Caregivers Rights Flashcards
Caregiver Rights
Respect from colleagues and patients
Freedom from discrimination, harassment, and physical or sexual abuse
Function in a work environment where risk of harm is minimized
Conscientious Objection
The nurse must provide emergency care until alternative care is available
Failure to do so is a breach of professional responsibilities
The ethical principles of justice, beneficence, and nonmaleficence apply
Right to a Healthy Work Environment
A healthy work culture results in: o Improved client/patient safety o Reduced absenteeism o An improved ability to attract and retain employees o High levels of staff satisfaction
3 Dimensions of a Healthy Work Environment in the National Quality Institute Model (2006)
Organizational Culture (focused on leadership, creating opportunities, openness, and transparency of processes)
Physical Environment (meets and exceeds safety legislation)
Health and Lifestyle Practices (encouraging healthy behaviours, work/life balance)
CNO Practice Guideline: Workplace Conflict
Employers and nurses are partners in the delivery of optimal health care; they share the responsibility for creating a healthy workplace for all members of the health care team.
This responsibility involves ensuring that conflicts do not negatively affect client health outcomes or relationships among colleagues.
A healthy workplace is an environment in which nurses can safely identify conflict and implement systems for its management.
CNO Practice Guideline: Debriefing After a Critical Incident
Sometimes, despite a nurse’s best efforts to identify risk factors for conflict and implement strategies to prevent it, conflict may escalate into a critical incident.
After a critical incident has taken place, it is important for the nurse involved to collaborate with the health care team to debrief about the situation.
Debriefing allows nurses to reflect on and learn from what has occurred.
This can provide insight into the conflict’s contributing factors, as well as contribute to its future prevention and management.
RNAO Healthy Work Environment BPG’s: 7 Guidelines
Developing and Sustaining Nurse Leadership
Collaborative Practice in Nursing Teams
Embracing Cultural Diversity in Health Care
Professionalism in Nursing
Workload and Staffing
Workplace Health and Safety of the Nurse
Prevention of Violence in the Workplace
Right to be Protected from Harm
Health care environments pose multiple risks to employees, such as:
o Exposure to harmful agents and infectious diseases
o Increased stress
o Disrespectful and non-supportive coworkers
o Risk of physical harm from patients
Occupational Health and Safety
Mandates workplace committees to identify potential hazards and recommend solutions.
Workers have the right to refuse to work in unsafe circumstances, unless a risk is inherent in the work or refusal would endanger the life, health, or safety of others.
Employers have a legal responsibility to minimize risks.
See Occupational Health and Safety Act
Violence in the Workplace
Nurses are at risk of violence from patients, visitors, leaders, and coworkers.
Disrespectful behaviour, bullying, and harassment are forms of violence.
Safeguards can be put into place, such as:
o Determining areas of risk
o Prevention strategies
o Providing knowledge and skills when they arise
Nurses must have the knowledge and skills to:
o Identify clients predisposed to violence
o Recognize triggers
o Initiate prevention strategies
o Manage violent behaviour when in occurs
• Nurses working in high-risk communities require additional support and security.
What kind of behaviour is bullying?
o intimidating o lacking in respect o coercive o critical or belittling o often underreported
What does RNAO recommend to prevent and manage violence in the workplace?
o Have policies to prevent, mitigate, and respond to violence o Undertake risk assessments o Ensure staff awareness o Have reporting processes in place o Follow up on every incident o Provide education to all staff
Grievance Procedures
Agreements contain a mechanism for resolving disputes between management and labour.
The usual three-step process involves
o A written submission
o A meeting with the grievance committee
o Binding arbitration
Grievances Involving Nurses
Workload complaints are common.
“Obey and grieve” rule generally applies.
Nurses must provide care for patients as a duty to care.
Nurses may formally grieve the situation after care has been provided.
The rights and needs of patients come first.
Failure to provide care is considered professional misconduct.
Labour Action
It is illegal for nurses and other hospital employees to strike, as their services are deemed essential.
It is also illegal for employees to strike when a collective agreement is in place.
It is illegal for an employer to lock out employees when a collective agreement is in place.
It is illegal for employers to discipline employees for lawful union activities.
