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UTA NURS 4223 Exam 2 Test

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1.
Professional sexual misconduct
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2.
Percent of employees that must sign cards for union to file with NLRB
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3.
Ethical vs. Moral
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4.
Single most important action to safeguard patient care and provide a good defense against malpractice claims and license investigations
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5.
Nurse staffing committee responsibilities
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6.
Exclusions to Safe Harbor Protections
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7.
Code of Ethics Provision 1
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8.
Collective bargaining process
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9.
§257.004. NURSE STAFFING COMMITTEE
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10.
Lunsford v. Board of Nurse Examiners
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11.
National Labor Relations Board (NLRB)
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12.
Professional liability insurance benefits
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13.
affects of fatigue according to the National Sleep Foundation (NSF)
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14.
One of most frequent reasons nurses are sued
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15.
Requirements for participating in TPAPN
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16.
Forensic Evidence Collection CE Requirements
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17.
Union organizing process
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18.
Causes for termination for Peer Assistance Program
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19.
TPAPN Update Meetings
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20.
Courses only in BSN programs
A.
the court in affirming the disciplinary action of the Board, held that a nurse has a duty to the patient which cannot be superseded by hospital policy or physician's order.
B.
Quarterly Update meetings are held for the purpose of reviewing each participant’s past three months’ work performance, practice, compliance in TPAPN, progress in recovery and to document continuous employment in nursing
C.
strategy/targeting/contacts > building support > card signing > NLRB filing > Secret ballot election > Certification of vote by NLRB
D.
administrative organization that enforce labor laws
E.
improper treatment or improper performance of treatment
F.
decreased alertness, problems with task completion, problems with concentration, irritability, unsafe actions, and unsafe decision making
G.
extreme form of boundary violation; includes any behavior that is seductive, sexually demeaning, harassing or reasonably interpreted as sexual by the client; an extremely serious violation of nurse’s professional responsibility and is a breach of trust
H.
In all professional relationships, practices with compassion and respect for the inherent dignity, worth, and uniqueness of every individual, unrestricted by considerations of social or economic status, personal attributes, or nature of health problems
I.
election of negotiating committee > develop contract proposal > negotiations (begins with “blank slate”) > contract agreement > ratification by union members
J.
Ethical are reasons for decisions about how one ought to act. Moral overlaps with “ethical” but is more aligned with personal belief and cultural values
K.
30% (most wait until 50-60% though to improve chances of winning election.
L.
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.
M.
documentation
N.
abstinence from ALL abusable drugs, including alcohol; monitoring compliance with treatment recommendations, return-to-work restrictions, attendance at self-help meetings, and random drug tests; responsible for costs of treatment and drug screens
O.
Leadership & Management; Health Promotion; Community Health; and Research
P.
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
Q.
invoked in bad faith; conduct engaged in PRIOR to initial request; conduct unrelated to the reason for which the nurse requested Safe Harbor
R.
If employed in an ER, complete minimum of 2 hours r/t forensic evidence collection (one time requirement)
S.
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
T.
A hospital shall establish a nurse staffing committee as a standing committee of the hospital.
Type the Answer that corresponds to the displayed Question.
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21.
Safe Harbor protections ______ (do OR do not) apply to civil action for patient injury that may result from the nurse’s practice
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22.
Frequency nurse staffing committee reports on staffing plan effectiveness to the hospital board
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23.
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)
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24.
TPAPN offers life renewing opportunities to nurses for recovery from substance use and certain psychiatric disorders thus promoting professional accountability, protecting the public and returning nurses to safe practice
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25.
TPAPN is a nonprofit program and is administered by the Texas Nurses Foundation (TNF), a nonprofit arm of the Texas Nurses Association, that supports Texas health care consumers through professional and educational programs.
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26.
occurrence-based policy; claims-made policy
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27.
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.
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28.
2 years experience in critical care; hired by facility or as part of anesthesiology practice
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29.
skill mix; nursing care hours/patient day; practice environment scale; voluntary turnover
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30.
begin with errors of omission, progress to errors of commission, and finally result in micro sleep (periods of sleep lasting for seconds or minutes)

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