TonyaMarie

As a former hiring manager it is up to the hospital to decide if they want to hire a nurse with a flagged license no matter what the flag is for. I hired a nurse with a flagged license and he was one of my best employees. Hiring him required a meeting and approval from the Chief Nursing Officer. That's how serious it was and is. His offense was not for an assault though. As others have suggested you should seek legal counsel who can help you make an appeal to the state board. I've sat in on state board hearings and the board wants to see behavior change from the nurse. That said, the state board is not our friend. They are there to protect the public. Seek legal counsel.

I'm actually not surprised that you are precepting four months after orientation. You know more than you think. Hang in there.

https://www.costco.com/career-opportunities.html

No, 45 is not too old at all! You are still young and the 20 years of experience will payoff as you enter school and begin your practice. I finished my masters at age 48. Go for it!

Absolutely ?

I bet you would do well as a leader. Yes you'd probably be frustrated having to juggle different moods, attitudes, and requests. I've been a manager before and the most difficult part was trying to balance numerous staff requests with the needs and responsibilities of the job. Leadership is a thankless job. Then you have the regulatory agencies (Joint Commission, etc.), quality improvement projects, metrics, and other demands from upper management. Frontline management is particularly hard because they get staff complaints, patient complaints, and doctor complaints. Many are on call 24 hrs. Leaders are people too. They have sick spouses, sick kids, sick parents, their own health problems but they check all that in at the door, put on the big girl/big boy draws and go to work and they hope the staff will do the same. They know that there are staffing problems. They know how hard the job is. I've been in healthcare 31 years and have only had one bad manager who was fired by the director. I may not have liked all of my leaders (personality wise), and I disagreed with some of their decisions, but I had good work BFFs at all of my jobs and we got the job done.

I dare anyone with courage to go into leadership, see how dumb they are and come back here and let us know your experience. It's a different point of view from the top. ?

I'm noticing it too as a case manager. Not only is there a nursing shortage but the older docs are retiring and the number of medical school enrollees has declined. APRNs are overworked. PCPs are booked for months because none of the medical students are choosing primary care. Thankfully our ER is not that bad but I have definitely seen a shift in the last few years. These problems existed before COVID. The pandemic made it worse.

I do not think you failed the resident. Being a caregiver (whether paid or not) is backbreaking work.

I thought it was illegal to alter medical records? Plus, if there are incomplete records the person responsible for entering the data should be made aware and make the corrections. As for the user names and passwords, IT has access to everyone's user names and passwords so I am not surprised the CNO has a list too. What you should be concerned with is if they have access to personal accounts like your private email address/password or banking information that was accessed from your employer's computer. Now that is very concerning!

Say, "Setting healthy boundaries." Always works. Leadership appreciates hard workers but wants employees to set healthy boundaries regarding how often they skip lunch to eat at their desk while still working, work from home up to 10-12 hours a day, etc. Not setting healthy boundaries is a weakness.

I do not know the employers side, but I believe the employer went overboard with reporting the matter to the state board. The boards have enough to deal with and this appeared to be more of a control issue than patient safety. If a nurse has not completed a necessary competency, don't allow them to come to work. To terminate them and report to the state board seems malicious and retaliatory. To answer your question, own your part in it, which I'm sure you have done, then focus on the 30 great years you have dedicated to our profession. All things work together for the good. This is no reflection of the care you provide.

It took a pandemic to make the world see our presence and appreciate our work. But our moment of glory was short lived. Unfortunately, the entertainment business continues to see us as second to MDs even with the rise in the number of nurses with a doctoral degrees. I saw a post on LinkedIn written by an APRN with a doctorate degree asking who’s ready for a hospital founded by nurses? Some of the comments from non-nurses was insulting. Until we are able to make an impact that will move us beyond our history then the entertainment industry will continue the status quo.

That's interesting. Has this method worked? Perhaps it's too soon to tell. That's interesting. Has this method worked? Perhaps it's too soon to tell.