M is a RN who was working with expired license in the state of Arkansas. She had moved and did not contact the Missouri State Board of Nursing(MOSBN) with new address. She also was addicted to roxanol and hydrocodone. She was taking roxanol from the facility she was employed with at the time that was supposed to be destroyed. The hydrocodone she was ‘drug shopping’ different doctors for prescriptions. The MOSBN was unable to contact to her to inform her license expired in April of 2015.
She said that she was also in detox in Florida for a month trying to rehabilitate from an addiction to morphine. She said that she had an accident with her daughter and she was prescribed hydrocodone for pain and that is when she became addicted. I could not
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E was present at the hearing because she violated the previous agreement and failed to complete CEUs and keep Board informed of employment status. She did not adhere to any of the agreement. She gave the excuse that she fired from her job when she was placed on probation and consequently became homeless. I feel the Board gave her every possible chance to correct or at least take responsibility for her actions prior to this violation hearing and she did not even make an attempt to comply. I just do not understand, if given the opportunity to retain license why she did not do everything within her power to do so. I do not know the whole story, but still I feel that she failed at following through and was negligent as a nurse.
I looked this case up on nursys.com and from what I could see her probation is continued as agreed upon previously; she can only work in MO and under RN supervision. She stated she was working in a facility in St. Louis and started on November 1, 2016. She said she would be able to take classes and maintain a permanent
III. Issue. The issue is whether the district court erred in granting summary judgment in favor of the employer appellee on the employee appellant’s sexual harassment claim, and whether the court was right in excluding evidence regarding the sexual
This case study examines a case of an LPN who became ill while about halfway through her shift and chose to go home. This LPN was assigned to care for five patients in an obstetrical ward, four of which were considered stable. The fifth patient was awaiting an obstetrical consultation when the LPN became ill and vomited. At this time, she notified the other nurses and, subsequently, the charge nurse that she needed to leave due to illness. The charge nurse instructed her to notify her supervisor prior to leaving the facility; however, the LPN chose not to do so and went home. Her reasoning in not notifying her supervisor as she was instructed was that she feared that the supervisor would ask her to go to the emergency room for care. The LPN testified that she did not want to pay for an emergency visit and that she intended to make an appointment with her family doctor early that same day. The facility terminated the LPN’s contract and also reported her to the state board of nursing for patient abandonment. As a judgment, the board of nursing suspended here nursing license pending a psychological examination and fined her $1000 for abandoning her patients. In this paper, we will examine the viewpoints of the LPN, the charge nurse, and the nursing supervisor as they relate to the Nurse Practice Act and the board of nursing.
I agree with you that the nurses violated provision 9 of the nursing code of ethics. Nurses have an obligation to themselves, their whole team and to the patients to express their values. Communication is key in a hospital, so everyone knows what is correct and what isn’t within the workplace. In order to have a productive, ethical, positive environment. These values that should be promoted affect everyone in the hospital, especially the patients, and can have a negative outcome if those values are not lived out. Nurses have to frequently communicate and reaffirm the values they are supposed follow frequently so when a difficult situation comes along that may challenge their beliefs they will remain strong and their values will not falter.
Mrs. Hylton is a 45 year old female who presented to the ED via LEO under IVC by her therapist, Melanie, from ADS. Per documentation Mrs. Hylton denies suicidal ideation and homicidal ideation to nursing staff and MCM before the evaluation. She also contracted for safety with MCM. Dr. Horton requested a mental health assessment on Mrs. Hylton. Before the assessment Ms. Melanie and her supervisor Melissa were contacted. Ms. Melissa reports Mrs. Hylton verbally contracted for safety, however left before ADS could type up terms of verbal agreement. Melissa reports afterwards she was not aware of Mrs. Hylton symptoms of psychosis when speaking with her until being informed by Melanie of findings after conversation with Mrs. Hylton. Melanie upon
CCIB Intake received referral #0277-5021-7355-6088130 dated 2/18/16 from reporting party Ignacio Gonzalez Lead Residential Counselor. It was reported that residents Terri'Aunna Unique Reliford DOB: 9/1/00 and Endia Keairra Wilson DOB: 9/6/01 went AWOL (date not provided). Resident Endia returned to the facility on 2/17/16 and stated that Terri'Aunna was with and 18 year old male named Roy Smaer IV. Endia reported that Roy is a "meth head" and lives in Long Beach. According to the reporting party Endia stated the last time she saw Terri'Aunna (date unknown) she appeared tired, had bags under her eyes, looked high and not bathed. Endia stated that she and Terri'Aunna were with other men named DJ, Carlos, Jamar, Keonte, and Michael (all last names
Approximately 100 years ago a Board of Nursing (BON) was established to help ensure the protection of society through rules and regulations of proper nursing practice. The goal of the BON is to provide “regulatory excellence for public health, safety and welfare” (National Council of State Board of Nursing [NCSBN], n.d., para. 1). The duties of the board is to implement the Nurses Practice Act, handle licensures, accredit nursing programs, develop policies, rules, and regulations and develop standard practice (NCSBN, n.d.). As we continue throughout this paper we will be looking specifically at the Mississippi Board of Nursing (MSBN) and how it is governed.
What uncompensated work did the plaintiff claim she performed? What should the district court have done with the statement of another employee that the plaintiff did not engage in work prior to her official start time?
4). Examples of how nurses can integrate this competency include; using current practice guidelines and researching into hospital’s policies (Jurado, 2015). According to Sherwood & Zomorodi (2014) nurses should use current evidence based standards when providing care to patients. Nurse B violated one of the rights of medication administration. South Florida State Hospital does not use ID wristbands; instead they use a picture of the patient in the medication cup. Nurse B did not ask the patient to confirm his name in order to verify this information with the picture in the computer. By omitting this step in the process of medication administration, nurse B put the patient at risk of a medication error, which could have caused a negative patient
Day by day medical technology is improving, unfortunately so are cases of nursing malpractice. By understanding the laws that governs nursing practice, it will help the nurse protect client’s rights and reduce the risk of nursing liability (Sommer, 2013, p. 23). It’s usually necessary to prove that the nurse was negligent to prove nursing malpractice. The Joint Commission defines negligence as a “failure to use such care as a reasonably prudent and careful person would under similar circumstances” and malpractice as “improper or unethical conduct or unreasonable lack of skill by a holder of a professional or official position. Sommer defines professional negligence as the failure of a person who has a professional training to act in a reasonable and prudent manner (p. 24).
...is causes injury or not is an example of unsafe practice. This act could also be categorized as careless or repetitive conducts that puts a patient in danger. Drug diversion is a type of drug dealing, nurses have access to many drugs and it is a part of the nurses’ responsibility to ensure those drugs go where they should, precisely document and closely supervised. Criminal conduct can happen in the work place or on personal time. If a nurse is convicted of a crime, such as Driving While Intoxicated, it could affect their ability to practice nursing. It is out of a RNs legal scope of practice to medically diagnose any patient, order a medical treatment or conduct a medical treatment that has not been ordered by a physician. It is the nurse’s duty to their patient’s to exhibit sound clinical judgment, with in their scope of practice to ensure patient safety.
When the practices in the healthcare delivery system or organization threaten the welfare of the patient, nurses should express their concern to the responsible manager or administrator, or if indicated, to an appropriate higher authority within the institution or agency or to an appropriate external authority” (3.5 protection of patient health and safety by acting on questionable practice, ANA, 2015). The example of the practice is a patient discharge from the rehab facility to the Personal care unit with pending PT/INR results, which turned out to be critical. The admitting nurse demonstrated moral courage by questioning physician who wrote discharge orders and the nurse who completed discharge. Rehab physician refused to address lab results and referred the patient to the PCP. Admitting nurse raised a concern to administration to review discharge protocol and deviation from safe practice. Nurse acted on behalf of the patient and requested readmission to rehab based on patient’s unstable medical
My plans after obtaining my advanced degree is to acquire licensure to practice as AGNP in the state of Texas. The Texas BON acknowledges that APN education, experiences, and competency levels vary, hence, holds individual APN accountable for knowing and practicing within their own scope of practice and competency always. The APN’s education is the grounds to their scope of practice: however, the APN can expand the scope of practice within the role and population-focus, as long as it remains within limits of the law. The Texas BON restricts the scope of practice for the APNs. The Nurse Practitioner Supervision Laws require¬¬¬¬¬ APN to work under physician supervision within seventy five mile perimeter. In addition, there is the Texas ' Nurse Practitioner Prescribing Laws which require APNs to prescribe medications under physician supervision and APNs are not allowed to prescribe schedule two drugs. All prescriptions written by the NPs must include the supervising physician 's name, address, Drug Enforcement Administration (DEA) number and phone number (Texas BON,
Section 5.4, which is the preservation of integrity, suggests that nurses will inevitably have to deal with threats to their moral or professional integrity at some point in their careers. Nurses should do their best to maintain professional integrity when met with adversity, weather it be from uncooperative issuance companies, an unsound work environment, or from the patients themselves. When working in an unsound or unsafe work environment that violates law or the ANA code of ethics nurses must go through the proper channels to fix the problem. If a nurse feels that a procedure or treatment their patient is having conflicts with his or her own moral integrity and they cannot participate, the nurse must report they unwilling to tr...
Q.3 Nurses as part of regulated health care practitioners are responsible and accountable to abide by the standards, codes and guidelines of nursing practice (NMBA, 2016). The nurse in the case study has breached the standard 1.4 of the Registered Nurse Standards for Practice. According to standard 1.4, the registered nurse should comply with "legislation, regulation, policies, guidelines and other standards or requirements relevant to the context of practice” when making decisions because this will be the foundation of the nurse in delivering high quality services (NMBA, 2016). The nurse in the scenario did not follow the hospital policy concerning “Between the Flags” or “red zone” and a doctor should be notified of this condition. Furthermore, the nurse failed to effectively respond to a deteriorating patient.
...ve heard, it may not be possible to prosecute the nurse as she was just following the home’s policy. In the same manner, it may also not be possible to prosecute the nursing home because such conditions (i.e. not administering CPR) are clearly stated in their policy, and all of their clients understand and are amenable with it. However, in cases like this, I don’t think that the law should be the be-all and end-all of things, that is, I think that mere compliance with the law does not necessarily equate to good management or administration; rather, I believe that good administration should also be guided by moral and ethical guidelines.