nursesaysay

Hi all - I have always worked full time as a LPN since 2012 but after having a baby, I have gone back to work in a new position as a per diem float. I work outpatient for a large hospital system covering 85+ offices. When I asked to go per diem, they actually created this position for me, as we did not have any per diem LPN's but desperately needed it. The caveat - they said there is no difference in pay to be per diem since they "don't have" a per diem rate. at that time, I was too tired and pregnant to care and was just happy to be given the opportunity. now that I am back to work and per diem, I am annoyed. I no longer accrue PTO, my 401K is frozen, and I am making the same pay as everyone else without the benefits, so essentially the company is saving money thanks to my position! I have a meeting with higher ups to discuss, but I need leverage to get an increase in pay. LPN's in CT: can you tell me what area of nursing you work in (ie: LTC/SNF, outpatient, home health, etc) and what the difference in pay is from a scheduled/budgeted LPN to a per diem with your employer? IE: if you make $25 an hour full time, how much more would you make per diem? Thank you ❤️

Hi all - I have always worked full time as a LPN since 2012 but after having a baby, I have gone back to work in a new position as a per diem float. I work outpatient for a large hospital system covering 85+ offices. When I asked to go per diem, they actually created this position for me, as we did not have any per diem LPN's but desperately needed it. The caveat - they said there is no difference in pay to be per diem since they "don't have" a per diem rate. at that time, I was too tired and pregnant to care and was just happy to be given the opportunity. now that I am back to work and per diem, I am annoyed. I no longer accrue PTO, my 401K is frozen, and I am making the same pay as everyone else without the benefits, so essentially the company is saving money thanks to my position! I have a meeting with higher ups to discuss, but I need leverage to get an increase in pay. LPN's in CT: can you tell me where you work and what the difference in pay is from a scheduled/budgeted LPN to a per diem with your employer? IE: if you make $25 an hour full time, how much more would you make per diem? Thank you <3

Thannks very much! This isn't workers comp related (thank the Lord as I've seen the struggles people have with that! Haha) just my own klutzy self. I am recovering well & already weaning off crutches. Thanks to everyone for the kind words and advice! I guess I need to just suck it up!

A little limp (bearing weight on heel vs toes) and a speciality shoe is all ive got. My job also accomodates injured cnas with desk work, but the same accommodations were not offered to me.

I love every word of this! Perfectly said!

I wish 18 year old me had all the knowledge of 30 year old me:) I wouldn't have gone to a 4 year school at 18 just to take 5 years to graduate with a fancy piece of paper (useless bachelor of arts in psychology degree). Did LPN a year later because all the RN programs were waitlisted 2+ years at the time. So I wish at 18 I had the discipline for a BSN program and I wish I knew nursing was my calling at 18!

I agree and should have mentioned I have to use short term disability which is only 60% of my base pay OR use my own sick/vacation time which I had other plans for. I am just so sad over this. I sound like a baby I know....and crazy....but I'd rather be at work making money than sitting home.

A few days ago I broke a bone in my foot (outside work) and I require crutches for a couple weeks, NWB til off crutches and then a special shoe for 2-4 weeks after that. I'm a charge nurse in LTC on a floor. My DON won't allow me to work the floor with my special shoe because it's a "liability" which I get....but I'm at a loss what to do with myself while out of work. No kids, used to working 40+ hours a week, having a week off is no biggie but 4+ I might go nuts. Debating asking my DON if I can come do some desk work but she's not a very kind person. Thoughts?

At my facility we treat them as separate orders. Scheduled meds are scheduled for a reason, PRN meds are there as a back up :)

Unsure where you live, but what you are saying IS NOT THE NORM. I have practiced nursing in CT, MD, VA and DC. Nursing shortages everywhere, job postings up the wazoo. This goes for LPN, ASN-RN and BSN-RN. As for male nurses? High in demand as well. Never seen a male nurse get bullied.

1. a huge congratulations on getting engaged! 2. your work seems to have a very strict policy! 3. if you already booked a venue etc, call out if you can't find coverage. what are they going to do, fire you for calling out? illegal. just make sure between now and then you don't call out. 4. another option - get a doctors note to be off work! tell your PCP you need time off for relaxation because your job is really stressing you out and affecting your psychosocial well-being...it will work. just my two cents :)

I agree 100% with everything you have said...I've been a nurse for 4.5 years. While I still feel pride going into work, its dwindling.

LEAVE THIS JOB. What kind of hospital only has 1 doc in the building, of which whom doesn't respond to a code?! Think about your license.

Very simple, state the following "I am sorry, but I am here to provide medical/nursing care to yourself and the other patients in the building. I am unable to ***insert request here*** for you". You could even state the company does not allow it's staff to perform these duties...I'm certain they wouldn't be too pleased hearing that you are off the floor making phone calls for your patients med refills & arranging transportation that has nothing to do with their care at your dialysis center. I tell my patients "no" when warranted. You are a nurse; not a personal assistant. Patients will walk all over you IF you let them :)

I can understand your resentment and your mentality of "get your OWN career" 100%! My significant other has been an electrician for several years, but comes from a long line of nurses. He recently decided to go become an EMT. There's a big part of me that wants to be the only "medical expert" in our home. Just my two cents :)

I've been a nurse for 4 years and I never have worked anywhere where RN/LPN does not get a co-sign from a second nurse when discarding an old Fentanyl Patch. I thought this was nursing 101. Basically, my director says since I am a "senior nurse" I should be "educating staff" rather than reporting them. I am totally OK with educating, however, a controlled substance error isn't something I can just approach another nurse about later on - this is a reportable issue, as I was not discarding the patch from 9/19/16 but rather the patch from 9/16/16. Plus, my poor patient did not have proper pain management as the patch on her was no longer working, thankfully no adverse effects were noted. I have now decided to check the placement and date on the patch every shift when I come in...perhaps I will ask our on-site APRN for an order to have all shifts check the patch on the patient during shift change. Seems like a ridiculous thing to have to do, but I'm at a loss here and I have no help from management, clearly. Yes, I could go above my director, but she is very well liked within this corporation, and this will likely backfire on me. Again, thank you all for your support!

Oh it's possible! The issue is this: nurse on 9/19/16 wrote that she discarded patch from 9/16/16 - however, I found the patch from 9/16/16 still on the pt upper back...clearly it wasn't discarded. It's a mistake, and I know they happen....but this is the third time a per diem nurse working my floor on my day off has messed up this patch. Ugh!

Thank you ALL for your comments & reassurance. I am honestly concerned about the lack of concern, although my director did state she will be speaking with that nurse. I don't know...I don't report little nit-picky errors like a dressing not being changed or something...but a narcotic error must be reported....it's my license on the line too for false documentation! I did speak to my director more, she said "as a more senior nurse you should be leading by example". I suppose this is just not going to go my way & I will never understand. Thanks for letting me vent!

As a student who hasn't even passed NCLEX yet I'd say beggars can't be choosers...it is NOT easy getting hired as a new grad! Nonetheless, outpatient jobs are always easiest (urgent care, primary care, etc) but pay the least.

I am a LTC nurse. To make the back story short, pt has Fentanyl Patch to be changed Q3days, only applied to upper back out of reach, old patch must be discarded(wasted into sharps container) by two nurses & signed in narc book by both nurses. One day, I went to change patch as ordered, the previous patch was not on patient but was signed out in narc book (next to signature reads "old patch wasted" but no co-sign from second nurse). I then found an even older patch. Did full body audit with second nurse, could not locate patch that was supposed to be on pt.. Filled out appropriate med error paperwork, left with supervisory staff. Next day...I am called to director of nursing office. She says "It seems like you only find med errors when per diem nurses work, call me crazy..." I am pretty upset/offended. I am full time on my unit, and yes mistakes happen BUT this mistake is a narcotic error! The nurse who placed the older patch on the pt was a PRN nurse yes, and likely just discarded the new patch innocently. However, that is not my job to figure out. There have been two other occasions where per diem nurses have incorrectly placed the Fentanyl patch on this particular patient IMHO, why is my director coming down on me? I feel the concern should be with the per diem staff members who are not educated on proper placement of the patch! Just wanted some input - would you be offended if your director said this to you? How would you respond? I was dumbstruck, so I just nodded my head at the time.