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DiversityNursing Blog

Alycia Sullivan

Recent Posts

Patient simulator as virtual tutor, seeks to grow with nursing, medical school students’ training (video)

Posted by Alycia Sullivan

Thu, Jan 17, 2013 @ 03:48 PM

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Nurses have been taking on more responsibility in recent years — and a good thing too. If thedescribe the image shortage of primary care physicians continues coupled with millions of new patients expected to be added to healthcare systems when provisions of the Affordable Care Act are enacted, they will have to take on even more. At the same time, some nursing schools are struggling to employ enough professors. A health IT startup has developed a cloud-based patient simulator that is being designed to be progressively more challenging as nursing school students’ skills develop.

Gainesville, Florida-based Shadow Health’s education tool seeks to put nursing and medical school students at ease with the routine of seeing patients and boost their comfort levels so they know what to expect. It also is aimed at making future nurses and physicians become more self-aware and better communicators so they develop a stronger rapport with their patients.

Tina Jones, an animated and interactive patient, comes into an exam room after a fall. Users type questions to better assess her health and get a medical history to learn of any underlying conditions they need to be aware of to more effectively treat the patient. She gives oral and written responses. There are 1,500 possible responses to student questions that are matched up with a database of 20,000 questions. Users can view lab results, physical findings and the patient history. They can also submit findings for an instant evaluation and compare them with an expert.

David Massias, the CEO and co-founder of the company, told MedCity News in a phone interview that the virtual patient does not recognize medical jargon, although the software program does. Instead of tachycardia, for example, the user has to say rapid heartbeat or use words a non-healthcare professional would understand.

The company raised $1.2 million in its latest financing round partly to help develop its market penetration — it has a target of 20,000 to 30,000 users. “For the past 12 to 15 months, we have been in sprint mode,” Massias said. “We have expanded from half a dozen to two dozen nursing schools.”

Massias said the company wants to create much more intimacy between students and their digital patients so they are not just memorizing text books. “We want to entrench the [patient interaction] experience so much that it becomes second nature.”

There are an increasing number of patient simulators coming to the market both for healthcare professionals as well as nursing and medical school students in response to a shift in teaching approaches that has accompanied the growth in integrating digital tools. Massias distinguishes the company by taking a longitudinal approach. Shadow Health sees the future of healthcare education as a coaching and tutor model where students use simulators to improve their critical thinking and address areas where they have the greatest need for remediation. Although it currently follows students through a semester of school, the company is expanding the software to accommodate a two-year nursing school or four-year medical school program by getting input from educators.

In addition to medical school and nursing school students, Massias said the company has mapped a course that will include training for physical therapists and pharmacists.

“The market today goes 10-miles wide and 1-inch deep. We want to go 10-miles deep and 1-mile wide.”

See the video here.

Topics: nursing schools, Shadow Health, simulator, teaching, lack of professors

3 smart iPad accessories for anyone in a hospital

Posted by Alycia Sullivan

Thu, Jan 17, 2013 @ 03:38 PM

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There are about eight halls of exhibitors at the 2013 Consumer Electronics Show and I swear at least one of them was full of iPhone cases and nothing else. I just bought a Droid Razr and I hate the Otter Box that I bought with it, so I was quite disgusted that I couldn’t find an alternative in this sea of cases.

Anyway, there were several practical iPhone and iPad accessories at the show, mixed in with the Spider-Man and jeweled options. Here are three that would keep your Apple device safe no matter what job you have in healthcare:

LifeProof

describe the imageThis booth had several small stages with a chef, a firefighter, and a doctor — each one explaining the merits of this protector. It is a thin, polycarbonate frame that goes around the device.

It’s waterproof up to 6.6-feet deep for 30 minutes and keeps out dust. The nice part about the waterproof seal is that it goes around the edge of the screen, so you can still touch it directly. Water can touch the screen but not get inside the device or touch any of the plugs.

LifeProof also has two straps that seem perfect for a nurse or doctor. One fits diagonally across the back of the iPad and the other is a shoulder strap.

The Joy Factory

describe the imageC-clamp Mount from The Joy Factory

This company also had a great case and an awesome accessory. To illustrate how strong the case is, people were shooting bean bags at it. If a dangling device suffered a direct hit, it splashed down into the tank beneath. Cool factor? The aXtion pro case floats. The case goes on sale in April.

The company also makes BubbleShield bags with a big ring at the top. They’re like stylish Ziploc bags for your iPhone — perfect for those days when you are canoeing down the river.

The accessory is a wheelchair mount for iPads and other tablets. The arm attaches with a C-clamp designed to fit around a tube or other curved surface. The tablet snaps into the protective hard-shell tray, which in turn screws to the mounting brackets. A magnet connects the tablet to the arm of the mount.

Barry Lieberman of Joy Factory said the company donated some of the mounts to soldiers at a VA hospital in Texas and that scientists in the spinal research lab at the University of California Irvine were using the mounts as well.

Joy Factory was recognized at the show as a 2013 Design and Engineering Awards honoree.

Nanotech protection

describe the imageIf you want an invisible cloak of protection, I found two options: one is available now, the other is still coming to America. For readers everywhere else in the world, you’re in luck.

Liquipel is the one you can get now. You can buy a device treated with this self-sealing
nanocoating that protects your phone if it falls into water. The entire phone — guts and all — is coated, so no more rice treatments if your phone falls into the toilet. Currently, you can buy Asus, Samsung, Motorola and HTC products as well as Apples.

DryWired is also a nanocoating, but it protects against bacteria and corrosion as well as water. The treatment has been applied to printed circuit boards, cellphones, tablets, medical electronics, aircraft foam, plastics and cloth without changing the look or feel of the product. That was the “oooo” demonstration at the booth: “Here, touch this tissue, feels normal, right? But look, it doesn’t disintegrate in water.”

DryWired licenses the technology from EuroPlamsa, a Belgian company. The Los Angeles company is working with manufacturers to get electronics and other components treated with the coating right in the factory.

Topics: iPad, hospital workers, accessories, technology, iphone

5 flu vaccines that could shake up the influenza prevention market

Posted by Alycia Sullivan

Thu, Jan 17, 2013 @ 03:34 PM

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describe the imageAs people in towns and cities across the U.S. feel the clammy grip of the flu epidemic, several biotechnology startups and Big Pharma companies are using innovative technology to develop different approaches to combating influenza and developing vaccines to combat multiple flu strains. Here are five of them:

Nasal spray: NanoBio Corp‘s flu vaccine is a nasal spray designed to offer short-term infection prevention and reduce transmission of the virus between humans. It uses nanoemulsion technology to develop a seasonal flu vaccine nasal spray. Currently in phase 2 development, the technology uses an oil-in-water emulsion to rapidly penetrate through pores and hair shafts to the site of an infection, and physically disrupt the outer membrane of pathogenic organisms by fusing with the invading flu virus and killing it before infection occurs. It would be used at times when there is a high risk of exposure such as air travel, a pediatrician’s office visit, hospital or any situation where groups of people congregate, according to the company’s website.

Combating more strains: The U.S. Food and Drug Administration approved GlaxoSmithKline’s quadrivalent vaccines last month. The vaccines contain two influenza A strains and two influenza B strains to potentially help broaden protection against seasonal influenza. It is approved for use in children 3 years of age and older. Current flu vaccines generally protect against three strains of influenza: two A strains and one B strain.

Universal vaccines: Biotechnology startup Visterra is developing a monoclonal antibody for universal flu vaccine VIS410 that could not only cover the three most common seasonal strains the widely available flu vaccines protect against, but also more deadly strains like the H1N1 variation.

Cross-strain protection: Inovio is developing a universal flu vaccine that would induce both preventive antibody and T-cell immune responses for cross-strain protection against known and new, unmatched viruses. It could be especially helpful for the elderly who are among those most vulnerable to contracting the flu. It is developing a seasonal flu vaccine as well as one that could combat a pandemic.

Egg alternative: One problem with flu vaccines on the market is that they are developed from fertilized chicken eggs, which makes them off limits to those with egg allergies. A new seasonal flu vaccine from Novartis using cultured animal cells won FDA approval in November. It will be marketed under brand name Flucelvax.

Topics: flu, flu vaccines, FDA, Visterra, Novartis, Flucelvax

Hospitals Crack Down on Workers Refusing Flu Shots

Posted by Alycia Sullivan

Thu, Jan 17, 2013 @ 01:43 PM

fluPatients can refuse a flu shot. Should doctors and nurses have that right, too? That is the thorny question surfacing as U.S. hospitals increasingly crack down on employees who won't get flu shots, with some workers losing their jobs over their refusal.

"Where does it say that I am no longer a patient if I'm a nurse," wondered Carrie Calhoun, a longtime critical care nurse in suburban Chicago who was fired last month after she refused a flu shot.

Hospitals' get-tougher measures coincide with an earlier-than-usual flu season hitting harder than in recent mild seasons. Flu is widespread in most states, and at least 20 children have died.

Most doctors and nurses do get flu shots. But in the past two months, at least 15 nurses and other hospital staffers in four states have been fired for refusing, and several others have resigned, according to affected workers, hospital authorities and published reports.

In Rhode Island, one of three states with tough penalties behind a mandatory vaccine policy for health care workers, more than 1,000 workers recently signed a petition opposing the policy, according to a labor union that has filed suit to end the regulation.

Why would people whose job is to protect sick patients refuse a flu shot? The reasons vary: allergies to flu vaccine, which are rare; religious objections; and skepticism about whether vaccinating health workers will prevent flu in patients.

Dr. Carolyn Bridges, associate director for adult immunization at the federal Centers for Disease Control and Prevention, says the strongest evidence is from studies in nursing homes, linking flu vaccination among health care workers with fewer patient deaths from all causes.

"We would all like to see stronger data," she said. But other evidence shows flu vaccination "significantly decreases" flu cases, she said. "It should work the same in a health care worker versus somebody out in the community."

Cancer nurse Joyce Gingerich is among the skeptics and says her decision to avoid the shot is mostly "a personal thing." She's among seven employees at IU Health Goshen Hospital in northern Indiana who were recently fired for refusing flu shots. Gingerich said she gets other vaccinations but thinks it should be a choice. She opposes "the injustice of being forced to put something in my body."

Medical ethicist Art Caplan says health care workers' ethical obligation to protect patients trumps their individual rights.

"If you don't want to do it, you shouldn't work in that environment," said Caplan, medical ethics chief at New York University's Langone Medical Center. "Patients should demand that their health care provider gets flu shots - and they should ask them."

For some people, flu causes only mild symptoms. But it can also lead to pneumonia, and there are thousands of hospitalizations and deaths each year. The number of deaths has varied in recent decades from about 3,000 to 49,000.

A survey by CDC researchers found that in 2011, more than 400 U.S. hospitals required flu vaccinations for their employees and 29 hospitals fired unvaccinated employees.

At Calhoun's hospital, Alexian Brothers Medical Center in Elk Grove Village, Ill., unvaccinated workers granted exemptions must wear masks and tell patients, "I'm wearing the mask for your safety," Calhoun says. She says that's discriminatory and may make patients want to avoid "the dirty nurse" with the mask.

The hospital justified its vaccination policy in an email, citing the CDC's warning that this year's flu outbreak was "expected to be among the worst in a decade" and noted that Illinois has already been hit especially hard. The mandatory vaccine policy "is consistent with our health system's mission to provide the safest environment possible."

The government recommends flu shots for nearly everyone, starting at age 6 months. Vaccination rates among the general public are generally lower than among health care workers.

According to the most recent federal data, about 63 percent of U.S. health care workers had flu shots as of November. That's up from previous years, but the government wants 90 percent coverage of health care workers by 2020.

The highest rate, about 88 percent, was among pharmacists, followed by doctors at 84 percent, and nurses, 82 percent. Fewer than half of nursing assistants and aides are vaccinated, Bridges said.

Some hospitals have achieved 90 percent but many fall short. A government health advisory panel has urged those below 90 percent to consider a mandatory program.

Also, the accreditation body over hospitals requires them to offer flu vaccines to workers, and those failing to do that and improve vaccination rates could lose accreditation.

Starting this year, the government's Centers for Medicare & Medicaid Services is requiring hospitals to report employees' flu vaccination rates as a means to boost the rates, the CDC's Bridges said. Eventually the data will be posted on the agency's "Hospital Compare" website.

Several leading doctor groups support mandatory flu shots for workers. And the American Medical Association in November endorsed mandatory shots for those with direct patient contact in nursing homes; elderly patients are particularly vulnerable to flu-related complications. The American Nurses Association supports mandates if they're adopted at the state level and affect all hospitals, but also says exceptions should be allowed for medical or religious reasons.

Mandates for vaccinating health care workers against other diseases, including measles, mumps and hepatitis, are widely accepted. But some workers have less faith that flu shots work - partly because there are several types of flu virus that often differ each season and manufacturers must reformulate vaccines to try and match the circulating strains.

While not 100 percent effective, this year's vaccine is a good match, the CDC's Bridges said.

Several states have laws or regulations requiring flu vaccination for health care workers but only three - Arkansas, Maine and Rhode Island - spell out penalties for those who refuse, according to Alexandra Stewart, a George Washington University expert in immunization policy and co-author of a study appearing this month in the journal Vaccine.

Rhode Island's regulation, enacted in December, may be the toughest and is being challenged in court by a health workers union. The rule allows exemptions for religious or medical reasons, but requires unvaccinated workers in contact with patients to wear face masks during flu season. Employees who refuse the masks can be fined $100 and may face a complaint or reprimand for unprofessional conduct that could result in losing their professional license.

Some Rhode Island hospitals post signs announcing that workers wearing masks have not received flu shots. Opponents say the masks violate their health privacy.

"We really strongly support the goal of increasing vaccination rates among health care workers and among the population as a whole," but it should be voluntary, said SEIU Healthcare Employees Union spokesman Chas Walker.

Supporters of health care worker mandates note that to protect public health, courts have endorsed forced vaccination laws affecting the general population during disease outbreaks, and have upheld vaccination requirements for schoolchildren.

Cases involving flu vaccine mandates for health workers have had less success. A 2009 New York state regulation mandating health care worker vaccinations for swine flu and seasonal flu was challenged in court but was later rescinded because of a vaccine shortage. And labor unions have challenged individual hospital mandates enacted without collective bargaining; an appeals court upheld that argument in 2007 in a widely cited case involving Virginia Mason Hospital in Seattle.

Calhoun, the Illinois nurse, says she is unsure of her options.

"Most of the hospitals in my area are all implementing these policies," she said. "This conflict could end the career I have dedicated myself to."

--

Online:

R.I. union lawsuit against mandatory vaccines: http://www.seiu1199ne.org/files/2013/01/FluLawsuitRI.pdf

CDC: http://www.cdc.gov

 

 

Topics: flu, flu shot, refusal, employees, fired, lawsuit, CDC, hospital, vaccine

March of Dimes Names BC Connell School of Nursing's Holly Fontenot Nurse of the Year

Posted by Alycia Sullivan

Fri, Jan 11, 2013 @ 12:47 PM

Connell School of Nursing Clinical Assistant Professor Holly Fontenot was named a 2012 Nurse of the Year by the Massachusetts Chapter of the March of Dimes. Fontenot was honored in the category of Nursing Administration/Research.

file

Nurse of the Year is a statewide award that recognizes exceptional nurses, all of whom represent the March of Dimes vision for a healthier, stronger generation of babies and families. Fontenot was one of nine nurses honored at a ceremony held last month.

Fontenot, a faculty member at BC since 2004, has served as coordinator of the Connell School's women's health nurse practitioner program since 2007. She also is a women's health nurse practitioner at the Sidney Borum Health Center, where she supervises graduate students on clinical rotations. Her clinical interests are in women's health, HPV, forensic nursing and sexual health and safety. Her research has been published in the Journal of Nurse Practitioners and Nursing for Women's Health, among other publications.

The March of Dimes, the leading nonprofit organization for pregnancy and baby health, works to improve the health of babies by preventing birth defects, premature birth and infant mortality.

Article from Boston College

Topics: March of Dimes, Boston College, Holly Fontenot, Nurse of the Year, nursing

Nurse busts top 5 flu myths

Posted by Alycia Sullivan

Fri, Jan 11, 2013 @ 12:33 PM

by 

Video

The flu season is the meanest it has been in a decade. 

In fact, an updated map from the CDC shows the Commonwealth presently in the red zone, which is the highest category for flu cases reported in states.

Nurses at the CVS Minute Clinic said there are some myths about the flu and its vaccine.

  • #1: It is too late to get the seasonal flu shot.
  • #2: The flu shot can give you the flu.
  • #3: If you got the flu vaccine last year, you don’t have to get it again this year.
  • #4: There are serious side effects caused by the flu vaccine.
  • #5: Natural immunity or living a healthy lifestyle is better than getting immunity from the flu shot.

Watch the video above to hear why Nurse Practitioner Anne Pohnert said these are false. 

Topics: flu, myths, nurse, CDC

Nursing graduates see large increase in employment rate

Posted by Alycia Sullivan

Fri, Jan 11, 2013 @ 12:31 PM

By LIANNA SERKO

School of Nursing graduates of the class of 2012 saw a significant increase in employment over the class of 2011.

The Career Plans Survey, released by Career Services, revealed that 75 percent of Nursing School graduates obtained full-time employment, a major increase from 59 percent full-time employment for graduates of the class of 2011.

This placed Nursing School graduates second behind Wharton graduates in full-time employment among the four undergraduate schools in 2012. Graduates of the Wharton School reported 84.6 percent full-time employment, while Engineering and College graduates reported 67.8 percent and 57 percent, respectively.

Sharon Fleshman, senior associate director at Career Services for the Nursing School, suggests the increase in full-time employment may be a reflection of a strengthening employment market for nurses with bachelor of science in nursing degrees, which had slowed down after the recession of 2009-2010.

“Over the past several years, there has been an issue with the job market for our new graduate nurses. Based on the recession, there has been less retirement and less turnover with registered nurses, with nurses coming back to the workforce,” she said. “There are a lot of dynamics that might have fed into the job market as it is.”

In regard to the seeming strength of the current job market for Nursing graduates, Fleshman noted increased efforts by Career Services as a causal element for higher employment rates. The department now places a heavier emphasis on networking and encourages students to connect with nurse managers, evidenced by the 2011 creation of Nurse Manager Panels, which make nurse managers more accessible to and approachable by Nursing students.

Contact with nurse managers allows students to “make the most of their clinical rotations,” which may lead to a more secure path to employment.

The response rate to the career plans survey decreased from 85 percent in 2011 to 72 percent in 2012.

The average starting salary decreased marginally from $56,665 in 2011 to $56,051 in 2012, with both of these numbers reflecting a substantial decrease from the average starting salary of $60,325 reported in 2010.

The number of Nursing graduates attending graduate school also dropped considerably from 26 percent in 2011 to only 9 percent in 2012, a statistic likely correlated to the higher employment rate, according to Rose and Fleshman.

“Many Penn Nursing students eventually do plan on going back to school, but I do think going to school right after undergraduate is impacted by the job market,” Fleshman said.

The remaining statistics closely mirror those of previous years.

The vast majority of Nursing graduates who found full-time employment will work in Pennsylvania, with 19 graduates working for the Hospital of the University of Pennsylvania. This may be a result of the clinical rotations that are part of the Nursing degree program. Additionally, 64 percent found employment in the Mid-Atlantic region, down from 70 percent in 2011.

Of the students surveyed, only 6 percent are still actively seeking employment, a statistic similar among the other undergraduate schools, with 7 percent of College graduates, 5 percent of Engineering graduates, and 5.5 percent of Wharton graduates also seeking employment at the time of the survey.

“Every year we hope we’ll get our job market back to where it was,” Fleshman said.

Topics: increase, 2012, graduates, employment, nursing

Professional social networking for nurses

Posted by Alycia Sullivan

Fri, Jan 11, 2013 @ 12:25 PM

Author: Anita Prinz, MSN, RN, CWOCN, CFNC, COS-C

WHEN MY GRANDPARENTS were children, they communicated in person or by letter. In my parents’ generation, the telephone became popular. Today, much of our communication takes place through social media—namely, social networking websites and services. Websites such as Facebook® and LinkedIn® and social media services such as Twitter® let us connect with a network of friends and colleagues to share ideas, updates, and events in a virtual community. Many nursing organizations are accessible on these sites. For instance, if you use the microblogging service Twitter, you can get up-to-the minute mini-messages ("tweets") on your cell phone from colleagues, or you can follow organizations such as the American Nurses Association (ANA) and Sigma Theta Tau International (STTI).

Using social media for professional networking with colleagues worldwide is proving to be an effective way to advance your career. It’s easy and free, too. Social networking helps nurses think more globally and understand nursing perspectives in other parts of the country and world. Online nursing groups give you unlimited opportunities to network with like-minded nurses in your profession or specialty.

To network with peers in your specialty, you can join a nursing group or form your own specialty nursing group. You can stay in touch with group members by registering with the social media websites they use and creating a profile. Use of these websites is fairly intuitive for the average computer user.

FaceBook, the largest social networking site, claims to have more than 500 million active users around the world connecting to an average of 80 community pages, groups, and events. Professional nursing associations such as the ANA and journals such as American Nurse Today have Facebook pages that allow users to connect with an online community of nurses.

LinkedIn claims it has 100 million members worldwide and is gaining about 1 million new members every week. It maintains it gives users the keys to controlling their online identities because its subscriber profiles rise to the top of Google and other search engine results. With its job search tools and company pages, LinkedIn is a great site if you’re looking for work or exploring career options. You can search for employers you want to research and find out which companies’ profiles are the most viewed, fastest growing, and most connected. Posting your profile (which should include a photo of yourself, your current position, where you work, past work experience, and education) helps the right people and opportunities find you.

Twitter users can send and receive tweets (up to 140 characters) via the Twitter website, compatible external applications such as smart phones, or the Short Message Service (SMS). While Twitter use is free, accessing it through SMS may incur phone-service provider fees. Tweets communicate up-to-the-moment updates of any person or organization you’re following. ANA and STTI are a few of the nursing organizations that can tell you "what’s happening" on Twitter.

Some organizations are trying out their own social networking sites, such as STTI’s The Circle (www.nursingsociety.org/Pages/TheCircle.aspx). These sites require you to be a member of the organization.

Social media and nursing education

Social media can enhance nursing education. Some nursing schools have started to use social media to enhance their classrooms. For instance, Mesa Community College in Arizona has a manikin named Stella Bellman who has her own Facebook page. Stella provides welcome messages and notices about exams; more importantly, she provides simulation scenarios for students. Harriet L. Schwartz, PhD, assistant professor of professional leadership at Carlow University in Pittsburgh, calls Facebook her "cyber hallway" where she provides relational mentoring to her students.

Hospital networking sites

Many hospitals and other healthcare organizations are creating their own social networking sites and blogs as a marketing and outreach tool. As of May 2011, 965 U.S. hospitals were using social networking. One example is the Mayo Clinic (http://sharing.mayoclinic.org), which has blogs where patients and others can share their stories of strength and hope.

Make sure to find out your employer’s policies on using social media. Many healthcare organizations prohibit employees from using social media at work or using an organizational handle on a social networking site (such as Mary.nurse@hospitalxyz.org).

Privacy concerns

Sharing information on social networking sites is easy—too easy, some might say. Health care is one of the most regulated professions in the United States, and nurses are held to the highest standard of confidentiality. When using social media, always adhere to the Health Insurance Portability and Accountability Act (HIPAA) regulations and maintain professional boundaries of the nurse-patient relationship.

Revealing private patient information is a leading type of social-networking misuse. The National Council of State Boards of Nursing (NCSBN) has published “Professional boundaries: A nurse’s guide to the importance of appropriate professional boundaries,” which addresses some of the issues involved. Currently, the ANA is revising its Code of Ethics for Nurses to include principles of social networking.

The distinction between the privacy of one’s personal life versus one’s work life is a gray area poorly defined by current laws. Consider this: Should your patient be your Facebook friend? Patricia Sullivan, APN, FNP-BC, states, "accepting a patient’s ‘friend’ request can damage the nurse-patient therapeutic relationship." When a patient becomes privy to a nurse’s personal information, erosion of trust may occur.

Control how much you share

Social networking sites offer tools that let you control how you share your information and communications; options include sharing with everyone and sharing with friends only. Sharing with friends only is recommended as the default—yet making it your default doesn’t guarantee your posts will stay between friends. For example, suppose you post something witty about a challenging patient, while withholding names and identifying remarks. Your friends find your comments amusing and repost it on their Facebook “walls,” where friends of their friends see it and repost it on their own sites. Now your friends-only message has gone viral and is circulating around the social-media universe—and potentially can get back to the patient or your supervisor.

Nurses have been terminated for posting even seemingly harmless statements, such as "My job is boring." Five California nurses lost their jobs and are facing disciplinary action for discussing a patient on Facebook even though their posts included no names, photos, or identifying information.

Tom Breslin, Associate Director of Labor Education for the Massachusetts Nurses Association, suggests following these rules when using social networking sites:

  • Assume anything you post will be read by everyone, especially those you don’t want reading it.
  • If there’s something you don’t want your employer to read or to know about you, don’t post it.
  • Don’t post anything you wouldn’t want your spouse, child, parent, or employer to read. (See Social networking: Some do’s and don’ts by clicking the PDF icon above.)

Realize the risks

Most employers can terminate employees for making disparaging comments about their employer, coworkers, or patients. Posting defamatory remarks on the Internet can lead to civil lawsuits alleging defamation or slander. What’s more, postings to social media sites generally are considered permanent, even if you delete them. Electronic information is easily distributed, archived, and downloaded, and copies of your deleted posts may still exist on search engines or in friends’ electronic files.

You might ask, "What about my freedom of speech?" Privacy in the United States is a given natural right guaranteed by several constitutional amendments. But U.S. laws regarding digital rights vary by jurisdiction. The National Labor Relations Board (NLRB) has been working actively with employees who believe they’ve been terminated unjustly for social networking activity. A Connecticut ambulance driver was fired for posting negative comments about her supervisor on Facebook; the case was settled by the NLRB more than 6 months later, but the employee’s reputation has been damaged.

Is your boss watching?

Nursing recruiters pore over social networking sites for new nursing hires. Many nursing employers use these sites to do background and character checks, scanning them for questionable posts or photographs of employees or applicants. In multiple cases, nurses have been terminated for violating employers’ Internet communication policies, and some employers have rejected applicants based on Facebook or other postings that cast the applicants in a bad light.

Social networking is a great tool you can use to expand your professional network, connect with colleagues, and increase your nursing knowledge. But using it carelessly can imperil your job and livelihood. Let common sense and discretion guide you online. Maintain appropriate boundaries and privacy and adhere to your employer’s code of professional conduct and social networking policies. Remember—you’re a professional nurse 24/7.

Note: This article is not meant to constitute legal advice.

Topics: social networking, control, risks, privacy, social media

Social Media Guidelines

Posted by Alycia Sullivan

Fri, Jan 11, 2013 @ 12:18 PM

describe the image

From NCSBN

The use of social media and other electronic communication is expanding exponentially as the number social media outlets, platforms and applications available continue to increase. Individuals use blogs, social networking sites, video sites, online chat rooms and forums to communicate both personally and professionally with others. Social media is an exciting and valuable tool when used wisely. The very nature of this medium however can pose a risk as it offers instantaneous posting opportunities that allow little time for reflective thought and carries the added burden that what is posted on the Internet is discoverable by law even when it is long deleted.

Because of inappropriate use of social media, some nurses have lost their jobs, been disciplined by the Board of Nursing, been highlighted in national media, been a target of lawsuits, and been criminally charged. What do nurses need to know so that they can use social media, both personally and professionally, without worrying about repercussions? NCSBN has developed some guidelines for using social media responsibly.

NCSBN is thrilled to announce that they have collaborated with the American Nurse’s Association (ANA) on the professional use of social media. NCSBN has endorsed ANA’s principles of using social media, and ANA has endorsed NCSBN’s guidelines. ANA and NCSBN recently hosted a collaborative Webinar and they are planning further collaborative efforts to get the word out about using social media appropriately without harming patients. These are the social media guidelines from the National Student Nurse Association. NSNA Social Media Guidelines.


Topics: inappropriate, job loss, NCSBN, nurse, ANA, social media

For Mothers at Risk, Someone to Lean On: N.Y.C. Nurses Aid Low-Income First-Time Mothers

Posted by Alycia Sullivan

Thu, Jan 10, 2013 @ 04:46 PM

mason

By 

The tattoo below Joanne Schmidt’s right ear says “Jesus” in Hebrew. On the back of her neck, under a short crop of dyed red hair, is a second tattoo that says “Bad Girl” in Chinese.

“That was from my earlier period,” she said.

On a drizzly December afternoon, Ms. Schmidt was in the Throgs Neck section of the Bronx to visit Elizabeth De la Rosa, who is 19 years old, single and was about as pregnant as a person can be. On this day, which happened to be the date her baby was due, Ms. De la Rosa was living in her mother’s apartment, a surprise to Ms. Schmidt, 37, who had been visiting her since early in the pregnancy — sometimes at a homeless shelter, sometimes at Ms. De la Rosa’s aunt’s. Ms. De la Rosa and her mother had a history of bitter arguments, which had landed the daughter in counseling at age 14.

“I must say,” Ms. Schmidt said mildly, “I’m glad that you and your mom are getting along.”

“We don’t fight when I’m at my aunt’s,” Ms. De la Rosa said.

“Did your mother ask you to move back?” Ms. Schmidt asked.

“My sister did.”

As the two talked, Ms. De la Rosa’s mother watched television in her bedroom. There were many things to discuss:

How was Ms. De la Rosa feeling? (Impatient.) Did she have headaches or blurry vision? (Headaches.) Did she tell her doctor? (Yes.) Was she still planning to get a job and find her own place? (First she wanted to get her high school equivalency diploma.) Did she need a referral? Did she have a day care plan? Was she considering any schooling beyond the G.E.D.? How long did she plan to breast-feed?

Discussion circled back to her relationship with her mother. Ms. Schmidt, who did not get along with her own mother, nodded sympathetically and recorded Ms. De la Rosa’s answers on printed sheets that she kept in a thick folder.

Afterward, in her government-owned Prius, Ms. Schmidt confided that she was worried. “What happens when this baby’s born and her mom tells her she’s doing something wrong? Elizabeth says she doesn’t want it to get physical, but that it can get physical. She’s very strong-willed. I’m going to ride it out.”

Her face showed her further concern: In a home with physical violence, little money or resources, with a nonsupportive father, what sort of life prospects would Ms. De la Rosa’s baby have?

“I know these girls because I come from the same background as they do,” Ms. Schmidt said, adding that of the young women she visited, Ms. De la Rosa had one of the more stable home situations. “There were a few times when I found myself on the streets,” Ms. Schmidt said — “no apartment, I was cut off of welfare, living from place to place. I lived out of my car for a while. With my son.

“So my story is very much these girls’ story. And it just takes one person, one person, to just say, ‘You are worth it. You’re not a terrible person for the mistakes and the things you’ve done in the past. You may have gone through whatever, but there’s a way out.’ ”

She did not need to say that for her clients, 15 at any time, she intended to be that one person.

Joanne Schmidt is a nurse for the New York City Department of Health and Mental Hygiene, in a program called the Nurse-Family Partnership, which matches specially trained nurses with low-income first-time mothers, starting during pregnancy; they meet at the mother’s home every week or two until the child’s second birthday. She is also a daughter of the soul singer Sam Moore, of Sam and Dave — a quick-eyed woman with freckles and a Rochester accent that adds a Midwestern flavor to mild oaths like “jeez Louise” or “shut the front door.”

Raised mostly by her maternal grandmother and aunt, she was not told until age 8 who her father was, or why she looked different from her German relatives.

After high school, she said, “that’s kind of when my life went — ” she made a screeching sound like a rocket veering out of control. “I didn’t realize I was following my mother.” For years she was by her description a “groupie” on the hip-hop scene; now she is a Christian, a PTA president, a mother to a 16-year-old and a partner with his father. And a nurse.

Her unit takes the hard cases: mothers in foster care, homeless shelters or Rikers Island.

babyThe program, which was started in upstate New York in the 1970s and has been adopted in 42 states, is one of the rare public initiatives that have shown consistent and rigorously tested benefits for the mothers and children, as well as significant savings for taxpayers.

In different studies on different demographic groups, women in the program have had fewer premature deliveries, smoked less during pregnancy, spent less time on public assistance, waited longer to have subsequent children, had fewer arrests and convictions, and maintained longer contact with their baby’s fathers. Their children have had fewer language delays and reported less abuse and neglect, slightly higher I.Q. scores, fewer arrests and convictions by age 19, and less depression and anxiety.

A 2011 study of New York City’s Nurse-Family Partnership program, which currently has 91 nurses serving 1,940 families, projected that by the time a child in the program turns 12, the city, state and federal governments will have saved a combined $27,895, with additional savings thereafter — more than twice the program’s cost per child. The study was conducted by the Pacific Institute for Research and Evaluation using data from the Nurse-Family Partnership’s research at three locations, then extrapolated to New York.

This fall, I attended a dozen home visits, all in the Bronx, with five nurses — three from the Visiting Nurse Service of New York, which contracts with the city to provide service in the Bronx, and two, including Ms. Schmidt, with the health department’s Targeted Citywide Initiative, which tackles the most at-risk cases. The nurses’ styles and backgrounds varied; the families’ needs and challenges even more so. Each mother participated voluntarily and at no cost.

The problems were many: violence on the street, abuse in the women’s past, illness, anger, obesity, insecure housing or financial circumstances. Most of the women had the poor luck to have been born in poverty. Like their middle-class counterparts, none came into the world knowing how to raise a baby.

At the Andrew Jackson Houses in the South Bronx, Rose Mendoza and her nurse, Susan Spadafora, were discussing Ms. Mendoza’s plans for the next week. She had a doctor’s appointment for her son, Mason, who is about 17 months old, and an appointment to get an assessment from her psychiatrist, so she could receive counseling for her longstanding temper problems. Previous attempts to get this assessment had failed, often ending with Ms. Mendoza in a tantrum.

“If she’s not there,” Ms. Mendoza said of the psychiatrist, “I’m going to be mean.”

“You don’t have to be mean,” Ms. Spadafora said. She commended Ms. Mendoza, 26, for her progress in controlling her temper since the baby’s birth.

“She’s always late,” Ms. Mendoza said. “And I get frustrated to have to wait.”

Patiently, Ms. Spadafora, 52, who works for the Visiting Nurse Service of New York, walked her client through steps they had discussed for dealing with unresponsive clinic staff members without blowing up. Several times, the nurse has gone along on appointments to demonstrate ways to ask questions and elicit better treatment. Part of her work, she said, lies in modeling good habits.

“Susan’s changed a lot for me,” said Ms. Mendoza, who dyes her hair flaming red and has a gold stud by the corner of her mouth. “A lot. Like how to deal with things, how to think before you speak. Don’t just blurt it out.”

Most of Ms. Mendoza’s friends had children as teenagers, but she did not become pregnant until she was 24, with her long-term boyfriend, David. They both left high school in their senior years.

Hers was not an easy pregnancy. Ms. Mendoza weighed as much as 380 pounds and had diabetes and dangerously high blood pressure. Early tests showed that she was pregnant with triplets. One died in the womb, then a second. The third fetus and Ms. Mendoza were both in danger of not surviving.

On a late-November morning, Mason stared alertly at the action around him and babbled. He ambled from one part of the apartment to another.

Ms. Mendoza’s goal is to move out. Two people have been killed in the building since Ms. Spadafora started visiting, including one man who was shot in the daytime; Ms. Mendoza heard him screaming on the sidewalk at the pain, waiting for an ambulance that arrived too late.

During two visits I attended, Ms. Mendoza was adamant that she was going to get her G.E.D., study to become a pastry chef, apply for housing, get an apartment with David — “he’s a great father,” she said — and begin a new life with her new family. But she has been making such plans since pregnancy, Ms. Spadafora said.

“She seems to put roadblocks in front of herself,” the nurse said. “She’s registered for six or seven G.E.D. review courses. Always the obstacles seem real, but she can exaggerate them. Success can be as scary as failure. There’ll be more expectations if she gets a degree.”

Like other nurses I talked to, Ms. Spadafora finds herself trying to counteract certain practices of the babies’ grandmothers — like putting cereal in a baby bottle, which can lead to overfeeding. “Everybody wants a fat baby,” Debra Rivera-Oquendo, who works for the Visiting Nurse Service of New York, told me.

Though childhood obesity is not high on the national Nurse-Family Partnership agenda, it is a major concern in New York and especially in the Mendoza household, where obesity and diabetes are rampant. At 295 pounds, Ms. Mendoza was greatly slimmed down but still no waif. Her mother, who is also obese and diabetic, pushed back against the nurse.

“We’re trying to make tiny breakthroughs with the baby,” Ms. Spadafora said. “I’ll ask, ‘What things did your mother do that might have contributed to your obesity?’ She knows what her mother did wrong, and doesn’t want to do that with the baby. Rose is doing better with the baby than with herself.”

The visiting nurse program, though, is not for everyone. It makes demands on both nurses and clients, not least the demand for data, which means constant reporting and paperwork.

More than half of the mothers drop out before their child turns 2 — some because they successfully move into work or school, but others because they lose interest. In the original trials, 60 percent of mothers finished the program, but the rate fell to 42 percent as the program expanded — another impetus for more data-gathering.

For Joanne Schmidt, whose team has a far lower graduation rate because of the mothers’ challenges going in, each patient who drops out becomes an unsolved mystery.

“I wonder what happens to some of them,” she said. “I wonder if they went to school. I wonder if they’re out of jail. I try hard not to take it personal. They have their own life to live, and I made it through on my own with no help. A lot of these girls are tough. They know how to use their resources.

“It sounds cold, but I have to remember that this is my role. I can’t save the world. If someone drops, you wrestle with that for a second, then it’s, ‘all right, got to pick up the next client.’ That’s part of being a nurse, knowing you’re going to have clients that die on you. You have babies that die, you have clients that die. It’s sad to see, but it’s part of why you do what you do, and part of the reason everyone can’t be a nurse.”

The Monday after Ms. Schmidt’s visit to Ms. De la Rosa, the baby had still not arrived. The nurse was hoping the birth would fall on her own birthday, Dec. 12. She needed some good news. One of her patients, a 5-month-old boy born a month early, was in the hospital with respiratory syncytial virus, or RSV, an illness that can be fatal to premature infants. Another patient, who was born two months prematurely, was sick and not receiving treatment.

The two families were lined up back-to-back on her Monday morning schedule, along with a mother and her 3-month-old son who were living at Inwood House, transitional housing for homeless youths who are pregnant or have children. The mother, Nicola Brown, 19, said she had been physically and emotionally abused as a child, and verbally abused by the baby’s father.

Ms. Brown was the day’s first appointment, and she had good news: in part thanks to Ms. Schmidt, she had finished her training to become a home health aide. This after getting her G.E.D. in August.

Ms. Schmidt beamed at her. “Do you feel proud of yourself?” she said. “You should.”

Ms. Brown said she wanted to work for a while, then go to nursing school. She was seeing a mental health clinician because of lingering effects of her past abuse, she said.

 Ms. Schmidt was her second nurse in the program. She had not gotten along with the first, whom she described as loud and obnoxious. “Joanne has an upbeat personality, and it’s easy to trust her,” she said, adding that she did not easily trust people.

The meeting was the easiest part of Ms. Schmidt’s day. At the next appointment, in the Eastchester neighborhood, Natasha Pennant and her boyfriend, Aaron Pelzer, had a sick child, a new apartment, problems with Medicaid and stress from Ms. Pennant’s mother, who recently had shoulder surgery, and who relied on her daughter for help raising four foster children. Their daughter, Azalea, was born at 30 weeks, weighing one pound, 14 ounces.

“I feel everything is on me,” Ms. Pennant said. “With my mom and Azalea, and trying to find a steady job.” She was too busy with her mother to reapply for Medicaid, she said. Without the coverage, she did not have money to take her daughter to the pediatrician.

Ms. Schmidt asked how she was coping with the stress.

“Honestly, I’m going back to smoking,” Ms. Pennant said. Mr. Pelzer, who is trying to start a mobile app business, sat nervously by her side.

“When you smoke, where do you smoke?” Ms. Schmidt asked.

Ms. Pennant told a story about Ms. Schmidt’s visiting her in the hospital just after Azalea was born. For two days, Ms. Pennant was unable to go to her daughter in the neonatal intensive care unit because of a pounding headache, which the floor doctors were not treating. Ms. Schmidt pushed the nurses on the floor to have a doctor look into it. Finally, a doctor said that the pain was a side effect of spinal anesthesia and prescribed treatment. Ms. Pennant was able to see and hold her child.

“It was all because of Joanne,” she said.

Now Ms. Schmidt urged the couple to take Azalea to the pediatrician or the emergency room ASAP. “They cannot refuse to see you based on your inability to pay.” Because Azalea had been premature, Ms. Schmidt feared RSV, and was especially worried about delaying treatment. “I just went through this with someone, and the outcome is not going well,” she said.

The last visit of the day was the hardest: At Montefiore Medical Center’s Wakefield campus, a weary Stephanie Velez-Rivera, 23, lay with her son, Elisha, on her chest, trying to ease his weak cough. After eight days in the hospital and a week of illness before, he had lost half a pound and wasn’t eating or sleeping. The night before, he had rolled off his mother while she slept and onto the floor; in the morning, she said, the medical staff had interrogated her as if she had dropped her baby.

Now she worried that when her husband learned of the baby’s fall, he would be upset with her. During Ms. Schmidt’s last visit, Ms. Velez-Rivera’s husband had rejected a suggestion of couples counseling.

Ms. Schmidt did not criticize the husband. “His personality isn’t able to handle some of the things you can,” she said.

“He gets stressed out,” Ms. Velez-Rivera said.

Ms. Velez-Rivera, who has sickle-cell anemia, said that she had been raised in an abusive home, “physically, emotionally, verbally,” and that she was determined to make a better home for Elisha; the boy’s needs, she said, came before hers or her husband’s.

Ms. Schmidt had no easy answers. The child was very sick, the marriage was fraught, the mother was pushed beyond exhaustion — and still it was not too early to discuss birth control, so Ms. Velez-Rivera would not become pregnant again right away. The nurse promised to bring information at their next visit, and to check back in a few days.

Ms. Schmidt’s birthday came and went without Ms. De la Rosa delivering her baby. Instead of celebrating, the nurse went to a holiday party for the mothers and babies in the program. She asked her clients not to mention her birthday, saying the party was for them, not her.

By week’s end everything was still up in the air. Ms. De la Rosa’s doctor said he would wait until Dec. 18 before inducing labor. Ms. Velez-Rivera was fighting to keep Elisha in the hospital, saying he was still not eating well enough to be safely discharged.

Ms. Schmidt put away her work cellphone for the weekend, then picked up a message anyway.

“All my girls have a lot going on,” she said. “That’s their everyday life. I know that they’ll be O.K., and that the decisions they make will become the road they have to take.”

She took a deep breath. “I have to hang up my cape at some point,” she said. “You let it go, then you pick it back up.”

Topics: low income, support, NYC, first-time mother, baby, nurse

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