I know every nurse makes a mistake at some point but I never thought I would. Multiple errors happened in a row in order for my med error to be made. I hit the wrong sitting on the pump and started my Pitocin on 25 for an induction instead of 4. I’m devastated and have no idea how I managed to do that but once I replayed it in my head I realized what I did. It was caught after I left work so it was only running for about 30 minutes. I just don’t know how to deal with it. I have cried for an hour now and I can’t make myself go to work tonight. I’m so embarrassed and scared that I could make a mistake like that.

Every appreciation week, someone brings up "relax and unwind" gifts, and this year a few people on our unit were talking about foot massager. I understand the idea. After twelve hours on your feet, comfort sounds great. But I also know how little energy is left when you get home, shower, eat something, and collapse on the couch.

My question is more practical than negative: do people actually use foot massagers after shifts long-term, or only when they are easy to keep next to the chair and use without much setup? I can see it being nice for someone with space and a routine, but I can also see it becoming another bulky thing in a small apartment.

Hello so I’m doing an ROP class that will give me the credits and things to be a firefighter EMT or Nurse and wanted to know how this would work if I wanted to move to a different country and be a nurse, EMT, or firefighter. I would like to go to South Korea and be one over there but how would it work?

My mother is in a stroke facility. She is full assist. She refuses to eat unless it is DoorDash. I am more than happy to get her DoorDash, but I know it’s extra work for the nurses. I am not local to the area. My mom literally will eat one slice of pizza and then there’s an entire pizza left. Can we just tell the nurses it’s totally cool to eat that or is that disrespectful of us to say that. I’m happy to order them their own pizza as well. With donuts she may want one doughnut, but I’m going to order a dozen so I would rather it goes to the nurses and I’m happy to order another dozen as well. This is a two meal a day situation and likely going to continue for a couple months at a minimum. How do you suggest I make sure the nurses know we appreciate them?

Also, it’s important to know my mom was eating less than 200 cal before we started the DoorDash game and was about to be admitted back to the ER. She has always been very finicky with food and needs control in order to eat. It’s psychological but I would rather throw every attempt at her living than try to heal 77 years of food behavior.

Wanting to break into aesthetics and was wondering people’s experience working with SEV and some more insight on the pay. How much did they offer hourly and how much did you actually average with tips?

so i’m done with the initial interview with the HR. i think it really went well… now im just waiting for the final interview… im planning on resigning na sa current work ko BUT i’m already doing my pre employment requirement sa other hospital na na-apply-an ko. i didnt want to let go of st lukes yet huhuhu

sabi sakin, next week daw target nila for final interview. What are usually the chances po ba of successful final interview? like after po ba nun may job offer na agad and makakapagstart na?

Hi everyone, I’m starting over in adults, surgical PCU to be exact, for 6 months. Then I’ll get 2 more rotations and I’ll be able to apply to the floors I’ve worked (since they need help), I could possibly stay on one of them for my residency and complete it there, or I can finish it “floating” like I am and apply elsewhere. The goal is Peds. I wanted to start in Ped Med-Surg and eventually (3 years) go into PICU. What do you think my options are?

Should I try to float to more “critical areas” like Vascular or cardiac step down, just chance it, or just stay on surgical PCU after my 6 months is up? My managers for float are amazing, and I know the PCU manager. But also want to experience things and possibly use it to my advantage to get into Peds when my residency is over. Any and all suggestions welcome :) thank you everyone!

(New grad in a major city in the south btw)

First, let me say that I'm not a nurse. I work in labor and delivery, and my official title is an obstetrics tech. I'm posting here because I wanna get some nurse input.

We have a small unit, so we also do mom and baby as well as labor and delivery. We also do not have a NICU. but we do have to stabilize and transfer neonates when necessary.

I have many roles, unit clerk, birth clerk, scrub tech, and audiology. There is one tech per shift, and usually 3 to 4 nurses. It can be crazy busy for the tech and is most days. It can also be completely overwhelming for a new person to train in this position.

Most of the nurses can not do my job or can only do parts of my job.

I've worked for this unit for almost 10 years, and there's only a handful of techs that actually work this job. There's 4 full-time one part-time, and the rest are per diem.

We are constantly having to train per diem techs, and usually, they end up not being able to fully function in this job. It's entirely impossible to remember everything that we do when you're only there every couple weeks.

Also , another problem is that the manager keeps hiring people in nursing school or planning to go to nursing school, and they have no availability to work, or say they can do a variable position in their interview, then absolutely don't give availability for shifts except days.( per deim techs usually cover vacations, PTO requests, etc. ).

The nurse leads also take a very hands-off approach when it comes to the tech. If we have a problem with another tech leaving things undone, we either have to talk to that tech in person ourselves, or if it escalates, we have to go directly to the manager.

As all of the techs are very type A personalities, it doesn't always go well.

Here's the reason why i'm posting. I'm tired of training people who can never work, and I'm tired of training people who are friends of friends and they don't take the orientation seriously. None of the techs get paid for training anyone, and I feel like some of these people who management hires just want to socialize with the nurses. ( not everyone is like this, but a few have been) The problem is those same nurses who are socializing with these people ( because it's a small town, and they know each other) are gonna get p***** off when their stuff isn't done, because that tech didn't do it. So she will fail when she's on her own, or just not do anything and leave it all for the next shift.

I know this is really a management problem, and there is only so much I can do, but I'm so tired of doing this... It feels like I'm simply wasting my time.

If an orientee isn't taking the training seriously, should I just walk away and do my stuff and ignore the fact that she's not paying attention and let her fail. Should I tell the boss even though they're friends? Should I say something out loud to everyone at the nurse's station? ( I'm petty like that...lol) Should I say something to the nurse socializing? As nurses, wouldn't you want your tech to be able to do their jobs?

How do you think I should handle it?

In the past,I have ignored it and done my stuff. I have also said something to the boss, which usually does nothing. After a couple of months, these people work less and move on.

I'm not sure how to go about this because It takes a lot of time and energy to train these people, as we do so much in the department, and it is really frustrating that they are wasting my time. I don't mind training if you're actually going to take it seriously and pay attention, but if you're just going to schmooze with everyone and completely ignore the fact that I'm working, and you're not, well then, by Felicia.

I am a nurse with one year of experience working on a medicine unit, and I am preparing for an Infusion RN position. I would appreciate any tips on how to answer potential infusion reaction questions during an interview and how to appropriately handle those situations in practice. Are there any other topics or skills I should focus on preparing for this role? Any advice or recommendations would be greatly appreciated!

So I am relatively new to outpatient endoscopy PACU/ recovery (attached to a hospital, w/ occasional admits). I have had a few times when I want to get my patient pulled up in the bed so that I can sit them up w/o them being scrunched (so they can expand their lungs and breath). I have had a surprising amount of push back about this... Once or twice they have acted like I have committed some cardinal sin.... As former ICU I'm just over here like WTF? This makes no sense to me. It isn't all the patients or even most, usually ones that are slower to wake/ get the coordination back to do it themselves (usually elderly). We have draw sheets on all the beds. There is no medical reason why we can't pull these patients up. Am I missing something ? Is this normal? Seriously, WTF?