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This article was republished with permission from SCRUBS Magazine.
Whether you’re a new nurse or a seasoned nurse, it’s always intriguing to take a look back at the history of the nursing profession. This list illuminates the day-to-day tasks and regulations pertaining to the life of a nurse in 1887—before routine charting was even invented.
1887 Nursing Job Description

In addition to caring for your 50 patients, each bedside nurse will follow these regulations:
1. Daily sweep and mop the floors of your ward, dust the patient’s furniture and window sills.
2. Maintain an even temperature in your ward by bringing in a scuttle of coal for the day’s business.
3. Light is important to observe the patient’s condition. Therefore, each day fill kerosene lamps, clean chimneys and trim wicks.
4. The nurse's notes are important in aiding your physician’s work. Make your pens carefully; you may whittle nibs to your individual taste.
5. Each nurse on day duty will report every day at 7 a.m. and leave at 8 p.m., except on the Sabbath, on which day she will be off from 12 noon to 2 p.m.
6. Graduate nurses in good standing with the director of nurses will be given an evening off each week for courting purposes, or two evenings a week if you go regularly to church.
7. Each nurse should lay aside from each payday a goodly sum of her earnings for her benefits during her declining years, so that she will not become a burden. For example, if you earn $30 a month, you should set aside $15.
8. Any nurse who smokes, uses liquor in any form, gets her hair done at a beauty shop or frequents dance halls will give the director of nurses good reason to suspect her worth, intentions and integrity.
9. The nurse who performs her labors [and] serves her patients and doctors faithfully and without fault for a period of five years will be given an increase by the hospital administration of five cents per day.
This article was republished with permission from SCRUBS Magazine .
It’s really interesting to see all these old rules that nurses had. It’s kind of funny that nurses who gets her hair done at a beauty shop had to prove their intentions and integrity. I’m really glad that it’s changed so much since then. My mom used to be a CNA and she loves getting her hair done.
Happy to have retired, no more cleaning chores. Dusting those blinds in the 10 foot windows was a real stretch!
Not many nurses would WANT to pass #8, especially if all they had to look forward to was #9
Not any nurse today would be able to follow those rules!
That why I left nursing…#8…I thought I was entering an esteemed profession. All I ever seemed to work with were drunken, back stabbing, callous “nurses” with very little integrity.
Not too many nurses could pass # 8, today!!!

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Jaelyn says she was told her other occupation is distracting and was fired.
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An OnlyFans creator who also works as a nurse has claimed she was let go from her job for being a “distraction” to her colleagues.
In a TikTok with over 1.9 million views, Jaelyn, 22, explained that her main source of income is making OnlyFans content. And, for the last year and a half, she’s also worked as a nurse for a nursing home group — until now.
Jaelyn said she was asked to work one day recently. But when she clocked in, she was immediately greeted by a woman she’d never seen before who asked to speak with her.
It turned out that the nurses at one of the nursing homes had been looking at her social media and OnlyFans account while Jaelyn was out of the room and with patients.
“She said that she can’t have that happening every time that I work so she has to let me go,” she recalled, adding the “main reason for letting me go is because they need a job more than I do.”
“Like they paid for my site, so they all could see and look at the nurse’s station while they’re on the clock,” Jaelyn said incredulously.
Commenters urged her to file a wrongful termination complaint, and to “record everything in an email.”
“That is 110% a lawsuit … no questions asked,” one user wrote. “Unless it specifically says something in the code of conduct for that employer.”
In a follow-up video, Jaelyn said she met up with the woman who fired her to get a written explanation to send to a lawyer.
She added that she continues to nurse — despite her successful OnlyFans account — because the money she makes in the adult industry can vary so much.
“You never know what you’re going to make on OF,” she said. “One month you could make $600 and one month you could make $50,000 — it just really depends.”

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By Nancy J. Brent, MS, JD, RN |

2021-05-07T14:44:15-04:00

February 5th, 2018 | Tags: healthcare legal , patient care | 5 Comments

Our legal information columnist Nancy J. Brent, MS, JD, RN, concentrates her solo law practice in health law and legal representation, consultation, and education for healthcare professionals, school of nursing faculty and healthcare delivery facilities. Brent has conducted many seminars on legal issues and has published extensively in the area of law and nursing practice. She brings more than 30 years of experience to her role of legal information columnist. Her posts are designed for educational purposes only and are not to be taken as specific legal or other advice. Individuals who need advice on a specific incident or work situation should contact a nurse attorney or attorney in their state.

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In the following case , a New York court showed why this doctrine is not always applicable.
In 2010, “John Doe” was being treated for a sexually transmitted disease at a private medical facility in New York. A nurse at the facility recognized Doe as the boyfriend of her sister-in-law. The nurse, not assigned to Doe’s care, checked Doe’s chart and learned of his diagnosis and treatment.
While Doe was waiting for his treatment, the nurse texted her sister-in-law and told her Doe was being treated for the STD. The manner in which she texted this information led the sister-in-law to believe the staff was making fun of his diagnosis and treatment. The sister-in-law immediately forwarded the messages to Doe.
Five days after his treatment, Doe met with the administrator of the facility and the nurse was fired. A letter was sent to Doe from the president and CEO of the facility informing Doe that an unauthorized disclosure of his confidential health information did occur, appropriate disciplinary action had been taken and steps put into place to prevent such a breach from happening in the future.
Doe then filed a lawsuit in federal court against the facility and other facilities that were associated through staffing and ownership, alleging several causes of action. They included breach of fiduciary duty to maintain the confidentiality of personal health information, breach of contract, negligent hiring and training of employees, and breach of duty to maintain patient confidentiality, according to records.
Numerous legal proceedings prior to this one resulted in a dismissal of all of Doe’s allegations except his claim of breach of fiduciary duty. This court was asked to certify if the breach of fiduciary duty claim could go forward.
The court reviewed the lower court rulings leading up to this one. It supported the Second Circuit Court’s ruling that the actions of the nurse were not foreseeable to the facility, nor was her behavior within the scope of her employment. Rather, as Doe’s complaint stated, her conduct was “motivated by purely personal reasons and ‘those reasons had nothing to do with [Doe’s] treatment and care.’”
Therefore, the lower court held that respondeat superior cannot be applied in this case. But that court was unsure if a distinct cause of action against the facility for a breach of its duty to maintain patient confidentiality can survive when respondeat superior liability is absent. This question was what this court had to determine.
The court opined that a medical facility’s duty of safekeeping a patient’s confidential medical information is “limited to those risks that are reasonably foreseeable and to actions within the scope of employment.”
Because the nurse’s misconduct did not meet these requirements, the facility cannot be held liable in this case or any other case in which respondeat superior is absent.
However, the court did point out that an employer could be held liable if evidence exists that the facility was negligent in hiring or supervising its employees or if it failed to establish adequate policies and procedures to safeguard confidential patient information. The lower court decisions in this case dismissed these allegations and this court did not further address them.
As you know all too well, the protection of patient confidentiality is an essential duty of all healthcare providers, including nurses.
What this case underscores about patient confidentiality is that there can be liability for a facility for its own duties to protect a patient’s medical information.
But if an employee who is obligated to protect patient medical information acted in a manner as this nurse did, the only potential liability is with the employee and not the employer.
Apparently Doe did not name the nurse in his lawsuit but elected to sue only the facilities that either owned or provided staff and other support to the facility. Perhaps Doe thought this was how he could obtain the largest amount of a monetary award. If so, the decision was unwise at best. Doe cannot now file the same suit against the nurse under the doctrine of res judicata, which bars the same parties from litigating a second lawsuit on the same claim or any other claim arising from the transaction or series of transactions that could have been — but were not — raised in the first suit (Black’s Law Dictionary, 1336).
Clearly, the nurse should have been an essential defendant in this case. Her unprofessional behavior could have, I believe, resulted in a judgment against her. Moreover, a complaint to the state board of nursing would more likely than not result in a discipline.
A breach of confidentiality can take many forms, including the one in this case. You can read more about patient confidentiality violations in Beltran-Aroca and others’ 2016 article, “Confidentiality Breaches in Clinical Practice: What Happens In Hospitals?” .
Although this was a New York case, it provides guidance in your duty to maintain patient confidentiality. Keep the following guidelines in mind at all times
1 — Never breach a patient’s confidential medical information.
2 — If you are unsure about sharing a patient’s information, seek guidance from your nurse manager.
3 — Know and follow your facility’s policies and procedures governing patient confidentiality without fail.
4 — Never seek information about a patient for whom you are not providing care.
5 — Know what your state nurse practice act requires of you in regard to maintaining patient confidentiality.
Editor’s note: Nancy Brent’s posts are designed for educational purposes only and are not to be taken as specific legal or other advice. Individuals who need advice on a specific incident or work situation should contact a nurse attorney or attorney in their state. Visit The American Association of Nurse Attorneys website to search its attorney referral database by state.
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I filed a complaint with the hospital and patient safety
How much did doe get? I am in same place my health director send my medical information to many people without my consent even my doctor and pharmacist
May I get “strongly agree, agree, or a Disagree , doing a poll among associates and need some more voters for our debate.
Should healthcare workers be in their field if they make fun of and jeopardize a patients health, privacy, wellbeing etc.
Should a healthcare worker be calling and describing patients as crazy when she employed temporarily at a Psych Office yet is helping a wanted felon on the run stalk and threaten and intimidate and follow his victim he sent to the hospital.
Should a healthcare worker be allowed in a field where ones are supposed to be looking out for the safety of patients
This article is full of some well-researched information. You have made valid points in a unique way. after reading this article we know the Law and facts for an employee for breach of confidentiality.
confidentiality is when information about a person is kept private. It is an important principle in health and social care, as it helps to build trust between practitioners and service users. confidentiality can be broken if there is a risk of serious harm, but this should only be done with the person’s consent. confidentiality can also be breached if it is required by law, such as in cases of child abuse or fraud. However, confidentiality should always be respected unless there is a good reason to break it.
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