Straydandelion

Never worked as a nurse and didn't receive a license having taken nursing 15 years ago...I would talk with your BON but am guessing back to school would be the best option. Good luck!

This is confusing because the CDC site doesn't specify "respiratory infection" as far as whether to test or not. CDC | TB | Tuberculosis Fact Series - Exposure to TB

Just a quick first impression opinion.... since Shannie doesn't consider you a friend but a long time friend of Melissa's I would say this is Melissa's problem to deal with and for you to continue to be polite and friendly to both.

I don't know the technical, legal side of the issue however have heard of assisted living allowing independent LOA if that is any help in doing a comparison.

Winn, I think you meant to post here? https://allnurses.com/general-nursing-discussion/ohio-bon-472597.html gentylwind, that sounds great, I have no idea what to expect possibly others will, good luck!

I honestly think it is the hiring practice of the hospital causing the most problems. You see a hospital telling you that "normal" schedules are every other week-end off... so and so holiday versus one saying every third weekend off and less holidays which are you going to apply to? Most don't think when looking for a job that every other weekend off means the weekend you DO work is a nightmare. Same with holidays. I've only worked at one hospital that the weekends were similar to weekdays in patient load etc. due to every third rather then every other weekend off... and the weekend off could usually be arranged as a Friday, Sat., and Sunday sometimes even a Monday, it was almost a mini-holiday.

I don't think it hurts to ask and be honest the reasoning behind the request yet also stress you would be more then willing to forego that if the job needed you earlier. My guess is they will want you to start sooner but it is worth a try.

I have never had this happen so can't give very good advise except like the others, I think you should actively find out what is happening even being quite frank with the other NM rather then wait for a call.

I went from a hospital with every third week-end off to one with every other week-end off and there was a gigantic difference. Weekends on the every other being much harder due to the number of staff (I actually liked the every third much better due to that fact). I would suggest approach it as you posted, safer environment to work in and much easier on the people that DO work that week-end.

Suggestion: decide what your field of interest is and go for it. If you like and enjoy where you are working now, then stay and offer to float more to get the experience you desire in other areas, lots of nurses would probably enjoy someone on the floor actually wanting to float. If you feel it is time to move on related to pursuing another field of nursing, then carefully look around and try to transfer when a position is available not burning any bridges when you leave. Good luck!

I think frequent documentation is required due to some legal aspects http://www.corexcel.com/html/body.documentation.page9.ceus.html ...and also for insurance purposes.

I am wondering if I could get some information on "Code Teams" and patient follow up. Does your hospital have a designated "Code Team" for cardiac arrest patients? Who makes up the team? Any doctor in the house, or in the area, and nurses on the floor, resperatory therapy, and supervisor. If the patient survives, is he/she interviewed afterwards about their experience and who does this interview? No, usually if a patient survives in good health is the best indication. What types of questions are asked? I'd be grateful for any information you could give me. Thanks!

Wow, where is this place, things must have changed drastically yet I always thought it was a good night if I was charge and we had three nurses on the floor. A bad night was splitting the floor 16-17 patients with the help of a NA. I would say the most helpful thing to do is prioritize, what is immediately important, what can wait and like another poster mentioned..delegation.

I am the POA for my Mom and have a right to look at the chart after giving a copy of my POA to be placed on the chart, usually the charge nurse is present while I do to answer any questions I may have. As far as a copy of the chart, that can only be obtained after discharge from the facillity as far as I know. The "decision maker" however is not the same as a legal POA so I would say this doctor had no right to look at the chart.

At the time your verbal report was accepted even with the qualifying statement by the DON, then only AFTER several days and subsequent action a written report was "required"? I wouldn't write anything. The facillity acted on knowledge apparently without adaquete proof, or they have other people reporting similar issues. I agree, time to dust of the resume however.

None that I have ever seen except possibly in specialty areas, in fact most hospitals prefer new grads, or ones without too much experience because the salary will be lower.

I think it depends where you work. If there are a lot of ortho docs, you will have an entire floor that is ortho-neuro...neuro being mainly laminectomies or simple procedures, others going to step-down if the facillity has that. Ortho seems to be mainly hips and traction where I worked. Your best bet is to visit the floor you are considering and see what type of patients they have.

This just discourages the whole 'team work" approach pitting one nurse against the other like kindegarden... who has the most stars?

Gum chewing at work appears unprofessional IMO, do I chew it..yes. I enjoy chewing gum, does anyone see me, rarely if ever. A little trick of tucking under the tongue when around someone or talking always worked for me :)

Have had it happen a few times and I agree, you don't hear from someone for ages, and all they want is medical advise when you do.

We give our pets the option of "humane" treatment at end of life attempting to prevent further suffering...it makes sense on the surface to do that for ourselves. Yet, there are many more variables that aren't quite as simple as our pets. Family dynamics play a big part i.e. what is the motivation for assisted suicide, is it warranted or just the "easiest way out"? Does the patient want it for themselves, or to keep their loved ones from having to take care of them.. many many questions not including the healthcare provider who, no matter what may not want to be involved. After all, our philosophy is to help heal as best we can. IMO if a non-partisan committee, not affiliated with family, or even the institution, if the patient is in one, were gathered these issues could be addressed on a case by case basis. Possibly social services, a doctor (not the patients though that doctor could join), nurse, legal representation such as a lawyer, the patient's religion would also play a part, a representative of the institution, and one of the family/patient if able...all to have a certain time limit to have a majority consensus would make it a viable option.

Basically, quitting after two weeks is not going to earn a place in your resume under employment history anyway I would think *shrugs* Just taking in the letter as others suggested seems helpful and may allow you to be employed again at the institution if desired.

It is not required to write an incident report for discrepancies in medications?

Ortho we just used the patch though at the time fentanyl was relatively new.

I would ignore and attempt to either change shifts, change floors or just ride it out being a professional in every sense of the word. You can always print this out and slip it under his/her door also ;-) http://cpnmhn.typepad.com/management_matters/2007/11/can-you-control.html