Make each paragraph 6 to 10 sentences. You will have point deduction for answers with fewer than 6 sentences of longer than 10 sentences.
- (5 points) Discuss in view of historical perspective and current laws. What does it mean to be “disabled”? What are employers’ obligations towards new hires?
- (5points) In “normal times”, what is the process for a nurse (RN/LPN/LVN) to leave Texas and be obtain permanent work in Florida?
- (5points) A nursing unit in Wise-Town nursing home has many staff and patients infected with Covid-19. The company hired “outside nurses” to provide adequate staffing for the unit. Analyze the situation where the managing team of Wise-Town may be held liable for mistake made by those “agency” nurses.
- (5points) A nurse is asked to float to a new unit to cover for loss of staff due to recent infections of Covid-19. Patients and staff are turning positive for the new infection. What are the nurse’s options, how about the law, how about the ethics?
***Remember to use the appropriate chapters in your book to analyze the reports.
Expert Solution Preview
Being disabled refers to having a physical or mental impairment that substantially limits one or more major life activities. This term has evolved over time, with a shift from a solely medical perspective to a more social and inclusive understanding. Historically, people with disabilities were often stigmatized and excluded from society, leading to the establishment of laws and regulations to protect their rights. Currently, in many countries, including the United States, individuals with disabilities are protected by the Americans with Disabilities Act (ADA) and similar legislation, which aims to ensure equal opportunities and non-discrimination in employment, among other areas.
Employers have certain obligations towards new hires who have disabilities. Under the ADA, employers are prohibited from discriminating against qualified individuals with disabilities during the hiring process. They must provide reasonable accommodations to enable these individuals to perform essential job functions, as long as the accommodation does not impose undue hardship on the employer. This can include modifications to the work environment, flexible schedules, or assistive technologies. Employers are also required to make job postings and application procedures accessible to individuals with disabilities, ensuring equal access to employment opportunities.
In “normal times,” the process for a nurse (RN/LPN/LVN) to leave Texas and obtain permanent work in Florida involves several steps. Firstly, the nurse needs to meet the licensure requirements set by the Florida Board of Nursing. This typically includes completing an application, submitting educational transcripts, providing verification of licensure from Texas, and paying any required fees. The nurse may also need to undergo a criminal background check and submit fingerprints for a national background screening. Once the licensure requirements are met, the nurse can apply for positions in Florida healthcare facilities, such as hospitals or nursing homes, and go through the usual interview and selection process.
In the situation where the managing team of Wise-Town nursing home hires “agency nurses” to provide adequate staffing for a nursing unit infected with Covid-19, they may be held liable for any mistakes made by these external nurses. The managing team has a duty to ensure the competence and qualifications of the agency nurses they hire, as well as provide proper supervision and oversight. If the agency nurses make errors in providing care or fail to follow established protocols, it may indicate negligence on the part of the managing team in adequately vetting and managing the agency staff. The company may be held responsible for any resulting harm to patients or staff if it can be demonstrated that their actions or lack of actions contributed to the mistakes made by the agency nurses.
If a nurse is asked to float to a new unit to cover for staff loss due to Covid-19 infections, they have a few options. Firstly, they can express their concerns about floating to the nurse manager or supervising authority, highlighting the potential risks and requesting alternatives. These alternatives may include additional training, provision of personal protective equipment (PPE), or reassigning responsibilities to minimize exposure. If the nurse feels that floating to the new unit would compromise their own safety or the safety of patients, they may have the right to refuse the assignment under certain circumstances, such as if it poses an imminent danger to health or safety. However, the specific laws and regulations regarding nurse refusal of unsafe assignments may vary by jurisdiction.
From an ethical standpoint, nurses have a duty to provide care to those in need and to advocate for the well-being of patients. However, they also have a duty to ensure their safety and the safety of others. Balancing these ethical principles can be challenging, especially in situations where there is a risk of exposure to infectious diseases. Nurses should consider the available evidence-based guidelines, recommendations from professional nursing organizations, and consult with their colleagues and supervisors to make informed decisions. Open communication, collaboration, and mutual respect between nurses, healthcare institutions, and regulatory bodies are essential in addressing ethical concerns and ensuring patient and healthcare worker safety during challenging times like the Covid-19 pandemic.