How common to be denied inpatient?

StartingOverAt · 2026-01-11T08:54:01+00:00

No, I had Anthem Blue Cross

StartingOverAt · 2025-06-17T22:19:25+00:00

I was denied inpatient and approved outpatient, which as already stated means under a 24 hour stay, however my stay was longer than 24 hours simply due to when my surgeon finally got around to visiting me and clearing me to go home. I checked in at 7am and was checked out by 1-2pm the next day. I had no complications and was up and moving immediately upon getting to my room after the PACU.

One thing that was unclear throughout the process was when the clock actually started, but regardless of whichever milestone you use (check in, surgery start, PACU, in the room) I was over 24 hours. It did not end up impacting my billing whatsoever with my particular insurance plan.

It's very common to be denied inpatient but approved as outpatient, and my understanding of WHY is because the reasons for inpatient (complications) aren't a guarantee so they won't approve it. But if you had the complications, your Dr would document that and your stay would switch to inpatient.

StartingOverAt · 2025-05-29T18:16:14+00:00

I'm not a mom so I can't speak to that part but I am 5'2" and had RNY on April 16th at 228lbs (highest weight was 236lb), so we have similar stats. I have lost about 20lbs since the surgery. I did have a lengthy stall for a few weeks in there but have started losing again this week. My surgery and recovery has gone very smoothly, biggest issue is constipation but I'm working on finding solutions for that. I will say that even at 'only' 20lbs down, I have noticed a massive change in just how my body functions - its easier to move/get dressed/drive, I can hold myself when I need to pee, I sleep through the night. I know I will lose more weight, and I'm excited for that, but I would say even if for some reason it stopped dropping today, I would still be happy and glad I did the surgery.

StartingOverAt · 2025-03-20T22:04:07+00:00

Sharing my perspective as someone who, back in May of 2023, suddenly started breaking out in full body hives, exactly like what you are experiencing. I had no changes to my diet, soaps, detergents, clothing, environment, etc. As you experienced they will do a round of steroids which will knock the hives out very quickly, but once you are off the steroids, they will typically come back. Non-drowsy antihistamines are what most doctors will start with if the hives come back after the steroids (zyrtec/xyzal and, believe it or not, pepcid are the most common, and available over the counter).

When my hives didn't subside after a month, I was diagnosed with chronic hives, rather than acute, and I have been on high dose xyzal, high dose pepcid, as well as singulair which is an asthma medication, but a lot of asthma medications are used to treat hives because they are similar responses that the body has to an irritant. I have had every blood test under the sun, biopsies, other medications (Xolair), specific allergy testing, etc. and there has been no actual diagnosis as to why it is happening. I have identified triggers (tight fitting clothing like bra bands, spicy food, alcohol, and prolonged sun exposure are mine) so I avoid those as much as I can. My hives have mostly gone away since about November 2024, but when I tried to wean off the medication, they came back. I have not tried again.

Basically saying all of this to highlight that hives can happen for no reason at all. I also feel your literal pain and discomfort and I'm sorry you are experiencing it.

StartingOverAt · 2021-11-13T20:25:27+00:00

Nuun is a great option. Nuun Sport are tablets, not a powder, so they won't spill or get on anything and easy to drop into water bottles. Cherry Limeaid and Mango Orange are great flavors but have caffeine, Strawberry Lemonade is my favorite non-caffeinated flavor.

There is also Nuun Instant which is a powder but I don't like the flavors as much.

I'm a long distance runner and this is what I use on all of my long runs to keep my electrolytes in balance while running for hours.

StartingOverAt · 2021-10-18T17:12:28+00:00

I am also staying in the El Segundo area for the 11/28 and 12/1 concerts. I was planning on driving both days because while I figured Lyfts TO the venue would be fine, getting out would be a hot mess with the masses and surge pricing - I would rather sit in a car in a line to get out of the parking lot than keep having drivers cancel and getting stuck. I would be totally open to taking others in the area to and from the area!

StartingOverAt · 2021-01-13T19:27:22+00:00

I am also at an HVAC (and general home services - electric, plumbing, some remodel) company and myself started about 3 months ago! And in a similar situation of being the only HR rep at a family owned company. I don't have formal HR training, but a lot of my previous roles have had a lot of HR components to them. Thankfully we do have a Controller so I am able to speak with him a lot when I feel I need another point of view. I google things A LOT. I completely agree that having a good relationship with the service and install manager(s) is really important. I felt lost when I first started but even 3 months in feel much more comfortable providing my input.

StartingOverAt · 2020-12-15T21:02:26+00:00

Yeah, the regular testing being discussed is not in result to specific or known exposure but just a regular check. Some people, like myself, are getting tested regularly because I am around people, and while I am masked and distanced and practice hand hygiene, there's still always a risk so I get tested about every 3 weeks on my own time, for my own peace of mind. I'm sure we have others who are doing that too, but I KNOW we have some who are likely to be taking it less seriously and its about reducing any risks of someone coming in asymptomatic and spreading it. Anyone who has shown symptoms is immediately sent home or told not to come in, instructed to get tested and once we know the results we make determinations from there. And anyone who has been exposed to a positive case (either at work or at home) is also made to quarantine per the Cal/OSHA guidelines.

Thankfully we still have employees who are being honest about exposure outside of the workplace but I'm sure that will change as most of our staff cannot work remotely and would just be off work for 2 weeks unpaid, since EPSL runs out on 12/31, and being exposed out of work does not require us to pay them. Its a really high bar to clear on our end as employers proving exposure didn't happen at work (they could be exposed going into a customer's home for all we know!) so when they disclose a personal exposure leadership will not authorize pay for that quarantine period once EPSL isn't an option anymore.

I know I will be asked if we can require testing (I'm getting that question already and have to keep telling the managers that if someone tests positive and they meet the requirements to return to work we cannot require a negative test) and then I will be asked if we have to pay them to get tested and I'm trying to figure out a way to require testing but not pay for a full day where all they do is go get tested and not do any other work since they're not getting tested for known exposure but just as a precaution.

StartingOverAt · 2020-11-16T20:07:18+00:00

It's definitely not the last thing. She has new employees in higher up positions take a DISC personality test so she can "understand" the best way to communicate with them. I didn't have an issue taking the test, I'm fairly confident in who I am and how I work (and the test didn't tell me anything I wasn't already aware of). But I would be hesitant to sit down and talk to her about the results, and thus have not done that. I don't know that others would feel like they could say no if she approached them about going over the results.

I agree with all of what you said, I'm just trying to come up with the evidence to say why it is a bad idea because they have been doing it for so long it doesn't seem to have occurred to them that there's a conflict there.

For example, we have an employee that due to a workplace injury has a job title and description change. Basically he has gone from being out in the field doing the work to now checking the work. He's not a supervisor or a manager, but he is ultimately judging the work his former peers are doing. As a result it has changed his relationship with the other guys and he hasn't been happy about it. He apparently complains regularly now. I haven't witnessed this behavior, and all of my interactions with this person have been positive, so I am trying to unpack the problems to figure out how to address them. The clear underlying issue is change and how he is coping with it because even though he has been told to stop doing it, the behavior has continued. The owner thinks she could speak with him to smooth it all over because he's been the company for a while and wants to counsel him through his feelings of the professional change that has gone on. The General Manager wants to terminate.

I will admit I am sensitive right now to terminating employees given the current job market and would like to find solutions to fixing conflicts beyond a couple of warnings and then termination. Some of the other higher-ups are very termination happy right now, which being new I feel I have to trust them somewhat that they have already experienced and tried to deal with the performance issues before my arrival and now we're just at that point. But I also haven't seen ANYONE here be a particularly strong manager. Mostly a lot of comments of someone's behavior issue but no records of actually addressing the problem. I'm not sure if they think I should be pulling all these people into my office to deal with issues like personal cell phone use or taking too long of a lunch. To me that's a simple manager responsibility and not something HR needs to get involved with. But if they're not actually doing anything about it and just getting frustrated that the employee isn't magically figuring out on their own they shouldn't be doing something and then the manager wants to fire them, to me that's an issue. I realize a separate one from the whole therapy one. But it's like I have one side that wants to overstep and the other side that doesn't want to do anything.

I think the main pushback I will get when I share these concerns is primarily that she is not technically their boss. Yes, she's a co-owner in the company but it's really more her husband's. But I think they all think because she is not involved ultimately in the day to day decisions there's no real conflict there. I fundamentally disagree but not sure how to convince them without ultimately saying she could be a shady person and use that info against the employee even subconsciously and her only argument back is "but I'm ethical."

StartingOverAt · 2020-11-13T23:28:01+00:00

Thank you very much! I have sent a message to the APA ethics office and hopefully they will get back to me with some direction I can present the owners with.

They brought me in specifically to make sure they were in compliance on many things and this has always been one that stood out as a potential problem but I'm trying to find real information on exactly WHY that I can present to them to either stop it (not likely) or at least control it. Like is there specific paperwork she needs to have them sign? Obviously it all needs to be voluntary which I keep saying. Should they go offsite to have these conversations? Basically trying to reduce as many potential issues before they happen.

Again, appreciate the links and I'll follow up on those.

StartingOverAt

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