingly. My written job description does not include that I am required to act as a clinician but I fear that if I do not respond, to a situation I was unaware of, when asked that I am placing myself in a potential litigious position as a licensed nurse. Would the Florida BON be a good resource for me to check with? I hate being in this position. My superiors do not understand my concerns and actually have left me feeling very guilty inside about requesting their support in educating the staff to follow policy instead of running, literally, for me. They look at me as if they can't believe that I have any concerns and that as a nurse I should just respond because that's what a good nurse would do. Even our corportate lawyer does not understand why I have any concerns at all about potential law suits. I mean, and correct me if I am incorrect, but don't I need a doctor's order just to apply ice to an injury? I have been considering leaving this job because of this dilemma which has remained unresolved for over a year. Karen Florida RN

I am an RN working in a call center but I am not working as a clinician I am working administratively r/t HIPAA and Adverse Event training and reporting. My job description does not include that I am to be utilized as an occupational nurse. This call center which employs >250 employees, including management believes that I should be called to attend/assess/take care of any employees from C.P. to a cut on the knee. Like any other nurse, if I witness an incident responding is never in question. At the call center, if someone approaches me to inform me that an employee is down in the break room I believe that I am responsible/required to respond because I am a nurse. Does anyone know if responding is in any way jeopardizes my Nursing license? If I am approached and informed that someone is down in the breakroom and I do not respond because policy for the company is for any injury call 911, am I in anyway jeopardizing my license? I do not know what to do. Management indicated that they would love it if I would respond, I just want to make sure that I cover all my bases. I live and work in Florida, and unfortunately people are sue crazy especially here in the southern region. I appreciate any help, Karen

SFCardiacRN, Nurse Ratched, and rnfullofbs- Thank you all so much for responding, everything that all of you shared I found to be of great value. Sincerely, Karen Florida RN

I am an RN and work in a large call center along with a couple of other RNs. Our role is in an administrative capacity r/t adverse event reporting-HIPAA privacy compliance-operating procedures. We were not hired to provide any type of nursing care to any member of the staff which is >250. The problem is we are being called upon to respond to anyone in the facility that is having a potential health issue. I mean anything from can you check my head, I think I have lice -to - There's a guy/girl by the break room having chest pain, or so and so fell or fainted- can you go help. Just to clarify-we are being asked by fellow employees and management to perform nursing duties. We are concerned because we just don't know what potential liability this could place us in. If we don't respond or if we do respond we feel that we could potentially be in a litigious situation. How can we find out what exactly we can/can't do legally and keep our licenses intact? My feeling is that if I were to witness a situation in which anyone anywhere needed my help I would be there and do all that i am trained to do. For lack of better words, I feel wierd inside when I consider the idea of saying to someone, "no I can't help". Then I think to myself well if they are not conscious I will help, but then I think how do you know where to really draw a line because maybe they were conscious when the messenger left them and then went in to a cardiac arrest and I didn't respond. Gosh I hope I am making sense. The crazy thing is that the staff will literally run for a nurse before calling 911 which is the corporate policy. Additionally we nurses have been advised by our HR Manager that we are not to respond period. Unfortunately the call floor management do not respect this rule. This week alone we had fire rescue transport 3 employees to the local ED. Thanks in advance for any responses. Sincerely, Karen

Bipley- I too, totally believe you. My mouth is still hanging open. Thank you for sharing. Karen Florida RN

Thanks for your responses and for the education as it is most appreciated. Sincerely Karen Florida RN

Hi Workerbea, Thank you for your response and thank you for your willingness to be so helpful. I look forward to hearing from you again. Any thing you can find out will be so appreciated. Sincerely, Karen Florida RN

Hi all, I have been an RN for 10+ years and have had various experiences from Hospital to surgical to Home Health and Long term care to inhouse telephonic disease management. I am an ace with computers. Can anyone share with me how to go about finding a nursing position from home? I live in Southeast Florida. The reason for my desire to search out this type of nursing position has to do with my children. Thanks in advance. Sincerely, Karen Florida RN

First I want to convey that all of the stories previously posted have been unbelievable and truly awesome to read. My stories do not take place in a hospital but.............. When I was a little girl my bedroom was always very cold no matter what the thermostat for the house was set at. Our house was a new construction, in other words our family was the first to inhabit our home. I recall so clearly as I was growing up that I always felt as though I was not alone. So much so that I began talking to the whatever it was. At times I would feel something brush by my arm, but of course there was nothing/no one there. I never told a soul. I just dealt with it. Well now to fast forward to many many years later my best friend had some friends over her house to hang out. One of the guests claimed to be psychic and said she would do complimentary readings for everyone. Well, when I sat down and did the card thing she required she looked me in the eyes and said, "You must stop speaking to the spirits in your bedroom" I freaked out. I was embarassed and crying and Scared. Like I said, I had never told anyone, including my best friend. The psychic said that they were not necessarily bad spirits but that I should not encourage. SHe advised me to go home and rebuke the spirits from my room or something like that. I did do what she advised. Not long after that I moved out of my parents house and got my own place 2500 miles away. LOL Next story............I was about 9 years old and was attending my Uncles wake. While sitting there staring at him, I totally saw him get up out of the casket. I screamed. Of course everyone said it was my imagination but I know differently, especially after reading all these awesome posts. Thanks for the opportunity to share!!! Karen Florida RN

Hello Again, I neglected to include this in my last posting related to triage nursing... Does a Triage Nurse need to be licensed in the states where he/she is providing the service, or just the state from which they are working out of?

Thank you smilingBlueEyes, I appreciate your advice. The book you recommended looks perfect. Wish I knew an ED Nurse, that would be perfect. If, however, anyone may have an example to share I would be thrilled to receive it. Again Thank you very much, Karen FloridaRN

Wondering if any one out there may have access to a script/format for a telephonic triage Nurse responding to patient with fever. Thank you in advance for any responses!!! Karen FloridaRN

Hi texancanadian, I just wanted to share with you that I had my two children while attending school for my ADN. Started Nursing school in August 1993, got pregnant with my first in September. When my first was 13 months I delivered my second and graduated 4 days later, July 1995. I did not graduate with the class I started with, I was behind by one semester. I attended a community college, and I too, completed all my pre-reqs before starting the program. The school did not consider it an issue for me to take off the semester. I also worked part time as a PCT in same day surgery both before and after my first was born. I was lucky that I did not have any problems with either pregnancy. I know that my drive to follow my dream was very strong and that helped to keep me going. When I look back on it today, I really don't know how the heck I did it! So as the OP above shared that many have been there and done that, I wanted to share my first hand story. Good luck and God Speed to you and yours, Karen FloridaRN

Has any one gone up against an insurance company to battle for proper care? Karen FloridaRN

I am finally scheduled to have a telephonic hearing before the AHCA panel on June 8th. I am excited and nervous. I have never done anything like this before. If anyone out there has and wants to give advice, I would truly appreciate it. I get 15 minutes to state my case to the panel. Then Vista Insurance gets 15 minutes for same. Then the panel will ask ?'s. Then Vista and myself have 5 minutes to rebutt (sp). Where should I keep my focus when I give this presentation? Please, please someone help. Please see my above posts for reference. Thanks in advance. Karen FloridaRN

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Hi apaisRN, Since there really is no known label for my condition, that really is an excellent way to look at it. However, Xyrem is only FDA approved for cataplexy secondary to narcolepsy. So for me, I am still out of luck. It is so messed up; and so very unfair. I recently read that application has been made to the FDA to expand the 'indications' for Xyrem. I wonder how one can find out what the indication(s) are on the application? If they expand the indication to include narcolepsy, with your logic I just may have a shot. Thank you so much for writing me. God Bless, Karen FloridaRN

Thank you all for your responses. It is a huge help for us to see your support. I plan to meet with Head of HR to discuss our situation and it's potential legal ramifications to our license our livelihood. We welcome any additional input. Warm Regards, Karen Florida RN

Good Samaritan Act: I am currently working in a huge call center. My department includes myself and 3 other RN's along with non-clinical personnel. Other than my department, there are no other nurses currently employed at this company. We are not working in the capacity of industrial nurses, our position is to provide telephonic support and education primarily to caregivers of those with Alzheimer's disease, and to collect Adverse Event information that we forward to our client. When ever there is any type of health/physical crisis with one of the company's employees, management will come to us and expect us to make an assessment of the situation and then to provide guidance. We have had some difficult situations at the work place, which has posed for us a concern for our licenses. For Example: One female employee alerts her manager that she is having some type of problem. That manager requested one of the nurses from our department to assess the situation. Nurse finds patient with accelerated HR, and no cardiac HX. Recommends 911. Patient refused 911. Company policy dictates that employee must go home. She did go home, and luckily all was OK, as far as we know. Another Example: Female employee with known HX of seizure disorder begins having petit-mal seizures one after the other. I was called upon to assess. Employee confides that she had taken her AM meds late this morning and in addition she is presently experiencing severe stress related to her personal life. Due to the petit-mal seizures continuing to occur and seemingly longer each event, I recommended 911. Employee agreed to permit 911 to assess, but refused to go to ED. Employee was told she would have to go home. She had no one that could help her. I took her home in my car. Employers told me that it would be on my own time as they will not be responsible if anything happens to me or the employee I am giving a lift to. In the car, the employee shared with me that her B/P taken by 911 was 190/100+. Needless to say, I was concerned. I felt very uncomfortable leaving her at home alone with what was going on. We nurses are all uncertain as to how to approach these type situations. Are we covered under the Good Sam Act? Are there any other nurses out there that are in a similar situation? Any Legal Nurse Consultants out there with any input, we would certainly appreciate it. Is there anything else we should be looking at in addition that we are missing that could be posing a threat to our licenses? Thank you all, Karen Florida RN