smoke over fire 4,036 Views
Joined: Apr 21, '05;
Posts: 99 (42% Liked)
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Sentiments run high regarding the Affordable care Act, but whether one supports the new law or believes it to be a case of government over-reach, the fact is that the ACA is now the law and as nurses we are obligated to make sure that patients and their families understand the basic workings of the law. Nurses are in a position of trust and as such we should be able to address patient's questions and concerns regardless of our personal feelings about the ACA.
Open enrollment began on October 1, 2013 and there is still much confusion and disinformation as to what the law does and does not cover. If we are to be a resource for our patients and their families we must educate ourselves so that we don't contribute to the confusion. Paying for medical and drug bills is the most common financial problem Americans report having; even more than missed mortgage payments, job loss and home foreclosure. There are millions of people anxious to get insurance or find less expensive insurance and many patients and their families may look to their nurses for answers to questions about how to enroll, how much it will cost and what will be covered. While we may not become experts in the new law, we can certainly make every effort to become as knowledgeable as possible so that we do not misinform or misdirect those who place their trust in us.
Major changes in the healthcare landscape already took place in March of 2010 when the ACA was signed into law:
I'm surprised more nurses aren't contemplating this knowing that their jobs could be on line.
You can ask (and have asked) for opinions about what people believe will happen, but you know what they say about opinions and @$$#*!&$-- everybody has one, and a lot of them stink.
Short answer: We will have to wait to find out. That means that whatever the initial effects may be, it will not likely always be like that, and a certain amount of adjustment will occur over a certain amount of time-- experience suggests that is exactly what will happen.
But as to a more precise answer your question:
there can be theories
there can be opinions
there can be speculation, and
there can certainly be bloviation
... and we will have to be patient to find out.
They will not share assets? CNA loaned 2 million dollars to NUHW. These two unions have been affiliated for much longer than most are aware of.
Personally, I'm a little disappointed that CNA will no longer be a union for nurses. An environmental service technician is not going to understand the critical issues bedside nurses face. Are dietary staff going to want to strike because nursing has decided to strike regarding a patient safety matter? I'm not saying this to be elitist; I just think adding non-nursing staff runs the potential of diluting the message.
Maybe I misread the homepage of the NUHW, but it sounds like it includes a lot of staff who are not nurses.
I have been told by my manager that a union contract helps her as a manager because there is a written contract.
Unions have a place in any employment situation where the employer is not responsive to the needs and well being of the staff. Not all employers are bad and thus, not all work environments benefit from union rep.
Yes. I've worked in union buildings and have fired CNAs and nurses.
people get fired from a union all the time. it is not protection against being a jerk. as the above nurse said, enough documentation and warnings in the file should do it. what will happen is they will strike a deal where the worker is let go, but nothing will be on her 'permanent' record. keep after it.
It can be done but it is very difficult. The RN supervisor needs to document all of these behaviors in the form of verbal, then written counsellings. The supervisor needs to engage the assistance of the DON to help sit with this employee during the counsellings. The employee will be allowed to have a union representative present during the counsellings but they are not allowed to keep their job if they are violating the facility's abuse prevention policy by being rude to residents and failing to provide care, and other making residents uncomfortable and frightened. But documentation is the key, each and EVERY instance. Eventually, there will be enough written evidence to suspend and terminate, without union recourse.
How exactly have they shown their dedication to this in the past?
The nurse staffing resolution identifies short-staffing as a top concern for direct care nurses that negatively affects patient care and nurse job satisfaction. It notes that staffing decisions remain largely outside of nurses' control, and that staffing plans lack enforcement mechanisms.
The resolution requests ANA to "reaffirm its dedication" to advocating for a staffing process, directed by nurses, that is enforceable and that includes staffing principles, minimum nurse-to-patient ratios, data collection, and penalties for non-compliance in all health care settings where staffing is a challenge.
ANA Reaffirms Dedication to Improving Staffing for RNs and Their Patients
Press Release - American Nurses Association
Yes but what about hospitals creating these "tech" positions that nurses normally do. I recently saw an ad for "critical care tech" and the job description was exactly like what an ICU RN would do. So one has to think about about whether or not laws like these would lead to more nurse positions.
If this were implemented in every state, then would this have an effect on the unemployment rate for nurses? I know that some hospitals have hiring freezes, but they are definitely understaffed. They'd rather have dangerous ratios and "save money", than to provide adequate care.
I'd guess that LTC must be spending all their profits to lobby against mandated staffing ratios. They certainly are not spending it on staffing.
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