HyzenthlayLPN

I had a clinical instructor yell at me for reciting the 5 Rights of Medication in the "wrong" order (I had memorized it using a mnemonic that started with D for Drug and she yelled "Patient! Always start with the right patient!"). It was the first time she had been with my class (and I think she may have been new to being an instructor). It was a one-off. She wasn't the best clinical instructor but she was knowledgeable and quite nice outside the school setting. Thankfully, most of my instructors were awesome all the time :)

Where I work, our "verbal warning" is actually in writing (both supervisor and employee sign that a verbal warning was given). It counts as a "verbal" as far as our progressive discipline policy goes. I am sorry that you were written up. Is there any way to change departments/supervisors?

Unless your situation has changed, you should consider requesting intermittent FMLA just in case something comes up again (from what you described, it isn't a question of IF but more of WHEN you will need to miss work to assist your family). Intermittent FMLA will allow you to take protected leave as needed without having to apply for FMLA each time. Talk to your HR department about what you need to do to get it set up.

In my state/district, we can give OTC medications with a written consent from the parents

I am so sorry for your loss (((HUGS)))

What upset me most was this happened THREE YEARS ago and the family has been fighting in court to be able to be able to release the video, not just to the press but to the BON (it is illegal in the state to place a video camera in a facility without permission from/notification to the facility.

This morning I had a police officer come to the school I am in today to talk to me about a student (a little one with DM1 at another school). I could not for the life of me figure out why he needed to talk to me so I called the principal at the other school and he asked us to both come over for a meeting. Still perplexed...it was 5 minutes into the meeting before I realized the police officer is the driver of the student's bus home in the afternoon and we needed to give (and document) diabetes training :) He is a police officer until 2pm, then drives a bus after school and is also a pastor at his church. I LOVE small towns!!

It sounds to me as though you are potential whistle blower for a Medicare and/or Medicaid fraud case. I found the number for Medicare online and copy/pasted it below. Call them and tell them who you worked for and what they had you doing. Call us at 1-800-MEDICARE (1-800-633-4227). Report it online to the Office of the Inspector General. Call the Office of the Inspector General at 1‑800‑HHS‑TIPS (1‑800‑447‑8477). TTY: 1‑800‑377‑4950.

Both of the positions you have had sound awful. FWIW private duty home health was one of my favorite nursing jobs. I had wonderful families and patients (well, there was ONE that the family was UGH...but that wasn't the norm). I also had an AWESOME staffer who was gifted at matching nurses to families and supervising nurses who were VERY supportive and always available. I am really sorry that you have had a bad experience. I encourage you to not give up.

A "brain sheet" is a must. Are you passing meds, doing treatments and the assessments/charting for all 42? Are all of them ICF or are there skilled residents in the mix?

Were you using a gait belt when this happened? From your description, changing her to a full mechancial lift sounds like a bit of an over-reaction. I could see making her a two-person assist for toileting so one person could help her balance while another helped with clothing management and hygiene.

OMG....I have never been at a facility (LTC or Acute) where staff hid when state was in the building. Exactly the opposite was true...CNAs often commented on how many people were helping out on the floor while state was there! When state is there, there is NO WHERE TO HIDE! The staff should do everythign they can to make sure things are done RIGHT...not to HIDE! I do not blame you at all for resigning! I feel really bad for those residents though

I would ask myself a coupld of questions: 1) How will the stress of working at the current job affect the pregnancy? Some folks handle stress well, others (like myself) just don't. 2) You know up front that you won't qualify for FMLA. That doesn't mean your employer won't give you leave. I was hired in July as a new LPN at a LTC/SNF, had my baby in November and came back that following January. BUT....worse case scenario, if you found yourself without a job after you have your baby...is there a reasonable Plan B? What is the job market like in your area? Could you afford to be unemployed for a bit? 3) Do you have short-term disability for your maternity leave that would be affected by the job change? 4) Will you have to change health insurance/providers?

I can relate. A little over a year ago, my case manager position at a SNF was abruptly eliminated, with no warning. It felt like a gut punch at the time because my MENTOR, the Director of my division, didn't call me, text me, email me. NOTHING. I spent a week or so having myself a bit of a pity party...then went job hunting. I eventually found my current position in school nursing and I LOVE it. I believe things happen for a reason. Looking back, I am glad I was "downsized" and I wouldn't give this job up for my old one for any amount of money. I believe good things will happen for you. In the meantime (((hug))) hang in there!

I have worked at two separate facilities that received an IJ while I worked there. Neither DON was immediately fired but both did eventually leave a few months down the line. The first IJ was facility related (elopement prevention). The IJ at the second was a nursing issue.