Jump to content
kp2016

kp2016

Member Member Nurse
  • Joined:
  • Last Visited:
  • 317

    Content

  • 0

    Articles

  • 3,575

    Visitors

  • 0

    Followers

  • 0

    Points

kp2016 has 20 years experience.

kp2016's Latest Activity

  1. kp2016

    Anyone left TNPAP before contract end?

    Please consult a lawyer ASAP
  2. kp2016

    Need advice on a situation

    .....Honestly as much as I would love to agree that you should mind your own business being a patient advocate is our responsibility so if we come to know or suspect that a co worker is taking advantage of a patient I feel we have an ethical duty to report it. In a somewhat similar (but completely different) situation a Tech I worked with approached me and told me she was very disturbed by a situation she knew of between and RN and one of our patients. She told me that as she wasn't an RN she didn't know if it was against the rules, but was worried so could she tell me what she knew and let me decide if anything needed to be done. With hindsight I realize I probably should have just directed her to our manager. The fact was it was a very small unit and she had already chosen for whatever reason not to go to the manager. When I heard the exact issue (wildly wildly inappropriate and also illegal) I was very glad I listened and didn't risk her not reporting the issue. I spoke with our manager and laid out exactly what I was told. Manager interviewed RN in question who admitted the information was correct and was escorted out by security shortly afterward.
  3. kp2016

    Preceptor legal responsibility with new RN

    For the most part we are nurses and can't / shouldn't give legal advice. If you have concerns about your liability in the role of a preceptor you need to talk to your manager or HR and ask for their official policy or consult a lawyer. In the most general of terms as per my education as a nurse not a lawyer. The preceptor is a licenced RN and accountable for the care she provides or fails to provide. A new hire RN being orientating to any area is also a licensed RN and accountable to the hospital and the BON for any care that they provided or failed to provide. Degrees of accountability (blame) may depend on the exact situation but that really is outside of my scope. If you are concerned that something has already happened that could jeopardize your job or your license i'd be seriously considering paying for some real advice from a professional that is representing me.
  4. kp2016

    Back to nights

    I stacked my nights together and then had a run of days off. I found this the easiest for my sleep routine on days off. I also silenced my phone while I was asleep so I could not be woken in the middle of my sleep to ask if I would work that night.
  5. The third person narrative is a little hard to understand. What i'm understanding is that New Graduate RN- Grad is working with experienced Preceptor RN. One or both of the RN's made some kind of fairly serious mistake / omission. RN-Grad intended to report the mistake to manager, doctor or incident report as per the unit policy, RN Preceptor convinced her not too, and hide mistake instead. Shift finished. RN - Grad and RN Preceptor went home. Facility somehow found out. I would honestly assume that the RN Preceptor was also fired. But I guess if RN Preceptor just reported the mistake of the RN-Grad and the fact that this licensed RN broke protocol by hiding/ failing to report her own mistake, the rest of it is just one person's word against another's. It would makes sense that they accepted the report of their senior RN and only fired the RN Grad who did not report it. I'm actually sorry for the RN- Grad that she choose to follow bad advice (covering up a mistake) Knowing nothing about the actual incident I assume the hiding the mistake was why she was fired, rather than the actual mistake. It can be hard as the junior person to go against someone senior to you, but as a license professional it is actually expected of you. I don't really see that a lawyer would be much help, but i'm not a lawyer. I would think the best you can hope for is that they won't go after you for the $10 000
  6. kp2016

    Dropping off resume/portfolio to unit you applied to?

    I have worked at places where a manger was not able to do anything unless a candidate was referred to them by HR so talking to individual units / manger's wouldn't help. But I guess it couldn't hurt to try. What's the worst that could happen. I do know once you are at the point of being interviewed being known to the manager/ staff can be very beneficial.
  7. kp2016

    Potential new employer trying to rush me into accepting job offer.

    You are not overthinking it. Exactly how much orientation do they plan to give you when you start "tomorrow night" They are targeting the fact that they think you don't know any better. Go to your other interviews.
  8. kp2016

    Inserting Indwelling Catheter with No Foley Kit

    I feel like this is the real life answer so many things I read on here.
  9. kp2016

    Expired RN License, Criminal Charges, Hoping For Advice

    If you can in any way afford it I would suggest you talk to a lawyer who has experience dealing with your BON before you disclose any information to the BON. As you will quickly see from a read through the Recovery forum, the BON is concerned with (allegedly) protecting the public, they are in no way an advocate of nurses who find themselves in situations like yours. Best of Luck!!
  10. kp2016

    Preceptor has 1 and half year of work experience

    What exactly is your point here? Are you suggesting that having done 2 in nursing school that she should have allowed you to do the NG insertion instead of consulting the Charge Nurse? While it is possible that you may have inserted it perfectly your preceptor was correct to involve a more experienced nurse to do a task she wasn't comfortable performing. If you feel she was semi aggressive with you after this occurred you may want to really ask yourself if that was a response to how you handled her not letting you preform this task. The first year as a new graduate is a very challenging year. It was for myself and every other nurse I personally know. It's great that you are reviewing your shifts. I would suggest you focus on what you learnt, what went well and what you could have done better. Do not make the mistake of putting yourself into an adversarial role with your preceptor, regardless of how many years of experience they have, that rarely ends well for the new nurse.
  11. kp2016

    CMA playing "Nurse Manager?" CMA boundaries? NPD?

    “Especially since they've been "urgently hiring," for 2 openings, for a few weeks.“ “Then he said something about discipline,or maybe current problems they're having” Moving on from all the previous comments I have to say these two quotes really caught my attention. It’s fairly obvious you have been through a really rough time professionally and or personally and are looking from a fresh positive new start. Sadly as much as you would like it to be this clinic where you know people and have some sense of being welcomed home the things you have written lead me to think it would be a really bad idea. I really don’t wish to pile onto the previous comments, other than to say I think you should turn down this opportunity and keeping looking for something that might be a better fit. Best of luck!
  12. kp2016

    PACU call/ holiday requirements question

    Totally depends on the individual unit. I've worked places with self sign up and a small few covered the vast majority of call and another place where its was assigned by a manager and good luck getting anyone to swap or cover you. It was almost a crime to ask. It also depends a lot of the number and type of after hours cases your facility is covering. Part of why some people were so eager to take call at my first facility was the on call pay was really really good and you had a very high chance of being called in at least once. At the second place in a different state the pay was meh, and chances were you were just tied to being within 30 minutes not very likely to be called in.
  13. kp2016

    Hired on the spot? Take it or look elsewhere?

    How does that saying go, "when you hear hoofbeats think horses not zebras" While it's possible that this facility is just determined to hire as quickly as possible to ensure safe working conditions and would therefore be a great place to work... it's kind of unlikely. More likely there is a very good reason they are so desperately short staffed. Honestly in this case i'd say you have more chance of seeing a Unicorn than this being a great place to work.
  14. kp2016

    PACU orientation nightmare

    Your first warning that something was wrong was a suspension?? In my experience people who are suspended are fired at the follow up meeting. Good luck
  15. kp2016

    Using prn staff instead of posting day position

    Honestly I don't really understand exactly what you mean. But bottom line, if you have been waiting 10 years for day shift and some nurses are being given those shifts in front of staff that have been waiting longer, this is a cultural issue on your unit and unlikely to change anytime soon. Who gets which shift is almost entirely a management decision, if you feel this is not being handled fairly your only real options are A: Become best buddies with the manager who does the schedule B: Have the manager who does the schedule hate you with a passion- this helped me get night shift once on a very toxic ward were everyone wanted to be away from our manger, but that doesn't really help you C : resign and apply to a new unit for a day shift position.
  16. kp2016

    Sick, Sore, & Depressed

    I think it's time for you to stop worrying about what other nurses can do and worry about what is best for you! Your physical recovery and mental well being is every bit as important as that of the patients you have been caring for. Given that you have already received verbal warnings for attendance (why is it that it's ok for hospitals to punish nurses for being sick or injured - very sick irony) I would be looking very carefully at the written policy on attendance / disciplinary actions to see if you are at risk of a formal warning or being fired which normally leaves you ineligible for rehire. If you are at any risk consider meeting with your doctor and getting an immediate FMLA. Either way, brush up your resume and start applying for new jobs or an internal transfer. As you manager seems sympathetic to your situation talk to them about facilitating an internal transfer which would probably be your quickest route to a new job. Given your manager knows you situation and is (I assume) sympathetic they should understand that continuing on their unit isn't possible but that you could do well on a unit with less physical demands. Maybe dialysis, outpatient infusions, wound / pain clinic/ pre op screening, admissions, pediatrics etc.
×

This site uses cookies. By using this site, you consent to the placement of these cookies. Read our Privacy, Cookies, and Terms of Service Policies to learn more.