Question

1. An at will employee, who is fired, can still sue if he/she was fired for discriminatory reasons. True or False

2. If a nurse, based on his/her own assessment of a patient believes it is too soon to discharge that patient, and a doctor has signed an order discharging the patient, then he/she has a duty to speak up. True or False.

Answer 1

1.The statement is true that an at will employee, who is fired, can still sue if he/she was fired for discriminatory reasons. The majority of workers are employed at will, which means that their employers can fire them for any reason, or no reason at all, provided that the reason isn’t discriminatory. This means that it's usually legal for your employer to terminate your employment unexpectedly, without advanced warning, and to decline to provide a reason for your termination unless you have an employment contract or collective bargaining agreement that mandates a certain amount of notice, it’s legal for your employer to fire you without notice.They are also not obligated to provide you with an opportunity to correct issues pertaining to your work performance before terminating your employment.

2.True statement. One of the most important duties nurses have is to prepare patients for discharge. Teaching patients about their conditions, medications, self-care strategies and the importance of follow-up care, can help patients maintain an optimum level of health and reduce their chances of readmission to the hospital. If the nurse found any deficiency from nurse's side during discharge of a patient, the nurse have the full responsibility to speak with doctor and patient. If doctor dismiss the important findings of a nurse during his/her assessment , will leads to serious health problem for the patient after reaching home.