Ranax

Of course there would be comparable spreadsheets to ensure the fairest application of a BSN bonus. Some ways around the potential disparity between senior RN's and new BSN's might be a step implementation of bonus, i.e. BSN bonus would begin after one year of full time employment, or a graduation in percentages over a longer period, say 5 years to achieve full BSN bonus or pay differential. And, senior RN's should be receiving some sort of longevity bonus, maybe in the tiered sense of step levels. Regardless, senior RN's should never be penalized monetarily by a salary decrease for not having a BSN, no pay decrease, ever.

Seems that to be fair, established nurses without BSN should be offered incentives to pursue BSN. They should not be fired. Unions should press this point. Any new hires should be BSN only. Any experienced nurses who choose not to pursue BSN should be grandfathered in and allowed to keep working, except that there may be a pay differential to BSN RNs.

Here's a good universal outdoor reference: A Comprehensive Guide to Wilderness and Travel Medicine and Field Guide to Wilderness Medicine.

Be flexible. BSN is a solid program/degree. Can you take a semester/year leave from BSN to focus on a Paramedic program? Paramedic training/education would best be accomplished with a solid AA degree in science or the BSN. Remember that life takes many turns and one can pause a program if needed. If you are a paramedic then you can work while you hunt for your BSN RN job, which might take awhile.

By your reflection on your ER care, I'd say it sounds like you are burnt out, which is not a good place to practice nursing (in the ER). Change your scenery, ASAP. The unconscious patient specialties may be a good transition. Try the OR, this would work.

Whenever you work with a complex phone system, try not to become overwhelmed. Instead, take the time to play! Call an ext., answer ext. and place on hold. Transfer to another ext. Mix it up. Best I have found is to seek a competent clerk and ask for 1-2-3 steps for hold/transfer/etc. Become an expert who can then teach new employees. You'll be more confident, relaxed, and ready to tackle the emergency.

Your complaint is based on your employer's vacation policy. It is not a union specific policy. Every employer will have some sort of vacation policy, whether it is under City, County, State or local direction will drive it's parameters. Unions negotiate employee rights within these greater controlling entities. Senority is usually a factor, with or without a union. One such driving force is how the facility is funded. If it is based on tax roles, it will probably fall under the fiscal calendar year, July 1 - June 30 following year, and this budget cycle limits how far in advance one can plan employee vacations. Others use the calendar year for planning vacations, regardless of unionization. My advice to you...be humble, earn your time, and schedule your vacation whenever you want in the far future, knowing you will be responsible for making alternate coverage plans (shift trades, etc.) if you can not secure the time through vacation. Unions are your friend, don't unfriend them.

What a shame. Truly. HIPAA is our fallback for patient's rights. Common sense should have prevailed for all staff. Unfortunately for the staff, administrators, and hospital owners, heads roll uphill when HIPAA is violated. Hope the patient can keep her head above water, because she was the victim of a near-drowning. Seems like it's time to have an updated HIPAA in-service.

The team approach is a solid tactic. No more Good cop, Bad cop practices.

Ice packs - commercially made - disappear easily. So, whatever you can prepare in the freezer ahead of time is smart. Having access to an ice machine is also a wonder. Mini zip lock bags prepped in the freezer with water mixed with soap or rubbing alcohol works for flexibility, sliding them into cotton sock is great to keep them off the skin. Word to the wise, Be nice, but not too nice (they'll come back frequently if you let them).

You are on the right track. Condensed transcripts, copied and submitted per their requirement sounds like an HR or particular manager's request. Most won't look deeply into them, but I like the point that if the GPA is lower, than do not include. Does GPA really matter after you have passed NCLEX and been licensed? Using a photo, like a passport or other professional photo, is a great way to help them remember you.

Like many have said above, it's time to look for another job. Once someone has you in their sites (improvement plan) you will be scrutinized, avoided, and consumed to fit the saying, nurses eat their young.

Jeezzz people, Have you heard of compassion? (That nursing ethics thing? [h=2]"Respect for human dignity[/h]A fundamental principle that underlies all nursing practice is respect for the inherent worth, dignity, and human rights of every individual. Nurses take into account the needs and values of all persons in all professional relationships.") Jkadel, Accept water under the bridge. Now what? You should request meeting with nursing school director, and anyone else (representative) to discuss your situation AND your desire to pursue Nursing degree. Ask what the options are, what steps you need to take, and ask for guidance. Persistence!

Exactly. Comfort measures. Some family are pacified that their dying family member will die more easily with less pain. Belief is one will asphyxiate, which is a horrible way to die. Can you imagine a death certificate that says cause of death: suffocation?

Every state differs, and some cities have special exceptions. Here's a good source of information: elaws - Drug-Free Workplace Advisor