Jdon

I understand completly about leaving employment d/t unethical conduct, however has that ever caused you difficullty in finding another job( having job hopped- so to speak) ?

Well said!

Brown eyes Sorry to say i am no longer at my previous job. I hope you did'nt fax anything there, because i would'nt have got it. Sorry for the inconveinence.

If you have accsess to a Social Worker they are wonderful keepers of resources, and could give you names of agencies for the visually impaired that you could search for teaching tools. For example The lighthouse for the blind, or you could try the American Diabetes Association. Its importantant to know your audiance and why they are there and their knowledge base in order to be effective with your teaching. Good Luck!

Is a care attendent the same as a cna? I feel for you! I have had similer experiences with cna's. I know its not easy but all you can do is remain calm and professional, and stand your ground! It sounds that she is insubordinate to you. I would definately make a point to have a witness when dealing with her. WRITE HER UP and ask for support from your supervisor. Ethier she will turn around or with the accumilated write ups be fired. Hang in there and remember your her superior and as such her behavior is unacceptable.Good luck.

Are you union? I would like to learn more about this. Care to share?

That's what I thought too! Ha Ha

I was working in the nicu when we had a threat of a tornado. Some Nurses got pulled to go to a sister hospital in town to assist in the disaster plan. When all was over one of the nurses returned with this story: She was assissting the nurses in giving some meds before pulling all into the hallways. Every pt she went to said they already had their meds from that nice nurse in the white uniform and hat. She realized after she left that its been awhile since a nurse has worn a hat. That story revealed the urban ledgen of Nurse Betty. Story goes she had an affair with a married md, became pregnant then agreed to allow him to perform an abortion on her on the 2nd floor OR room.She died and he went to jail. She never left the hospital and was seen frequently. The local newspaper would do an article of her every year around halloween on her sightings. The hospital has since been replaced with college dorms. Hmmmm i wonder if any students have seen her?

Can you please fax me too any thing you can about documentation. I need help. I e-mailed you but if it doesnt work my no. is 940-686-2323 Attenion Jenny Thanks a bunch :rotfl:

Both nurses quit this eve without notice. I' ll be working doubles this week-end after working 60 hours this week. ugh :angryfire It's tough doing the right thing and trying to hold nurses accountable for their actions.

Try and get them to understand that!!!! That's what this is all about, that they feel that its unsafe without them. I agree but i cant get Nurses to work without them. I spend a great deal of time educating the CMA.s but I fully agree with you.

Just got a phone call from both nurses who quit effective now due to duress. Its late fri eve and now I have doubles x 2 sat and sun to cover. :angryfire Unreal!

Actually, I was in the bldg on that morning, working in Medical Records and I left aprox 10 am and saw both Nurses before I left and they informed me that the med aide had not arrived yet but would be there when she got the tire fixed. Not one of them said that they were in trouble or needed help (they both knew that i was in the bldg since 7am). I thought that they were done with the med pass and all was okay. So told I them okay, I have my cell phone if you need me. Then I left, when i arrived home the RN called and said the med aid had not arrived still and she was evoking safe harbor. I asked her if she had heard from the med aid as to the time she could make it, she said no. I then instructed her call her and find out, and authorized her to call one of the other nurses to come in and help if they felt like they needed it(as it would be overtime) and if no luck call me back and i would come in to help. I diagreed with her claim and told her so that the med aid was optional to begin with and all the rest of the staff was present ( 2 nurses, 4 cna's and a 3rd nurse that I have just to be in the dr at beakfast & lunch she cant be assigned pt care due to her age). There were no emergencies or admissions or any thing time intensive going on. The RN works as a charge nurse and has no additional supervising duties assigned. I take care of all that myself. She did call me back and said the med would be there in 45 min.(it would have taken me that long just to get back to the bldg.) I asked her to call me when she arrived . When she called back I asked if she had the forms to fill out for safe harbor, I explained that even if i disagreed with her claim I would provide the avenue to express her concerns and drive back out to provide the forms and then we'll convene a nursing peer review comittee to address the issue. She stated that she retracted the claim because the med aid arrived. I didnt find about about the meds being late until mon. I hope that answers your quetions. Again thanks for your input.

You are sooooo Right! It seems that everytime I don't I live to regret it.

Thanks for that! The Nurse continued to shout at me and stated that I promised her a Med-aide every week-end. That was my response too. I can't guarentee anything. Life Happens.

I take it you don't work in Nursing Homes? 20 patient's per Nurse is a light case load. Most Nursing Homes have 30-35 pts per Nurse in my area. I wish the ratio was different but given the current practice our home has the best because were a small facility. In addition we run with Med aides (not required) to allow the Nurses to spend more time on assessments and interventions. In addition we have two CNA's per Nurse or 20 pt's. On the week-end I also have a third Nurse for 4 hrs on sat and sun that will monitor the dining room at breakfast and lunch to also free the nurses to be on the floor to give better care. I do not feel that this senario is "usafe" even if the Med aid is taken out of the equation. Again, a med aid is not required. In fact I am probally the last Nursing home in my area that has them because of ppd's they all have been cut from budgets. The bottom line is always money sad. I fight hard to keep as much staff as I can. The med aid lives about 1 1/2 hrs away and it took time to get someone out to her and repair the tire then travel the distance to the home. This med aid is always puntual and has never missed any days since she started working with me. She did'nt give a time of arrival when she 1st called as she didnt know. The Nurses had no crisis or admissions or anyone that required time intensive care. I hope ive answered your questions. Thanks again for your input. I appreciate it.

Thanks for the sound advice, I plan on meeting her in the morning before her shift starts to discuss these concerns. I'm sure it won't be civil as she was yelling at me on the phone and ultimately hung up on me.

Thanks for responding, I agree.

:) Ever think of week-end doubles?

Bagernurse, Thanks for responding. I am the DON in this story and at my wits end! The R.N. works double week-ends 6am-10pm sat&sun on the Baylor plan (32for40) I did review "safe harbor" and your response was my interpretation as well. I tried to expain that to no avail the nurse insist otherwise. She did retract her claim once the med aide arrived. When I discovered no attempts were made to administer meds until 3 hours after they were due I freaked! I have 2 Nurses on the w/e they have about 20-25 pts each. Neither one started the pass until 3 hrs after they were due. I diciplined the LVN and the RN refused to come to the facility and said she would see me sat if need be and that she is exempt from any med errors etc. because i created an unsafe work condition by not having a med aide. She also indicated that doing doubles made her unsafe to pass meds because she doesnt get much sleep in between. But she is comfortable delegating medication administration to a med who works the same hours. Not to mention the insubordination by refusing to come in and discuss these serious concerns. Its always difficult to fire anyone due to Administration barring you d/t unemployment claims however, I am willing to take the heat if justifiable. Thats why i need all the input i can get. I really am not comfortable with this nurse caring for my Resident's now and am prepared to work the floor myself. Tomorrow's fri.UGH.

Maybe you all can shed some light on this subject? Situation: A R.N. is scheduled to work double week-ends at a Nursing Home. She is informed that her Certified Medication Aide has a flat and is about an hour away and has to wait for the auto club to come to assist. It is now 7 am and your medication pass begins at 7:30. What would a Prudent Nurse do? Time now is 10:30 and you just begin your med pass. You notify the DON around 11:30 and evoke "safe harbor" expaining that the situation is unsafe because you dont have a med aide, even though passing meds is the reponsibility of the Nurse, whether she/he does it or deligates it. Then around 12:30 the med aide arrives and the R.N. retracts "safe Harbor" . The med aid reports upon her arrival the med pass from the morning was not finished. The DON attempted to contact the R.N. regarding disciplanary action for failure to administer medications as a Prudent Nurse would do, and for potentially causing harm to the Resident's for not receiving their medications. The R.N. refused to come to the facility and now claims that she is exempt from any actions due to "Safe Harbor" and that she is protected from being fired. Is "safe harbor" appropiate in this case? What would a Prudent Nurse do? Should the Nurse be disciplined or even fired? Everyones feedback is greatly appreciated!!!!!!!

Congratulations!!!!!!!