Featured Questions

I recently attended the CANP Educational Conference. At one of the presentations, someone discussed "collaborating agreements." It is my understanding that this is a document that is separate from "standardized procedures," but I may be wrong. I looked on the BRN webpage to try to find out more information regarding the components of a collaborative agreement- I couldn't find anything. I am wondering if the collaborative agreement should be a separate document from the standardized procedures (or if NP and supervising physician signature at the end of the standardized procedures is enough), what components must be including in a collaborative agreement, and if you know of any examples online (since I was unable to find one on the BRN site). If a physician is overseeing multiple NPs, is it ok for everyone to sign the same collaborative agreement?

Although there is no law in California that requires a collaborative agreement, the BRN likes to see a contract between the NP and physician stating that the physician will be available by phone or internet at all times and that the physician has assisted in writing the SPs and is actively involved. When interviewed, many physicians do not even know what SPs are so the BRN is looking for proof that the physicians are participating and supervising appropriately. I don't know of any examples for California online as it is not a law. The current BRN seems to make their own laws as they go along. Usually, when you work for someone, you sign a contract. You need to make sure that the contract not only covers the employer, but also covers you as an NP. Every NP should have his/her own agreement with the employer. All the physicians need to sign the SPs if they may be working with a NP.

I am wondering if health coaching (with certification) is considered under the scope of practice of NPs in California. It is my understanding that NSO does not cover coaching practice. If I get malpractice insurance specifically for coaching from another company will that be adequate?

I have heard of life coaches but not health coaches. My concern on health coaching would be that as a RN and NP you have a much higher degree of knowledge than a lay person. You might be able to consider it consulting, for which NSO does have insurance.

I believe my employer is letting me go. Are they obligated to report an involuntary termination to the BRN? The problem is they may offer to let me resign but then I cannot get unemployment. Due to a family health crisis with which I would like to help, a period of unemployment actually would be good, as would the small unemployment payment. But I don't want to jeopardize my ability to return to practice in California. This is not over any gross misconduct.

The only time an NP is reported to the BRN is if there was cause to let the NP go. They have to have a charge of negligence or some type of misconduct.

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