Your work. Your records.
LPN and LVN Workplace Records
Licensed practical and vocational nurses document care while working within assignments that vary by setting and supervision. A workplace concern may involve changed duties, medication-related instructions or a report to a supervising clinician. Your employment timeline should explain who assigned the work and what happened afterward. It should not contain a separate copy of patient observations or medication administration records.
Call now(800) 800-5555Free initial case evaluation. Representation depends on work state and case eligibility. This guide explains record preparation; it does not determine whether a legal claim exists.
A record map for your role
What to organize first
Duty change
Describe the usual duty, the changed assignment and who directed it, using roles rather than patient identifiers.
Follow-up sequence
Place your report, management response and any later employment action in date order without assuming their relationship.
Own employment file
Gather the relevant personal pay, schedule and training materials while leaving clinical records in the authorized system.
Start with the work you actually do
Care for ill, injured, or convalescing patients or persons with disabilities in hospitals, nursing homes, clinics, private homes, group homes, and similar institutions. May work under the supervision of a registered nurse. Licensing required.
O*NET classifies this occupation as Licensed Practical and Licensed Vocational Nurses (29-2061.00). Its description covers a typical occupation, not every workplace or individual job. It does not establish employee status, overtime eligibility or employer misconduct.
- Observe patients, charting and reporting changes in patients' conditions, such as adverse reactions to medication or treatment, and taking any necessary action.Source task 507 · updated 08/2021
- Measure and record patients' vital signs, such as height, weight, temperature, blood pressure, pulse, or respiration.Source task 510 · updated 08/2021
- Administer prescribed medications or start intravenous fluids, noting times and amounts on patients' charts.Source task 508 · updated 08/2021
- Provide basic patient care or treatments, such as taking temperatures or blood pressures, dressing wounds, treating bedsores, giving enemas or douches, rubbing with alcohol, massaging, or performing catheterizations.Source task 511 · updated 08/2021
A reference point for your pay records
May 2025 wage estimates by state
Compare your pay records with published BLS estimates for Licensed Practical and Licensed Vocational Nurses (SOC 29-2061). These describe an occupation across employers. They are not a required pay rate, an overtime calculation, or evidence of discrimination or unpaid wages.
Select your work state to see its published pay range. No personal pay information is requested or sent.
The 25th and 75th percentiles mark the middle half of the estimated wage distribution; the median is its midpoint. Actual pay can differ with experience, employer, location and duties. Hourly and annual figures are shown as published, without converting one into the other.
All published state estimates for this occupation
| State | Hourly 25th | Hourly median | Hourly 75th | Annual median |
|---|---|---|---|---|
| Alabama | $23.15 | $27.42 | $29.71 | $57,030 |
| Alaska | $33.89 | $38.85 | $42.01 | $80,800 |
| Arizona | $32.10 | $37.05 | $39.36 | $77,070 |
| Arkansas | $23.82 | $27.22 | $29.43 | $56,620 |
| Connecticut | $32.05 | $35.43 | $36.94 | $73,690 |
| Delaware | $30.97 | $33.03 | $36.07 | $68,710 |
| Florida | $28.14 | $29.70 | $31.11 | $61,770 |
| Georgia | $25.43 | $29.82 | $33.99 | $62,030 |
| Hawaii | $30.03 | $34.20 | $36.18 | $71,140 |
| Idaho | $28.04 | $30.67 | $35.60 | $63,800 |
| Indiana | $29.35 | $31.60 | $35.30 | $65,720 |
| Iowa | $27.12 | $30.11 | $34.06 | $62,630 |
| Kansas | $27.05 | $29.69 | $33.40 | $61,760 |
| Kentucky | $26.10 | $29.07 | $31.29 | $60,460 |
| Louisiana | $23.87 | $27.63 | $29.43 | $57,470 |
| Maine | $30.54 | $35.19 | $37.22 | $73,200 |
| Michigan | $29.83 | $31.47 | $35.52 | $65,460 |
| Minnesota | $28.83 | $30.65 | $34.26 | $63,750 |
| Mississippi | $22.50 | $24.14 | $27.90 | $50,220 |
| Missouri | $27.06 | $29.58 | $33.77 | $61,530 |
| Montana | $27.95 | $29.91 | $32.14 | $62,210 |
| Nebraska | $28.41 | $30.13 | $34.55 | $62,660 |
| New Hampshire | $32.53 | $37.07 | $39.79 | $77,110 |
| New Mexico | $18.93 | $28.52 | $35.14 | $59,330 |
| New York | $29.52 | $32.30 | $37.00 | $67,180 |
| North Carolina | $28.50 | $30.42 | $33.51 | $63,270 |
| North Dakota | $28.03 | $29.95 | $31.26 | $62,300 |
| Ohio | $27.34 | $29.78 | $31.68 | $61,950 |
| Oklahoma | $24.06 | $28.04 | $29.84 | $58,320 |
| Pennsylvania | $29.02 | $30.74 | $35.01 | $63,940 |
| Rhode Island | $37.45 | $38.51 | $39.02 | $80,090 |
| South Dakota | $23.88 | $25.36 | $29.47 | $52,750 |
| Tennessee | $23.64 | $28.31 | $30.12 | $58,870 |
| Texas | $27.46 | $29.92 | $32.89 | $62,240 |
| Utah | $25.71 | $30.40 | $35.86 | $63,230 |
| Vermont | $29.56 | $33.62 | $37.61 | $69,930 |
| Virginia | $28.66 | $31.21 | $35.84 | $64,920 |
| West Virginia | $23.71 | $26.61 | $29.47 | $55,360 |
| Wisconsin | $28.67 | $30.65 | $36.06 | $63,760 |
| Wyoming | $28.27 | $30.51 | $34.06 | $63,460 |
“Not published” preserves unavailable or suppressed source cells. “Above reporting limit” preserves a top-coded source value without inventing a number. A missing state estimate does not establish service eligibility. The data describe wage and salary employment; they do not measure self-employment income.
Source: BLS May 2025 state workbook · OEWS tables · BLS technical notes. Use your own schedule, pay statement and compensation terms to identify the question you want reviewed.
Identify the assignment and supervising role
Record the shift, general unit or care setting and the role responsible for directing your work. Explain changes in your duties or requests for assistance without patient names or diagnoses. If a concern involves a task outside your usual assignment, note the instruction and your response; do not infer professional scope or legal coverage solely from your job title.
Keep reporting and discipline in sequence
Describe when you raised the concern, which role received it and any follow-up instruction. If a warning, schedule change or evaluation followed, record the dates and the explanation provided. Separate observations made during the shift from conclusions you reached later. Preserve your own permitted employment notices, training records and requests for clarification rather than rewriting clinical documentation for the dispute.
Separate payroll evidence from clinical evidence
Use your own schedule, punches and pay statements to identify the work periods involved. Do not copy medication lists, charts, photographs or other patient records into a personal employment file. When a clinical entry may help explain the event, identify its general type for the reviewer and obtain appropriate handling guidance before sharing. Do not access a patient chart solely for the employment concern.
Choose your next step
Review the workplace retaliation guide, unpaid wages guide, or discrimination guide if those concerns fit your experience. A job title alone does not establish a claim.
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