Red Flags & Questions I See in the Amanda Trujillo, ARNP Case

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As some of my colleagues know, I have been on the fence with this issue.  Not willing to jump on the bandwagon, so to speak, for or against the case of Amanda Trujillo, ARNP.  If you are not familiar with the case, you can learn more:

Before I talk about red flags and questions I see in this case, I’d like you to know a few things about me:

A).  I know that nurses are abused by some doctors, administrators, patients, families & other nurses. I have been myself.  It is NOT OK! EVER!

B)  Historically, I have worked many hours as an Occupational Health Nurse and as such, have been involved in numerous workers’ compensation cases and employee/employer issues.  In my experience, hearing the perspectives of different stakeholders is key to learning more about the truth and often very complicated.

C)  My Masters is in Organization & Management with emphases on group dynamics and emotional intelligence. I believe that most big problems in our healthcare systems involve underlying individual, group AND organizational behaviors. As a facilitator, especially with conflict or sensitive situations, I see my role as helping all parties feel safe and making room for their voices to be heard and spoken respectfully.

So what are the red flags that are nagging at me?

The incident occurred on the night shift prior to a transplant review.  Much of the publicity around this case seems to suggest that invasive surgery was imminent and that Amanda’s advocacy was urgent.  My understanding of the review is that this patient was being considered as a possible transplant candidate not the surgery itself.

I wonder if  more collaborative approach would have been to acknowledge the patient’s concerns, encourage her to express them and make it a priority to ensure that the physician was aware them.  In the course of doing this, Amanda could have recommended rather than “ordered” the case management consult.  Was there not time for this?  If not, some attempt to include the physician in the course of this change of plans before he gets to the hospital to find out seems warranted.

From what I know, we have little information about what led up to this juncture in terms of the patient, family or physician needs/wants/plans/hopes.  And I wonder,  how complicated is it to schedule a transplant review?  In my opinion, not having a conversation with the physician could be construed as passive-aggressive or antagonistic behavior on the part of the nurse.  Whether or not the “order” for case management can be justified w/o the physician’s OK seems less important to me than the underlying dynamic between the doctor and nurse or nurse and hospital. Regardless of who initiated Case Management, wouldn’t it have been much healthier for this patient to know that her healthcare team was working together on her behalf?

Amanda Trujillo is an ARNP yet was practicing as an RN.  Now maybe there is a perfectly good explanation for this. Third shift is typically tough to staff and given our economy and the financial needs and family commitments, perhaps this was a perfect job opportunity for Amanda.  But, honestly, I wonder why she wasn’t practicing as an ARNP rather than an RN?  Scope of practice is an important issue in the case and quite different for RNs and ARNPs.  Banner health could face serious liability issues if their RNs on duty are practicing out of scope.  I agree that a primary RN role is to educate patients, yet I wonder what else is going on here?  In my opinion, potential ARNP/RN scopes and potential confusion raise concerns worthy of a closer look.

When the issue first came out, I was angry too and supportive of Amanda.  But the more I read, the more I wanted to step back.  What I perceived as inflammatory comments on line, statements of opinions as fact and oversimplification of the situation felt more polarizing to me than helpful.

I want to know, did this nurse and this doctor have a history of conflict?  What about the doctor, does he have a history of disruptive behavior?  Why was a Psychiatric Evaluation ordered for Amanda? It seems that her legal representation has changed and I wonder why?  What else is going on here that Banner and the Arizona BON can’t talk about?

On the other hand, I want to acknowledge Andrew Lopez from Nurse Friendly who has steadfastly brought this issue forward in a variety of media venues.  And other Nurse Bloggers for their commitment to raising awareness about the case and providing forums for discussion such as Brittney Wilson, at Nerdy Nurse, Jenifer Olin at RN Central and Donna Wilk Cardillo at Nurse Power, and many others!  My heart goes out to the patient and family as well as the nurse and the physician and others involved.

For me, when situations like this get to this point, it is difficult if not impossible to create safe opportunities for truth seeking conversations outside a courtroom or hearing with the BON.  Preventative measures, the kind of stuff I do,  such as facilitating, training and coaching in conflict management, communication skills, and culture change efforts from toxic to positive,  provide opportunities for lessons learned for the future, but do little for the current situation.

So I’ll stay tuned, a little skeptical and pretty clear in my own mind that this issue is more complicated than it appears!

Thanks for considering my opinion and I look forward to hearing yours.






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38 Responses to Red Flags & Questions I See in the Amanda Trujillo, ARNP Case

  1. Chaosfeminist says:

    Beth, I wonder if you have had the opportunity to brush up on this case?

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  4. Beth,

    If I am not mistaken Amanda has an MSN but has not completed the NP degree/boards.

    I could be wrong about this though.

    This is an Excellent post. I missed this somehow but I am glad I am catching it now.

    • Beth Boynton says:

      Hi Brittney,

      Thanks for the credential and article feedback. I felt bad that I had made that mistake in the headline. Then after doing more research, found it to be yet another area of confusion. Like your post today, Cry Havoc: A Fair and Balanced Account of the Amanda Trujillo Saga
      I did a lot of reflection in the process of writing it. Take care, Beth

  5. Jim Murphy says:

    When I first read of this case, I wondered what had actually happened in the precipitating incident, thinking some of the questions Beth raised. Certainly it appeared that there had a failure of communication or else how could there be some many points of dispute afterwards.

    In reading the varied commentary in the blogosphere, I also saw a “rush to judgment” that reminded me of the Trayvon Martin case. We were not there, so how can we be so sure to cast blame? Of course we all have our sympathies, but should we let them determine how we interpret the evidence and draw conclusions that may be unjustified?

    I still suspect the incident may have been mishandled. But on reading the Board’s notice of charges I can’t help feeling (and I am a former Human Resources director) that it shows more than adequate grounds for termination. Particular telling (there is an annotated version at are her termination history, unjustified use of nursing titles, and threats of defamation suits.

    Even Amanda’s strongest defenders must be given pause by such evidence (all of it, thus far at least, unrebutted) – if indeed they are paying attention to it. But it seems that the more that is said, the less clarification there is. Our newfound ability for instant and endless expression threatens to drown us in confrontation and controversy that is really valueless because it is not based on careful evaluation of the facts. No one is listening!

    • Hello Jim,

      Thank you for your response. We looked over the allegations and discussed them with Amanda. She and her attorney are going over them line by line.

      When they were first published Amanda Trujillo noted in the blogger’s comment section that some were outright lies.

      ive never overstated my credentials—again there are numerous false statements in this document and we are challenging them, and will continue to at every level until I get relief and until my name is cleared. I was prepared for this, and was told it will get worse.”

      The reasons we are not disturbed by them?

      1. They don’t change the facts of the night she was fired or why she was fired. To appease a cash cow physician helping Banner find patients for their expanding Liver Transplant program. A physician who chose not to explain other options including comfort care. A physician who canceled a hospice consult requested by the patient.

      2. State Boards of Nursing do not have a strong track record of credibility in Arizona & other states.

      “While outrageous and seemingly unjust, Amanda’s situation is not unique. I have stacks and stacks of files in my office with Accusations from the California BRN which include horribly damning language against the nurse, much of which, according to the nurse, is stretched, fabricated, embellished or just downright wrong. . . Nothing has been proven, but regardless, the accusation with its condemning statements is there for all to see. What about being innocent until proven guilty? Is this a fair process? Or is this abuse?”
      Jennifer Coalson-Perez, License Defenders
      2366 Gold Meadow Way, Suite 205
      Gold River, California 95670
      (916) 851-1900, (800) 506-9766

      We are listening 🙂

      We are also hearing from other Banner Health employees familiar with Amanda and the conditions she has described. Hers is not an isolated case.

  6. In 12 years of a full-time practice as CEO of The Center for Peer Review Justice, I have NEVER seen a State Medical Board ever correct themselves.

    I know that you make mistakes and I know that I make mistakes but the ONE government agency that NEVER has ever made a mistake is the State Medical Board.

    We need to send a Letter of Congratulations to each Board!!

  7. Amanda has made her case public and therefore I will respond.

    I founded the Center for Peer Review Justice 12 years ago to volunteer to help a surgeon to get his life back after going to the State Supreme Court twice and losing. All the while, he had Sham Peer Reviews, and had a total of 8 lawyer and spent some $500,000 in his 8 years of fight.

    I read 29 pounds of his documents and I decided that he was not only right but 100 percent right. ( See “I have The Scars of A Sham Peer Review at ).

    I then decided to help him.

    One of my techniques was the start the “GNN” the “Gale News Network” so I could have access to the leaders of the media. That and other techniques resulted in the resignation of EVERY State Board member of his state!!

    Indeed, most of the other State Boards also changed their ways as they did not want to be “next”….

    The GNN has grown over the next 10 years and now has it’s own servers in secure rooms with redundancy in Internet access, heat and A/C, etc. Our organization maintains better than 200 large data bases.

    In the Brian Gale case, I focused on his CHARACTER. I had a chance to review my work recently and I was surprised at the wisdom that I showed the first time out.

    I am so proud of what CPRJ has become and what we stand for. I am so proud of our Health Care specialist lawyers. I am proud of what our webmaster of 13 years told me recently that I “take every doctor’s fight as my own fight”.

    No, we do not “do Nurses” as they just do not come to us. A shame as my personal research has shown me that the State Nursing Boards are much easier than the State Medical Boards and many if not most of the cases of the Nurses that I have investigated can turn out much better.

    I do invite those Nurses who want to “talk it out” to send us an email at . All emails go to my computer and are confidential.

    Often times, there ARE good solutions…

    • Beth Boynton says:

      Thanks for sharing your perspective, Rich. I’m glad to hear from a physician involved in the legal process. Protecting healthcare professionals from reports of substandard care fueled by corporate power seems like important work. Blaming each other has become a kind of self-defense and it fragments docs and nurses, I think.

      Tell me more about how the Center for Peer Review Justice might have helped a nurse in this situation.

      For months, Mary had been reporting her concerns about staffing to the Nursing Supervisor on the Med-Surg unit where she worked on the evening shift. It was common for a nurse or nurse’s assistant to call in “sick” and the supervisor’s efforts to call replacement staff were so ineffective that 80-90% of the shifts she worked were short-staffed. The supervisor would say things like, “Well, I called everyone and no one will come in. That’s all I can do. We’ll just have to get through it”. Mary offered suggestions and a willingness to participate in developing a back-up plan. Mary found herself taking shortcuts, skipping meal and rest breaks, and dreading to come in to work more and more. She stopped complaining to the supervisor and kept her frustrations inside as best she could when the inevitable sick-call came in. She talked with HR and they encouraged her to talk with her supervisor.

      After 12 months, she received a personnel evaluation and was told that she wasn’t “meeting expectations” for the quality and quantity of work, that she had a negative attitude and needed to become a more positive team player. She was also cited for not taking meal or rest breaks and having too much overtime. She started have gastric problems, developed a pattern of coming in late or calling in sick. A patient satisfaction survey comment was directed at her: “Mary X was my nurse two days in a row and she was always rushing and didn’t seem to care at all about my complaints of pain”.

      Her quality of work suffered along with her health. I don’t know if she found another job, had a back injury on the job, got sicker, promoted, or fired. But clearly she is on a path towards burnout and compromised care.

      Do you see a helpful intervention in here someplace? I have some ideas, but will save for another post.

      I want to add that there are a lot of nurses doing good things and one person does make a difference. There is a lot of gray and I take objection with related all or nothing comments.

      I believe that nurses and doctors talking about this stuff in a respectful way IS ACTION and an important first step in healing our relationships. I don’t believe all nurses hate all docs or visa versa. Lots of mistrust, resentment, abusive behaviors, blame, fear? Yes.

      We do have a lot to talk about and I am committed to facilitating discussions in any way I can. My vision includes us all working at being respectful participants.

      Take care,

      • Beth,

        You asked HOW can The Center for Peer Review Justice help a Nurse in a case like this. This is a general discussion and not about Amanda, who made her case public.

        In brief, there are two goals:

        1. Not to do stupid stuff, and
        2. To do smart stuff. LOL

        Regarding the “stupid stuff”, the Nurse MUST know the Law and Regulations or get advisors who do know this stuff AND has experience. Just READING the Regulations that are public is not enough. This is not a “do it yourself” job.

        Regarding the Psych workup, these are NOT a visit to one’s own shrink and getting a letter. No State Board that I know accepts that.

        What is done with Physicians is a weekend evaluation that costs about $10,000. And that is just the beginning.

        This can easily be abused.

        In general terms, the Nurse can make so many mistakes in her defense that can only cost her a License. CPRJ has excellent experienced lawyers for advice.


  8. L Story says:

    Thanks for the link to the AZ BON charges. That was interesting reading. It looks like they are doing their job of protecting the public in this case. And I also now understand why they asked for a psychiatric evaluation.

  9. Beth, two persons have pointed out that this is incorrect. Amanda is NOT an ARNP.

    “Amanda Trujillo is an ARNP yet was practicing as an RN. Now maybe there is a perfectly good explanation for this. Third shift is typically tough to staff and given our economy and the financial needs and family commitments, perhaps this was a perfect job opportunity for Amanda.”

    Are you going to continue to mislead people?

    • Beth Boynton says:

      Andrew, I am a nurse leader. I do make mistakes. I never mislead anyone intentionally.
      I’m not sure that you or Amanda could say the same.
      Confusion about her credentials seems to be an integral part of her story and behavior patterns. One document that I found to be straightforward and illuminating is the Notice of Charges from the ARIZONA STATE BOARD OF NURSING
      The truth remains illusive, but for me, I’m not seeing Amanda as a nurse that Banner threw under a bus. And sadly, I believe her representation of our profession is a harmful one.

      • Hello Beth,

        Amanda stated on that blog that many of the accusations were false.

        We know for a fact that number 22 concerning the “consult” did not require a doctor’s order or notification. It was coded under nurses orders in the Cerner computer system. This was refuted in July 2011, yet it still appears. Why would we believe any of the charges have any credibility knowing many don’t? Knowing Paid Banner Health Consultants are board members and have a vested interest in supporting them?

        • Beth Boynton says:

          Hi Andrew,
          #22 is hardly the major concern I see in the BON document. I’m happy to take another look at the situ in 4-6 months, but otherwise am moving on.

          • #22 is particularly important Beth, because it was the basis of the initial AZBON complaint that Amanda went “out of her scope of practice.”

            When they couldn’t make their case with that (Her attorney refuted it in July 2011), rather than dismissing it, they chose to expand their search for “Dirt” and stretch the process out in hopes of starving Amanda Trujillo financially.

            It is well known among Arizona nurses that if you have an active board complaint, no other hospital will hire you. Banner Health knows this, the Arizona Nursing Association knows this and the AZBON knows this.

            Banner Health is demonstrating a disturbing trend of firing Patient Advocates, Whistleblowers then filing charges to destroy nurses careers.

            Banner employees have stated (anonymously) that the Arizona Hospital & Healthcare Association maintains a blacklist of nurses. Once fired from one facility for the wrong reasons, your prospects of employment in Arizona as a nurse are limited.

            Again, Amanda’s case is not an isolated one.

          • Beth Boynton says:

            Thanks for your opinion, Andrew. I am unconvinced and again, moving on. Beth

  10. Maggy says:

    Nurses need to educate themselves and understand the Board of Nursing exists to protect the PUBLIC. Nurses need to find someone who will truly protect their needs and rights. They also need to acknowledge that their needs may compete and conflict with patient needs or an organizations needs to meet patient needs. How do you reconcile this?

    • Beth Boynton says:


      This is a very important question and thank you for asking it. I am not sure when I’ll get to a thoughtful answer as am working next few days, but wanted to approve it first and get it out on the table. I will write more soon.


    • Beth Boynton says:

      Hi Maggy,

      Again, thank you for this thoughtful question and comment. You are right, the Board of Nursing exists to protect the public and I do see a lack of protection for nurses.

      Reconciling conflicts between individual needs of nurses, patients & organizations is an extremely complex and long-term project that I believe begins with training and practice in assertiveness. I also believe there are individual and organizational behaviors and responsibilities that must be recognized and addressed to ensure both.

      Back in 2005, the Joint Commission Resources published “The Joint Commission Guide to Improving Staff Communication” and in it were 3 primary recommendations:
      1). Provide assertiveness training
      2). Flatten the heirarchy
      3). Promote ‘Zero Tolerance’ for abuse

      These recs are incredibly important and incredibly difficult to accomplish, at least to accomplish to a degree that actually helps change things.
      Assertiveness training on an intellectual level can be done in an hour. But, if leaders/organizations don’t provide opportunities for practice, with respectful and constructive feedback loops, coaching, allowing for learning curve and ultimately discipline then they are not really committed to building assertiveness. It is more of a gesture than a reality. Metaphorically, assertiveness training without the other stuff is like giving someone a book called “How to Swim” and then dropping them off at the beach during a hurricane and wishing them “good luck”!

      Assertiveness is so much more complicated than simply speaking up for patients and includes individual growth in such personal areas as self-esteem, self-respect, and respect for others. Nurses caring for others has a long history involving giving up our own needs. I don’t think we should be sacrificing our own needs, (maybe now and then we can bend this, but not continually). It is not healthy and ultimately impacts our ability to provide safe, compassionate, highly-skilled care, not to mention our ability to participate fully as respected members of the healthcare team and to respect differences among our colleagues.

      A nurse who is assertive and works in an environment where the culture supports assertiveness will be respected when she says:
      “I can’t work overtime tonight.”
      “I need help with this blood transfusion”
      “Doctor, that is the wrong leg.”
      “Sally seems to need more time with her patients. I wonder what we can learn from each other.”
      “Doctor Smith, stop yelling at me right now”
      “I don’t feel comfortable talking about Mary behind her back. Have you thought about talking with her about your concerns?”

      Leaders who really want to help nurses develop assertiveness will:

      Respectfully listen and validate nurses who are setting limits.
      Ask nurses “What do you need in order to _____________? (e.g. …get out on time?, …take your meal breaks regularly?, …stop using passive-aggressive tone and body language?)
      Provide training in giving and receiving constructive feedback
      Offer coaching for individuals and leaders to develop emotional intelligence
      Create opportunities for staff to practice skills in meetings, rounds, in-services.

      You might enjoy my short youtube called, “Why is Communication so Hard for Healthcare Professionals?”

      And I discuss this concept further in my book, “Confident Voices: The Nurses’ Guide to Improving Communication & Creating Positive Workplaces”
      (Reviews & 20% off)

      If you follow my blog, you’ll find much of my writing includes insights, questions and teaching in emotional intelligence and related topics. I hope that you will share your own.

      Nurses are by far the biggest workforce in healthcare. We have lots of potential power. I think we can change everything as we develop the skills and practice behaviors that demonstrate respect for our selves and others. It isn’t going to be quick, cheap, or easy.


      • Maggy

        If your question is a global one, then you are in trouble. I do not see individual RNs doing ANYTHING to make things better for themselves

        I see lots of blogging and “talking” but no ACTION.

        And if anyone thinks that Nursing is powerful as it is a large profession, almost every RN is employed by a Hospital. The person who signs the paycheck has the power..

        The ANA and the State Nursing Societies will NEVER help the RN.

        I have tried to get the Nursing Leaders to join the Medical Doctors of the Americas Medical Society. . Even at $12 membership or 10 percent of what it costs to have hair and nails done, maybe 5 have joined. If 5000 joined, that would be a respectable start towards shifting power from the Hospitals back to Nursing.

        The Nurse’s hatred for doctors stops any kind of unity for mutual gain.


  11. anne cortes says:

    As a young cancer patient and as a caregiver I have found very few facilities or providers that do a good job communicating, preparing for procedures, or providing the right information in the right way at the right time. The nurse’s action opened the door for learning opportunities for everyone involved. This was a time for consultation, collaboration and patient empowerment and instead was needlessly turned into an ugly situation. I have had many caring healing physicians, and I have walked out the door on a few haughty providers who refuse to listen and become defensive or angry when I ask a question. I can not imagine any of my physicians having a temper tantrum over this situation.

    Just for curiosity I looked at the Banner Del E Webb patient satisfaction scores and see they are below the state and national average in 8 out of 10 categories and were low in the communications domains. I agree it is a complex situation but I feel it is important to the public to learn about the workings of the healthcare system and I think that health systems need to be aware that patients and staff will hold them accountable for how they do business, how they treat patients and caregivers, and how they treat staff.

    • Beth Boynton says:

      Hi Anne,

      I appreciate your perspective and your research into the satisfaction scores! Although certainly sorry that you had to face cancer as a young person and caregiver!

      I agree with your thoughts about the importance of communication and ensuring the right info the right way etc. As a nurse w/ over 25 years of experience including day, evening and night shifts, I worry that the process she used to open the door was not the right way or time. I’m not sure, but it is an important question to ask because it puts light on the process of communication. IF she excluded the physician when time would have allowed for inclusion via phone call, nursing note, reporting to day shift or in-person meeting in the morning then this is a serious interference with patient care and an antagonistic approach towards the physician. Metaphorically speaking, it would be like opening “the door” with a a bulldozer when she could have simply turned the knob!

      There are possibly other mitigating circumstances, for instance if the patient expressed a fear of her doctor or the surgery had been scheduled to begin right away, then I could see her approach.

      It is very exciting to hear your comments about accountability and healthcare systems treatment of patients, caregivers and staff. A physician friend of mine once said that the only way we are going to change things is to get consumer clout and I do believe he is and you are right on!


  12. Lori Daniell, RN, PhD says:


    Your post is wonderful. I find it to be honest and thought provoking, candid and kind. When I first heard of this case, I was a part of an ongoing thread of passionate nursing professionals and advocates who with ammunition and a vision were set to attack the establishment on behalf of a sister nurse, a colleague. Wow! I am moved by their heartfelt passion. The very core of a nurse is made up of compassion and empathy, and this was evident in the manner in which this movement began. The more I read, however- the quicker I removed myself from the equation. Not because I did not have empathy and concern for Amanda, but because I felt uncomfortable with what was, in my opinion, becoming a bandwagon.

    My instinct screamed that this could possibly become a vehicle of personal recognition for the folks jumping “on”..a method by which their own niches could be brought to the light of day for personal gain. Whether or not this is truly happening, I do not know, yet despite having my own niche, I did not want to gain anything by putting my information out there. My decision was purely a highly personal one.

    These statements are not in any way meant to be accusatory. They are only meant to justify my own personal decision, and what drove me to back away.

    Like you, I admit that there is more to this unfortunate situation than I could possibly ever understand. I have absolutely zero understanding of the legal process as it relates to situations like Amanda’s, or any other situation, for that matter.

    I perceive issues from a purely visceral/ big picture standpoint, probably to my detriment! Yet, when my intuition speaks, I listen.

    Bottom line- I wish Amanda and her family the best, and she is in my thoughts. I also wonder how the patient is at the center of all of this.


    • Beth Boynton says:

      Thanks for your thoughtful feedback and comments, Lori. I believe the patient has since passed away and I don’t know any details about her/his subsequent treatment. I’ve learned to listen to my intuition too!! It seems so important to be building bridges with physicians, patient advocates and healthcare leaders. I know that there are some that are not receptive, and there are some who are! Take care and thanks again.

  13. Hello Beth,

    FYI, Amanda is not, a nurse practitioner. From her January 2012 “about the author block”

    “Amanda is currently at Arizona State University pursuing her DNP – Adult Nurse Practitioner ”

    We have been talking to Amanda since we took up her case, she has been generous with details. We have all the facts we need, many of which we have not made public, nor can we till the AZBON case is resolved.

    Other Banner Del E. Webb Medical Center nurses have come forward and corroborated her description of conditions there. We did not take her side on blind faith in any way, shape or form.

  14. Meg Helgert says:

    I’ve been following this case as well and the comments Beth has made in the “Red flag” statement are excellent.
    I believe there is far more to this case then is currently being discussed; simply I don’t have all the facts nor privy to the history this nurse may have with the hospital or the Arizona Board of Nursing.

    I do know Boards of Nursing are mandated to protect the public and this is their only job. They are not our friends and the reason for this is so they can do their job effectively and without biases.

    Secondly being an advocate for a patient is always part of our responsibilities. Again I can only read what transpired and I feel there is far more to this story.

    Thirdly; if there is more to this case (which I believe there is) rushing to someone’s defense without all the facts is premature. I don’t mind supporting another yet in doing so, I need the facts. There are red flags here and partly because I was (at first) so motivated to point the finger at the hospital and the Board of Nursing. Now I am not so sure.

    Great Insight Beth.


    • Beth Boynton says:

      Thank you, Meg.

      I think you raise an interesting point about support and defense. They are different, aren’t they? It may be a natural reaction, especially for nurses, to offer support when we see someone suffering. In this case, perhaps compounded by our own experiences where we can relate to being victims of disruptive behavior and/or mixed messages and/or double standards from organizational leaders.

      I agree with you that defending, without all the facts, is premature. Tempting in the course of offering support, but not wise.


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    • Beenthere! says:

      Amanda was still going to school for ARNP. She was not licensed as such at the time. I was a former scapegoat for Banner Del WEbb. You have no idea the horror that goes on at that facility. As far as the AzState Board of Nursing protecting the public? Yeah, sure they do. Look who is on their board. Now try telling me that story again. Banner Del Webb has some unbelievably abusive managers and administrators in place. When issues are brought to the attention of anyone of power, bye bye nurse! Am I surprised to hear this story about Amanda? Not for one moment. It’s happened before and will continue to happen. It is not coming out because others are too ashamed and humiliated by the crap done to them by Banner Del Webb to come forward. Amanda had the guts to speak up. Bravo for Amanda.

      • Beth Boynton says:


        Sorry about the credentialing mistake. Regarding Amanda’s actions, to the extent we know them, I respect your opinion. I have a different one.

        Organizations and/or managers who abuse power by not addressing nurse concerns or threatening job status when concerns are voiced are contributing to mistakes, poor quality, poor consumer and nurse satisfaction, burnout….

        I have a pretty good idea about abusive behaviors on the part of nurses, docs, leaders, patients and families in nurse practice settings.

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What are your thoughts?