DusktilDawn

In reading Ruby's post it's also obvious that the nurse did not notice for approximately 6 hours that the patient was dead. Without knowing all the circumstances involved, 6 hours for a nurse not to notice a patient has died seems like a long stretch...

Actually I think if a question like this comes up in an interview, they are not looking for "inform the nurse" as the only answer. Interview questions like this are designed to see what kind of thought process and initiative a prospective employee ha...

First off I would check what your facility's policy is regarding schedule changes once the schedule is posted. Second I would discuss with HR what constitutes your agreeing/accepting a change in your schedule, and I doubt simply leaving a message INF...

I tend to question the motives of people that provide "gossipy" information. I have had the misfortune to work with a few people that would relay comments taken out of context in order to spread discontentment. What may have been said may be totally ...

Almost sounds like we work at the same place!! We just replaced paper charting with the most user unfriendly computer charting possible! It takes 2-3 times longer to chart the most simple of things via computer than it did to write it out. Oh and the...

What the nurses on this board see is that there is NO BENEFIT for the patient to have to unnecessarily wait for someone else to provide proper skin care to incontinent patients. What you don't seem to grasp, mirgadia05, is that the majority of our...

They'd probably be referred back to the NURSE:banghead:

I would just like to point out, regardless of state, the RN IS RESPONSIBLE for the CNA/NA (PCT, UAP, or whatever title is used by a facility) even in Florida. This has nothing to do with who "pays" you. Regardless of whether or not they're certified ...

Well, what I'd like to know is how unfair the housekeeping supervisor would think it is for someone in respiratory distress to die because the nurse is playing pedicurist? The sad part is you're right, she doesn't get it. But again why would anyone p...

I think you've missed the point of the OP. In fact the OP stated that their understanding was that making a resident wait an UNREASONABLE AMOUNT OF TIME FOR NO REASON for something was a violation. Her/his issue was the example provided during the in...

Your statement that she feels like she is firmly in charge of the unit and that she basically tells the other CNAs what to do etc. sums up the big issue you have with the CNA. She appears to be unchallenged in this belief and is in effect firmly runn...

I agree with Leslie, you should talk to your manager about what has been going on along with documentation. I think your manager needs to go higher than the DON at this facility. Obviously the Social worker and DON do not understand the purpose of ...

Wooh was reprimanded because somehow (telepathy, astral projection, global warming??) she gave the impression she wasn't there to a family member that wasn't there, despite the facts to the contrary (use of interpreters, charting, presence of other f...

SBONs tend to stay away from employee/employer or work place issue type conflicts. Even if this wack job filed a complaint with the SBON, I doubt you'll hear from them regarding this matter. Basically I think she was trying to threaten and intimidate...

I think contacting the BON is the right thing to do. This person equates her limited training to that of a licensed nurse,has too high of an elevated opinion of her medical knowledge and "nurse" training and enough cockey confidence in that elevated ...

You're sister's friend is a dangerous menace.

Wow, good point. I would estimate that they could hire 3-4 more people to work in dietary doing the jobs he wants to pawn off for what he gets paid.

Basically this dietary manager is trying to save money on their budget at the EXPENSE OF the CNAs, the patients, and somebody ELSE'S budget. This manager wants to eliminate employees or shifts in his own department at another departments expense. Thi...

As long as there is SBONs and state legislation that continues to put nurses between a rock and a hard place, health care facilities will continue to pay big bucks to follow the folly and doctrine of groups like Studor and Press-Ganey. They will neve...

The situation isn't against a specific union, it is against a specific group of employees. It doesn't have to be intentional and it doesn't have to be against a specific union to be discriminatory. It may not have been intentional towards a specific ...

I think most of you are missing the point here. It's not about shut-up, quit whinning, and be grateful they even provide anything. Although few places provide meals, the facility that the OP works in does. The issue isn't about the OP being grateful...

Sorry this happened to you Zacarias. I agree about reporting this to you coordinator and to the manager of that ER department. This isn't about developing a thick skin, it's about common decency and respect towards staff that are sent to that area t...

Can you not understand why her coworkers are disgruntled about this? As a CN you cannot arbitrarily grant exceptions (ie: leaving early) to one and not expect others to have some sort of negative reaction to this. You've put yourself and others that ...

I think it's a little hard not to come across as confrontational and even accusatory when you are basically asking a co-worker if they spoke to the manager and complained about you. Unless one has a real gift with words, that's how it comes across. I...

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