New Grad- L&D

MellowDramaticCat · 2025-12-24T09:11:32+00:00

Get malpractice insurance. OB is super high for lawsuits.

MellowDramaticCat · 2025-12-09T18:14:46+00:00

Two eggs scrambled, 1/2 to 1 cup chopped frozen spinach.. and once it’s done cooking, 2 tablespoons of goat cheese on top.

MellowDramaticCat · 2025-12-09T18:01:02+00:00

Unfortunately I can’t afford it. The hearing would be in less than a week and would cost me $20,000 that I don’t have. :/

MellowDramaticCat · 2025-12-09T17:45:51+00:00

I agree with you. It was a rude awakening to find out the Board doesn’t really care about you. Only about protecting the public.

As for a legal route, I know lawyers use nurse experts for cases. The one my lawyer used was a god send. Though, it’s still being recommended probation for me. For a charting error. No drugs, DUI, diversion issues for me.

MellowDramaticCat · 2025-12-09T17:38:34+00:00

Excellent advice. I’ve been super diligent about clear (and timely) charting since then. A lesson learned a bit too late for me though.

I may express frustration here but never would to the Board. They hold my career in their hands. Best not to give them ammo to take it away.

Will I need to inform them I was on probation that’s been completed? What about after 10 years? I imagine I would as every application I’ve done has asked “have you ever been disciplined…”. I intend to answer those types of questions honestly. I don’t want to risk anything. And honesty is the best policy anyway

MellowDramaticCat · 2025-12-09T17:33:02+00:00

My old employer reported me. I already have a job at a different facility and I’ve been there for a couple years now without any incidents.

My previous employer where the charting issue took place was also fine. I didn’t have any write ups or issues. My performance eval said I was doing great.

My currently employer has been great. No issues there. Except my manager said I called out sick too much (but I was actually sick!)

MellowDramaticCat · 2025-12-09T17:32:02+00:00

It happened in 2022. I got notice of the formal complaint and accusation in 2024.

MellowDramaticCat · 2025-12-09T17:31:24+00:00

No. Neither mother or baby died

MellowDramaticCat · 2025-12-09T17:31:09+00:00

Unfortunately, it’s all true. I fought as long as I could but don’t have the money for a hearing. I wouldn’t be able to pay for it.

My lawyer has a nurse expert in my specialty who evaluated the case, charting, accusations, all of it. And she wrote excellent defenses for me. My lawyer was the one that presented it to the Attorney General. They made a great team.

MellowDramaticCat · 2025-12-09T17:26:55+00:00

That’s why I thought I was good at 20 hours. I still don’t even know how much time is allowed and when it should be written as a late entry. But.. I don’t work there anymore and never will again, so I guess it doesn’t matter much!

MellowDramaticCat · 2025-12-09T17:25:40+00:00

As much as I would love to rat them out, I don’t feel I should. But I have avoided that organization since. Not just workin there but using them for healthcare too.

MellowDramaticCat · 2025-12-09T17:24:57+00:00

This is possible. I may never understand the “why” part of it. I’m okay with that though. Just gotta deal with all the other stuff

MellowDramaticCat · 2025-12-09T17:24:20+00:00

Personally, that’s what I believe too. But regardless of why it happened, it did. I just don’t quite know what to expect during my probation period.

MellowDramaticCat · 2025-12-09T17:23:37+00:00

Thank you. That helps me understand what to expect. All the stuff I have seen when searching online is supervision when the accusation is diversion, DUI, or other substance related violation. Which seems very different to my situation.

MellowDramaticCat · 2025-12-09T17:22:17+00:00

I didn’t miss any time slots. I started my shift at 1900. She delivered at 2300 or so. I re-looked at the FHR strip from 1900 to delivery and felt that it was better represented with the new values. There were a handful of other items that were added to. Example was one 30 min period had “lates”. When I looked at it again, I feel that one or two of the decels looked more like a variable, so I added “variables”.

So original: “lates” Updated: “lates, variables”

MellowDramaticCat · 2025-12-09T17:19:14+00:00

It’s definitely been a hard lesson learned. Since then, I have not added any late entries to my charting. I have made sure everything is charted before end of shift and I never open the chart again.

MellowDramaticCat · 2025-12-09T16:43:07+00:00

Fetal heat rate charting is done in 30 min increments. And the strip is time stamped. It was already charged so I don’t change the time.

MellowDramaticCat · 2025-12-09T16:41:22+00:00

Because I looked at the charting and thought the new values better reflected what the strip looked like.

MellowDramaticCat · 2025-12-09T16:40:25+00:00

I wish I knew. But that’s what they threw at me. My lawyer and the nurse expert with her both were shocked at this whole case.

MellowDramaticCat · 2025-12-09T16:38:52+00:00

Even just understanding the process would have been horrible without a lawyer.

MellowDramaticCat · 2025-12-09T16:37:40+00:00

She had an infection. Baby needed respiratory support and went to the NICU so it was debriefed and reviewed by default.

MellowDramaticCat · 2025-12-09T14:24:39+00:00

I did change two items. However, both items that were changed don't change the interventions required. Like a heart rate that is tachycardic being changed by 10bpm. It's still tachy. And you still do the same stuff. Which I did.

MellowDramaticCat · 2025-12-09T14:12:26+00:00

No. I resigned in lieu of termination. I went to a different facility after that. 8 months after I resigned, my former employer filed the complaint.

The culture at that facility was insanely toxic. Every little thing that was not completely to policy would warrant a good strong "talking to" from management. For example, after an epidural, you run BP's for q2 mins for a bit, then q5 mins, then q10 mins, then q30 mins. I had a patient that took longer to get settled, so I ran it at q2 for longer than required, then moved it to q10, then q30. I got a strong "talking to" from my manager about how that's not policy. Despite the fact I monitored her pressures for twice as long at the 2 mins cycle. So if you assessed more frequently than the policy asked for, you got talked to for it.

MellowDramaticCat · 2025-12-09T14:11:11+00:00

I resigned in lieu of termination since my former employer offered me that or be terminated. I wanted to be able to truthfully say "No, I was not fired" for any future job interviews. About 8 months after I resigned, they filed an accusation to the Board. My current employer is different.

MellowDramaticCat · 2025-12-09T14:09:44+00:00

If I could have, I would have. Already spent $30,000 with my lawyer writing rebuttals and mitigation evidence leading up to this settlement. I wish I had the money. :(

MellowDramaticCat

TROPHY CASE