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Well I have been looking for a job for too long. I recently moved to another state, and I need a job yesterday. Even though I have submitted numerous applications, we all know how time consuming it is to get hired, so I had the bright idea to apply to a small facility somewhere that is desperate for nurses. My thinking is that I could work in an unpleasant place temporarily until I find a better job.
Unfortunately when I opened the door of the facility the smell of urine hit me in the face. So if I get hired obviously I would want to do something about that . Would it be reasonable to identify the residents who have smelly urine and get orders for UA C&S? Why hasn't someone done this already?
amoLucia
7,736 Posts
To ponymom - If OP really needs that job, I don't think I'd comment about the odor during the interview. For her to be seen as that critical, may very well be a big turnoff for management. She could be seen as a chronic complainer and that would not bode well for her hire-ability. I wonder if she was anywhere near a dirty utility room or janitor closet (or the service corridor). Those areas can be very odoriferous.
And yes, OP is checking out the facility much as they are checking her out. But it's an employer's market right now and they hold all the cards.
Of course, she may be right that there might be some residents with concentrated urine, hence strong odors. And maybe, some might truly have a UTI. If hired, OP, you would be well within your scope to alert others of your suspicions. I do know that some MDs choose NOT to treat asymptomatic UTIs which is common in the elderly. But my advice would be to go SLOW.