Vent: suspended for not charting on time

[hopesgramcracker]

Ok I just got suspended because I didn't chart off on a med that I gave at 0745 last week. I didn't chart on it because the pt was on isolation so I couldn't take my computer in the room plus she was a tube feeder. I figured I would chart off on it when I got back at 0945 from a staff meeting we had at 0800. I needed to start my 1000 med pass anyhow. Well when I came back the nurse stated she gave this pt the 0800 med and I told her I already did it and she should have called me first or check the pyxus to see if I pulled it out already. Her response was "it wasn't charted in the computer". She knows that I like most of the other nursed I work with don't chart everything right away for whatever reason. I know we should but things happen and we get side tracked. Well my manager had me down in human resources for this and I was threatened to be turned in to the state and have my license suspended for this. I am really upset about this because I think that the other nurse should have asked me or check the pyxus before giving anything to someone else's pt. My manager told me this will probably be grounds for termination as well. What the hec? I think if I do, so should the other nurse who is the assistant manager for her!! Someone please give advice. I feel singled out and bullied. I get many compliments from other peers, pts and family members on how I care for my pts. I don't get it, I see so many crappy nursing habits and laziness and those people get away with it. I don't get it........

[BuckyBadgerRN, ASN, RN]

I hope you only end up with a slap on the wrist, but a patient WAS double dosed because of something that you did. NEVER fall back on the excuse "well, everyone else does it!" Be better than everyone else!!!

[BuckyBadgerRN, ASN, RN]

Really? And you know this how? OP made an error, and because of it, her patient got an extra dose of the "missed" med. Prompt charting falls on the nurse providing care, the OP. She messed up. Yes, it would have been nice had the one who noticed the missed dose call and find out, but she didn't. I'd love to have the magic 8 ball that you do! Predicting lost wages, reinstatement and a windfall for emotion distress seems a bit bold, IMO...

This is why nurses should always get a copy of the yearly performance evals WITH the sig ature page. Very relevant info in an EEOC hearing.

This poster if terminated has a very strong case and will be awarded lost wages and benefits be reinstated and receive a cash award of several hundred thousand for emotional

distress.

[BuckyBadgerRN, ASN, RN]

Please don't forget that we're only hearing ONE side of this tale. It's unfair of you to let the masses believe that any legal situation will turn out the way you're calling it...

I'm sorry but it's very clear you're naive about how litigation works. You make it sound as if this is quick,

easy, and guaranteed, when it'

none of the three. A jury hearing

the case might just decide that while the discipline seems like

overkill, they don't want to necessarily reward a

nurse who lost her job for not charting meds appropriately, and

award her nothing or very little

[/QUOTe

Since when do they teach employment law in cna school?

In regard to the illegal harassment retaliation and

discrimination she has a very strong case. Binding arbitration is far more likely than a jury trial.

[BuckyBadgerRN, ASN, RN]

That's not the med error. According to what anyone could see, the first dose being spoken of was never given because OP never noted it.

Not all meds are kept in the Pyxis or Omnicell. Further, I know many nurses that pull all their meds for their whole shift at the beginning of their shift. I too am confused as why a q2h med being given again 1 hour and 45 minutes later is a med error. I always chart meds as I give them for this reason, though.

[hopesgramcracker]

Well I gave my statement as to what happened and also resigned yesterday and my manager called today and left a message stating they were going to report it to the state and per policy I cannot receive my vacation hours in pay because I didn't quit the proper way, which is a new policy. Whatever, I think the state of Michigan has bigger fish to fry and I'm not going to get depressed over it. I do have another job contingent and may be able to get a part time or full time position. I have prayed about it, and I have a peace with it. My manager has a terrible reputation for bullying and when she read my say about what I thought about her in my resignation she has even more reason to go to the state. We didn't have bar code scanning last week so that would have forced me to chart it at the time I gave it. How ironic....

[T-Bird78]

Hope this new job works out for you, but please remember the 1st rule of nursing--if it isn't documented it isn't done.

[RescueNinjaKy]

Not all meds are kept in the Pyxis or Omnicell. Further, I know many nurses that pull all their meds for their whole shift at the beginning of their shift. I too am confused as why a q2h med being given again 1 hour and 45 minutes later is a med error. I always chart meds as I give them for this reason, though.

Maybe I read it wrong but how I understood it was that op gave the med at 7:45, patient was given the same med by the other nurse at 8:00. So it was not 1hr and 45 minutes later

[BuckyBadgerRN, ASN, RN]

Best of luck in your new position!

[brandy1017, ASN, RN]

This. Most pyxis machines that I have seen and used clearly state when the last dose was given. Additionally, the OP states she gave the 8am med at 0745, and the covering nurse gave it within a half hour before the next dose was due. Perhaps not ideal, however, within the time frame of most facilities.

If the covering nurse did not see the med charted off in the MAR, it certainly could be seen in the med machine--and the nurse either chose to ignore that part and give it anyway, or is trumping up nonsense at the expense of the OP.

We all know that we should chart as we go. But with a number of nurses attempting to get their information into the computer prior to a staff meeting, I can see how waiting for a computer when you have a few other things to do prior to a mandatory meeting could get one behind.

This could very well be a thread on "I got reprimanded for being late to a staff meeting because I was charting". Or "I didn't report off to an oncoming nurse, therefore got reprimanded". And interestingly, the covering nurse was a manager, per the OP. Who I would assume would know better, actually look at the medication machine as a med is being pulled, and actually have the back of the LPN under her employment.

There might not have been a pyxis in this scenario. Oh well two pain pills is not the end of the world. I bet the patient felt a lot better than usual! Truth is many times doctors are guilty of under medicating patients with pain.

As far as computers, I find one for myself and keep it all shift, mostly so I know it works and the battery is fully charged!

[annister]

Ok, I understand the topic of this thread has been focused on blame, accountability and the appropriateness of the subsequent disciplinary action that followed.

My immediate reaction to the information provided is that it would have been a perfect opportunity for exploring what factors contributed to the series of events that occurred, and what changes could be made to minimize the likelihood that such errors are made in the future.

The patient, thankfully, suffered no harm. Multiple actions, involving more than one person, occurred that led to the error. People make honest mistakes and the fact that this particular mistake did not have catastrophic consequences strikes me as a wonderful opportunity to prevent a future occurence that very well could result in serious harm to a patient.

Basically, I think that punitive action in scenarios like this are wasted opportunities to address and explore ways to make things like this less likely to occur in this facility.

Just my .02$

[ProgressiveActivist, BSN, RN]

Its very clear that you work for HR or another branch of adminstration.

I'm sorry but it's very clear you're naive about how litigation works. You make it sound as if this is quick, easy, and guaranteed, when it's none of the three. A jury hearing the case might just decide that while the discipline seems like overkill, they don't want to necessarily reward a nurse who lost her job for not charting meds appropriately, and award her nothing or very little.

[Esme12, ASN, BSN, RN]

Its very clear that you work for HR or another branch of administration.

No she probably works at a non union facility.