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kp2016

kp2016

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kp2016 has 20 years experience.

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  1. kp2016

    Egocentric Managers

    I would be calling HR and scheduling a meeting asap. Some hospitals have a policy that you are required to be “released” by your current manager before you can transfer into a new unit and there is sometimes verbiage about extended notice to ensure adequate staffing of both units- but these are clearly defined written policies. If there is a written policy you are out of luck and will have to keep you head down and get through these few weeks. If no such written policy exists it is a curtesy only and you are under no obligation to give extended notice. In this case I would tell HR and your new manager that you are unwilling to give more than two weeks notice on your current job due to the managers hostility and verbal harassment of yourself and co workers who knew of your plan to transfer. You are correct that your manger may try and cause trouble for you with your new unit but I’d be more concerned that she will use the next 4 weeks to write you up for every little thing as retaliation. I would be trying to get away from her ASAP. For the record I never tell my manager I’ve applied for a new job. They normally find out when I’m at the point of having references checked. I’ve heard the old “we are a family” or “it’s polite to notify me first” line every time. I DON’T CARE- let’s face it, if there wasn’t a serious problem in the current unit (that they wouldn’t or couldn’t fix) I wouldn’t be looking for a new job. So if they want to be mad at someone they can start with themselves. BTW if Acute has received many applications from staff on your unit, anyone with a brain and 5 minutes of nursing experience is well aware at there is a..... problem on your current unit. Good luck!!
  2. kp2016

    Transition to Nurse Supervisor

    I have edited your post down to the parts that really jumped out at me. I understand why you applied for the Supervisor position and I 100% believe that you believe you have the experience and motivation to really bring something positive to the role. I also believe that you are well aware that if you do get the position it may well go badly due to the reasons you have listed above. I don’t work with you, your colleagues or your manager so it’s impossible for me to say if they would accept you and allow you to do your best or if they would make your work day miserable everyday until you gave in and quit. I guess the real questions are, do you want this position enough to put up with the amount of ill feelings and push back you think you will receive? Is this role a long term goal for you or a stepping stone to something else? Exactly what will your next step be if it is “more aggravation than it is worth”? Would you step down from being the supervisor and go back to being a Charge Nurse or would you feel that you had to move to a new department? I really don’t think I can give you much advise here other than to say carefully consider your choice. It may be worth asking your manager privately for her feed back as she actually knows all the people involved in this situation. Let us know how it goes!
  3. kp2016

    Frazzled New Nurse Stuck on Rotating Shifts

    In my personal experience “bad/ unpopular” shift patterns were routinely given to staff that management hoped would quit or to “reliable” staff if there were issues with under preforming or difficult staff. As you mention recent favorable performance reviews I would say they for some reason see you as the reliable person who will accept unfavorable shift patterns the other staff would not. Leaving before the 1 year mark isn’t great so you need to carefully weigh your options and exactly how far you are willing to go on this. As your unit is about to start new hires I would say it is a perfect time to talk you your manager and who ever does the roster about your schedule. Schedule a meeting if possible, be clear when it is scheduled that you wish to discuss your schedule so they arrive knowing what your “problem” is. Try to avoid referencing other staff, it goes down badly even if you are 100% correct that they are being unfair. Focus on your contributions to the unit, the positive feed back you have received and finally the fact that you can not sustain this schedule and will need to look for something else if they can not change your schedule in the future. Obviously this is basically a threat to resign, but honestly I don’t really see how that could make things any worse for you, what is the worst they can do? Give you a worse schedule while you actively job hunt? Best of luck!
  4. kp2016

    What do you think about this situation?

    I’ve been around long enough that I remember Zofran being the new wonder drug, the initial first IV dose was 16mg then 8mg IV for subsequent doses. Not long after Zofran was used in a clinical trial in high doses- repeated doses of 24mg IV for the treatment of several nausea / vomiting. This was years ago so this is just what I recall. I believe the patients in the trial were end stage cancer. The study resulted in prolonged QT interval with repeated high doses of Zofran which resulted in a black box warning. The warning is still in effect (reference Medscape) it does indicate the QT prolongation is dose associated (repeated or high doses) or in patients with pre existing QT arrhythmias or electrolyte abnormalities (I am paraphrasing here) The patient was having PVC on arrival, it’s not new. That is probably her normal perfusing rhythm. 1 dose of oral Zofran did not cause a prolonged QT interval. You notified the Doctor, got an ekg and labs. You did everything you needed to. Withholding the Zofran and leaving the patient nauseated would be completely unnecessary. You didn’t do anything wrong.
  5. I had kind of thought a Dr who specializes in popping pimples wasn’t someone to take seriously as a medical professional, but my bad. If the Dr would like to take over educating the patients on their conditions, discharge instructions, medications, health promotion / lifestyle choices.... that would be fantastic. Please go right ahead! Feel free to notify the hospitals and other employers of nurses that this really is a job for the Doctors.
  6. kp2016

    How important is facility reviews to you?

    I’ve never thought about looking at reviews before applying for jobs....maybe I should. I had one job where more than half of the people in the orientation class at a large hospital I was starting at were starting on the same unit as me. It struck me as ominous that one unit needed so many staff and one of the HR people actually let slip that Unit X “always has so many new hires” I probably should have turned around and walked out. Sadly not the worst job I have ever had but there were some huge issues. It didn’t take look at all to work out why they had such a constant staff turn over.
  7. kp2016

    HIPAA violation?

    All the nurses who were in the room for the 1:1 are fine as they were directly involved in the patients care. If I was with a patient who was lethargic I would be looking at the chart to review what meds had been given, lab work, vital sign trends, admitting diagnosis etc. Even if I were only relieving the primary RN for a break I would still review the chart as I have a duty of care to the patient as soon as they are in my care. If I were you I would point that out to your manager ASAP. I would not accept a HIPAA warning in my file. The fact that other nurses were curious is nothing to do with you. Anyone who was trying to work out why he required 1:1 is probably out of luck. It’s possible the hospital may choose to issue them a warning and mandatory HIPAA training.
  8. It really doesn’t bother me as long as I didn’t have other plans and it’s not a case of a co worker taking advantage of me to make their schedule better at my expense. I worked in a very small unit where it was frowned upon to even ask. Didn’t matter what was going on in your life. It took me a while to understand I should never ever ask, even the people who were OK with it as there was a core of staff who acted like you were as good as abandoning your job for even asking. Wouldn’t you know it one of the leaders of the Never Ask to Swap crew had a serious family event (child in ICU) she didn’t have the nerve to ask me to cover her On Call, a supervisor asked for her, she was very surprised to hear upon coming back to work that I didn’t expect her to “pay me back”. In case it’s not clear, this was not a pleasant unit to work on, in fact it was straight up horrible. I transferred to a different unit and life was 100% better. I’ve never been paid anywhere near enough as a nurse to want to continue working with co-workers who’s personal philosophy was “I will absolutely never swap or cover another nurse”. I mean really, how ugly does a unit have to been that you would believe that no one would volunteer to cover you so you could sit beside the ICU bed of your child!!
  9. kp2016

    mediation with BON..What should I expect?

    5 years since this alleged event and they are still messing with you and your unrestricted license, It's astounding to me that the BON(s) have the audacity to claim they are protecting the public. When is someone going to protect us nurses! It's a gross injustice that you need to hire a lawyer to defend yourself against such an obviously malicious claim and a ridiculously punitive punishment. Best of luck
  10. kp2016

    Abandonment

    I suspect there are actually 3 issues here, patient was "very critical", "I had nothing charted" "unable to give report" I agree it's harsh to throw you under the bus for getting sick at work. I'm guessing if the patient's condition declined or a complaint was made by the family management might think they would have a hard time defending the care he recieve and that notion that "their facility" didn't fail in its duty of care therefore contributing to a poor outcome. Is there perhaps a bigger problem like maybe a poor outcome or a family complaint?
  11. kp2016

    Shoulds I Consider Transferring?

    You may well have a point. When this happened to me I was very shocked that HR and management were well aware of the situation and were very happy to ignore it.
  12. Relocating back home to be near family is a very tidy, socially acceptable answer. I have learned the hard way, don't ever volunteer personal information.
  13. kp2016

    Shoulds I Consider Transferring?

    It appears that your manager is aware that your preceptor was behaving in a very unprofessional way towards you and was not giving you fair unbiased performance reviews. If they believed the terrible reviews you would have been fired. The fact that the manager is aware this is going on and still wants to keep her experienced but toxic RN is a huge red flag. I have been in this very boat. I was actually an experienced RN being preceptored by an RN with considerably less experience than me in the very small unit we worked in. She made my work life a misery. Management knew but ignored it. Our Unit Manager knew and advised me to ignore her. My co workers saw it but didn't want to be her new target. Lucky for me she left abruptly. The whole unit dynamic changed over night but honestly I had a lot of anger that so many people were OK with the atrocious way I was being treated. Unless you really really want this job I would suggest you request a closed door meeting with your manager and tell her that in light of the harassment and hostile work environment you request that she helps you obtain a transfer to a new unit. Best of luck
  14. kp2016

    Alarming conditions of a job offer letter

    It's worth keeping in mind the priority of most managers is the overall staff mix of their units, what a potential candidate actually wants is not a priority at all. I was at a job interview a few years ago that was going extremely well (I thought) until the senior of the two managers interviewing me informed me that I would be wasted and bored on this unit and that I would be much better suited to her unit and therefore they would cancel the rest of this interview and I would come back and interview with her team!! As it happens I had seen the opening on her unit and had not applied because for several reasons it was not a job I wanted. Bottom line I cancelled my upcoming interview and took a position with a different hospital. I think they are making it very clear to you that if you take this job you will be doing whatever shift suites them on whatever ward they decided they want you on. Declining the position is probably a smart move that will spare you a lot of drama.
  15. kp2016

    Can the Government force us back to work?

    I’m hoping that this “new member” is just some bored individual hoping to stir up some drama. I’ll play My best friend's sister's boyfriend's brother's girlfriend heard from this guy who knows this kid who's going with the girl who said that the government is going to force all nurses to come back to work. I guess it's pretty serious.
  16. kp2016

    Graphic Gossip

    Funny. This is exactly what I was thinking when I read your original post. I too would not get out of bed for this. The last time I was nominated for a Daisy award I stayed home and had some wine as it was my night off and refuse to be at work if I'm not being paid.
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