Jump to content


Member Member
  • Joined:
  • Last Visited:
  • 16


  • 0


  • 966


  • 0


  • 0


kspi355's Latest Activity

  1. So he took the easy, unethical way out. OK, well keep that in mind for your future dealings with him- he's willing to throw you under the bus if it causes him less of a headache. This other nurse who gave you grief- do you care about letting her know? Or others? Right now everyone thinks you're a braggart, making you 'in the wrong' in this situation, when really it's the management who is in the wrong. If they valued their current, experienced nurses correctly, they would pay a more competitive wage. You stay in a hospital because you need nursing care. Hospitals require nurses, it should be the nurses with the power- because that power translates to better care for patients through lower turnover, more experienced staff, better EBP, and a reputation for excellence. That happens through better pay and benefits. Your hospital has it backwards, and that's bad for nurses, and bad for patients. I hope things work out for you, and if you feel comfortable I'd let that nurse know. Pull her aside, ask her if she thinks you have any effect on how much they pay her. Then ask her why she held it against you that they offered you more. Then prove it. Make sure she understands that it's in her power to get a raise.
  2. kspi355

    Annual License renewal

    This is something you're more likely to see if you're union or work for the government. The contractor analogy isn't great- no one spends seven years building a house, but if they did you'd better believe the contractor would charge you for it somehow. Probably under "permits" haha. In many jurisdictions the employer is responsible for any specific, unusual certifications required to do your job. That's mostly because it would be worthless to take it with you when you left. For instance, an oil company paying for a work visa for an engineer to work in Trinidad. The engineer would absolutely balk at paying for it- what value does he get if he leaves the company? Because nursing is much more common, and taking your license with you has value to you, it's much less common to get your employer to pay for it. Doesn't mean it doesn't happen, but it's not expected.
  3. kspi355

    Nurses Reach Agreement; Strike Canceled

    This is fantastic. I hope we see more successes like this in the future.
  4. This is EXACTLY why people leave every 2-3 years in many industries. It's inefficient as heck, when paying employees what they're worth would both reduce turnover and improve morale. One of many reasons why unions still have value- IF members act to curb fellow union members who don't behave professionally.
  5. They can't forbid it, that's illegal. And exceptions are made all the time during so-called "wage freezes" (aka Make Sure We Can Pay CEO Bonuses). You absolutely should be asking for a raise- and don't take no for an answer. Someone will give you a raise, even if it's not your current company. Today's culture of 1-2% yearly raises is largely to blame- in the past, it was closer to 5-8%. So now in order to get appropriate raises, it is common to get a new job. With a new job comes a new wage, often in the 10-20% range. It is common, even expected, to get a new job every 2-3 years in many industries. HR will think it's normal. It's time to show you're worth it by walking out the door if they don't pay you what you're worth.
  6. kspi355

    New Grad confused about stipend and 2 year contract.

    This sounds a lot like what HCA is offering in my state- Texas. It's why even though I've been looking for a few months, I've been reluctant to apply for HCA jobs. Very bad business, I think.
  7. kspi355

    New Nurse in Portland=No Job

    If you haven't already, check out all of Nurse Beth's articles, including the ones on her website, nursecode.com. Also, start volunteering at a hospital you'd like to work at- getting face time so that managers can evaluate you at their leisure, plus you can evaluate them too (maybe there's someone you'd Rather Not work with that you'd discover). Good Luck!
  8. kspi355

    Staffing ratios

    The bill has minimum staffing ratios, and they're as good as or better than what California passed. I know that's the case with the hospitals I've had clinicals at. You still have a duty to your patients, and if your patient(s) require a higher ratio than exists, and Safe Harbor isn't an option in your jurisdiction, I don't know what you do. Then again, what do you do now? These bills don't supersede state laws that provide for ratios that exceed the minimums in this law. If your ratios are already better, your ratio shouldn't change. Read for yourself (From the Senate version, S. 864): ‘‘(b) MINIMUM DIRECT CARE REGISTERED NURSE-TO-PATIENT RATIOS.— ‘‘(1) IN GENERAL.—Except as otherwise provided in this section, a hospital's staffing plan shall provide that, at all times during each shift within a unit of the hospital, a direct care registered nurse shall be assigned to not more than the following number of patients in that unit, subject to para- graph (4): ‘‘(A) One patient in trauma emergency units. ‘‘(B) One patient in operating room units, provided that a minimum of 1 additional person serves as a scrub assistant in such unit. ‘‘© Two patients in critical care units, in- cluding neonatal intensive care units, emer- gency critical care and intensive care units, labor and delivery units, coronary care units,acute respiratory care units, postanesthesia units, and burn units.
‘‘(D) Three patients in emergency room units, stepdown units, pediatrics units, telem- etry units, antepartum units, and combined labor, delivery, and postpartum units. ‘‘(E) Four patients in medical-surgical units, intermediate care nursery units, psy- chiatric units, and other specialty care units. ‘‘(F) Five patients in rehabilitation units, and skilled nursing units. ‘‘(G) Six patients in well-baby nursery units and postpartum (3 couplets) units. ‘‘(3) RESTRICTIONS.— ‘‘(A) PROHIBITION AGAINST AVERAGING.— A hospital shall not average the number of pa- tients and the total number of direct care registered nurses assigned to patients in a hospital unit during any 1 shift or over any period of time for purposes of meeting the requirements under this subsection. ‘‘(B) PROHIBITION AGAINST IMPOSITION OF MANDATORY OVERTIME REQUIREMENTS.—A hospital shall not impose mandatory overtime requirements to meet the hospital unit direct care registered nurse-to-patient ratios required under this subsection. ‘‘© RELIEF DURING ROUTINE ABSENCES.—A hospital shall ensure that only a direct care registered nurse may relieve another direct care registered nurse during breaks, meals, and other routine, expected absences from a hospital unit. ‘(4) ADJUSTMENT OF RATIOS.— ‘‘(A) IN GENERAL.—If necessary to protect patient safety, the Secretary may prescribe regulations that— ‘‘(i) increase minimum direct care registered nurse-to-patient ratios under this subsection to further limit the number of patients that may be assigned to each direct care nurse; or ‘‘(ii) add minimum direct care registered nurse-to-patient ratios for units not referred to in paragraphs (1) and (2).
  9. kspi355

    ICU nurse

    There are hospitals that will hire new grads into the ICU, but it's less about "experience" and more about "their experience of you." Did you make a good impression? Was your work ethic good, were you respectful with everyone, were you reliable, dependable, etc.? These are what will make an impression. Every shift, every clinical, every interaction with staff and patients is a job interview. That is what will get you the ICU job you're looking for, assuming that you're also the best fit for their needs.
  10. kspi355

    LEAST competitive program? 2 Year RN ABSN, or Direct Entry

    There are programs that are far less competitive, largely because you pay more to attend. Think private schools. The cheaper schools can often be the most competitive- because more people are trying to get into them. Think community colleges. That said, there's still some amount of competition for any school, and the programs themselves are rigorous- which is good, because do you want a nurse who isn't well educated taking care of your loved ones? Nursing school is no joke. If you're dealing with a personal history, ask the counselors at the schools you're considering what will make YOU more competitive. Maybe it's getting a different degree (I have another bachelors, that helped me), maybe it's grade replacement, maybe it's just crossing that school off the list. If you really want to go, put forth the effort. Make a plan. And then follow it, all the way to your first unit. Check this thread: https://allnurses.com/texas-nursing/how-competitive-is-358784.html
  11. kspi355

    Staffing ratios

    No healthcare experience? Well sure, things don't have experience, but people do. And nursing is all about Evidenced-Based Practice, so if you're objecting to law based off of evidence I'm either going to laugh or cry, not sure which. But if you really want to be comfortable with the decision you make to support or not support these bills, I invite you to read them and decide for yourself. Trust but verify? Time to strap on your doctor's stethoscope (LOL) and get to work. This country didn't build itself.
  12. kspi355

    How much do nurses make?

    You sound bitter... like you don't have a union of your own. Quit dragging those teachers down, and start demanding more for yourself. Aren't you worth it? You've got all of those acronyms after your name, if you're not making at least double what a teacher makes you've been screwed- and not by a teacher.
  13. kspi355

    How much do nurses make?

    LOL I'd complain too... They don't actually have summers off, they're usually doing inservice or training or moving their classroom, the days are long (if you work less than 10 hrs/day you're either lucky or not doing your job), you get complaints from parents, complaints from kids, complaints from everyone really. Teachers have a lot in common with nurses- you go into it hoping to save the world, and at the end of the day sometimes you're lucky to save a single person.
  14. kspi355

    Maine Nurses Authorize Strike

    What is PEP time?
  15. kspi355

    Union Representative question

    I think TM+2's question was more about what the responsibilities of a Union Rep/Steward were. TM+2 I think it depends partly on the contract your union nurses operate under, but a lot of it is what you're willing to do. I'd get on LinkedIn and look for a Union Rep for NYSHA, CNU, or SEIU and ask. I'd also ask at your facility if you guys are already organized. Honestly I don't know but I'm curious myself.
  16. kspi355

    Please explain how union hospitals do it.

    I'm definitely eager to hear about your renegotiation, GN14!