kp2016

You know what will affect you and your co workers? The kind of ugliness that comes with this monitoring and reporting of each other for perceived violations of policy. If you have ever worked somewhere where "incident reports" were used as weapons by managers and staff against each other you will understand this isn't a trend you want to start. It spreads. Quickly. It makes for a very ugly work climate.

What is your facility policy? I would carefully document my assessment and then follow the facility policy and document that I did. My license would not be owning that one.

All of that for no on call pay and no minimum pay for calls. Wow. No. Just No!

I have never taken this exam but I have done some online "Learning" from my BON on effective communication and conflict resolution. Apparently I was in need of education as the "correct answers" were staggering to me. The emphasis was very much on being understanding/ accommodating towards under preforming staff NOT addressing or correcting their deficiencies. I would research if they sell any training or study guides and consider buying those to get insight into their thinking. Looking at the company goals may also help. I saw this after a quick search. I would say it is very geared to not hurting feelings. And your answers need to be mindful of that goal more than achieving a functional/ far work place situation. Google search, Prophecy interpersonal competence Situational assessment. Key Components: The assessment likely covers areas like: Communication: Active listening, clear expression, non-verbal cues. Empathy: Understanding and responding to others' emotions. Conflict Resolution: Handling disagreements and finding solutions. Relationship Management: Building and maintaining positive connections. Social Awareness: Adapting behavior to different contexts and individuals. Self-Reflection: The assessment encourages individuals to analyze their own behavior and identify areas for growth.

Whatever you decide to do don't lie to the BON but I would absolutely consult a lawyer familiar with RN BON cases in your state before you do anything.

https://apple.news/ArM3NF6vPQi-LmvJMplUYlg About time. It is disgraceful that even with the mounting evidence and international outrage that the courts and hospital itself refuse to acknowledge that Lucy was a scape goat for an understaffed, poorly equipped unit with grossly negligent medical supervision.

Be careful of the fine print! The last hospital I worked at that had that deal allowed for a maximum of 3 call outs in a set period for any reason AT ALL. You couldn't schedule annual leave on a weekend or call out sick. Once you hit 3 you still had the same schedule but without the extra pay!

It's normal to have on call as part of your role.... when you are offered the job. It's a little shady to add it onto an established role without any staff agreement. Also on top of the pay per phone call and 2 hour minimum for any call that requires coming into the office it is also standard to be paid and hourly on call allowance. If you need to be carrying a phone, and professionally available to answer calls then that is a situation that requires pay. I suspect your management is hoping to get your time for free. That should be a flat no! I would do some research into what average the hourly on call allowance is in your city. Even in low paying cities I have never been paid less than $2 per hour for being on call.

I am not accusing you of anything but you will get the best answers to a question like this in the Recovery group. They have experience with navigating this kind of situation. I imagine getting an immediate drug screening including a follicle test and retaining a lawyer would be a good start.

Sigh. It is a shame that you didn't head the advice that mentioning this after the fact or saying anything other than you thought you smelled smoke if it happened again was not a good idea. I hate to say I told you so... but here we are. I am going to take one more run at this. Your leadership called you into a meeting with your CNO, Unit Manager and ADON and changed your schedule in response to whatever you said and their perception of how it was said. In my experience these meetings are not intended to clear the air or resolve a simple miscommunication they tend to lead to nurses being disciplined then fired. It is clear you care deeply about your residents but you will be in no position to provide them great care if you are fired or have your schedule changed / shifts dropped repeatedly until you are forced to resign. You need to strongly consider keeping your head down and do not confront the RNs with your perceptions of the failings in their care. I do not say that to minimize the valuable role of LPNs in the care of our patients. I say it because you already have a very clear target on your back. Best of luck.

I would not be reporting this more than 24 hours after it occurred or demanding wide spread drug testing if I were you. You are convinced you smelled marijuana in an elevator space, this doesn't make it a fact that this was the case. The other person in the lift with you commented they smelled smoke. Now it could be that they don't know the smell and therefore didn't recognize it but it could also be that you were mistaken. I worked with someone once who's dog was sprayed by a skunk a few hours prior to their shift. Even after many showers and new clothes... they smelled. Awful. Strangely the locker room that contained the clothes and tote bag they walked in with also smelled for weeks, it actually smelled like marijuana at first then settled into a more general nasty smell. Just a thought. The smell could have been something else entirely. Given the other person with you thought they smelled smoke the thing to do at the time this all occurred would have been to notify the facility Night Supervisor/ Charge about the possible smell of smoke / potential facility safety hazard and allow them to handle it.

Sadly for Lucy I think there will be a lot of pressure to not further review this case or her conviction. The alternative to her guilt is that the unit was dangerously understaffed, under equipped for the acuity of the patients and inadequately supervised by doctors with an appropriate level of experience and expertise.

Let me flip it just a little. I've worked in PACUs where we had lazy RNs!! I've never had techs in a PACU. Normally we just take turns taking the pts as they come out. It isn't always even as you may end up with back to back major cases while someone else gets minor (easy) cases all shift . Where the lazy comes in is some nurses would do unnecessarily long recoveries on the basic cases that were awake and totally stable on arrival, others would discharge there pt, sit chatting and when they were next up to take a pt go on break as soon as a OR called they were on their way. The interesting (to me anyway) part was how reluctant our unit managers were to actually address this, even when it was so obvious the CRNAs and Dr's were asking why do only A, B & C ever take patients? It seems to me lazy is a human trait and not tied to any one job role. In the places (yes more than one place I work) I saw it happen. I kept my eyes open, applied for and happily took other jobs when they came along. I had more than one manager beg me not to leave "it will take 2 people to replace you". Funny, that's a huge part of why I'm leaving. Bye!

https://www.the-independent.com/news/uk/crime/lucy-letby-trial-new-evidence-guilty-nurse-b2691730.html https://uk.news.Yahoo.com/lucy-letby-conviction-evidence-case-appeal-experts-173551527.html? 2 high lights from an article published today in the UK and USA. Lucy Letby did not murder seven babies at Countess of Chester Hospital, claim experts, who say fresh medical evidence shows natural causes and bad medical care were to blame Dr Lee said the Countess of Chester would have been shut down if it was in his homeland of Canada.

First up, I don't do home care and never have. But.... this seems very concerning to me. You know Mother complains a lot to you about the other nurses. I am willing to bet she also complains about you to the other nurses. She has made complaints about you to your agency. The fact that she never spoke to you about the concerns thereby not giving you any chance to discuss or rectify any issues or misunderstandings is a huge red flag. Those complaints are almost certainly in you personnel file. The bottom line is, the patient and the mother are not family. They are clients. The mother is clearly showing you she has no problem damaging your professional reputation and potentially your job. If I were you I would be looking for a new client asap while it is still your decision to make.