Working with an unlicensed RN

Agree with TriciaJ if you are not in any way her supervisor and not working the same shifts I don't see how this could come back to you. The only way I see a potential problem would be if you are required to co-sign her paperwork. When I worked with an IP (many moons ago) a RN was required to co-sign all paperwork. 

Question - how's this nurse's practice? Has she given you reason to be concerned re some poss negative outcome?

That being questioned, you have the responsibility to talk with Admin re her license status. Sometimes these things DO get overlooked (altho doubt it here). TPTB can be dinged if they are out of compliance re her license.

And as an RN, there is the obligation to respond when an RN KNOWS that the law is being broken. You're merely reporting 'in good faith' what you believe to be wrong. It is the BON's job to investigate further.

Kinda like when one suspects child abuse or elder abuse 'in good faith', then  you report. 

I wonder if the regulations have been temporarily relaxed due to covid.

My state temporarily extended the amount of time that a nurse could work as a 'graduate RN' since our testing centers were so backlogged, and people would have had to wait for several months before being able to work.

^^^ good possibility.

On 4/22/2021 at 10:13 AM, TriciaJ said:

If you are not her direct supervisor and you don't even work the same shift, then you are not responsible for her.  The responsibility lies with whomever does the hiring and firing.  If you are noticing glaring holes in her practice, you:  1.  Address it with her in a mentoring kind of way  2.  Notify management if it becomes a concern  3.  Notify the Board if it becomes a major concern that management isn't addressing.

As far as whether to stay or go, that depends on the big picture.  Sometimes it's worth it to tolerate a few aggravations.  Decide now what you could live with and what would start being a deal breaker.  Keep your resume up-to-date and keep an eye on the job listings in case you have to jump ship.

But from what you've described, you have no liability for your (possibly unlicensed) coworker.  By the way, you do have your own professional liability coverage, right?

 

Unfortunately a mentoring approach has not worked. I think due to a perfect set of circumstances she landed in a day shift spot and believes she knows how to do the job better than anyone else. Her mistakes have not been major ones, no significant patient harm has been done. But things like using incorrect bandaging or simply not having enough experience to know a lot of the day to day tips and tricks we use. 
I do have liability insurance thru NSO, got that right out of school. And I like the idea of setting my limits ahead of time, my make or break point so to say. I genuinely like the work, the shift works well for me, and the other folks I work with (the deputies) are a blast.

thanks for the input! 

On 4/22/2021 at 12:53 PM, Hannahbanana said: If she’s the only one on duty on a shifts supervising UAPs, giving meds, etc., she has to be a real RN, not a graduate nurse. 

This is exactly where my concern lies..... she is. There is no other licensed personal in the building. She has access by phone to other RNs and NPs, but they do not check in or observe. She gives meds, both PO and IM, monitors insulin administration, answers meds questions from the med passers, etc.  She also takes on-call and is expected to respond to emergency situations that occur. 

On 4/22/2021 at 4:16 PM, amoLucia said:

And as an RN, there is the obligation to respond when an RN KNOWS that the law is being broken. You're merely reporting 'in good faith' what you believe to be wrong. It is the BON's job to investigate further.

Kinda like when one suspects child abuse or elder abuse 'in good faith', then  you report. 

Very good point...... I’ve reached out to one of the administrators and got a “um...... you should direct this quest to the nursing supervisor “. I figured Id see if it’s an issue already being dealt with that I can’t see because it’s at a management level. I’ve already decided that if they know she’s unlicensed and knowingly continue to have her working like she is, I’d have to quit and go straight the BRN. 

28 minutes ago, adventure_rn said:

I wonder if the regulations have been temporarily relaxed due to covid.

My state temporarily extended the amount of time that a nurse could work as a 'graduate RN' since our testing centers were so backlogged, and people would have had to wait for several months before being able to work.

I was wondering this as well, and my state has done this on a (rare) case by case basis according the BRN when I called. It’s hard know where my responsibility ends, or my duty to act ends.....

If there are extenuating circumstances that as just a fellow employee I’m not privy to, I completely understand and can happily stay out of the whole thing. 

14 minutes ago, TriciaJ said:

Sounds like your facility might be desperate for a warm body and inclined to tolerate a lot.  Just keep a close eye on anything that can bleed over into your practice.  Bravo for having liability coverage.

BRAVO!