ruthrowe

I have heard an occasional comment by a patient regarding nurse's weight and also comments re a dietician's weight. A lot of employers are now requiring bio metric screening every year in-order to be eligible for lower health insurance cost.

Regarding not wanting to be called for overtime, read the contract. I can't imagine any hospital or facility that would put that in the contract and that's what you have to abide by. If that's the case, I want straight days, 8 hours, 3 months vacation and 6 months maternity leave with 1 hour for lunch and 4 30 minute breaks each shift.

Have some of you forgotten what it's like to be fresh out of nursing school? I was told by my college adviser to keep my mouth shut, do as I was told and volunteer for everything and I would do fine. That was good advice. There is also little room for discussing anything in school as the instructors teach you by the book. Real nursing is not by the book and it takes a while to figure that out. Instead of being so critical of new nurses, management and preceptors should be aware of a new nurses idealism and learn how to proactively deal with it. That's what leaders do. They will learn soon enough. I, for one, always smile when the idealism comes out. It lets you know that they were listening in school and want to do things the way they were taught. You, as an experienced nurse, are responsible for teaching and shaping the new staff. Their failure is often the experienced staff's failure. Take pride in teaching and shaping the nurses who come after you.

I believe most questionnaires ask if you have "ever been convicted" of ........ Doesn't sound like you were.

The name of the game is Russian Roulette. Educate yourself on the rules of the game then make your choice as to whether you want to play or not. I chose not to play.

I agree that the hospital would also be held liable for retaining such a person. But I have to wonder where your OR nurse manager is and why he/she isn't supporting you. It is your OR and he/she should make sure you are in a safe environment. There is power in numbers and I agree with those who said to document every occurrence. Another thought is to ask the local paper if they would do an article on the issue even if they didn't use names or facility's names. It might get the attention of the doc. and the hospital, just a thought. We did manage to have a doctor fired for bullying but he was also a bad physician. I approached one of his business partners that I had a good relationship with and asked for a meeting with him (the partner) to discuss our concerns. After presenting our evidence, the doc. was fired by his partners.

I was hired into the NICU as a new grad. but that unit had a great leader who had a good sense for who would succeed and who might not and was willing to take a chance on them. We hired several nurses out of the float pool as they had floated into the unit and showed that they were willing to do the work and learn. It is a highly specialized area and you need to be able to give 110% but it was the best job I ever had. Ask about cross training into the newborn nursery as that will give you a good foundation for NICU. You can't know the abnormal until you know the normal so it is a good place to begin. If NICU is truly your passion, as it was mine, don't give up. It's that passion that makes a good nurse. Good Luck!

I too work with the neonatal and peds. population. When I hear people say that we should just all love each other and the world would be fine, I think to myself that not every human is capable of love so it will never happen. The world is full of broken people.