crazin01

As a surveyor, they should most def not be asking things WHILE pouring/administering meds. That is basic common sense & you cannot be blamed for trying to remain focused on the task at hand. Yes, in hind sight you could've said "I'm not trying to be rude, but could you save your questions until I'm done with patient ABC's medications?" Is your employer they were asking questions DURING med pass? not waiting for a moment in between patients? the fact you said the surveyor is stalking social media pages is concerning and makes me wonder if somebody is out to get you, that just sounds REALLY odd. Are you sure they aren't just being populated automatically by FB, due to mutual friends? I know mine does this... Sorry, no advice really, just ensure your employer is aware of the ENTIRE story... As long as their are no sentinel events or signifiant patient safety concerns, I don't see how employer can simply bypass the set disciplinary proess. However, if you ask HR about that, I'd worry they will somehow retaliate.... sorry for the crappy situation.

I know, most likely is.... but I always try to give the benefit of the doubt and am an eternal optimist! don't break out the kernels just yet!

have you Googled your state health dept? I'm certain that info cannot be that hard to find, for wherever you're located. What exactly do you mean "pretending to be an RN"? MA's can typically room patients, take vitals, give injections, perform blood draws, etc, again variable by location and state regulations. What exactly are they doing that they should NOT be? Should you perhaps speak to your employer/HR dept first? Perhaps this MA has some kind of seniority or other qualifications/certifications to do things above a typical MA. Again, I'm certain it varies and you'd have to do a little digging to see where to go.

despite the prosecutors objection, the judge DID state that speaks volumes to my credit and innocence. So it was beneficial for me....

A few years back, I had a 6 month hair test done on my own, to demonstrate my sobriety and a false positive. EVERYTHING on that hair test was negative, proving my compliance and innocence. The judge took it into consideration, but the prosecutor said that they couldn't verify chain of custody, thus she didn't trust it,.... what a witch. she was so nice on the phone, telling me "yes, you can certainly get a hair test to show sobriety, a lot of people do" and then in court was a witch.... just my experience. And it was done at an approved testing location they utilize all the time. Sorry it's happening to you.... best of luck.

but, if you WOULD have a valid script/medical condition documented by your PCP, or specialist, wouldn't they have to accept that?? you have to be allowed to maintain your own health and I don't see how they could argue against you, with a valid script.... perhaps I'm missing something?

Coudn't YOU Google arkansas CNA, or any other myriad number of words and I'm certain you could find the answer yourself.... and you come across as being rude to folks here trying to help you. You expect strangers online to do the research for you, when it's YOUR question.... that's a bit entitled sounding... (and I posted to share that you come across as quite rude, and suggesting you Google/search yourself, before you ask me why I bothered to post.)

When I transferred to ICU after telemetry, I had quite a few weeks orientation on dayshift, just because it was ICU. That should give you time to adjust a little more to the idea of night shift. I'd say go for it, since you've got one year under your belt, but ultimately it has to be your decision. I know years ago when I was looking into CRNA school, it was more competitive than getting into veterinary school (my best gal pal is a vet now) so bear that in mind as well. I know waiting lists were up to two years and that was about 15 years ago. Best of luck whatever you decide to do.

hi all. Yes, I've done some research, but as usual prefer to get input from actual people. I'm very new to long term care but have 16 years RN experience (varied: mostly cardiac, some ICU, trauma step-down, hemodialysis, psych/addiction for some background) Thus, I said something like start me at whatever is comparable for a new to this position but experienced RN would start at. I think it's a bit low, but whatever. A few months go by, I planned to ask for a bit of a raise, after a few months. that time is now & I know they love me (Administrators & owners!) They also have terminated the assistant DON position and I am planning on getting the infection preventionist certification, actually right now. I had planned on ensuring an ample raise occurred. I know Agency LPN's here make more: they can be $45/hr, I'm $40. Is that somewhat comparable to other dayshift RN supervisors in PA? (A somewhat rural area, which I'm sure most already figured!) thanks for any opinions & advice!

just curious how your 'case' is coming along? any further developments with the BON or criminal charges for diversion?

DAMN! If a student went off like what you described when I was in nursing school, they would've been penalized. Or rather, they likely would not have gone off on a tangent like that. What was her rationale for being late that day? if she was awake & called you at 0430, then she had plenty of time to make it by 0630, no matter how far she comes from. And then to threaten to sue, and you're 'denying her education'.... honestly does she have a mood disorder? or has she been spoiled & grown up entitled, everything handed to her just because? I agree with PP, that perhaps the CC should've backed your decision to send her home up. I'd just worry that she'd think she can walk all over you now, since you let her stay, despite the disciplinary action & following school policy. As far as the post-conference, you said you told her to meet in the breakroom, until all are present to leave the floor together. Was this breakroom the assigned place that all the other students met you at? Cuz you then said you & other students were waiting by the elevators, 50 ft from the assigned area. As long as the 'assigned area' was the breakroom, that you told her to wait for the others at, then that's on her. especially if this wasn't her first issue with following directions (you made it sound like she was late before) then I'd have serious doubts about her successfully completing school.... best of luck. I hope the rest of your students are just the opposite of her!

I concur with the not using a colleagues specific name. Perhaps just 'notepad unavailable, taken out of client home.' or something along those lines. And yeah, that's utter BS that management hasn't addressed it. It'd be different if you all had your own notepad to use, but sharing one in the different homes (at least that's how I'm taking it) and she takes it with her, that's not acceptable. I would think she needs to have a written warning, since it seems to be an ongoing issue, despite her being re-directed/educated on the issue. And if her direct manager/clinical director isn't addressing it, there has to be somebody above her. I hate to go up the chain of command, because your direct manager should address all issues, but if she isn't, then she's also not doing her job correctly. the buck has to stop somewhere.... best of luck!

My license wasn't revoked, but suspended for one year (related to the monitoring program) and I was able to get it back rather quickly, once the year was up. The part that took the longest for me, was because I had to have our support group therapist do a new 'intake evaluation' and submit that to the state. Otherwise, it was within 2 weeks time, from when I sent in my papers until I received the response from the BON. Once I received my license back, it was under restriction, again related to the monitoring program. While my license was suspended, mine also expired, but because it was close enough & I was talking to the BON often, I didn't have to take the exam again. I imagine your case may depend on your state. The fact that you have so many positive people & statements on your side is very encouraging. I only had my therapists' evaluation & my own statement. That can only help, one would think! Sorry I can't offer more input, but it sounds like you have all your bases covered and then some. Good luck & congrats!

I apologize, I don't have an answer for you, as far as being able to work in another state while in PNAP. In all likelihood you will have to enroll in PNAP upon applying for PA licensure. At least that's been what I have seen/heard others. I never transferred my license into another state so I don't have any firsthand experience to go off of. That said, PNAP is typically 36 months. Good luck!

I never put it on my resume or application. I always preferred to discuss that subject during an in-person interview. It usually comes up fairly quickly, as I had a large time gap between nursing positions & was questioned about that. Just my two cents.... good luck!