seaofclouds21

Ahh, the golden handcuffs. I would recommend really looking at the benefit she may be losing and comparing it to the benefits she could be gaining. Does she also pay into a 401k or 403b? I know some companies starting transitioning even their pension employees to those as they phased out pension plans. Perhaps you could meet with a financial advisor to see if the pension alone is reason enough to stay where she is no longer happy. If it is determined that staying in the facility is the preferred option, she could look for all kinds of positions as a nurse. Does her company have more than one facility or any outpatient surgery centers? If not, she could look at roles in education, quality, risk, infection control, employee health, and more. It really depends on what she is interested in doing for the next 10 years.

Does your facility have a policy for using them? My facility allows us to give extravasating medications (like pressors) and we can use them for blood draws. They are not considered central lines and thus do not count for CLABSIs. We use them a lot. I am not a big fan of using them for pressors, but there has been research to support it.

This may help: Redirect Notice. If you have questions about where to go from here with these, let me know.

Have you tried to look up the images for the fishbones? There are several fishbones out there, depending on which labs you are using them for. Which ones are you hoping to use and how can we help you use them?

I've seen patient's go from minimal residuals to high residuals, though not quite that drastically. It is possible to have more than what was administered due to the normal gastric secretions her body would be producing to digest the tube feeding, though not enough to make that big of a difference. How do you check residuals?

DuBois, PA. The hospital I work for is one of 4 within our little health system. All 4 hospitals have openings and hire ADN RNs. We just hired nultiple new graduate ADN RN's into our ICU this passed summer and are currently interviewing more that are graduating this winter and even next May for the continued open positions we have.

That really depends on where you are in PA. I'm in central PA at a local hospital and we just hired a ton of new graduate ADN RN's into multiple departments in our hospital. We have tons of open positions and dozens of travelers being used in order to staff our hospital. We do not require our RN's to get their BSN (though it is encouraged and there is a tuition program available). Also, PA not being in the nursing compact has little to do with the pain that comes with getting licenses in other states. Any state has their own hoops to go through if you need to get a license by endorsement. I've been licensed in multiple states, including PA, and did not have an issue getting any of my licenses.

I've never been licensed in NY or NJ, so I'm not sure of their requirements. You should be able to find that information on their board of nursing websites or by contacting their board of nursing directly.

Some states only go by the first school you got your nursing education in. They will want to know that your initial nursing education came from an accredited school. The only way to know about getting into an accredited BSN program after you complete the program you are in now is to look at the requirements for those school and speak to their admission advisers. Will you have a degree when you finish the program you are in?

How long has it been since you finished school and taken your NCLEX? If there has been a long gap, I can understand there being concerned about how long it's been since you finished school. If it has been a while, have you done anything in that time to keep up with your skills/knowledge?

Another thing to consider is that you may not be able to obtain a RN license in another state (by endorsement) if they require you to have completed your education at an accredited school. How far are you into this program? Have you considered transferring to a school that has an accredited program?

But the program does have to be approved by the board of nursing. Have you verified with the board of nursing that this program is approved by them (and not going off the word of the program)?

Another option is to look to see if there is another school in your area (community college maybe) that offers A&P I in the spring and then A&P II in the fall and see if you can take the classes there and have them transfer the credit to your current school.

When I was in nursing school, we were told to never use a medical diagnosis (Diabetes or DKA for example) in our nursing diagnosis. So, instead of it being a knowledge deficit r/t diabetes, we would say a knowledge deficit r/t management of blood glucose levels (etc) and instead of saying aeb DKA, you would want to list the s/s they have of the DKA (elevated blood glucose, etc). What are the other two nursing diagnoses you came up with?

There seems to be a lot missing from this. The hospital can refuse to allow visitors if that is in the best interest of the pateint at that time. As for the money, that is something different. Legally, they cannot refuse life saving treatment. Right now, it is best if you focus on making sure your wife is getting the care she needs.

Once again, you are comparing different employers. Without knowing the specifics of the agreement between your hospital and each company they contract through, it's hard to say there is a double standard. Maybe the company the NP works for simply overlooked doing a screening for her. You mentioned in another post that the hospital moved away from pre-employment screenings, so where is there a double standard that regular employees have to be drug free (upon hire), but not anyone else?

When I was a nurse manager at a LTACH, agencies charged us about $56-$62 an hour. That was in Pennsylvania.

Just because they don't have to test for the hospital doesn't mean they don't have to test for the company they work for. If you are that concerned about it, maybe reach out to someone in your hospital's administration to ask them specifically what the policy is for drug testing for contracted employees.

Each state board of nursing has different rules for this type of thing. That being said, all of the ones I have dealt with have required me to have an active license in order to obtain a license by endorsement in their state. If your license is currently suspended, you may have a hard time becoming licensed in a new state. Contact the board of nursing in the state you are looking to obtain a license in to see if it is possible from their side of things and then contact your state to see if it is also possible from their side of things.

I did a quick search and it appears that the application is only good for 3 years. The application itself doesn't mention having to complete 2 more years of education if you miss that deadline, but I did read in several other areas that it is required to complete 2 more years of nursing education if you miss the 3 year deadline. The best way for you to know for sure is to contact the board of nursing and speak with them directly. Good luck.

This varies from state to state. Your best source of information for this is going to be your state board of nursing. Which state are you in/looking to test in?

If she is employed by the contracted company, then she would be subject to their rules about testing, not the rules you have as an employee of the hospital. Each hospital has their own rules in regards to how they deal with contracted employees.

You will need to check the specific requirements from the California Board of Nursing. Each state has their own requirements.

How did it go?

Does the nursing school you are planning to apply to have requirements for the grades you must receive on your prerequisite classes?