Archive for the ‘Occupational Health and Safety’ Category

Where Is The ACLU?

October 15, 2015

400% High Return on Lawsuit Investment

by Donna Wasson
3/12/2012 / Legal

After two years of legal contortions preparing a lawsuit filed by David Coppedge for religious discrimination in the workplace, opening statements are expected to begin in the Los Angeles Superior Court on Monday, March 12, 2012. Supporting Mr. Coppedge’s case is the Alliance Defense Fund, A Christian civil rights group (What an oxymoron! We don’t have any civil rights), as well as the Discovery Institute, a proponent of intelligent design.

John West, Associate Director of the Center for Science and Culture at the Seattle-based Discovery Institute said, “It’s part of a pattern. There is basically a war on anyone who dissents from Darwin and we’ve seen that for several years. This is free speech, freedom of conscience 101.”

Uhthen where is the ACLU?

Mr. Coppedge worked at the Jet Propulsion Laboratory at NASA as a ‘team lead’ computer specialist for the Cassini probe mission exploring Saturn and its moons. He began as a contractor in 1996 and was designated as a ‘team lead’ in 2000, serving as a liaison between technicians and managers even before he was hired full time 2003. He held this position for nearly ten years before being demoted in 2009 and was let go last year, after fifteen years on the mission.

He contends he was demoted and fired because he enjoyed talking with his co-workers about his belief that because the universe and life is too complex to have developed through evolution alone, a higher power or intelligent designer had to be involved in creation. He is a board member of Illustria Media and gave his co-workers DVD’s made by the company, which examines scientific evidence for intelligent design.

Where is the ACLU? Oh yeah, Mr. Coppedge isn’t a minority or gay. Duh!

Can you even believe the outrageous criminality of his actions? Well, the only explanation I can imagine for all the brouhaha is that he must have been chasing people down the halls of his office, tackling them and stapling the DVD’s to their foreheads for this to result in his being terminated.

Otherwise, if they were not interested in the material, one would surmise all they would have had to do was simply say, “No thank you.” Apparently, this simple solution was too much for some of the courtesy challenged employees to handle, because a few complained to management they felt (*sniff*) harassed, which resulted in his receiving a written warning.

Coppedge’s attorney, William Becker, says, “David had this reputation for being a practicing (*GASP*) Christian. He did not go around evangelizing or proselytizing and he is not apologizing for who he is. He’s an evangelical Christian.”

He also had the unmitigated gall to publically support a state ballot that sought to define marriage as limited to a man/woman relationship and nearly caused catastrophic damage to the entire space program by requesting the annual office “holiday” party be called what it actually was, a “Christmas” party!

Yoo-Hoo, ACLUwhere are you?

Attorneys for the California Institute of Technology, which manages the Jet Propulsion Lab, state that Coppedge was one of two Cassini technicians and among 246 other employees let go last year due to planned budget cuts. Okaaaay. We’ll run with that explanation, unless maybe someone can come up with evidence that the mission still has plenty of life and funds to continue. Hmmm, perhaps someone like.ME?!

According to the official NASA Cassini Mission website, the missions and continued experiments of the probe will last at least through November 29, 2012. They are still getting a plethora of images and information from this probe and will, no doubt, continue to use it until it sputters, pops a couple more bolts and gives its last little squeak in outer space before going to that great space probe graveyard in the sky. Kind of makes me think the ‘budget cuts’ weren’t the whole reason Mr. Coppedge was fired after fifteen long, faithful years at NASA.

This should be an interesting case to follow. Is it about religious discrimination? Is it a simple employee/employer dispute? Scientists from both spectrums of the intelligent design argument are waiting with baited breath to see which way the court will rule. Can you imagine the high pitched, girly screams of angst and protest that will emanate from the court house if the Judge rules in favor of the plaintiff and his right to express in the workplace, his opinion that Almighty God designed the universe? Stay tuned!

Oh, ACLU-hooooo.! Now, where could they be??

Donna Wasson is all of the following: Married. Mom. Hospice RN. Avid reader. Animal lover. Needing to spread the Gospel while there is still time.

Article Source: http://www.faithwriters.comCHRISTIAN WRITERS

Unjust Legal Drowning

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Bullying in the healthcare profession

April 12, 2015

A question was asked which is worse; doctor-to-nurse or nurse-to-nurse bullying. This is good professionals are talking about this topic. We offer students help in understanding these dynamics within the bullier and the bullied. This is covered in the Occupational section of our Forensic Nursing Online Tutor.

Another Link
HESI Nursing Exam Online Tutoring

Veterans and Family Violence

October 7, 2013

Veterans and Family Violence
by Claire Grassick

Violent crime—and domestic violence in particular—among veterans is a growing problem. The situations our men and women in the armed forces experience during military conflict can trigger mental distress that gives rise to excessive anger and reduced impulse control, which combine to make, for some veterans, involvement in violent situations a matter of “when” rather than “if”.

Defining Violence: it’s Not Just Physical

One of the most pervasive myths in society, especially as it relates to abuse in families and intimate partner relationships, is that abuse and violence only “count” if it’s physical in nature. As one article points out, there are multiple types of violence, and they do not all involve physical acts. In families, for example, violence can include not only aggressive physical actions like punching, pushing, or choking; it also includes other physical actions such as sexual abuse, which is not always physically violent. Sometimes, violent threats—such as the threat to beat or rape—are just as damaging as the act itself, whether such an act occurs within the family or in another context. Acts of psychological abuse, such as emotional humiliation, isolation, and controlling behavior, are also acts of violence. Essentially, any act of violence, whether physical or otherwise, has the potential to cause harm of one kind or another.

Violent acts don’t only take the form of one person abusing another. Another kind is self-directed violence in the form of increased risk of alcohol and substance abuse, as well as acts of self-harm such as suicide. As compared to the general population, these types of self-directed violence are much more common in veterans.

What’s happening to our Veterans?

The men and women who return from war-torn countries experience situations and emotions that are virtually impossible for most ordinary people to grasp. They might witness acts of extreme violence, the deaths of fellow servicemen and women, and might survive hazardous situations where their own lives are in danger. The complex range of emotions that they experience during these events is a highly potent mix that can trigger the development of mood disorders and mental illness.

Now, as they return home from overseas stations in Afghanistan and Iraq, increasing numbers of violent incidents—domestic violence incidents in particular—involve the nation’s veterans. Between 2006 and 2011, the number of calls relating to incidents of family violence involving veterans more than tripled, and most are directly relatable to the time they spent in service. In January 2009, the Department of Veterans Affairs reported that of veterans diagnosed with depression and PTSD, 81% had been violent towards their partner in the previous year.

As a direct result of what they experience on active duty, many veterans are being diagnosed with anxiety disorders, depression, explosive anger disorder, and post traumatic stress disorder (PTSD). For some veterans this mental distress leads to self-directed violence, and in other cases, the violence is directed towards other people. PTSD in particular seemsto be a significant factor in veteran-related violence: male veterans with this disorder are up to three times more likely to act violently towards an intimate partner than male veterans who don’t have PTSD. They are also more likely overall to be involved in the legal system.

The problem has become so widespread that many organizations are now developing new policies and education initiatives to help veterans and their families. One example is Washington, DC organization The Aspen Institute, which in June 2013 held a summit focusing on the relationship between domestic violence and PTSD in veterans. Another is the Minneapolis Domestic Abuse Project which in 2012 launched a program called Change Step, developed specifically to help veterans who have become intimate partner abusers. The program was created to fulfill the specific needs of military families, who must deal with issues such as “the impact of military culture, deployment and resulting separation from family and the effects of combat”.

Crisis Support for Veterans and their Families

Veterans in crisis can access immediate support via the Department of Veteran Affairs Veterans Crisis Line. Call 1-800-273-8255 and press 1. They can also text to 838255 or access a live confidential chat service. These services are also available for people seeking support on behalf of a Veteran.

People who are experiencing domestic abuse by an intimate partner or other family member can call The National Domestic Violence Hotline on 1-800-799-7233.

Picnic Day Supported by the Occupational Safety Department

May 10, 2013

Our hospital picnic day will be here soon. This year our department is responsible for the t-shirts. We are in the Occupational Safety Department. This includes Occupational Health Nurses, Forensic Nurses, an Occupational Medicine Physician, a Forensic Physician, secretaries and technicians. We plan on getting t-shirt printing done with our hospital logo and name.

One of our staff members came up with the idea of offering embroidered shirts for sale. The profit would be used for the family of patients in our cancer department. This is especially for those who travel a long distant to be with their loved ones who are receiving cancer services and treatments. The embroidered shirts would be designed to be worn outside of the picnic. They can be worn at a restaurant, doctor’s appointment, grocery store, etc. We plan on selling the embroidered shirts at the picnic, hospital’s gift shop, and various hospital fundraisers.

The t-shirts we will be using at the picnic are funded by the hospital every year. They are given to each employee and family member at the picnic if desired. The t-shirts we will be using this year are sturdy. They can stand up to tug-of-wars, water fights, football games, food stains, and the like. I am excited already about our picnic!

“Critical Incident” Stress in the Workplace, comment

October 4, 2010

In the thirty-five years of my professional career as a Registered Nurse, I have been involved in a wide variety of ‘critical incidents’; from the birth of an anacephalic baby, to MVCs with amputated limbs, to the loss of a patient to whom I had grown attached, to the death of someone too young, on our procedure table, that may not have happened if we had been able to care for him sooner.

 This last incident was the only time I had the privilege of a defusing and formal debriefing.  The hospital where I worked at the time, didn’t have a formal program.  We were given the chance to talk to our Child Advisor (I’m not sure of her exact title) when we, the cath lab staff, were so distraught over losing this patient during an angioplasty, on the table.  When I look back at this, I recognize it was very rudimentary, but it definitely helped us better than nothing at all. 

I’m thinking this is something I need to pursue for the facility where I work now.  There have been and always will be incidents that cause our professional staff emotional and/or physical ‘trauma’.  To provide a program that gives support for staff when they experience an untoward event with one of their patients, is only right when we ask them to provide Relationship Based Care. 

Original Post
April 4, 2004
Title: “Critical Incident” Stress in the Workplace

Many health care professionals at one time or another have experienced a “critical incident’ that has caused them strong emotional or physical reaction. The critical incidents vary from threats / assault, suicide, accidents, deaths or injury. These experiences may impair their ability to work safely and effectively in their care of patients for weeks or even months after the incident has occurred.

Nurses and other health care professionals are often expected to carry on after these incidents by simply relying on their own coping skills. However the use of formal debriefing in the workplace has been found to be a key component of recovery. Debriefing has produced many positive side effects for staff and their employers including:
• increase in team cohesiveness and mutual support.
• reduced sick time
• increased awareness of critical incidents and their impact
• decrease in staff turnover

Many hospitals and health care facilities have incorporated a formal model, the “Critical Incident Stress Management” (CISM) program that includes:
1. Defusing – a chance for to talk immediately after the incident, 45 to 60 minutes to restore order in a chaotic situation.
2. Formal Debriefing – longer, structured meeting including other professionals – chaplains, social or mental health workers.
3. Follow-up – possible long-term therapy to be arranged.

The best remedy for a nurse who has suffered this kind of reaction is often to get back to work as soon as possible; “to accelerate normal recovery in normal people with normal reactions to abnormal events.”

Should these programs not be adequate in reducing the after-effects, individuals and their co-workers should be aware of reaction symptoms that may occur. The following symptoms may be displayed:

Physical: nausea, rapid heart rate, dizziness, thirst, chills & headaches
Cognitive: poor concentration, disorientation, nightmares, memory
disturbances
Emotional: grief, guilt, fear, depression, anger, exaggerated responses
Behavioural: withdrawn, loss of appetite, sleep disturbances,
hyperalertness

Being aware of these symptoms when they occur and responding ethically and professionally will ensure that safe and effective patient care is maintained.

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Avoidable Occupational Injuries, comment

April 6, 2010

I agree that a new grad or just a new staff member should demonstrate understanding. This is the best way to learn and remember a task. Unfortunately due to short staff in most areas new employees are put out there on their own before they are ready. I feel all new staff should be fully oriented and demonstrate task required of them.

Original Post
June 4, 2009
Title: Avoidable Occupational Injuries
Nursing as a profession is very versatile. This area of health service also has it’s share of fulfillment and frustrations. One quick reference or case in point is in the area of training and education of new graduates of nursing. Most organizations are quick to put their trainees on the floor in order to avoid much expenses. One observed an incident where a preceptor did not participate in a return demonstration from the orientee. At the end of that training instruction, the orientee went to implement a procedure without the expected conclusion, which resulted in a spill of blood and urine on the orientee. In another facility, other new graduates were appalled at the number of times these accidents could have been avoided if the return demonstration were properly supervised to its completion. This area of training (demonstration) should be given adequate time and attention so as to avoid unnecessary occupational injuries. This also helps in the long run quality control analysis and measures for any organization.

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