UTA NURS 4223 Trends Exam 2
Help!
|
|
||||
|---|---|---|---|---|---|
| purpose of §217.20. Safe Harbor Peer Review for Nurses and Whistleblower Protections | show 🗑
|
||||
| show | process that protects a nurse when a nurse makes a good faith request for peer review of an assignment or conduct the nurse is requested to perform that they believe could result in a violation of the NPA or Board rules
🗑
|
||||
| What Safe Harbor protects a nurse from | show 🗑
|
||||
| show | prior to engaging in the conduct or assignment for which peer review is requested, and may be invoked at anytime during the work period when the initial assignment changes
🗑
|
||||
| Who the Nurse Notifies of Invoking Safe Harbor | show 🗑
|
||||
| Initial Request for Safe Harbor contents | show 🗑
|
||||
| show | before leaving the work setting at the end of the work period
🗑
|
||||
| show | conduct assigned/requested; requestor’s name & title; practice setting; description of potential violation; rationale for not engaging in conduct (if applicable); copies of pertinent documentation; and nurse’s name, title and relationship to requestor
🗑
|
||||
| show | the medical staff or medical director
🗑
|
||||
| Nurse’s recourse if retaliation occurs after Safe Harbor is invoked | show 🗑
|
||||
| show | Do Not
🗑
|
||||
| show | invoked in bad faith; conduct engaged in PRIOR to initial request; conduct unrelated to the reason for which the nurse requested Safe Harbor
🗑
|
||||
| Conduct or Assignments Nurse’s have the Right to Refuse to Engage in pending Safe Harbor Peer Review | show 🗑
|
||||
| show | the nurse and supervisor must collaborate in an attempt to identify an acceptable assignment that is within the nurse’s scope and enhances the delivery of safe patient care; and the results must be maintained in peer review records by the chair of the PRC
🗑
|
||||
| Timeline for Safe Harbor Peer Review committee to complete its review and notify the CNO | show 🗑
|
||||
| show | 16 days: 14 days for PRC to report to CNO or nurse administrator + 2 days for CNO or nurse administrator to review PRC findings and notify the nurse requesting safe harbor
🗑
|
||||
| show | 48 hours after the nurse is advised of the peer review committee’s determination. The expiration of this protection does not affect the nurse’s protections from retaliation by the facility, agency, entity or employer for requesting Safe Harbor
🗑
|
||||
| show | Accept; Refuse; Refuse and request Peer Review (if disciplined); File Safe Harbor and accept
🗑
|
||||
| Most classic reasons for filing safe harbor | show 🗑
|
||||
| Safe Harbor Forms | show 🗑
|
||||
| BON Perspective on Staffing ratios | show 🗑
|
||||
| Who nurse staffing committee reports to | show 🗑
|
||||
| composition of nurse staffing committee | show 🗑
|
||||
| show | identifying the nurse-sensitive outcome measures to be used in evaluating the staffing plan; evaluate and report on the staffing plan’s effectiveness at least semiannually to the hospital board
🗑
|
||||
| show | at least quarterly
🗑
|
||||
| Frequency nurse staffing committee reports on staffing plan effectiveness to the hospital board | show 🗑
|
||||
| show | annually
🗑
|
||||
| show | to protect patients, support greater retention of RNs, and promote adequate nurse staffing, the legislature intends to establish a mechanism whereby nurses and hospital mgmt shall participate in a joint process regarding decisions about nurse staffing
🗑
|
||||
| show | The governing body of a hospital shall adopt, implement, and enforce a written nurse staffing policy to ensure that an adequate number and skill mix of nurses are available to meet the level of patient care needed
🗑
|
||||
| §257.004. NURSE STAFFING COMMITTEE | show 🗑
|
||||
| show | requirement that a nurse work hours/days in addition to those scheduled, regardless of the length of scheduled shift or number of scheduled shifts/week; doesn’t include prescheduled on-call time or time immediately before or after a scheduled shift
🗑
|
||||
| show | a health care disaster; federal, state, or county declaration of emergency; emergency or unforeseen event; nurse is actively engaged in an ongoing medical or surgical procedure
🗑
|
||||
| show | A hospital may not suspend, terminate, or otherwise discipline or discriminate against a nurse who refuses to work mandatory overtime
🗑
|
||||
| show | Allowed workers to have elections to decide if they want to be represented; Established laws protecting employees from discrimination based on union- or group-related activity; Created the NLRB as an administrative organization to enforce the law
🗑
|
||||
| National Labor Relations Board (NLRB) | show 🗑
|
||||
| show | (Wages & Hours Bill): established a national minimum wage, time-and-one-half for overtime in certain jobs, prohibited most employment of minors in "oppressive child labor”
🗑
|
||||
| show | allows individuals at a unionized company to decide whether or not to join the union and pay dues; 22 states have right to work laws
🗑
|
||||
| show | imposed a code of conduct upon unions, union officers, members, employers and management consultants so that all actors would behave fairly.
🗑
|
||||
| show | enlarged National Labor Relations Board, established control over labor disputes, authorized 80-day injunction against strikes thought to be a danger to public health/security, and outlawed union contributions to political campaigns
🗑
|
||||
| show | established a "Bill of Rights" for union members; provisions include freedom of speech and assembly, protection from undeserved punishment, a vote in determining dues and fees, and the right to file suit and to participate in union activities.
🗑
|
||||
| Reason the Labor Management Reporting and Disclosure Act of 1959 was passed | show 🗑
|
||||
| Occupational Health and Safety Act (OSHA, 1970) | show 🗑
|
||||
| show | The corporation may conclude that it is cheaper, easier, or more efficient to just yield to the unions demands so they can get on with business (may be especially true of organizations that have some groups, e.g. hospitals, already unionized).
🗑
|
||||
| neutrality agreement | show 🗑
|
||||
| show | gag rule; access to premises; access to personal information; captive audience speeches (employees only hear one perspective—that of the union)
🗑
|
||||
| Percent of employees that must sign cards for union to file with NLRB | show 🗑
|
||||
| show | proposes to eliminate the secret ballot election; unions would be able to request certification of the union based on 50% + 1 signed cards. (Cards are not secret or confidential).
🗑
|
||||
| show | strategy/targeting/contacts > building support > card signing > NLRB filing > Secret ballot election > Certification of vote by NLRB
🗑
|
||||
| Collective bargaining process | show 🗑
|
||||
| show | committees that involve direct care nurses to determine the nurse to patient ratios for their facility based on their nurse and patient populations. Texas was the first state in the country to implement staffing requirements.
🗑
|
||||
| What a signature card indicates | show 🗑
|
||||
| show | 50% plus one of those voting
🗑
|
||||
| show | failing to do what a reasonable and prudent nurse would do in the same or similar circumstance or doing something that a reasonable and prudent nurse would not do in the same or similar circumstance
🗑
|
||||
| civil (malpractice) vs. criminal court | show 🗑
|
||||
| number of preventable deaths that occur each year d/t medical errors | show 🗑
|
||||
| Protections for non-work, emergency situations | show 🗑
|
||||
| Protections for non-work, non-emergency situations (e.g., friend asking for advice) | show 🗑
|
||||
| Lunsford v. Board of Nurse Examiners | show 🗑
|
||||
| show | explains client’s vulnerability and nurse’s “power” differential over the client by virtue of the client’s status and by the nature of the nurse:client relationship (client defers decisions to and relies on nurse to protect)
🗑
|
||||
| show | once nurse:patient relationship is formed (includes assessment prior to admission and non-work situations); A nurse who has knowledge that a situation places a patient at risk of harm has a duty to the patient or potential patient
🗑
|
||||
| show | nurse owes a duty to the patient; nurse breached the duty or failed to conform to the Standard of Care; patient suffered an actual injury; causal connection exists between injury and nurse’s conduct
🗑
|
||||
| Most frequent malpractice allegations | show 🗑
|
||||
| show | fact witness; expert witness; or defendant
🗑
|
||||
| show | expert witnesses
🗑
|
||||
| One of most frequent reasons nurses are sued | show 🗑
|
||||
| show | documentation
🗑
|
||||
| show | provides attorney to work in YOUR best interest; pay the plaintiff if you are found liable (up to limits); pay the bond if you want to appeal
🗑
|
||||
| Types of Insurance | show 🗑
|
||||
| show | reimbursement for attorney’s fees and personal expenses for defense before the licensing board; not included in every policy, remember to check they policy
🗑
|
||||
| show | limits 12.5 hrs/day; 60 hrs/wk; and no more than 3 consecutive shifts
🗑
|
||||
| show | staffing issues; financial hardship; family obligations; physical requirements; right to work
🗑
|
||||
| show | error rates increase to a level of significance when nurses work shifts of 12 hours or more
🗑
|
||||
| show | decreased alertness, problems with task completion, problems with concentration, irritability, unsafe actions, and unsafe decision making
🗑
|
||||
| VA fatigue comparison to blood alcohol | show 🗑
|
||||
| Jha, Bradford, Duncan, and Bates literature review results | show 🗑
|
||||
| NASA circadian rhythms | show 🗑
|
||||
| symptoms of fatigue | show 🗑
|
||||
| show | provides a framework for nurses to use in ethical analysis and decision-making and establishes the ethical standard for the profession
🗑
|
||||
| show | It is not negotiable in any setting nor is it subject to revision or amendment except by formal process of the House of Delegates of the ANA
🗑
|
||||
| show | succinct statement of the ethical obligations and duties of every individual who enters the nursing profession; the profession’s nonnegotiable ethical standard; and an expression of nursing’s own understanding of its commitment to society
🗑
|
||||
| Ethical vs. Moral | show 🗑
|
||||
| show | 9 provisions: first 3 describe most fundamental values and commitments; next 3 address boundaries of duty and loyalty; and last three address aspects of duties beyond individual patient encounters.
🗑
|
||||
| Professional boundaries | show 🗑
|
||||
| show | result when there is confusion between the needs of the nurse and of the client (e.g., excessive personal disclosure by nurse, secrecy or a reversal of roles); can cause distress for client (may not be recognized or felt until harmful consequences occur)
🗑
|
||||
| Boundary crossings | show 🗑
|
||||
| Professional sexual misconduct | show 🗑
|
||||
| show | in the center of the professional behavior continuum (from under-involved to over-involved) where the majority of client interactions should occur for effectiveness and client safety
🗑
|
||||
| what to do if confronted with possible boundary violations or sexual misconduct | show 🗑
|
||||
| show | comments on social networking sites in which a patient is described with sufficient detail to be identified, referring to patients in a degrading or demeaning manner, or posting video or photos of patients
🗑
|
||||
| show | may face disciplinary action by the BON; civil or criminal penalties; termination of employment; damage reputation of health care organization or subject them to law suit/regulatory consequences
🗑
|
||||
| show | if enters as an alternative to being reported to board, it confidential. Otherwise, it’s a disciplinary action and is public information that has to be divulged to future employers, other boards, and insurance carriers
🗑
|
||||
| Basic principles of TPAPN | show 🗑
|
||||
| NPA §301.410. Report Regarding Impairment by Chemical Dependency, Mental Illness, or Diminished Mental Capacity | show 🗑
|
||||
| show | identify, monitor, and assist with locating appropriate treatment for nurses whose practice is impaired or suspected of being impaired by chemical dependency, mental illness or diminished mental capacity so that they may return to practice safe nursing
🗑
|
||||
| show | physical and/or psychosocial eval by expert in chemical dependency; substance abuse treatment; abstinence; random drug screens; support groups; employment conditions/restrictions; sign waiver for BON to be told if doesn’t comply with program
🗑
|
||||
| show | Noncompliance with any aspect of the program agreement; Receipt of info by the board which results in disciplinary action by the board; or Being unable to practice according to acceptable and prevailing standards of safe nursing care.
🗑
|
||||
| Ineligibility for Peer Assistance Program | show 🗑
|
||||
| show | created as a non-punitive, confidential and voluntary alternative to reporting RNs and LVNs to the Texas Board of Nursing for chemical dependency or mental illness
🗑
|
||||
| show | a voluntary monitoring system that can help nurses avoid possible disciplinary action against their nursing licenses by demonstrating to the EEP that they do not have a drug or alcohol problem
🗑
|
||||
| show | identification and reporting; intervention; diagnosis and treatment; and monitoring after return to practice
🗑
|
||||
| show | stress d/t staffing shortages, increased patient acuity and assignment ratios, demands from administrators and physicians, shift rotation, and long work hours
🗑
|
||||
| signs of impairment to watch for | show 🗑
|
||||
| Behavioral changes seen in substance use disorder | show 🗑
|
||||
| show | incorrect counts; large amounts of waste; numerous corrections of records; reports of ineffective pain relief from patients; offers to medicate coworkers’ patients for pain; altered verbal or phone medication orders; and controlled substance discrepancies
🗑
|
||||
| Internal investigation elements | show 🗑
|
||||
| show | substance abuse, substance dependency, anxiety disorders, major depression, bipolar disorder, schizophrenia, and schizoaffective disorder.
🗑
|
||||
| Requirements for participating in TPAPN | show 🗑
|
||||
| show | Texas state law provides civil immunity for all reports made in good faith and for all employers who work with TPAPN nurses in good faith.
🗑
|
||||
| show | TPAPN is independent of the licensing boards. The Texas Board of Nursing maintains a service contract with TPAPN.
🗑
|
||||
| show | the majority of TPAPN's funding comes from a portion of each nurse's relicensure fee.
🗑
|
||||
| TPAPN Administration | show 🗑
|
||||
| show | + pre-employment drug screen; 2 people witness alcohol on breath; + blood alcohol or drug screen; visibly/physically impaired on duty; signs of substance abuse; no show/no call; narcotic/controlled substance discrepancies point to nurse
🗑
|
||||
| Signs of substance abuse or mental illness | show 🗑
|
||||
| TPAPN Mission | show 🗑
|
||||
| show | identify supervisor and a workplace monitor; work agreement which includes restrictions on practice
🗑
|
||||
| Restrictions on practice while in TPAPN program | show 🗑
|
||||
| Length of TPAPN program | show 🗑
|
||||
| Reason participant’s are reported to the BON by TPAPN | show 🗑
|
||||
| Costs and Fees associated with TPAPN participation | show 🗑
|
||||
| TPAPN Update Meetings | show 🗑
|
||||
| Frequency of TPAPN Update Meetings | show 🗑
|
||||
| CE Requirements | show 🗑
|
||||
| Forensic Evidence Collection CE Requirements | show 🗑
|
||||
| show | must be approved by a credentialing agency or an affiliated entity of one of these agencies. Proof of successful completion shall contain the name of the provider; the program title, date, and location; number of contact hours; provider number; and creden
🗑
|
||||
| Requirements for CE obtained for academic courses | show 🗑
|
||||
| show | Leadership & Management; Health Promotion; Community Health; and Research
🗑
|
||||
| show | Masters of Science in Nursing (MSN); Doctorial of Nursing (PhD); and Doctoral of Nursing Practice (DNP)
🗑
|
||||
| Masters Roles | show 🗑
|
||||
| Advanced Practice Registered Nurses (APRNs) | show 🗑
|
||||
| Clinical nurse specialists | show 🗑
|
||||
| Nurse anesthetist | show 🗑
|
||||
| Doctorial in Nursing (PhD) areas of practice | show 🗑
|
||||
| show | nurse practitioner first; continue in clinical practice; goal 2015 all NP to DNP
🗑
|
||||
| What to look for in graduate education programs | show 🗑
|
||||
| show | (1) when the candidate passes the NCLEX-PN® or NCLEX-RN® test; (2) when the candidate fails the NCLEX-PN® or NCLEX-RN® test; (3) or on the 75th day following the effective date of the temporary authorization
🗑
|
||||
| show | Staff cannot release results over the telephone until at least 21 days after testing have elapsed.
🗑
|
||||
| show | the licensed nurse is physically present in the facility or practice setting and is readily available to the GVN or GN for consultation and assistance.
🗑
|
||||
| show | 1 academic semester hour is equal to 15 contact hours; 1 academic quarter hour is equal to 10 contact hours. Prerequisite courses, such as mathematics, government, anatomy, and physiology cannot be counted to meet any part of the required CE for a nurse
🗑
|
||||
| Code of Ethics Provision 1 | show 🗑
|
||||
| Code of Ethics Provision 2 | show 🗑
|
||||
| Code of Ethics Provision 3 | show 🗑
|
||||
| show | The nurse is responsible and accountable for individual nursing practice and determines the appropriate delegation of tasks consistent with the nurse’s obligation to provide optimum patient care
🗑
|
||||
| Code of Ethics Provision 5 | show 🗑
|
||||
| show | participates in establishing, maintaining, and improving healthcare environments and conditions of employment conducive to the provision of quality health care and consistent with the values of the profession through individual and collective action.
🗑
|
||||
| Code of Ethics Provision 7 | show 🗑
|
||||
| show | The nurse collaborates with other health professionals and the public in promoting community, national, and international efforts to meet health needs.
🗑
|
||||
| show | The profession of nursing, as represented by associations and their members, is responsible for articulating nursing values, for maintaining the integrity of the profession and its practice, and for shaping social policy.
🗑
|
||||
| Patient-centered outcome measures | show 🗑
|
||||
| Nursing-centered intervention measures | show 🗑
|
||||
| show | skill mix; nursing care hours/patient day; practice environment scale; voluntary turnover
🗑
|
Review the information in the table. When you are ready to quiz yourself you can hide individual columns or the entire table. Then you can click on the empty cells to reveal the answer. Try to recall what will be displayed before clicking the empty cell.
To hide a column, click on the column name.
To hide the entire table, click on the "Hide All" button.
You may also shuffle the rows of the table by clicking on the "Shuffle" button.
Or sort by any of the columns using the down arrow next to any column heading.
If you know all the data on any row, you can temporarily remove it by tapping the trash can to the right of the row.
To hide a column, click on the column name.
To hide the entire table, click on the "Hide All" button.
You may also shuffle the rows of the table by clicking on the "Shuffle" button.
Or sort by any of the columns using the down arrow next to any column heading.
If you know all the data on any row, you can temporarily remove it by tapping the trash can to the right of the row.
Embed Code - If you would like this activity on your web page, copy the script below and paste it into your web page.
Normal Size Small Size show me how
Normal Size Small Size show me how
Created by:
camellia
Popular Nursing sets