To tell or not to tell!

XNavyCorpsman · Mar 23, 2015

How would all the nurses "get fired" when they would NOT know the nurses names in question? What are they going to say, "we will have to fire everyone because you won't tell us the names"?

jadelpn, LPN, EMT-B · Mar 23, 2015

If I say something, but withholding names, the facility may put a training module for the employees to complete to further the nurses educations or at least reenforce the needed training. I would never, or at least have not seen a situation, where I would have to spill the nurses name. I don't see anything wrong with trying to get additional training through the use of training modules.

And the nurses in question I would think KNOW what they are to do, they just do not. For whatever reason.

What the training modules will do, however, is to hold liable each nurse who takes and signs off on them as understood accountable if a patient contracts a hospital acquired infections--which affects the bottom line.

Not to sound jaded, but that will b the focus--NOT what is wrong with this picture, only how it affects the bottom line. Sad, but true.

XNavyCorpsman · Mar 23, 2015

Thanks for the link. Infection control is not doing so well at this facility.

jadelpn, LPN, EMT-B · Mar 23, 2015

If I say something, but withholding names, the facility may put a training module for the employees to complete to further the nurses educations or at least reenforce the needed training. I would never, or at least have not seen a situation, where I would have to spill the nurses name. I don't see anything wrong with trying to get additional training through the use of training modules.

And when all is said and done, you will more than likely find that your manager is very, very invested in the bottom line, even if you are invested in patient advocacy.

Barnstormin' PMHNP · Mar 23, 2015

Trust me, they'll know.

klone, MSN, RN · Mar 23, 2015

I've only read through the first page...

Some of the things you describe are blatant HIPAA or JC violations, and as such, your hospital would be very interested. My recommendation to you is to find out if your facility has an anonymous compliance hotline, and use that venue.

YuHiroRN, BSN · Mar 23, 2015

I've only read through the first page...
Some of the things you describe are blatant HIPAA or JC violations, and as such, your hospital would be very interested. My recommendation to you is to find out if your facility has an anonymous compliance hotline, and use that venue.

This. It is not that hard to log yourself out of charting. And at 36 weeks pregnant, me wearing PPE for all my patient care is basically Hell on earth temp-wise but we are currently dealing with a weird bacterial outbreak in out NICU and you know what? We' re ALL doing it, no corners cut.

Saying experienced RNs cutting corners is par for the course is absolutely unacceptable when it comes to patient privacy and safety. The pill thing, meh. That'll ultimately fall on the nurse who was supposed to administer them so I have no advice regarding that save for what others have already mentioned.

But the few of you actually poo-pooing the fact that not wearing gloves during transfusion administration is JUST a risk to the nurse and not the patient is ASTOUNDING. Not wearing gloves during any kind of access, central or not?! You can't be serious.

What is OP's best course of action? That's a hard thing to say. I am not one for stirring up trouble by any means BUT some of your responses are absolutely concerning.

allnurses Guide · Mar 23, 2015

I worked in ICFs (Intermediate Care Facilities) in California for 6 years and as far as I know Title 22 does not permit blood transfusions to be done in them. Nor does it allow for a person to remain in the residence who requires isolation. Remember the consumers you serve do not have a voice to speak for themselves so you must be that voice. As a Mandated Reporter you have a duty to report any reasonable suspicion of abuse, neglect or mistreatment. An anonymous call to the state licensing agency may get a surprise inspection.

Hppy

OCNRN63, RN · Mar 23, 2015

So I could be fired for being a patient advocate? Well I guess this is a small price to pay for looking out for what is best for my patients.

Instead of tattling and risking problems with your manager and co-workers, be the change you want to see. You may find your co-workers with lazy habits picking up on your example. I would go with something like that first, rather than going in with all gun blazing,

xoemmylouox, ASN, RN · Mar 23, 2015

I would say pick your battles. Talk to the nurses first. Since you are still in training perhaps ask them why they are doing certain things. It is all about delivery of the message. Don't seem like you are accusing or judging them. More like you are just trying to understand why things are done certain ways. Perhaps they don't wear gowns because there simply aren't enough available to them. Usually when several staff memebers are involved in lax practice it is due to the limits placed by the facility, versus a bunch of lazy nurses.

motherof3sons · Mar 23, 2015

A nurse manager is going to want names of people that are not following protocol. Once you open that can of worms then it is difficult to get the lid on. How are you going to respond when NM says and just "who left meds on the cart unattended?" Then it backs you into a corner and make you look bad when you say you are not willing to disclose that info.

I remember having those same feelings when a new grad thinking....that' not how I was taught". It might be better to ask a curious why then report to the manager.

EaglesWings21, ASN, RN · Mar 23, 2015

"If you go in to the NM with a litany of complaints like a child and haven't attempted to address any of them yourself, you are going to find yourself being observed very carefully, written up for everything, and dismissed very quickly. No one wants someone who doesn't fit in with the team."

I second this. I hate tattle-telling and I bet your manager does do. Address this with the person who committed the error first. If nothing gets better you could report to an anonymous hotline. Nurse managers are so busy that tattle-telling over every last issue makes their job that much harder. If you feel the need to take this much responsibility in the matter then address it with your coworkers first.