luv2handsanitize

Old post, but I have to ask: have you updated your course content to reflect current case law, specifically as it relates to the ADAAA and PDA? Because while the ink of the PDA and its many state equivalents is still wet, whether pregnancy (specifically pregnancy-related conditions) can be an ADA-qualifying disability wasn't really determined, but rather clarified. Pregnancy in and of itself is not and has never been a protected class. But now when employment decisions are made based on assumptions about perceived or anticipated limitations related to pregnancy, pregnant employees are now afforded greater legal protection. Throw a little debilitating morning sickness, preeclampsia, or even pregnancy-induced cardiomyopathy into the mix, and you've got yourself a clearcut, textbook example of an employee with an ADA-qualifying disability with whom an employer is now legally obligated to engage in that fun little dog and pony show we call an interactive process.

Hopefully you're on the mend, and you've started rehabbing your injury. If not already, ask that you undergo a functional capacity evaluation to determine what, if any, limitations you still have; and begin a work hardening program to regain function. Maintain a regular line of communication between you and your healthcare providers, WC and disability TPAs, and your employer regarding your intention to return to work. To minimize the cost of an employee not working, WC often provides more opportunities for light/modified duty assignments. Also given that your injury wasn't a short-term condition, you're more likely than not a protected individual under the ADAAA and are entitled to reasonable accommodation that would allow you to perform the essential functions of your job. Per the ADAAA, your employer has to hold your position open for as long as it doesn't create undue burden doing so. What's unduly burdensome for one employer may not be the case elsewhere; it's something greatly determined by an employer's financial and other resources. At minimum, your employer is legally obligated to engage in an "interactive process" with you in order to determine what accommodations are needed and available.

ASPAN standards for post anesthesia staffing: http://www.aspan.org/Portals/6/docs/ClinicalPractice/PR1_2015_2017.pdf SGNA guidelines for staffing during GI procedures with IV sedation: https://www.sgna.org/Portals/0/Education/PDF/Position-Statements/SGNA_Minimum_RN_Staffing.pdf https://www.sgna.org/Portals/0/Education/PDF/Position-Statements/Sedation_2013-FINAL.pdf

I'm in the process of reapplying to WGU's RN to MSN program after withdrawing a few years ago. I've already submitted my explanation as to why I withdrew and paid the $100 reenrollment fee. I received a "memorandum of understanding" where I had to agree that I'll be in the current program with add'l classes. Cool. I'm good with that. But then the email went on to indicate that I've got to be working full time as an RN. At present I am working FT, but my plan was to drop to part time when school starts as school, my health challenges, 40 hour work weeks, and home responsibilities got to be too overwhelming; all of which is why I with withdrew in the first place. Is this accurate information? If so, I'm not certain WGU is where I belong. Thanks for any insight!