magellan

The unit secretaries can do EVS jobs but not RN stuffs because they need to be credentialed to cross that line.

What about managers taking patients too?

That's outside of their scope, it's not legal.

The next thing you'll know, the secretary will be able to call the MDs and ask orders.

That's his calling on how he will handle that kind of situation if he applies for job. But my take is, if I see those allegations there's no way for me to hire him. Besides, I still have to do criminal check, professional verification, drug testing etc for every other applicants that will come to my company. There's alot more to consider when it comes to employment because I want my company to be a success not a failure so whoever comes in, I must make sure that they will function well.

If I will be your employer and saw those scrupulous allegations, I won't hire you. I'm just being fool if I will ever accept you. You already burned your bridge when you sign up my company's application. That's how I will turn down any application.

Besides, your employer needs to verify your criminal background, professional references, drug screen etc and leave it to them with their decision in hiring you.

Why do you have to disclose when your employer can do that in seconds? This post is just foolishness. Let the employer verify themselves because its more accurate to check directly from the Board than just by telling them about yourself. Then your employer can decide if you are hireable with them.

When I applied for licensure, it took them almost a year to process my license.

Yes, the employer can verify but it will take them forever to get the answer back from the Board. Even to apply for licensure, nurses to be will have to wait several months before they get to sit for NCLEX exam and eventually, their license if they pass the said licensure. In addition, to call every Board over the phone, you'll have to be on queue for some hours before they pick up your call. The best way is to go in person to the office of the Board of Nursing so you'll get your answer on hand but as I have said, you'll wait for several hours to see a personnel from the Board. Therefore, this kind of post regarding disclosure to your employer is just being fool. It's all foolishness.

For all those infractions that your employer observed in your practice, they still have you worked time and time again in their facility. I'm just wondering because the equation is not right.

For all those infractions that your employer observed in your practice, they still have you worked time and time again in their facility. I'm just wondering because the equation is not right.

For any infractions, the employer should notify you what needs to be done so that it is corrected. If they don't, they are negligent because they didn't give you the chance to rectify it.

Those allegations can be blamed also to all 2 million practicing RNs in the US especially if you don't have patient to nurse ratio wherein provision of quality care is broken. Then the worst case scenario will be that there's no nurses to take care of patients because we ended up our licenses are suspended or permanently revoked.

This somebody died on your care?

Ask them evidences that all allegations are true or correct like some witnesses who actually see you doing the wrong way. If they can produce a video would be great for you to agree with their claims. Also to consider the nurse patient ratio if the facility follows it all the time so that's why your excellent care is broken. In addition, investigate the facility if they can retain nurses long because nurses who quits is a tell tale sign that nothing good is happening.

As an RN, I can utilize my nursing diagnosis using the approved NANDA however, I want.

Its just not safe.

But you are well credentialed with NP in your professional title so you can make medical diagnosis but for us, RN, its a big no no to write as such.

The nursing students will know about it. They will always utilize nursing care plan with the nursing diagnosis on it every clinicals and patient's involvement at bedside. Our nursing diagnosis is based from NANDA. Example of it is Alteration in Comfort level related to pain. Nursing homes utilizes this alot during admission and change of condition.

Good job for not giving a medical diagnosis because its not our scope.

Yes, you have a good assessment skills and clinical judgements basing on your objective and subjective data from the patients signs and symptoms but you can't write out in any patients chart about medical diagnosis. It's the physicians call and scope of practice. Don't get lost and because your manager, administrator or colleague said so but its not your scope of practice, don't just do it. Imagine, if you write out a medical diagnosis in the chart and MD consultants after consultants will follow those diagnosis and then will prescribe treatments, its gonna be a disaster.

Its the doctors call to give medical diagnosis in whatever or whenever circumstances they are in. It's not ours the RN. We are the eyes and the ears of the patient but to identify medical diagnosis, its a big no no. They can slam us with hefty penalties with our license if we diagnose medically the patient. We don't have the qualification to do so, just the nursing diagnosis based from NANDA. Don't get lost in the medical field just because we practice much at bedside. We work side by side with them not behind or infront.

Not even in any discussions, nurses are not to give diagnosis medically.