Nursing has entered an authoritarian nightmarescape.

It bows to the hegemony of corporate enterprise.

Nurses’ every decision is controlled and pre-conditioned.

Conformity to the nursing hierarchy’s dictates brings harmony and agreement.

No one who lives in the Brave New Nursing World questions authority by raising alternative ideas.

Nurses are produced on an assembly line of uniformity.

All the basic rules of the nursing hierarchy are expected to be carried out by every nurse.

They are conditioned by the nurse ‘lectureganda’ industry to go along with their predestined life.

Aldous Huxley called the psychological methods used in Brave New World ‘mind-manipulation’.

The love of servitude is the stability of the Brave New Nursing World.

Is this what the human soul really craves?

Conformity leads to a lack of personality.

Personal choices are sacrifice for stability.

Aldous Huxley wrote: ‘To make them love it is the task assigned’ (to nurse ‘lecturegandists’).

Some nurses can not be persuaded.

Ignorance is not bliss.

Some nurses can not turn off their emotions and mind.

They are excluded by being classed as not sane and rational.

The excluded nurse may be realistic and perceptive.

Those who control nursing knowledge control nursing.

Nursing conceptual models, theories of what it is to be human, define how nurses respond to the needs of patients.

Nursing theories disparage and disqualify alternative theories.

Nursing’s hierarchy promote theories which maximise nursing’s professional standing.

The rhetoric of nursing theories define power over patients and nurse.

Once nursing’s hierarchy define what nurses should do, they can identify and punish those with alternative views.

Nursing thories variously describe nursing as an ethical activity.

Those who define what is ethical, identify and punish those with alternative views.

‘In 2013, nursing student Nichole Bruff was dismissed from Baker College in Michigan for allegedly asking questions about the way her instructors were teaching nursing students how to coerce parents into receiving vaccines for their children, even if the children or parents did not want them. Nichole wondered why a patient’s right to choose or refuse a medical procedure was not being followed in administering vaccines. To her, this seemed to violate medical ethical issues she had been taught in nursing school, so she wanted clarification on why vaccines were different when it came to patient rights and ethics’ (1).

Nichole’s ethics were not those of the nursing hierarchy, who identify and punish those with alternative views.

Nursing students are ‘lecturegandised’ to reflect a concensus supported by ‘Pharmacorp’.

Freedom to think and speak is not tolerated by the mind-manipulators of the Brave New Nursing World.

Nichole was told by a ‘lecturegandist’ that nurses should ‘educate’ parents about the benefits of vaccination.

Educated parents would then comply with the misleading information given them.

Nursing has entered an authoritarian nightmarescape.

It bows to the hegemony of corporate enterprise.

Nurses’ every decision is controlled and pre-conditioned.

Aldous Huxley wrote: ‘To make them love it is the task assigned’ (to nurse ‘lecturegandists’).

Some nurses can not be persuaded.

I call on all nurses to support Nichole Bruff against the Brave New Nursing World.

I urge all nurses to cherish Nichole Bruff

  and her revolutionary heart.

lenin nightingale 2015




shutterstock_17046919_crop380w                                   NURSING CERTIFICATE FOR SALE

I am very disturbed by this, and will share my concern. Let me say at the outset that I am not a racist. I have a long record of supporting ‘freedom struggles’ in such countries as Zimbabwe and South Africa (all praise to Comrade Joe Slovo!), and it is with sadness that I must pass on a report of nurses in Ghana paying to pass their exams:

‘Kindly permit me an advantageous space within your medium to expose this corrupt practice within the Nurses’ and Midwives’ Council of Ghana (NMC). To enlighten Ghanaians briefly the NMC is responsible for organising examinations and awarding license to nurses and midwives after passing an examination, that is the ”Licensure Examination”. The hideous story is after the exams some members within the examination council who tag themselves as ‘the engine room’ collect amount of at least Ghc. 500 secretely from candidates who anticipate they might fail the exams and turn their results for them. Somebody might ask how? That is after the examiners have finished marking the exams, they foward the list of successful candidates to be dispatched to their various schools. It is at this point where the ‘engine room’ people change the names and at last unsuccessful candidates get the license. This practice has been in existence for years but was at its peak last year when the D10’s wrote their exams’ (EA Appiah,, 3 October 2011).

A Comment was: ‘I know some nursing students who paid Ghc 1,000 for their “PASS”. I wish I coUld mention their names here for the whole to know they paid for their “PASS”. They make initial payment of Ghc 700 and when the results come in and they have passed, they pay the remaining Ghc 300’.

And where might such ‘graduates’ seek work? Perhaps the UK? Ghana’s government has scrapped a controversial ban on newly qualified nurses travelling to find more lucrative employment abroad … According to the UK’s National Health Service, a newly qualified nurse starts on a salary of more than £21,000 a year – with opportunities to earn overtime – that is, at least $2,695 a month. A professional nurse in Ghana earns about $400 a month after tax – and nurses often face the frustration of delays in the payment of their salaries (, February 27, 2015).

The availability of genuine certificates obtained fraudently is as widespread as the poverty which drives it. An article in (May 3, 2015) highlights this problem: ‘Television footage last month showed dozens of relatives scaling school walls to try to give information to students in northern Bihar, one of India’s poorest states. Staff and police officers were seen ignoring relatives who passed cheat sheets through the windows of exam rooms.

With the system stacked against them, many poor families feel compelled to do whatever they can to help their child get a foothold in a better life. This — along with India’s all-pervasive culture of corruption — have been largely blamed for the cheating. Rakesh Kumar, who left school in 2008, makes no apologies for his efforts, including smuggling notes into the exam, hidden under his watch and in his socks. “There weren’t many teachers or chairs, sometimes no electricity. I lost interest slowly, so I didn’t study,” Kumar, from Bihar, told AFP. “Sometimes the invigilators wouldn’t care much, they turned a blind eye … that helped.

For better-off students, cameras hidden in buttons, ties, pens and bras accompanied by Bluetooth technology are available online and in shops tucked away in the backstreets of Delhi’s old quarter. “Sometimes kids come by to check out the items,” shopkeeper Rocky Binwal said, adding that his policy is “not to ask” questions.

I have only mentioned two countries in which the possession of a genuine certificate does not guarantee that it has been earned. Many more could be added.

Does anyone realistically think that nursing is immune from such practices? it is certainly not immune from fake certificates, as I have repeatedly pointed out.

Does anyone really care, though? The UK NMC employ 8 out of its approximate 660 staff to check certificates.

What do the other 652 do?

If someone says they are a nurse, and does even a barely passable imitation of one, are they readily accepted, especially if their price is right?
lenin nightingale




I often read American news outlets, to keep in touch about what is to be repeated in the UK, and one of the most sickening cases I have recently come across involved ‘Debora Casados, a nurse in the VA Eastern Colorado Health Care System, reported that a coworker sexually assaulted two other VA staff members and made inappropriate comments to her. … the hospital’s human resources office told Casados and the other staff that they were not allowed to discuss the allegations and threatened them with disciplinary action. Casados was then removed from nursing duties and reassigned to a windowless basement office to scan documents. She was also denied leave to care for her terminally ill mother.

In another case, Charles Johnson, a technologist in the radiology department at the VA Medical Center in Columbia, South Carolina, was hit with a proposed suspension in 2014 after he questioned the methods of a doctor. The proposed suspension was issued by the same doctor. In February, the VA agreed to rescind the proposed suspension and evaluate the method in question’ (CJ Ciaramella,, April 9, 2015).

The first case is a sickening reminder of what might happen to a whistleblower – thrown to the wolves, struck-dumb by employer-friendly laws that drown free speech. The second case is a sad reminder of what has happened to nurses in the UK. Question someone with power over you, who then report you to your governing body (NMC), who believe the accusations they have made up about you, without any burden of proof that a civil court would demand.

So, having trawled my usual sources, and begining to feel despondent about the despotic systems that rule the world of care, I was delighted to stumble on this blog:

‘Though I have no history of patient harm/sentinel events/drug or substance abuse … On March 28, 2014 The Arizona Board of Nursing revoked my nursing license in relation to a patient harm incident I spoke out about in order to get the right thing done. In the process they also violated my first amendment rights to free speech and used this blog during the case in order to bring more charges against me. I have filed with the Superior Court of Arizona to fight this practice because the judgement against me has ramifications for every nurse all over the US and in the same way my first amendment rights were violated, so will other states seek to do the same thing to nurses everywhere. My case was a benchmark case and will be used in the future to establish discipline for other nurses … ‘.

Please visit this blog and send it out; ‘nurseinterupted’ writes in a very imaginative way, rich in allegory: ‘Other nurses have simply taken off their headsets, disconnected with air traffic control, closed their eyes’, and, although I think many that enter caring jobs never had headsets on in the first place, the clarion call: ‘Don’t give up. Everyone’s story deserves to be heard‘, is inspirational, and a rallying cry to all nurses whose faces are shoved in the mud by employers, and not supported by fascist nursing hierarchies.




lenin nightingale 2015


burnoutIn America, according to the DPE 2012 fact sheet, there are an estimated 500,000 RNs in the U.S who are not practicing their profession, citing difficult working conditions of limited staffing and long shifts. The care restructuring of the health care industry in the 1990s, which was aped and the re-aped by the Blair and Cameron governments in the UK, meant hospitals reduced staffing levels to lower costs.

Nurses now care for more patients during a shift, which has led to a number of problems for both nurses and patients. Overworking results in injury. In America, 39% percent of RN injuries resulting in missing work were attributed to overexertion, with many hospitals routinely requiring nurses to work unplanned or mandatory overtime and to “float” to departments outside their expertise. Over 60% percent of RNs report being forced to work voluntary overtime, which leads to Nurses’ cardiovascular health suffering from working long shifts and overtime. In a 2010 study, researchers showed a clear link between frequent overtime work and incidents of heart disease, with workers reporting three to four hours of overtime work per day being 1 to 6 times more likely to have cardiovascular health disorders.

Many RNs also complain that current workloads cause burnout. Nurses as a profession are overworked, stressed and more prone to illness than other types of workers, according to an article in the Spring 2011 issue of “Minority Nurse.”

Nurses are more likely to stay in nursing if they feel they have autonomy, recognition, a reasonable workload and good peer relationships, according to the “Minority Nurse” article. But during a nursing shortage, all of these qualities can be problematic. When there are too few nurses for the amount of work, people are often tired and can become irritable with one another. Nursing is a team effort. When the team begins to fragment, individuals often burn out from overwork and lack of support.

Nursing is emotionally demanding work and is often physically demanding as well. However, nurses under age 30 are significantly more likely to burn out than their older counterparts and leave nursing, according to a January 2008 article in the “Online Journal of Issues in Nursing.” The authors found nurses in the study felt exhausted, discouraged, saddened, powerless and frightened on a daily basis, and were susceptible to emotional exhaustion. The authors reported that younger nurses who were burned out were less likely to use coping strategies to manage burnout than older nurses.

An article in quoted Lisa Ermak ( January 26, 2014), ‘Nursing shortages increase the potential for burnout, and nurses who burn out tend to leave the profession, creating a vicious cycle.
According to a 2013 survey by the Michigan Center for Nursing, 42 percent of all active RNs say they plan to practice nursing for only one to 10 more years. “More nurses are retiring earlier, and that’s a real concern for all of us in the public. We want those experienced nurses to stay on and provide quality, safe care.” As hospitals try to cut costs, that tactic backfires and becomes a patient safety issue’.

The article compares nursing to post-traumatic stress disorder, in which a blunted response to emotional events becomes normal, and claims ‘burnout has probably worsened, as the workload of the average nurse is greater today than it was 10 or 15 years ago because of more technology, documentation, electronic medical records and added nursing responsibilities’.

‘In order to reduce burnout, the Michigan Nurses Association is hoping for the passage of a state law that would require hospitals to provide minimum nurse staffing at all times. State Rep. Jon Switalski and state Sen. Rebekah Warren have introduced two bills to address that concern. Currently, both are waiting to be taken up by legislative committees. If passed, Kettinger said, the bills would keep nurses from working 15- to 18-hour shifts and reaching the point of exhaustion and eventual burnout’.

What I suggest is an excellent point – the fluctuation of staffing levels – was made in, 2013:
‘There is something to be said for what your daily expectations at work entail. If continuously adjusted, or changed, as in the case with many nurses, the individual is left in a quandary unknowing of their tomorrows. This is a parallel of the nurse to patient ratio, always changing. Routine is fundamental in achieving a stress-free, happy atmosphere. Nurses, today, are not experiencing this, consequently triggering an unhealthy and unsafe work environment. The well-being of the nurse is on the decline as a result of unrealistic demands being thrust upon them. Nurses nationwide are rallying to implement the fixed nurse to patient ratio law. This has currently only been legislated in one state in our country, California. California has seen a drastic decay of “burnout”, and hospital and clinic nurse retention is on the increase. Nurses love what they do, but “burnout” is inevitable if the factors leading up to it, are not attended to’.

I have called for an end to the unending ‘paperisation’ of nursing over the last 20 years, freeing nurses to do more bedside nursing; have regularly demanded that nursing must be organised on an 8, 8, and 10 hour shift pattern, with double shifts not being allowed; that nurses should not be allowed to work outside of their area of competence; and that agency involvement in nursing be abolished, compelling hospitals and care homes to recruit ‘bank’ staff.

Financial and legal interests rule nursing, not nurses.

I have also called for ‘residency’ programs for newly qualified nurses, as operated in the University of Iowa Hospitals and Clinics. These short courses are run by the hospitals, and impart to the ‘new’ nurse a sense of the physical and emotional stress of nursing, and leadership and communication skills, prior to any job offer. Thet can be likened to a pre-shock course. Ann Williamson, the Chief Nursing Officer at the University of Iowa Hospitals and Clinics said: “We saw the value in helping new graduates get a good start in their first year of employment.” She follows up with “It is a significant investment on the part of the hospital, but we wanted to give us both the best chance at success.”

As stated in (2013), ‘Recent graduates are on the hunt for these residency programs nationwide, to jumpstart and advance their future career capabilities and opportunities. It has become evident that entering a residency program offers the advancement of experiencing the demands that will be expected of them prior to starting their first nursing job.

During the attendance, or upon graduation of residency programs, nurses often question “Am I guaranteed a job?, or “Do I have a choice in where I can work?”, or “Can I choose my own rotation and area of focus? All of these are good and legitimate questions, however the answers will only be relevant to the particular person asking. A preceptor is assigned during the residency program, and this person’s involvement is to provide clinical guidance, support, feedback, and assessment throughout the term of the residency. The preceptor, in conjunction with the shift supervisors, will tackle these questions based on their overall evaluation of the individual. Numerous tips and pieces of advice will be offered to the resident nurse upon graduation. The most pivotal being that the nurse must remain confident, focused, and happy. After all, they have graduated from the residency program, which was their first step in becoming successful. It will be impressed upon the nurse to continue in the same area in which they have spent their residency. Most importantly, the preceptor will bolster the nurse’s confidence in assuring them that they have been given all of the necessary tools, and ingredients to be a successful nurse. The communication skills, knowledge, and mental capacities necessary to perform the job of a nurse have been acquired through the residency program’.

I believe that 3 month post-graduation programs should be added to a shortened version (3 months) of the pre-graduation, ‘hands on’ program being trialled in the UK, with ‘residency’ graduates being guaranteed a permanent, full time job.

Staffing levels of nurses and nursing assistants (in both hospitals and care homes) has been an issue that UK unions have not campaigned for as vigorously as their American counterparts.

To be too vigorous is to threaten (their seat at their lord’s table).

Failure to address the issue of nurse burnout merely dumps a vast number of nurses into the ‘500,000 RNs in the U.S who are not practicing their profession’ heap.

But, perhaps this is the plan. Only so many sheep can graze in a field: if you don’t kill some of them, how can new arrivals eat the same grass?

As light bulb manufacturers, the nurse lecturing industry mostly produces dispensable products that burnout.
lenin nightingale 2015


il_170x135_390238589_2bhkAs a young nurse, I well remember a standard procedure of the old type of matron/nursing officer when becoming aware of a nurse making a relatively minor drug error; giving 100mcgs instead of 125mcgs, 25ml instead of 50ml, a different but very similar medication within the same class of drug, not giving a medication, giving without signing; the list is extensive, and concerned non-life threatening errors that were genuine mistakes, not purposeful acts. The senior nurse would mostly give the ‘offending’ nurse a verbal caution, telling them not to repeat the mistake. End of matter. Senior nurses realised that ‘to err is human’, and simple errors, honestly admitted to, were not a hanging matter. One old girl told me of several medication mistakes she had made in the distant past, and of some advice she had received from her venerable predecessor, which was to treat staff as if they are human, who, when under pressure, are prone to making mistakes, and, before being too judgemental, always consider if you were without sin yourself before picking up a stone to cast at them. This worked. It was a practical and humane way of treating people. Very good and caring nurses did not face career-ending punishments for minor infringements of best practice.

These memories came to mind when I examined some of the recent petty charges the NMC deals with, at great cost, I may say, with panel members receiving over £300 per hearing. It made me want to puke. How have we allowed a cabal of politically correct, holier-than-thou ‘absurdities’ to be the judge and jury of nursing? I use the term ‘absurdities’ pointedly, in that when we stop being human we truly become absurd. We become even more absurd when we judge a nurse on the accusations of an employer, without considering whether the accusations are malicious – a way of getting rid of a troublesome employee.

Cases often rely on the ‘evidence’ of other nurses, whose impartiality is not questioned. On the NMC’s ‘hearings and and outcomes’ website there is a ‘destruct button’ to press by anyone who wants to report a nurse, even anonomously! This is euphemistically called ‘make a referral’. ‘If you are concerned about whether a nurse or midwife is fit to practise, you can make a referral using one of the referral forms below: If you are a member of the public, please use the public referral form … If you are an employer of the nurse or midwife you wish to make a referral about, please use the employer form … The third parties referral form should be completed by professional organisations or individuals wishing to make a referral to us in their professional capacity … This may include … a police officer making a referral on behalf of the police. (Don’t get a caution for using cannabis!). Although the nurse or midwife needs to be aware of the identity of a complainant, we respect patient confidentiality. At hearings, identities are usually kept anonymous’. The ’employer form’ asks ‘What happened? Please describe what happened. There may not have been one major incident, but rather a series of small events over time. Provide as much information as you can, and if you require more space attach a separate piece of paper and reference it here’.

This is nothing more than giving an employer a retrospective right to dig up dirt (either real or fictitious) about someone who is not bowing and curtseying low enough. One ‘small event’ involved some poor sod of a nurse being accused of the heineous crime of using an employer’s computer to make a complaint about the employer! Who said that farce is a dying British art? What a power of Damocles it is to tell a nurse their ‘small events’ are being recorded!

One recent case I revued charged a nurse with a whole catalogue of alleged offences, (apparently) committed over a three year period (why was it take three years to make a complaint), including (apparently) not adequately investigating concerns about a patient (apparently) raised by colleagues. I could not see evidence of concrete proof of these allegations. I was of the strong impression that an employer might have coerced other nurses to compile a dossier on someone who was a member of the ‘Awkward Squad’.

Before the all-nurses-are-saintly tendency shout out that nurses would not deliberately falsely accuse another nurse, let me tell them to put the proverbial sock in it. Before I left the active ranks of nursing, it had become more obvious than ever that the petri dish of nursing was being cultured by a particularly back-stabbing form of nursing low life (which had always existed, but kept under check), intent on securing their job by being the poodle of so called ‘nurse managers’, a euphemism for someone who implements the cost-cutting, staff-shredding business plans of their masters.

These ‘winesses’ attend NMC hearings, often unattended by the accused nurse, to give testimony that is not subject to any court-level degree of cross examination. That is, the NMC operate in a quasi-legal way without the burden of proof required in a civil court, yet their ‘sentences’ (striking off orders) can have disasterous consequences to those found guilty.

Clearly, such ‘witnesses’ should be rigorously questioned on behalf of the defendant, who may not be in a union, or too intimidated to attend the hearing. This does not happen, and nurses are ‘lynched’ on nothing more than unproven accusations. Proof of guilt is not confirmed by an accuser having a colleague (which could be a friend) ‘corroborating’ the accusation.

I remember a case in which a care assistant came to me and confessed that she had been “made to lie” at a NMC hearing, by a manager who had falsely reported a nurse, who was having an affair with the husband of the manager’s best friend. Any spiteful person with a grudge can connive with others to concoct a case against an innocent nurse. Just press the NMC’s ‘destruct button’and get your friends to lie. Just press the NMC’s ‘destruct button’and get your staff to lie.

Dearhearts, if you imagine that nursing is a 25 year (mortgage paying) career, dream on. It has become nothing more than a conveyor belt, fed by the nurse lecturing industry, which delivers a new supply of cannon fodder when the previous fodder has been shot to pieces by continuously working short-staffed and being back-stabbed by ‘colleagues’ and ‘management’.

Like Houdini, the nurse industry hides these facts from the dewy eyed new student, who is told that there is a 90% plus chance of getting a first nursing job. In the UK, such statlies are based on government ‘projections’ of likely employment, which, in any case, are only for 6 month contracts. No one (outside of America, that is) is considering where the newly qualified nurse will be in five years time. Let me tell you. In a First World War analogy, those that make it to the long-term ranks, are continuously sent out of their trenches, to face a constant barrage of bombs and bullets. To get off with only being maimed is a blessing. The ‘officers’ of nursing who send them out are far behind these trenches, inhabitants of a cosy manager’s office or lecture room.

The holier-than-thou NMC ‘generals’ are anything but superior, of course. I have previously shown that ‘the NMC deploy 8 out of its 660 staff (annual salaries = £25 million) to check nursing certificates for a PRC stamp – ‘Detective Superintendent Simon Barraclough, who led the (Chua) investigation, … said, “I have no confidence in the qualifications he has provided via the Professional Regulation Commission” (which verifies the qualifications of nurses) … a source close to the Stepping Hill case said: “Vetting of nurses in the Philippines is very, very poor. A lot is done on the word of the Philippines regulatory authorities. They rely on stamped documents as proof of proper qualifications. This is why police can’t be certain that Chua’s qualifications are genuine.” Another said: “We can’t be certain that the Philippines’ Professional Regulation Commission has exercised due diligence with regard to the NHS. Once you have a PRC stamp, you are more or less guaranteed a job in the UK’ ( The NMC may as well employ the office cleaner to check certificates.

A nurse slave trade based on lies and deception. The NMC just look for an authentic looking (often forged) stamp. I have given links to websites that promise ‘impossible to detect’ forgeries of nurses’ identification, university transcripts and IELTS certificates. The reponse? Silence. They have taken their £117 fee for ‘processing’ these documents (“This one looks OK, Ethel, put it in the pass box”), then send the applicant to almost inevitably pass a ‘practical test’ that is not of an Olympic High Jump standard, and is easily negotiated by anyone who has had even a modicum of nursing experience or coaching.

I have compared this to the fact that ‘the US government has established rigorous steps for assuring that foreign nurses entering the US workforce are qualified to do so. The 1996 immigration law requires that all foreign nurses undergo a screening program that verifies that their education is comparable to that of a nurse educated in the United States, their nursing licenses are valid and unencumbered, they have proficiency in written and spoken English, and they have passed a test of nursing knowledge, either the CGFNS Qualifying Examination or the US licensure examination. CGFNS was named in the 1996 immigration law to conduct the screening program, and through its VisaScreen Program, protects the US public by ensuring that the credentials and nursing knowledge of foreign nurses are comparable to those of nurses educated in the United States.(See: Illegal Immigration Reform and Immigrant Responsibility Act, §343, codified at §212 (a)(5)(c) of the Immigration and Nationality Act, 8 USC §1182(a)(5)(c) (1996)’.

Dearhearts, most nurse lecturers I have known would not pass these exams!

This brings me to this point: A perusal of NMC hearings (July/Agust, 2015) reveals that of 69 striking off orders, 26 of them concerned nurses with decidedly African/Indian names, the vast majority of which will be recent arrivals from these places. The NMC state that they do not record in a judgement a nurse’s country of origin, as they consider this ‘racist’. This is hogwash. The UK government records all UK citizens’ country of origin/ethnicity in its Census forms. Are they being racist?

When I reviewed some charges overseas nurses, including those of not keeping a fluid ballance chart on a patient with problems of hydration, I was left flabbergasted by the sheer ineptitude that the defendant was accused of. As a first year student, in times long past, I would have had strips torn off me by a nursing sister for not doing such very elementary procedures.

My question is this. If the NMC issue a striking off notice to a foreign nurse, do they then undertake a proper investigation of that nurse’s certificates?, perhaps using a professional agency, as employed in many American States, which is easily affordable out of the NMC’s subscription receipts, as is their £25 million annual wage bill. I imagine they do not, under the smokescreen of not wanting to be ‘racist’, but, in reality, because they do not want the public to know that the net by which foreign nurses pass into the UK is made of elastic. That is, their masters, the government, do not want people to know this.

There is Something Rotten in the State of Nursing. The NMC needs to be removed and replaced by a democratically elected body (one not appointed by the Privy Council Establishment), which severely filters out complaints based on sheer hearsay; does not take the word of employers as gospel, and provides the accused with free legal representation, paid for out of nurse registration fees, rather than such fees paying for the London lifestyles of a vast army of superfluous staff.

The checking of overseas nurses’ qualifications needs to be done to an American standard, again to be paid for by registration fees.

Nursing unions should represent nurses, not the NMC Establishment, and vigorously oppose the role given to employers in the ‘revalidation’ of nurses, which is nothing more than a charter to pronounce on the life or death of a slave.

Nurses should combine with solicitors to make counter claims of malicious prosecution and defamation of character.

Nurses should form a ‘Victims of the NMC Support Group’ to challenge the validity of NMC sentences.


lenin nightingale 2015

Future of care homes UK

Prompted by yvm (yourvoicematters) is this the future of care homes for older people (and others) in the UK?

All supported by articles of Lenin Nightingale based on international reading;

Care homes for the wealthy- little provision for they who are LA funded.

Old people sent abroad to cheaper care homes.

Nurses no longer needed- replaced by cheaper staff, especially overseas staff.

Could the desire for/use of  euthanesia increase??

Re-open Nightingale wards.

Warehouse type care of the poor- low standard of care may become the norm “they desrve it; they did not save money to pay themselves for care”.

More insurance or charity schemes- we provide carers at home if you leave us your house in your will.

Relatives legally enforced to care for their parents- link this to inadequate provision of Homecare.

Care by community groups may increase- along with communal living.

Number of homeless will increase even more.

Unless- nationalisation occurs.

Any more anybody ?

Carol Dimon


pulling_your_strings_sherlock_by_clockwork_fox-d4m9tl8THE NMC AND RCN DANCING TOGETHER

That great double-act of nursing, the NMC and the RCN, who strut the nursing stage as Tweedle Dee and Tweedle Dumber, are nothing more than fee-sucking parasites, which, more worryingly, are selling the interets of nurses to employers; in return for being the sole arbiters of what is right and wrong; the judge, jury, and executioners of nurses.

They are puppets who want to dine with government, and allow their masters and its media machine to set the nursing agenda. Nurses need to be evaluated regularly, they agree, so let us give a big say in this ‘revalidation process’ to their employers; (quasi-privatised) hospital managers, and their nursing home equivalents, who work for debt-ridden private equity trusts, and are hell bent on cutting costs, so increasing their bonuses.

The Morcambe and Wise of UK nursing have readily followed the same government-led initiatives adopted by that other dictatorship, the GMC, whose own proposals for appraisal and revalidation state that ‘the balanced scorecard will be the key method of assessing performance and monitoring it over the year’ and that ‘practices that fail to achieve targets set within 1 year will rapidly be receiving remedial notices’; that is, there will be two stages to termination of contracts. In the same vein, nurses who do not lick their master’s boots will have a dossier compiled on them, which will be used as a basis for reporting them to the NMC.

From the mouth of the RCN: “Nurses risk falling foul of revalidation requirements unless their employers carry out regular and effective appraisals, senior nurses have warned’. A far cry from what should be said: “Stuff the NMC and its employer’s charter of revalidation”. “Stop them keeping a scorecard on nurses”.

Consider a hypothetical case. Nurse Mary Poppins is working in a nursing owned by a private equity trust. She has finished a drugs round, and has taken the drugs trolley into the treatment room. She opens a cupboard and commences to re-stock her trolley. As her back is turned, a patient with an history of theft, sneaks in the treatment room and steals several tablets (benzodiazapines), and swallows them. The nurse realises what has happened, and informs management. She is reported to the NMC, and faces a disciplinary hearing. The nursing home adds a number of other ‘issues’ surrounding this very experienced and well-regarded nurse, and also reports these to the NMC. These issues are subsequently deemed not worthy of follow up. The dossier begins to unravel.

To me, this would sound like a company wanting to get rid of a ‘stone in its shoe’, someone who does not chime merrily with company cut-to-the-bone policies, perhaps.

What of the main complaint?. Has every nurse who dispenses drugs always locked themselves in the treatment room when putting their trolley away? In the UK, the stolen tablets are a Class C, Schedule 4 Controlled Drug under the Misuse of Drugs Regulations 2001, but, as given by such as Ian Peate, Karen Wild, Muralitharan Nair, ‘Nursing Practice: Knowledge and Care’ (2014), there is no requirement to keep a benzodiazapine in a controlled drugs cupboard, or for them to be recorded in a drugs register – see their table 19.2).

The NMC would save time, and nurses’ and taxpayers’ money, if they stopped tap-dancing to the tune of employers and government.

Stop judging nurses as if they are Mary (perfect) Poppins.

Get real. Stop investigating (t)issues of lies.

When we stop being human, we become absurd.

Give nursing to nurses, not employers, and their double-act stooges.
lenin nightingale 2015