union pro or con - Page 6

i’d rather work without the pompons, hot dogs, cheerleaders, and even the $900.00. there are no nursing care or patient care criteria.

violations:
· the hospital failed to ensure that pharmacists responding to medical emergencies (code blue) were trained and competent before recommending doses of all medications used in a medical emergency. inadwequate dose of narcan recommended - http://www.cdph.ca.gov/certlic/facil...1-20080418.pdf

· [color=#4c4c4c]the hospital failed to develop and implement policies a procedures to protect patient safety related to the use of controlled substances. a fentanyl patch was applied following surgery for acute post operative pain which is a contraindication according to the black box warning statement… - http://www.cdph.ca.gov/certlic/facil...1-20080307.pdf

· [color=#4c4c4c]the hospital failed to protect a patient's right to considerate and respectful care. the patient had undergone an invasive cardiac procedure, and was lying on a gurney awaiting transfer to an intensive care unit, when the physician who had performed the invasive procedure proceeded to verbally and physically abuse the patient. - http://www.cdph.ca.gov/certlic/facil...ent-bm3p11.pdf

· [color=#4c4c4c]the hospital failed to implement policies and procedures to provide for effective surgical service infection control. - http://www.cdph.ca.gov/certlic/facil...ent-zskg11.pdf

· [color=#4c4c4c]the hospital failed to ensure the patient safety in the surgical department when a patient fell off an operating table during surgery
http://www.cdph.ca.gov/certlic/facil...ent-hjze11.pdf

· [color=#4c4c4c]the hospital failed to have a safe, effective and timely system for dispensing and administering medications. - http://www.cdph.ca.gov/certlic/facil...ent-n64l11.pdf
·

We are the only tertiary facility of it's kind to make the Fortune's "100 Best Companies to Work For." Can you explain why the only Cali Hospital to make that list is a non-union hospital?

The FORTUNE 100 Best Companies to Work For® Companies are selected primarily on the basis of their employees' responses to the Great Place to Work® Trust Index©, a proprietary employee survey developed by the Great Place to Work® Institute. Every company that applied for the FORTUNE “100 Best” list received a confidential complimentary report allowing them to compare their employee survey responses to the “100 Best Companies”, allowing them to see where they did well, and where they can further improve their workplaces. In addition, the Institute evaluates materials submitted by the company, including the company's response to the Great Place to Work® Culture Audit©, any accompanying materials submitted by the company for consideration, as well as information gathered from other reputable sources such as media stories about the company.

Before California staffing ratios took effect registered nurse Colleen Sichley used to perform a small ritual in her car before the start of each shift. She would turn off the engine, take a deep breath, collect herself, close her eyes, and start to pray. "Please, please help me to make sure that all these people make it out alive,"
she’d think.

Sichley later discovered that too many of her colleagues did the same thing. "We were afraid to go to work," she said, recalling that in those days, when she worked as a geriatric RN, she would sometimes care for 16 patients with just the help of one licensed vocational nurse and one technician. "I would pick and choose which patients were the worst off and whom I’d spend time with.

When we would leave in the morning, you would see nurses crying on their way out to their car."
It’s hard to believe this was a common scenario just five years ago.

While there will always be room for improvement in hospital staffing, California’s landmark RN-to-patient ratio laws have transformed floors and units across the state into much safer and better places to work by limiting the number of patients that can be assigned to one RN.

Where RNs used to care for nine, 10, or even more patients on a general medical-surgical floor, state law now says they can be responsible for no more than five, and the limits are even lower for other units.

RN-topatient ratios have also brought registered nurses back to the bedside. Data from the California Board of Registered Nursing shows that the number of RNs actively licensed to work in the state has grown by nearly 100,000 since the law was signed in 1999. Even patients are now...

http://www.calnurses.org/publication..._march_web.pdf

There is one study from years ago

Could YOU please summarize the conclusion so I won't be accused of bias?

It seems to me that they are acknowledging that they might be able to show correlation, but not causation.

Already done

http://allnurses.com/nursing-activis...ses-15369.html

Thanks.

Speculative correlation, but not necessarily causation.

Kind of what I was thinking...just wanted to clarify.

Would it be fair to say that it's not sufficient to actually promote unions for clinical reasons? Possibly a Class III modality? (ACLS-speak).