Nursing Manual

Items to Discuss with Potential Employers/Contractors

• Number of hours the nurse is to work per week/month/quarter/year. Is there a provision for adding or subtracting hours if the number of clients increase or decrease, or if a client's needs change? If the RN is contracted, whom should he/she bill? Are timesheets kept?
• Amount of money to be paid per hour or monthly. Does this include regular expected travel mileage, extra travel, being on-call, weekend and holiday duty?
• Length of time the contract is valid; i.e., renewal dates, 30-day notice to terminate?
• Documentation expectations. If the RN provides direct nursing services, the expectations are: annual health assessment, annual nursing care plan, routine and PRN reviews of the nursing care plan, documentation as needed on health progress notes. If there is nursing delegation, the RN is expected to provide all nursing duties according to the Board of Nursing delegation rules.
• Obtaining mandatory abuse training as set by the OARs and any other orientation training expected by the employer.
• Who will be the RN/LPN's supervisor and how should they be contacted?
• Does the RN/LPN have any supervising role over other staff members?
• Liability insurance and who pays for it?
• What are the expectations if the RN/LPN has conflict or concern with how care is delivered?
• If LPNs are employed to work for the agency, RN supervision is required at all times the LPN is on duty. Who is to provide the supervision and how?
• Who is RN back up for evenings or weekends off? Who will cover for the nurse when she/he is on vacation? What about vacation and other benefits?