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The Licensed Practical Nurses Act (2005) section16(1) gives the CLPNNL Registrar the authority to attempt to resolve an allegation where it appears it may be resolved satisfactorily. The CLPNNL Alternate Dispute Resolution (ADR) Policy outlines the process undertaken by the Registrar in the development and execution of an ADR to resolve the allegation. Where the allegation is not satisfactorily resolved by the Registrar, the allegation will be referred to the Complaints Authorization Committee (CAC). Additionally, section 17(1)(a) indicates that an allegation that has been referred to the CAC may be referred back to the Registrar for ADR and/or investigation.
The following notifications are provided in accordance with the CLPNNL Board policy Notification in the Professional Conduct Review (PCR) Process approved December 2019.
Member’s name: Trina Noble, CLPNNL # 5355
Nature of Complaint: It is alleged that the Member is guilty of conduct deserving of sanction in the nature of professional misconduct and breaches of Standards of Practice and Code of Ethics for Licensed Practical Nurses, by taking of a photograph of a resident in a vulnerable state, and forwarding it to a colleague together with text messages, all without any apparent or valid purpose relating to the resident’s care or welfare, thereby showing a lack of respect for the dignity of the resident.
Hearing date(s): January 8 and 9, 2025
Location: College of Licensed Practical Nurses of Newfoundland and Labrador, 209 Blackmarsh Road, St. John’s, NL.
IN THE MATTER OF A Complaint against Shawna Regular, Licensed Practical Nurse, Referred to the Disciplinary Panel for a disciplinary hearing before an Adjudication Tribunal (the “Adjudication Tribunal”) appointed pursuant to subsection 17(3) of Licensed Practical Nurses Act, 2005 (the “Act”)
On July 17, 2024, the Adjudication Tribunal of the College of Licensed Practical Nurses of Newfoundland and Labrador (CLPNNL) found Shawna Regular, Licensed Practical Nurse, (the “Respondent”) not guilty of conduct deserving of sanction in the matter of the Complaint.
The Complaint was that the Respondent was in breach of the Standards of Practice for Licensed Practical Nurses and Principles of the CLPNNL Code of Ethics, by taking a photograph of a resident in a vulnerable state, and showing it to a colleague on or about April 19-20, 2022 at Baie Verte Health Care Centre, all without any apparent or valid purpose relating to the resident’s care or welfare, thereby showing a lack of respect for the dignity of the resident, constituting reasonable grounds to believe that the Respondent engaged in professional misconduct and/or conduct deserving of sanction as a practical nurse.
By an Agreed Statement of Facts submitted to the Adjudication Tribunal, the Respondent denied that she took any such photograph of the resident and denied that she showed any such photograph to any other person, and denied that any such photo ever existed. The Respondent and the College agreed, however, that if the Adjudication Tribunal found that such a photo was taken by the Respondent it:
(a) Would represent a breach by the Respondent of each and every Standard of Practice identified by the College in its March 22, 2024 Amended Notice of Referral;
(b) Was not made for any care-related purpose that would justify taking such a photograph; and
(c) Would be professional misconduct and/or conduct deserving of sanction as a licenced practical nurse.
The Adjudication Tribunal noted that the only evidence which supported the Complaint came from the colleague of the Respondent who alleged that she had been shown the photograph by the Respondent on or about April 19-20, 2022, and that no photograph was entered into evidence. While the Adjudication Tribunal accepted that a finding could be made on the basis of the colleague’s testimony alone, it was not satisfied that the colleague’s testimony was sufficiently cogent in the circumstances. The Adjudication Tribunal found that the colleague’s recollections of the details surrounding the location, and timing, of the alleged showing of the photograph were fluid and lacked clarity. The Adjudication Tribunal found that CLPNNL failed to establish, on the balance of probabilities, that the photograph had been shown by the Respondent to the colleague. The Adjudication Tribunal, in accordance with section 21(2) of the Act, dismissed the Complaint in its entirety.
With reference to section 7(b) of the CLPNNL Policy on Notification in the Professional Conduct Review (PCR) Process, the Respondent has consented to her name being included in this Decision Summary.
On July 24, 2024, the CLPNNL Complaints Authorization Committee (CAC) dismissed an allegation filed against an LPN. The Complainant was a member of the public. The allegation was that the LPN did not properly assess and intervene to provide the care required for a family member of the Complainant. An investigation was ordered by the CAC and an investigator was appointed. Following a thorough review of the investigation findings, the CAC was satisfied that there were not reasonable grounds to believe that the LPN violated any Standards of Practice or provisions of the Code of Ethics or was in any way guilty of conduct deserving of sanction. The CAC dismissed the Allegation.
On April 29, 2024, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to the LPN displaying unprofessional behaviour and communication in their interaction with a client, as well as lack of documentation of the alleged interaction. The Complainants Authorization Committee (CAC) reviewed the matter and concluded that the matter could be resolved by the Registrar with an Alternative Dispute Resolution (ADR) agreement. The LPN, as part of the resolution agreement, completed remedial education including the LPN Code of Ethics Learning Module, Regulating LPN Practice, Jurisprudence, Righting a Wrong – Ethics and Professionalism in Nursing, and De-Escalation Series Modules. Additionally, the LPN met individually with CLPNNL’s Practice Consultant and discussed the Standards of Practice and Code of Ethics, as well as Accountability and Fitness to Practice. Finally, the LPN submitted an essay reflecting on their behavior and how it did not meet the Standards of Practice, Code of Ethics or expectations of the profession, and the impact of the required remedial learnings on their professional practice in the future.
On April 1, 2024, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to unprofessional behavior, inappropriate care, inappropriate communication with co-workers, and incivility in the workplace. There was no allegation of harm to any client. An investigation requested by the Complaints Authorization Committee (CAC) was completed. The CAC reviewed the investigation report and concluded that the matter could be resolved by the Registrar with an Alternative Dispute Resolution (ADR) agreement. An agreement with the CLPNNL, the Complainant and the LPN resulted in the LPN relinquishing their license to practice as resolution to the allegation. While the LPN’s stated intention is to not seek licensure as an LPN in the future, they were advised that should they change their stated intention and want to return to practice as an LPN, they will be required to fulfill the terms and conditions outlined in the ADR that they were provided with on April 1, 2024.
On April 1, 2024, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to unprofessional behavior, inappropriate communication with clients, and incivility in the workplace. There was no allegation of harm to any client. An investigation requested by the Complaints Authorization Committee (CAC) was completed. The CAC reviewed the investigation report and concluded that the matter could be resolved by the Registrar with an Alternative Dispute Resolution (ADR) agreement. An agreement with the CLPNNL, the Complainant and the LPN resulted in the LPN relinquishing their license to practice as resolution to the allegation. While the LPN’s stated intention is to not seek licensure as an LPN in the future, they were advised that should they change their intention and want to return to practice as an LPN, they will be required to fulfill the terms and conditions outlined in the ADR that they were provided with on April 1, 2024.
During the 2023-2024 licensure year, the Registrar resolved Allegations with 5 LPNs who practiced without a license. Registration with the CLPNNL indicates that the LPNs credentials were assessed, and they have the necessary knowledge, skill and judgment to provide safe, competent and ethical nursing services. Additionally, LPNs who practice without a license fail to maintain liability protection as required in accordance with the Licensed Practical Nurses Act (2005). The number of days practiced varied up to 12 days maximum. LPNs who practice without a licence pay a fine of $100 per day to a maximum of $1000. Applicable fines, as outlined in the CLPNNL policy, were applied to each LPN accordingly.
On March 21, 2024, the CLPNNL Complaints Authorization Committee (CAC) dismissed an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to the LPN displaying unprofessional behaviour and communication in their interaction with clients. An investigation was ordered by the CAC and an investigator was appointed. Following a thorough review of the investigation findings, the CAC was of the opinion that there were not reasonable grounds to believe that the LPN engaged in Conduct Deserving of Sanction as set out in the Licensed Practical Nurses Act (2005) and the allegation was dismissed.
On February 29, 2024, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to unprofessional behavior, inappropriate care, inappropriate communication with co-workers, and incivility in the workplace. There was no allegation of harm to any client. The Complaints Authorization Committee (CAC) reviewed the matter and concluded that the matter could be resolved by the Registrar with an Alternative Dispute Resolution (ADR) agreement. The LPN, as part of the resolution agreement, completed remedial education including the LPN Code of Ethics Learning Module, Regulating LPN Practice, Jurisprudence, Communication in Nursing, Righting a Wrong – Ethics and Professionalism in Nursing, and Respectful Workplaces – Building Healthy Relationships. Additionally, the LPN met with the CLPNNL Practice Consultant and discussed the Standards of Practice and Code of Ethics, as well as Professionalism in the Workplace. Finally, the LPN submitted an essay reflecting on their behavior and how it did not meet the Standards of Practice, Code of Ethics or expectations of the profession, and the impact of the required remedial learnings on their professional practice in the future.
On February 27, 2024, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to unprofessional behavior toward clients and incivility in the workplace. There was no allegation of harm to any client. The Complainants Authorization Committee (CAC) reviewed the matter and concluded that the matter could be resolved by the Registrar with an Alternative Dispute Resolution (ADR) agreement. The LPN, as part of the resolution agreement, completed remedial education on the Standards of Practice and the Code of Ethics, Regulating LPN Practice, Jurisprudence, Communication in Nursing, Righting a Wrong – Ethics and Professional in Nursing, and Respectful Workplaces. Additionally, the LPN met with the CLPNNL Practice Consultant and discussed the Standards of Practice and Code of Ethics, as well as Professionalism in the Workplace. Finally, the LPN submitted an essay reflecting on their behavior and how it did not meet the Standards of Practice, Code of Ethics or expectations of the profession, and the impact of the required remedial learnings on their professional practice in the future.
On November 15, 2023, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was a family member of a client. The allegation related to a medication error as well as the lack of an appropriate physical assessment based on the clinical presentation of the client. The LPN, as part of the resolution agreement, completed remedial education targeting Professional Accountability, Medication Administration, Jurisprudence, Standards of Practice and the Code of Ethics as well as Health Assessment. Additionally, the LPN met with CLPNNL’s Practice Consultant and discussed the Standards of Practice and Code of Ethics, as well as CLPNNL’s accountability guidelines. Finally, the LPN submitted an essay reflecting on the importance of professional accountability in nursing practice and the impact of the required remedial learnings on their professional practice in the future.
On November 7, 2023, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to issues of client care not being completed, along with lack of documentation around client behaviors and surveillance. There was no allegation of harm to any client. As part of the resolution of these allegations, the LPN completed remedial education in documentation, jurisprudence and Standards of Practice and the CLPNNL Code of Ethics. Additionally, the LPN met with the CLPNNL Practice Consultant to discuss Standards of Practice, Code of Ethics, documentation and professional accountability. Finally, the LPN submitted an essay reflecting on the importance of timely accurate documentation to care as well as the impact of lack of documentation to support that nursing care is completed.
On October 4, 2023, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to the LPN using a personal computer for reasons not related to nursing care, as well as not documenting an assessment. There was no allegation of harm to any clients. The LPN is required, as part of the resolution agreement, to complete remedial education targeting professional accountability, jurisprudence, Standards of Practice and the Code of Ethics. Additionally, the LPN is required to meet with CLPNNL’s Practice Consultant to discuss Standards of Practice and Code of Ethics and CLPNNL’s accountability guidelines. Finally, the LPN is required to submit an essay reflecting on the importance of professional accountability in nursing practice and the impact of the required remedial learnings on their professional practice in the future.
On September 25, 2023, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to the LPN destroying clinical care records without authorization. There was no allegation of harm to any client. The LPN is required, as part of a resolution agreement, to complete remedial education targeting documentation, Standards of Practice and regulation of LPN practice. Additionally, the LPN is required to meet with CLPNNL’s Practice Consultant to discuss Standards of Practice and Code of Ethics as well as CLPNNL’s documentation guidelines. Finally, the LPN is required to submit an essay reflecting on the importance of the care and maintenance of accurate documentation, as well as how the learnings gained from the remedial education will impact their professional practice in future.
On July 25, 2023, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to the LPN not following employer assigned break policy and not following the proper procedure for shift handover report. There was no allegation of harm to any client. The LPN is required to complete remedial education targeting professional responsibility, jurisprudence, interpersonal communication and leadership. Additionally, as part of the resolution, the LPN is required to meet with CLPNNL’s Practice Consultant to discuss CLPNNL’s Standards of Practice and Code of Ethics. Finally, the LPN is required to submit an essay reflecting on insights gained from the required education and the importance of following workplace protocols related to handover report in nursing practice.
On May 10, 2023, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to the LPN not following appropriate documentation and administration of medications. There was no allegation of harm to any client. The LPN provided CLPNNL with information confirming that they are under the care of a health professional and have been successfully treated for a medical condition that was impacting their ability to concentrate. As part of a resolution agreement, the LPN is required to meet with the CLPNNL Regulatory Officer on a monthly basis to discuss their ongoing fitness to practice nursing and to review their action plan and fitness checklist to ensure that they are able to provide safe, competent nursing care.
On April 3, 2023, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to the Respondent asking colleagues to remove medical supplies from the place of employment for the purpose of personal use. There was no allegation of harm to any client. The LPN is required to complete remedial education targeting professional responsibility, jurisprudence and professional boundaries. Additionally, as part of the resolution, the LPN is required to meet with CLPNNL’s Practice Consultant to discuss CLPNNL’s Standards of Practice and Code of Ethics. Finally, the LPN is required to submit an essay reflecting on insights gained from the required education and the importance of maintaining employer-employee boundaries in nursing practice.
On April 3, 2023, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to the Respondent removing medical supplies from the place of employment for the purpose of providing it to a colleague for personal use. There was no allegation of harm to any client. The LPN is required to complete remedial education targeting professional responsibility, jurisprudence and professional boundaries. Additionally, as part of the resolution, the LPN is required to meet with CLPNNL’s Practice Consultant to discuss CLPNNL’s Standards of Practice and Code of Ethics. Finally, the LPN is required to submit an essay reflecting on insights gained from the required education and the importance of maintaining employer-employee boundaries in nursing practice.
On March 21, 2023 the CLPNNL Registrar resolved and allegation filed against an LPN. The Complainant was the LPN’s temporary employer. The allegation related to the LPN leaving a shift without communicating to the appropriate manager for the facility that they were unable to continue with their shift. There was no allegation of harm or risk to a client due to the incident. The LPN was required to complete remedial education targeting professional accountability and jurisprudence in LPN practice. Additionally, The LPN met with the CLPNNL Practice Consultant to discuss the CLPNNL’s Standards of Practice (2020) and the Code of Ethics (2013); Professional Accountability and to reflect on the importance of reporting issues in the workplace through the appropriate channels. Finally, the LPN submitted an essay that reflected on the insights gained from the situation and the education provided and the importance of accountability to one’s nursing practice.
On March 16, 2023, the CLPNNL Registrar resolved an allegation against an LPN. The allegation was filed by the LPN's employer and indicated that the LPN practiced without having completed their annual license renewal requirements and thereby failed to maintain liability protection in accordance with the Licensed Practical Nurses Act (2005). The LPN is required to pay a $690.00 fine as well as complete a reflection discussing CLPNNL’s Standards of Practice and Code of Ethics, Accountability as well as the importance of upholding annual registration requirements.
On November 8, 2022 the CLPNNL Complaints Authorization Committee (CAC) reviewed an allegation against an LPN. The Complainant was the LPN’s employer. It was alleged that the LPN failed to treat a client with dignity and respect, and did not uphold the client’s right to choose their health care plan. The CAC ordered an investigation. After reviewing the investigation findings, the CAC concluded that there were reasonable grounds to believe that the Respondent engaged in conduct deserving of sanction. The matter was referred to the Registrar for Alternative Dispute Resolution (ADR) agreement. Additionally, the CAC shall issue a caution and counsel to the LPN. As part of the resolution process, the LPN was monitored by the employer for 1800 hours worked. The LPN completed remedial education on the Standards of Practice and the Code of Ethics, Regulating LPN Practice, Relational Practice, Jurisprudence, Communication in Nursing, and Documentation. The LPN met with the CLPNNL Practice Consultant to discuss the CLPNNL Standards of Practice and Code of Ethics, as well as the Therapeutic Nurse-Client Relationship Interpretative Document. The LPN completed an essay that identified the Standards of Practice and Ethical Responsibilities that their actions did not meet and outlined what they learned from this situation to assist them in future client interactions. Following the completion of the above, the CAC issued a Caution and Counsel to the LPN, cautioning against removing the call bell from a resident and making unilateral care management decisions in relation to a resident, and counselling the LPN to in the future ensure a resident is provided with an appropriate alternate means to contact the nurse, and to take into account the wholistic care of the residents/clients.
On October 28, 2022, the CLPNNL Complaints Authorization Committee (CAC) reviewed an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to the inappropriate actions of the LPN dressing in a culturally inappropriate manner and entering the room of a client not within their circle of care. The CAC ordered an investigation into the matter. After conclusion of the investigation, the CAC met on February 24, 2023 to review the investigation report. The CAC concluded that the LPN had engaged in conduct deserving of sanction and that their actions represented a breach of the following Standards of Practice and Ethical Responsibilities:
It was the decision of the CAC to Caution and Counsel the LPN as outlined in Section 17 (3)(a) of the Licensed Practical Nurses Act (2005). The LPN was cautioned to protect the privacy and dignity of vulnerable people in areas where care is taking place as well as to avoid culturally inappropriate activity that may have the potential to disregard the beliefs, customs and values of others. Additionally, the LPN was counselled on their responsibilities to conduct themselves in a professional manner that upholds the Standards of Practice (2020) and the Code of Ethics (2013).
On October 28, 2022, the CLPNNL Complaints Authorization Committee (CAC) reviewed an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to the inappropriate actions of the LPN to allow colleagues who were not considered to be within the circle of care, to enter a private area where care was taking place as well as the LPN’s omission to report an incident of misconduct by another regulated professional. The CAC ordered an investigation into the matter. After conclusion of the investigation, the CAC met on February 24, 2023 to review the investigation report. The CAC concluded that the LPN had engaged in conduct deserving of sanction and that their actions represented a breach of the following Standards of Practice and Ethical Responsibilities:
It was the decision of the CAC to Caution and Counsel the LPN as outlined in Section17(3)(a) of the Licensed Practical Nurses Act (2005). The LPN was cautioned to protect the privacy and dignity of vulnerable people under their care in future nursing practice and the CAC further indicated that the LPN be counselled on their responsibilities to report incidents of unprofessional conduct in the workplace.
On February 10, 2023, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to the Respondent removing medical supplies from the place of employment for the purpose of providing it to a colleague for personal use. There was no allegation of harm to any client. The LPN is required to complete remedial education targeting professional responsibility, jurisprudence and professional boundaries. Additionally, as part of the resolution, the LPN is required to meet with CLPNNL’s Practice Consultant to discuss CLPNNL’s Standards of Practice and Code of Ethics. Finally, the LPN is required to submit an essay reflecting on insights gained from the required education and the importance of maintaining employer-employee boundaries in nursing practice.
On December 8, 2022, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to a breach of employer policy in the use of social media. There was no allegation of harm to any client. The LPN is required to complete remedial education targeting professional responsibility in the use of social media, jurisprudence and professional boundaries. Additionally, as part of the resolution, the LPN is required to meet with CLPNNL’s Practice Consultant to discuss CLPNNL’s Standards of Practice and Code of Ethics as well as appropriate use of social media for the health care professional. Finally, the LPN is required to submit an essay reflecting on insights gained from the required education and the importance of maintaining employer-employee boundaries in nursing practice.
On June 15, 2022, the CLPNNL Complaints Authorization Committee (CAC) reviewed an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to the inappropriate handling of a resident encounter. There was no allegation of any harm to residents. As part of its inquiry into the matter, the CAC required that the LPN answer direct questions about the incident. On November 23, 2022, the CAC concluded that the matter could be resolved by the Registrar with an Alternative Dispute Resolution (ADR) agreement. As part of the resolution, the LPN is required to complete remedial education targeting relational practice, therapeutic communication, jurisprudence, and Gentle Persuasive Approach to client care. Additionally, the LPN must meet with the CLPNNL Practice Consultant to discuss the CLPNNL Standards of Practice and Code of Ethics as well as the importance for the health care professional to maintain and protect the therapeutic nurse-client relationship. Finally, the LPN is required to submit an essay reflecting on insights gained from the mandated education and the importance for the LPN to uphold and protect the nurse-client relationship.
On September 20, 2022 the CLPNNL Registrar resolved an allegation filed against an LPN. The complainant in the matter was the LPN’s employer. The allegation related to a delay by the LPN, under their responsibilities outlined in section 14.1 Duty to Report of the Licensed Practical Nurses Act (2005), to report an incident of inappropriate client handling by a colleague. The LPN was required to complete remedial education targeting professional accountability, duty to report and jurisprudence. Additionally, the LPN was required to meet with the CLPNNL Practice Consultant to discuss CLPNNL’s Standards of Practice and Code of Ethics, Professional Accountability and Duty to Report. Finally, the LPN is required to submit an essay reflecting on the insight gained from the education provided and the importance of professional accountability to nursing practice.
On August 1, 2022, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation involved improper use of personal protective equipment during a pandemic outbreak. There was no allegation by the employer of any harm to clients as a result of the LPN’s conduct. The LPN acknowledged that their conduct violated the CLPNNL Standards of Practice and Code of Ethics. As part of a resolution agreement, the LPN was required to complete targeted remedial education on jurisprudence, and standards of practice. Additionally, the LPN was required to meet with the CLPNNL Practice Consultant to review the Standards of Practice (2020), and the Code of Ethics (2013). Finally, the LPN was required to submit to the Registrar an essay reflecting on their conduct and the insights gained from the remedial education and how their conduct did not meet the expectations for LPN practice in the province.
On July 18, 2022, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to the LPN not following employer policy in the proper preparation and administration of medications. As part of a resolution agreement, the LPN was required to complete remedial education in documentation, jurisprudence, and accountability. Additionally, the LPN was required to meet with CLPNNL’s Practice Consultant to discuss and cement insights gained from the required education modules as well as review the CLPNNL Standards of Practice (2020), the Code of Ethics (2013), and Medication Administration Standards (2020). Finally, the LPN was required to submit to the Registrar an essay reflecting on how their actions did not meet the expectations for LPN practice and how their practice will be impacted in the future given what they have learned from this process.
On June 15, 2022, the CLPNNL Complaints Authorization Committee (CAC) resolved an allegation filed against an LPN. The Complainant in the matter was the LPN’s employer. After a review of the investigation report and details of the allegation, the CAC were of the opinion that there were reasonable grounds to believe that the LPN engaged in conduct deserving of sanction in that the LPN failed to comply with Medication Administration Standards. The decision of the CAC was to caution and counsel the LPN. The caution was on the importance of safe medication practices. The CAC further counselled the LPN about the importance of accountability and recognition of the potential impact of their own fitness to practice on nursing practice and client safety.
On May 17, 2022, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to issues of inappropriate communication and failure to adhere to respectful workplace employer policy. Additionally, the LPN did not follow the appropriate safe resident handling procedure. There was no allegation by the Complainant of any harm to any clients as a result of the LPN's behaviour. The LPN was required to complete targeted remedial education on jurisprudence, relational practice and fitness to practice as well as the importance of upholding LPN professional standards. As part of a resolution agreement the LPN was required to meet with the CLPNNL Practice Consultant to discuss and cement insights gained from the required education modules as well as to review the CLPNNL Standards of Practice (2020) and Code of Ethics (2013). Additionally, the LPN was required to submit to the Registrar an essay reflecting on how their actions did not meet the expectations for LPN practice and how their practice will be impacted in the future given what they have learned from this process.
On May 30, 2022, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to the LPN not following employer policy in the proper access and administration of medications. As well, the allegation indicated that the LPN crossed professional boundaries and did not appropriately document medication administration. As part of a resolution agreement, the LPN was required to complete remedial education in documentation, maintaining the appropriate professional boundaries in nursing practice, jurisprudence, and accountability. Additionally, the LPN was required to meet with CLPNNL’s Practice Consultant to discuss and cement insights gained from the required education modules as well as review the CLPNNL Standards of Practice (2020), the Code of Ethics (2013), and review the role of the LPN in maintaining professional boundaries and professional accountability. Finally, the LPN was required to submit to the Registrar an essay reflecting on how their actions did not meet the expectations for LPN practice in the province and how their practice will be impacted in the future given what they have learned from this process.
On March 14, 2022, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant in the matter was the LPN’s former employer. The allegation involved unprofessional communication and failure to contribute to a healthy and positive work environment. There was no allegation by the employer of any harm to clients as a result of the LPN’s conduct. The LPN acknowledged that their conduct violated the CLPNNL Standards of Practice and Code of Ethics. As part of a resolution agreement, the LPN was required to complete targeted remedial education on jurisprudence, relational practice, communication and leadership. Additionally, the LPN was required to meet with the CLPNNL Practice Consultant to review the Standards of Practice (2020), Code of Ethics (2013) as well as professional boundaries and accountability. Finally, the LPN was also required to submit to the Registrar an essay reflecting on their conduct and the insights gained from the remedial education and how their conduct did not meet the expectations for LPN practice in the province.
On March 30, 2022, the CLPNNL Complaints Authorization Committee (CAC) dismissed an allegation filed against an LPN. The Complainant was another regulated professional. The allegation related to the LPN exhibiting behaviour in the workplace that raised concerns about their professional practice. Following an inquiry, the CAC found there were no reasonable grounds to believe that the actions of the LPN demonstrated conduct deserving sanction.
On February 12, 2022, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant in the matter was the LPN’s employer. The allegation related to issues of improper medication preparation and not following established medication management practices and policy. There was no allegation by the Complainant of any harm to clients due to the incident. The LPN was required to complete targeted remedial education on jurisprudence, medication administration, safe medication principles and documentation. As part of a resolution agreement, the LPN met with the CLPNNL Practice Consultant to review the CLPNNL Standards of Practice (2020) and Code of Ethics (2013) as well as to discuss and cement insights gained from the aforementioned education modules. The LPN was also required to submit to the Registrar an essay reflecting on their actions and how they did not meet the expectations of LPN practice in the province and how the insights gained from the remediation outlined in the resolution agreement will impact their nursing practice in future.
On February 7, 2022, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant in the matter was the LPN’s employer. The allegation related to issues of the LPN not following established employer procedures and practices with respect to a client interaction. There was no allegation by the Complainant of any harm to the client due to the incident. The LPN was required to complete targeted remedial education on jurisprudence, de-escalation, and professional standards. As part of a resolution agreement, the LPN met with the CLPNNL Practice Consultant to review the CLPNNL Standards of Practice (2020) and Code of Ethics (2013) as well as to discuss and cement insights gained from the aforementioned education modules. The LPN was required to submit to the Registrar an essay reflecting on their actions and how they did not meet the expectations of LPN practice in the province and how the insights gained from the remediation outlined in the resolution agreement will impact their nursing practice in future.
On February 1, 2022, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant in the matter was the LPN’s employer. The allegation related to issues of failure to report and document an incident. Additionally, the LPN did not follow the appropriate safe resident handling procedure and employer policy. There was no allegation by the Complainant of any harm to the client due to the incident. The LPN was required to complete targeted remedial education on documentation, jurisprudence and professional standards. As part of a resolution agreement, the LPN met with the CLPNNL Practice Consultant to discuss and cement insights gained from the required education modules as well as to review the CLPNNL Standards of Practice (2020) and Code of Ethics (2013). Additionally, the LPN was required to submit to the Registrar an essay reflecting on how their actions did not meet the expectations for LPN practice in the province and how their practice will be impacted in future given what they have learned from this process.
On December 14, 2021, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant in the matter was the LPN’s employer. The allegation involved the LPN sharing client information with a person who was not within the client’s circle of care. The LPN acknowledged that the disclosure of client information was in breach of the CLPNNL Standards of Practice and Code of Ethics. While CLPNNL views any breach of client privacy to be a matter of concern, in this circumstance the evidence was that the breach was an isolated incident and without malicious or ill intent. As part of the resolution process, the LPN was required to complete remedial education targeting adherence to privacy laws as set out in The Newfoundland and Labrador Personal Health Information Act, as well as education in Jurisprudence to emphasize the health professional’s responsibility as a custodian charged with the protection of personal health information. Additionally, the LPN is required to meet with the CLPNNL Practice Consultant to review the Standards of Practice (2020) and Code of Ethics (2013) and the professional’s responsibility to safeguard client health information. In the circumstances of this allegation, the foregoing resolution will provide reasonable assurance that such conduct will not be repeated by this LPN. All LPNs are reminded to observe the upmost scrupulousness in protecting the privacy and confidentiality of client information.
On November 18, 2021, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant in the matter was the LPN’s employer. The allegation related to issues of medication administration and documentation. There was no allegation by the Complainant of any harm to clients due to the incident. The LPN was required to complete targeted remedial education on documentation, medication management, jurisprudence and professional standards. As part of a resolution agreement, the LPN met with the CLPNNL Practice Consultant to discuss medication management and cement insights gained from the required education modules and to review the CLPNNL Standards of Practice (2020) and Code of Ethics (2013). Additionally, the LPN was required to submit to the Registrar an essay reflecting on how their actions did not meet the expectations for LPN practice in the province and how their practice will be impacted in the future given what they have learned from this process.
On October 27, 2021, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant in the matter was the LPN’s employer. The allegation related to issues with the preparation and transport of vaccines. There was no harm to any client or damage/loss of vaccine in the incident. The LPN was required to meet with the CLPNNL Practice Consultant to discuss medication management and resolving professional practice issues in the workplace. The LPN was also required to complete remedial education targeting jurisprudence, leadership, the CLPNNL Standards of Practice (2020) and the Code of Ethics (2013). Additionally, the LPN submitted an essay to the Registrar outlining insights gained from this situation.
On September 24, 2021, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to issues of inappropriate communication. There was no allegation of harm to any client due to the incident. The LPN was issued a letter of reprimand, a 4-week suspension of their license to practice as well as a requirement to meet with both the Registrar and the CLPNNL Practice Consultant. Additionally, the LPN was required to complete remedial education targeting relational practice, communication, jurisprudence and professionalism. The meeting with the Practice Consultant discussed and cemented insights gained from the education, the review of CLPNNL Standards of Practice (2020), the Code of Ethics (2013) and the CLPNNL Therapeutic Nurse Client Relationship interpretive document. As a part of a resolution agreement, the LPN was also required to submit to the Registrar an essay reflecting on the insight gained from the education provided and the importance of therapeutic communication to safe ethical client care.
On September 17, 2021, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to issues of time management, medication administration and lack of professionalism in the workplace. There was no allegation of harm to any clients due to these issues. The LPN was required to complete remedial education targeting documentation, medication management, jurisprudence, the use of social media by LPNs, as well as professional accountability. The LPN, as part of an alternative dispute resolution, met with the CLPNNL Practice Consultant to discuss and cement insights gained from the required education modules as well as to review the CLPNNL Standards of Practice (2020) and the Code of Ethics (2013). Additionally, the LPN was required to submit to the Registrar an essay reflecting on how their actions did not reflect expectations for LPN practice in Newfoundland and Labrador and how their practice will be different, given what they have learned from the remedial education provided by the College.
On July 26, 2021, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to issues of medication administration. There was no allegation by the Complainant of any harm to clients due to the incidents. The LPN was required to complete remedial education targeting medication administration, documentation as a part of safe medication principles, jurisprudence and a review of the Standards of Practice and Code of Ethics for LPNs in Canada. Additionally, the LPN was required to meet with the CLPNNL Practice Consultant to discuss insights gained from the remedial education as well as to review expectations for practical nurses with respect to medication administration standards as outlined in the CLPNNL/CRNNL collaborative Medication Management Document (2021). As part of the resolution of the allegation, the LPN was also required to submit to the CLPNNL Registrar an essay reflecting on the insight gained from the education provided and the importance of professional accountability in medication administration and its documentation according to medication standards and employer policy.
On July 15, 2021, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to issues of medication administration. There was no allegation of harm to clients due to the incidents. The LPN was required to complete remedial education targeting documentation, medication administration, professional accountability and jurisprudence. Additionally, the LPN was required to meet with the CLPNNL Practice Consultant to discuss insight gained from the remedial education as well as to review expectations for practical nurses around medication administration standards as outlined in the CLPNNL/CRNNL Medication Management Document (2021). As part of the resolution of the allegation the LPN was also required to submit to the CLPNNL Registrar an essay reflecting on the insight gained from the education provided and the importance of professional accountability in medication administration and its documentation according to medication standards and employer policy.
On May 10, 2021, the CLPNNL Complaints Authorization Committee (CAC), having reviewed the investigation report related to an allegation filed against an LPN where the complainant was another regulated health professional, was of the opinion that there were reasonable grounds to believe the LPN engaged in conduct deserving of sanction and that the LPN failed to comply with Documentation Standards. The CAC cautioned the LPN that in future they must chart according to CLPNNL Standards and Employer Policy not only what is personally witnessed but what is reported to them in their role as LPN.
On March 17, 2021, the CLPNNL Registrar resolved an allegation against an LPN. The Complainant was the LPN’s employer. The allegation related to a breach of professional boundaries in relation to a patient (there was no allegation of abuse or other actual harm to the patient). The LPN had been under the care of a health professional for treatment of a health issue and COVID-19 interfered with their ability to continue treatment. The LPN felt that these circumstances contributed to poor decision making. The LPN’s return to practice is subject to CLPNNL receiving confirmation from a health care provider that the LPN is safe to return to nursing practice and continues to receive treatment and counseling. The LPN is also required to take part in self-reflection follow-up with the CLPNNL Regulatory Officer for monitoring for a period of no less than 18 months. Additionally, the LPN is required to complete remedial education targeting professional accountability, jurisprudence in nursing practice, the CLPNNL Standards of Practice and Code of Ethics as well as the importance of the nurse-client boundary. The LPN is required to meet with the CLPNNL Practice Consultant to discuss and reflect on learnings gained about the legal and professional implications of nurses maintaining fitness to practice in the interest of public safety and the importance of upholding the integrity of the nursing profession.
On February 27, 2021, the CLPNNL Complaints Authorization Committee (CAC) dismissed an allegation filed against an LPN. The Complainant in the matter was the LPN’s employer. The allegation related to the LPN exhibiting behaviour in the workplace that raised concerns about their professional practice. Following an investigation into the matter, the CAC found there were no reasonable grounds to believe that the actions of the LPN demonstrated they had engaged in conduct deserving sanction.
On January 14, 2021, the CLPNNL Registrar resolved an allegation against a LPN. The allegation was filed by the CLPNNL Registrar as outlined in the Licensed Practical Nurses Act (2005) Section 15 (2). The LPN practiced without having completed their annual license renewal requirements and thereby failed to maintain liability protection in accordance with the Licensed Practical Nurses Act (2005). The LPN is required to pay a $1000.00 fine as well as complete remedial education targeting professional accountability and jurisprudence in nursing practice. Additionally, the LPN is required to meet with the CLPNNL Practice Consultant to discuss CLPNNL’s Standards of Practice and Code of Ethics, accountability and the importance of upholding annual registration requirements.
On January 11, 2021, the CLPNNL Registrar resolved an allegation filed against an LPN. The allegation related to issues with medication administration. There was no allegation of any harm to clients due to the incidents. The LPN was required to complete remedial education targeting documentation, professional accountability, jurisprudence in nursing practice and the CLPNNL Standards of Practice and Code of Ethics. The LPN is required to meet with the CLPNNL Practice Consultant to discuss insight gained from the remedial education, professionalism and self-regulation as well as to review the CLPNNL/CRNNL Medication Management Document.
On December 9th, 2020, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to inaccurate documentation on a client who left a healthcare facility without notifying the staff. The inaccurate documentation related to the client’s location and the care provided. The allegation was referred to the Complaints Authorization Committee (CAC) and an investigation was ordered. The CAC reviewed the results of the investigation and made the decision to refer the allegation back to the Registrar for Alternative Dispute Resolution (ADR). There was no allegation of harm to the client due to the incident and the client’s family was aware of the situation. The LPN was required to complete remedial education targeting documentation, professional accountability and jurisprudence in nursing. Additionally, the LPN is required to meet with the CLPNNL Practice Consultant to discuss CLPNNL’s Standards of Practice and Code of Ethics, Accountability, as well as the best practices in nursing documentation. Finally, the LPN is required to submit an essay reflecting on the insight gained from the education provided and the importance of professional accountability to one’s nursing practice.
On November 12, 2020 the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to the LPN exhibiting signs of extreme tiredness, as well as episodes of distraction and confusion during a shift. Through the investigation it was identified that the LPN had a change in their regular medication regime by a medical provider and the night before the shift in question, the LPN had not slept. The LPN admitted the behaviour had been the result of the new medication coupled with exhaustion and that as a professional this was a breach of Code of Ethics Principle 5.5: Inform the appropriate authority in the event of becoming unable to practise safely, competently and/or ethically. There was no allegation of any harm to a client due to the unusual behaviour. The LPN is required to complete remedial education targeting professional accountability, jurisprudence, standards of practice and ethics. Additionally, the LPN is required to meet with the CLPNNL Practice Consultant to discuss the CLPNNL Standard of Practice and Code of Ethics and well as to review the CLPNNL Accountability Interpretive document. The LPN is also required to submit to the Registrar an essay reflecting on the responsibility of an LPN to report any circumstance that has the potential to impede professional, ethical or legal practice.
On November 9, 2020, the CLPNNL Registrar resolved an allegation against an LPN. The allegation was filed by the CLPNNL Registrar as outlined in the Licensed Practical Nurses Act (2005) Section 15 (2). The LPN practiced without having completed their annual license renewal requirements and thereby failed to maintain liability protection in accordance with the Licensed Practical Nurses Act (2005). The LPN is required to pay a $1000.00 fine as well as complete remedial education targeting professional accountability and jurisprudence in nursing practice. Additionally, the LPN is required to meet with the CLPNNL Practice Consultant to discuss CLPNNL’s Standards of Practice and Code of Ethics, accountability and the importance of upholding annual registration requirements.
On October 25, 2020, the CLPNNL Registrar resolved an allegation against an LPN. The LPN contacted the CLPNNL Registrar to self-report that they had diverted specific medications from the employer because they suffer from a substance abuse disorder. The employer reported the incident to CLPNNL and acted as Complainant in the resolution of the allegation. The LPN’s return to nursing practice was subject to CLPNNL receiving medical confirmation that the LPN is fit to practice nursing and that they are receiving treatment for their substance abuse disorder. The LPN is required to undergo specified monitoring upon return to practice and to complete remedial education targeting jurisprudence and professional standards. Additionally, the LPN is required to meet with the CLPNNL Practice Consultant to discuss and reflect on learnings gained about the legal and professional implications of nurses maintaining fitness to practice in the interest of public safety.
On September 28, 2020, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to issues with medication administration. In a letter of response to the CLPNNL Registrar, the LPN admitted to having a substance abuse disorder. There was no allegation of any harm to clients due to the incidents. The LPN is required to provide CLPNNL with a medical report confirming fitness to practice as well as agree to be monitored by the employer for a period of no less than 18 months. Additionally, the LPN was required to completed remedial education targeting professional accountability; jurisprudence in nursing practice; and the CLPNNL Standards of Practice and Code of Ethics. The LPN is required to meet with the CLPNNL Practice Consultant to discuss insight gained from the remedial education, professionalism, and self-regulation.
On September 17, 2020, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation was referred to the Complaints Authorization Committee (CAC) and an investigation was ordered. Following a review of the investigation findings, the CAC referred the allegation back to the CLPNNL Registrar to resolve with Alternative Dispute Resolution (ADR). The allegation related to issues of disruptive communication with colleagues, and medication administration practices that did not adhere to best practice or employer policy. The LPN is required as part of the agreement, to complete specific remedial education targeting medication administration, documentation, relational practice and communication in nursing. Additionally, the LPN is required to meet with the CLPNNL practice consultant to review and discuss the CLPNNL Standards of Practice and Code of Ethics; the Therapeutic Nurse Client Relationship; and the CLPNNL/CRNNL Medication Management Document. Finally, the LPN is required to submit an essay reflecting on the lessons learned through the education provided and how communication, collaborative practice and adherence to employer protocols impacts care.
In a decision dated July 31, 2020, the CAC dismissed an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to issues of alleged inappropriate medication administration by the LPN. The CAC found that there were no reasonable grounds to believe that the LPN had engaged in conduct deserving of sanction.
On July 28, 2020, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to the failure of the LPN to report an incident of inappropriate workplace behaviour by another health care professional, constituting a failure by that other health care professional to treat colleagues and clients with dignity and respect. There was no allegation of any other harm to a client due to the incident or the alleged failure to report. The LPN was required to complete remedial education targeting professional accountability and duty to report. Additionally, the LPN was required to meet with the CLPNNL Practice Consultant to discuss CLPNNL’s Standards of Practice and Code of Ethics; What it means to be a Professional; Accountability; as well as the Duty to Report and the Therapeutic Nurse Client Relationship. Finally, the LPN submitted an essay reflecting on the insight gained from the education provided and the importance of professional accountability to one’s nursing practice.
On June 29, 2020, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to the LPN leaving a shift without communicating to the appropriate authority that they were unable to complete the shift. There was no allegation of any harm to a client due to the incident. The LPN was required to complete remedial education targeting professional accountability and jurisprudence in nursing practice. Additionally, the LPN was required to meet with the CLPNNL Practice Consultant to discuss CLPNNL’s Standards of Practice and Code of Ethics; What it means to be a Professional; and Accountability. Finally, the LPN submitted an essay reflecting on the insight gained from the education provided and the importance of professional accountability to one’s nursing practice.
On May 22, 2020 the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to the failure of the LPN to report an incident of inappropriate workplace behaviour by another health care professional, constituting a failure by that other health care professional to treat colleagues and clients with dignity and respect. There was no allegation of any other harm to a client due to the incident or the alleged failure to report. The LPN was required to complete remedial education targeting professional accountability and duty to report. Additionally, the LPN was required to meet with the CLPNNL Practice Consultant to discuss CLPNNL’s Standards of Practice and Code of Ethics; What it means to be a Professional; Accountability; as well as the Duty to Report and the Therapeutic Nurse Client Relationship. Finally, the LPN submitted an essay reflecting on the insight gained from the education provided and the importance of professional accountability to one’s nursing practice.
On May 22, 2020 the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation related to the failure of the LPN to report an incident of inappropriate workplace behaviour by another health care professional, constituting a failure by that other health care professional to treat colleagues and clients with dignity and respect. There was no allegation of any other harm to a client due to the alleged failure to report. The LPN was required to complete remedial education targeting professional accountability and duty to report. Additionally, the LPN was required to meet with the CLPNNL Practice Consultant to discuss CLPNNL’s Standards of Practice and Code of Ethics; What it means to be a Professional; Accountability; as well as the Duty to Report and the Therapeutic Nurse Client Relationship. Finally, the LPN submitted an essay reflecting on the insight gained from the education provided and the importance of professional accountability to one’s nursing practice.
In a decision dated May 11, 2020, the Complaints Authorization Committee (CAC) dismissed an allegation filed against an LPN. The Complainant was the LPN’s employer and it was alleged that the LPN refused to cooperate in a staffing issue in the workplace. After careful consideration by the CAC, it was determined that the matter did not raise an issue of professional misconduct and therefore fell outside of the mandate of CLPNNL. The CAC found that there were no reasonable grounds to believe that the LPN had engaged in conduct deserving of sanction.
On April 20, 2020, the CLPNNL Registrar resolved an allegation filed against an LPN. The Complainant was the LPN’s employer. The allegation involved inappropriate workplace behaviour by the LPN and breach of the integrity of a professional nurse-client relationship by the LPN, constituting a failure by the LPN to treat colleagues and clients with dignity and respect. There was no allegation of any other harm to a client due to the alleged failure to report. The LPN was required to complete extensive remedial education targeting professional accountability, the nurse-client relationship and the importance of a professional behaving in a manner that upholds the integrity of the nursing profession. As part of the resolution process, there was extensive education assigned to the LPN that reinforced the CLPNNL Standards of Practice, Code of Ethics, professional boundaries, jurisprudence and professional accountability. Additionally, the LPN was required to meet with the CLPNNL Practice Consultant to review the remediation assigned as well as to discuss the importance of the nurse-client relationship and the implications of improper conduct, if it were to be repeated, for future practice. Finally, the LPN submitted an essay reflecting on the lessons learned from the incident and remedial education provided.