Over the last several years, Department of Veterans Affairs (VA) health care professionals have seen their collective bargaining rights practically eliminated. Agency management’s improperly broad interpretation of a certain provision in federal labor law has allowed them to circumvent the bargaining process on numerous critical issues, including issues relating to VA employees’ pay. Even if a VA health care provider,including RNs, is paid improperly under established laws and regulations, the VA has the ability to avoid legitimate grievances filed by employees through their unions, and the effect is taking its toll on the morale of VA health care providers. It is time for Congress to do what is right for VA workers and the veterans for whom WE provide care by passing HR 5543/S 3486, which will eliminate the collective bargaining exception regarding compensation under Sec. 7422 of Title 38.

WE urge ALL members to TAKE ACTION NOW

Please go to the following link http://nage.seiu.org/page/speakout/SupportVArights
to send a message to your Senator and Congress person

(Please click on title of the article for more)

White House Announces Launching of 2nd Annual SAVE Award

July 8, 2010

The White House today announced the launching of the 2nd annual SAVE award, which encourages Federal employees from across the government to submit their ideas for efficiencies and savings as part of the annual budget process. The deadline for submissions for SAVE Award 2010 is July 22, 2010. The winner will be announced in September 2010.

NAGE is very proud of Local R14-77 member Nancy Fichtner, who won the very first SAVE Award last year. Her idea, to allow veterans to take unused medications home when they leave a VA hospital, will save the Department of Veterans Affairs $20 million over five years. Her winning idea was chosen from among more than 38,000 submissions. Ms. Fichtner attended a special ceremony at the White House in December, where she met with and was congratulated by President Obama.

We know our members at Local R 3-19 have some GREAT IDEAS; we encourage our members to submit their ideas.

To learn more about the SAVE award and to submit your idea, go to www.saveaward.gov. Good luck!

(For More information click on Title of this Article)

I have this friend in the Union….

He tells me that he has been working a particular couple of shifts down

on his unit over the past few years, and that one particular shift has

been worked from 7 P to 7 A, straight twelve hours.

Well, …. turns out there’s been a change of management down on the unit.

The original nurse manager had moved on, and the new acting nurse manger

told my friend that the actual shift was “ supposed to be 7 P to 7:30 A, and

that starting on the next pay period, he’d have to be putting in the additional

half hour each time worked.

My friend did not think it was right to have this schedule changed simply due

to a change in the administration. He went to the Union, the Union told him

that they would immediately look into it, but that while they did, he was to

work the changed shifts as directed, and…..here’s what happened:

My friend did wind up working a few extra half hours while the

Union Steward / Advocate researched the situation ( Ya never

refuse an assignment, but if you think it is out of line, you DO

let your charge nurse / nurse manager know, and then you let

your Union know. )

The “ digging “ into the background showed that my friend had

indeed, for over two and a half years, been working ONLY 12

hours – it was even listed on the schedule as such, “ 7 P to 7 A “.

Turns out, when one is represented, something known as

“precedent” comes into play. Simply put, when something which

is not generally the norm, is routinely accepted as the norm, it

then, in fact, becomes the norm, at least in that situation. ( ie:

In the case of my friend, although the normal shift was 7 P to

7:30 A, he was allowed by his nurse manager to make his shift

7 P – 7 A. That became the “ norm “ at least for my friend.

Armed with the knowledge that the Union obtained, the Lead

Advocate got back in touch with my friend, and then immediately

shot off an e-mail to the new nurse manager, requesting a meeting

with both my friend and the manager.

Well, before the meeting could even be held, the nurse manager

apparently did some digging of her own ( NOTE: this was not

done when my friend initially brought up the objection to the

additional half hour being imposed, but she did start digging

after the Union request to meet ). She then came back to my

friend and apologized, telling him that he no longer had to do

the 12 and a half hours, but would be going back to the straight

twelve’s.

Ya know, sometimes an administration will do things which are in their

best interest, but not necessarily that of the workers, simply because

they do not realize they are stepping on other peoples toes / worker’s

rights. And then, there are other instances in which things are done,

or changed, simply due to someone’s wishes. In either case, without

someone to speak up for the worker……that worker’s rights too often

take a back seat to other things. Not so in this case.

Yeah, I have this friend in the Union……..

Union ! It works !

Recently members of NAGE R3-19 were called on to support health care workers in Baltimore fight for free and fair union elections. On June 24, 2010, about 10 members of NAGE R3-19 came out to join more than 800 brothers and sisters at a rally in downtown Baltimore. NAGE members were lending their voices in the fight for free and fair union elections. It was exciting and encouraging from start to finish. First, Mayor Stephanie Rawlings-Blake spoke to the fact that 1 in 5 workers in Baltimore is a health care worker. She continued on; “free and fair union formation in this industry will raise the standard of living and economic outlook for Baltimore.” This sentiment was repeated over and over as workers from Sinai, University of Maryland Medical System, Johns Hopkins, and other local hospitals told their personal stories of struggles to care for patients in the midst of the fight for a living wage. It was very encouraging to see the diversity of those at the rally demanding free and fair elections. Delegates and representatives lent their voices to the cause. Families of health care providers came to support this cause. SEIU brothers and sisters from NY, NJ, and Washington were present. Church leaders spoke supporting the healthcare workers fight. Finally, activist and actor Danny Glover addressed the crowd in support of the cause. It was so encouraging to see the unity and know that our struggle is also the struggle of many in Baltimore and around the country. For many years workers have been intimidated and harassed by the boss to prevent formation of the union and now it seemed like the tide was turning. NAGE R3-19 is proud to stand in solidarity with such good company in support of this important issue. NAGE members attending the rally know the importance of supporting the struggle which will lead to better care of patients by caring for those who care for them.
You may ask yourself why is it important for me to support workers at a nursing home or extended care facility when I work in an acute care setting? Unions are about unity and the belief that there is strength in numbers. The slogan “an injury to one is an injury to all” is often used but the opposite is true as well! If we improve the working conditions and wages for anyone in the Health care field through our unionized efforts and support it translates to better working conditions to all -- To learn more about what YOU can do or what YOUR involvement means to this cause contact the local NAGE office.

OPM Rule Expands Leave Benefits

The Office of Personnel Management has broadened the definitions of “family member” and “immediate relative” to give federal employees the use of sick leave, funeral leave, voluntary leave transfer, the voluntary leave bank and emergency leave transfer to attend the needs of same-sex or opposite-sex domestic partners.

Under a final rule published in the June 14 Federal Register, OPM also adds step-parents, step-children, grandparents and grandchildren to the definition of family members. OPM noted that the expanded benefits should make the federal government more competitive in recruiting and retaining highly qualified employees. The new rule becomes effective July 14.

Around the LR Campus
The Loch Raven Campus continue to grow in size and complexity. Currently, there is lots of machinery; bulldozers digging out and removing soil from what was know the front parking lot of the CBOC. All of this is in preparation for the new robotic and research building which will be completed in 18 months. The area is well fenced to avoid the curiosity of patients, visitors and staff. NAGE was told, when completed, the area will accommodate the rehabilitation research area and probably will house the Hospice Care Unit (currently at CLC1). Because this construction and the closing of parking spaces at this location, the VAMHCS has arranged shuttle bus transportation for staff, patients and visitors for various areas pickups and drop offs through out the campus. Also a valet parking service is currently available and functional for those handicapped patients visiting the clinics. Two week ago, NAGE met with Mr. Armagon, Site Manager, Loch Raven Campus for a briefing on other additions to the BRECC building. These additions are done to satisfy the needs of patients/ residents for more rehabilitation services. It is the plan to have an area designated for a chapel. This new construction will start on May 1st 2010 and will be finish in 18 months. Reorganization of current areas such as Conference room, Recreational and Physical therapy will be impacted due the construction. According to Mr. Armagon it is expected that the construction crew will work from 6am to 5pm from Monday to Friday. It is expected minimal impact to services and to the staff. Plenty signage will be place around the campus to assist the VA police in guiding the traffic. In addition to this, the back Gate will remain open from 6am to 5:30pm. Mr. Almagon estimated a gain of 50 parking spaces when the second phase of this project is completed.
On a different subject , NAGE has become aware of changes for the emergency plan on the administration of opiod agonist when access to VA medical Center in Baltimore will not be possible. Current policy identify this area at CLC1, due to its location and logistic. NAGE is concern about the safety and security of in patients/residents and staff. The latest development on this issue is that this location will be probably be relocated to the CBOC area. A change in policy on this subject will be need to change location of this emergency program. NAGE expect that VAMCHS will address the safety/security of patients and staff once the relocation of this program is completed.

The BRECC(CLC1 and CLC2) currently have 120 beds and 2 Nurse Managers per floor. Ms. Mary Weeks RN and Ms.Annette Banatte-Victor RN are the managers for CLC1. Mr. Juan Soto RN and and Ola Famulegun RN are the managers for CLC2. There will be a vacancy for CLC2 nurse manager, Mr. Soto will be transfer to Perry Point VA. According to NAGE sources, Mr. Soto new assignment would not be an administrative position. Ms. Ola will share responsibilities with Ms. Annette until the vacancy is filled. Ms. Weeks RN will continue to manage the Hospice Area at the CLC1.

The following is a statement from National President David J. Holway.

In honor of National Nurses Week (May 6-12), NAGE salutes the outstanding women and men who have dedicated their lives to selflessly helping others. We thank them for their service at VA centers, hospitals, and clinics across the country and for the compassion and care they provide to so many.

We acknowledge that today's nurses must change and adapt to an increasingly complex system of health care delivery. They must make a commitment to continuing their education in a vastly more complicated medical environment, and they must be prepared for unpredictable national crises and natural disasters.

NAGE supports the theme of National Nurses Week: "Caring Today for a Healthier Tomorrow." We recognize that nurses are called upon to provide the highest standard of care today while they constantly strive to improve, reform, and a build a "healthier tomorrow."

As nurses and other frontline care providers assume increasing responsiblity and accountability for our nation's health care needs, NAGE is proud to stand up for and stand behind these women and men in the workplace. We will continue to strive to provide the representation and voice on the job they need and deserve.

Today we honor and salute our nurses and members in the health care profession and thank them with the deepest sincerity for everything they do.

In years past, NAGE Local R 3-19 has always made a fairly sizeable cash contribution / donation to support the VAMHCS Nurses’ Week program. However after much consideration, the Local has decided to forego any donations this year.

NAGE has become aware that the any monies collected (raffle ticket sales, contributions) will be used to support the Magnet Kickoff rather than going directly to individual units for nurses week celebrations, which has been the past practice. NAGE has also heard rumors that the Nurses on each unit are being requested to make a personal cash donation to purchase a scrapbook to record the unit magnet journey. The Local is not opposed to the concept of recording the unit based magnet process, but certainly deems it inappropriate to request and expect the funding of the project to come from Nurses.

Nurses were told at the introduction of Magnet that it was being supported and funded by the VA. Members have said “I thought they told us they got a whole bunch of money to support Magnet and now we have to pay for it?” Nurses feel that this is an insult and does not show that the VAMHCS thinks very highly of their profession.

Although, NAGE supports the 14 principles and tenets of magnetism, we feel the VAMHCS Nursing leadership is only traveling on this so called journey because VA Central Office has pushed this agenda. Historically, VAMHCS leadership has had multiple opportunities to demonstrate / endorse/ support the efforts of Nurses and Nursing, however, it was not until a higher level encouragement did VAMHCS Nursing sign on to such efforts. NAGE believes that VAMHCS approach to the Magnet status is pretextual in nature. If the VAMHCS truly practiced the concepts of magnetism - why are so many front line RNs so dissatisfied?

National President David Holway submitted testimony to the House Veterans Affairs Subcommittee on Health, urging the extension of full collective bargaining rights for Department of Veterans Affairs workers. President Holway's testimony can be viewed be going to NAGE National website at www.NAGE.org

This issue arose in 1991, when Congress amended Title 38 to VA medical professionals with collective bargaining rights (which include the rights to use the negotiated grievance procedure and arbitration). Under Sec. 7422 of Title 38, covered employees can negotiate, file grievances and arbitrate disputes over working conditions, except for matters concerning or arising out of professional conduct or competence, peer review, or compensation. Increasingly, VA management is interpreting these exceptions very broadly, and refusing to bargain over virtually every significant workplace issue affecting medical professionals.

“VA medical professionals have extremely limited collective bargaining rights in the first place, and the broad interpretation of Sec. 7422 of Title 38 is narrowing the scope of bargaining to the point that it is practically meaningless,” said Holway in his statement. “As a result, nurses, doctors, and other impacted employees at the VA are experiencing increased job stress, low morale and burnout.”

Passing H.R. 949 and its companion bill in the Senate, S. 362, would help to address many of these concerns by restoring a meaningful scope of bargaining for Title 38 VA professionals. Eliminating these exceptions will extend our veterans’ health care providers the same rights as other VA workers including psychologists, LPNs, and pharmacists, as well as other federal employees.

“Restoring meaningful bargaining rights will greatly increase morale at the VA,” said Holway. “It will also address recruitment and retention issues, which are critical at this time, given the veterans returning home from conflicts abroad. All this will lead to better care for our nation’s veterans.”

Local R 3-19 NAGE member Simone Adelulgba, RN, has returned from Haiti. Below is a her personal account of her experience.

******************************************************************************

From the moment I saw the email from NAGE regarding SEIU seeking possible volunteers in Haiti. I signed in, jumped and prayed. As a nurse and a human being when that kind of tragedy happen all you want to do is to get involved and help as much as possible. Not only I am Haitian, I will volunteer anywhere at any time. My family understood my decision and did not question it. The next day, I received a phone call from Evelyn Cipriaso, NAGE R 3-19 President at the Veterans Affairs Hospital in Baltimore who made possible for to travel to Haiti. I waited one long week to prepare and fill out all the forms. My journey started 1/25/2010 at 0810 to Puerto Rico from there to the Dominican Republic. When arrived in the Dominican Republic I met a physician from Johns Hopkins Emergency team, a reporter, two logistics young men, two other physicians from New York. From there, the IMC van picked us up; and drove us to the hotel. We arrived around 530PM. After eating dinner we showered, rest for few hours and at around 1130 PM. IMC van took us on the journey to Haiti. As we entered the second city in Haiti the earthquake devastation was everywhere. They were rubbles and demolished buildings, makeshift tents made out of sticks and sheets. As we approached the capital, Port au Prince, one cannot imagine the lines of people waiting for medical help and food. We arrived at the General hospital and were greeted by one of the physician in charge; he gave us a tour the facility. Across from the Virgin Mary chapel, the nursing school collapsed with numerous students and all of them perished. I was placed in the emergency room for the afternoon. I remember I was called to insert an IV on a very dehydrated man, he was non verbal and he look very sick, once the IV start infusing this man could not stop asking questions. The next day, an Infectious Disease physician from Gainesville Florida and I both Haitians were sent to a mobile clinic in Petionville. The mobile clinic consists of two areas, one in front of a house and the second area was made from 2 bed sheets and a few sticks. We served approximately 20000 people at an old golf course .We examined approximately 200 patients a day with all kind of illness, mostly dehydration, asthma attacks ,diarrhea, insomnia, stress, skin disorders . For several days, we packed medications and all the supplies that we need to evaluate and care for the sick and wounded. IMC sent a new logistician, he supply us with a tent, 4 tables 2 cots and 10 chairs inside was very hot however we were pleased to provide privacy and dignity to those we were serving. IMC hired two Haitians physicians and several Haitians nurses; we handed over the clinic before leaving however IMC will continue to send physicians and nurses to supervise the overall activities of the clinic.
We were concerned about vaccination since we did not have a place to keep the vaccine cool. We needed a small generator and a fan to keep the place cool. My overall experience was heartbreaking and at the same time, I was very happy and filled with joy for having the opportunity to go there and help.

Simone

VAMHCS nurses have serious concerns about the chaos during the recent storms. Threats from supervisors, poor communication, lack of organization, lack of emergency preparedness, were a recurrent theme reported to NAGE officials.

The storms were forecast well in advance with little response from Leadership. Nurses on duty Friday night were threatened with discipline if they left rather than thanked for being there. Employees were invited to hot food and then asked to pay for it. Nurses were to be picked up yet left waiting for hours without word or ride. To add insult they were then required to use AL or not be paid.

Staff asked: “Why didn’t we move patients on Friday while everyone was in house?” “Why wasn’t the disaster plan initiated?” “How come Hopkins and UMMS made plans for their nurses and we didn’t?” “Why did I have to go to multiple places to work in a single shift?” “Why didn’t nursing submit names and addresses of nurses due in/could come in and have the routes coordinated?” Why did I have to use my own time when I was waiting for 12 hours and no one came?” and many more question.

Leadership should answer the Nurses questions. Yet, it doesn’t appear they have even acknowledged these situations existed, the first step in resolution. Leadership is spending BIG money on Emergency Preparedness, Planetree and Magnet programs but don’t really seem to understand the underlying philosophy: Staff have valid concerns and solutions - LISTEN to them!!

NAGE Local R 3-19 advises all of the bargaining unit employees who are required to have ACLS training to seek VA funding for the ACLS program. We do not believe any RN should bear the cost of this training individually.

In accordance with VAMHCS Memorandum 512-11/COS-038, Staff Training in Cardiopulmonary Resuscitation (CPR) and Advanced Cardiac Life Support (ACLS), dated August 2009, ACLS is required for RNs (1) administering medication to induce moderate sedation and monitoring patients receiving moderate sedation; (2) RNs working in the Intensive Care Units, Stabilization Unit, Cardiac Cath lab, GI lab, Emergency room, Urgent Care area, PAC, Interventional Radiology, and the most of the NODs; and (3)RNP who assist with critical care procedures or surgeries.

Much the ACLS training has been accomplished through the CHEP services. CHEP offers four (4) two day training sessions and four (4) one day refresher classes annually. These programs have 10 slots each reserved for VAMHCS employees. Recently, CHEP increased their fee to a cost of $75 per individual for each training session. Prior to this time CHEP fee was minimally. Historically, most RN paid for this training from their monies as the fee was minimal and because of the unwieldiness of the paperwork required getting payment reimbursement.

Completion of the web based program, Heart Code that is offered through Nursing Education, which results in an ACLS certificate, is more of testing program than an effective training session. The web based Heart Code simulations are designed to test only one participant at a time. Heart Code can be very time consuming both for the individual participant as well as Nursing Education. Furthermore, many RNs have found the Heart Code program to be less supportive in terms of learning in comparison to an instructor lead hands on program.

Additionally, there are numerous other companies that offer ACLS training at a substantially higher cost per session.

In accordance with the Master Agreement between the Department of Veterans Affairs and the National Association of Government Employees, Article 19, Training and Career Development, Section 3 (A) – Management will pay all expenses, including tuition and travel, in connection with training required and requested by management to perform the duties of an employee’s current position or a position to which an employee has been assigned.

Please check with your immediate supervisor regarding the process to seek VA funding on the requisite training for Advanced Cardiac Life Support (ACLS). For any RN who is denied VAMHCS funding, NAGE encourages you to contact a Local NAGE representative.

In the immediate days following the earthquake disaster that struck Haiti, SEIU began to establish relief assistance and efforts. SEIU partnered with two organizations in their relief efforts, Partners in Health (PIH) and International Medical Corps (IMC). SEIU also partnered with well established relief organizations to accept financial donations.
Locally, there were inquires as to what an individuals within NAGE could do to support the people of Haiti. The local referred our members to the SEIU website for additional information. The response was tremendous, both in terms of individuals willing to be deployed, if needed, and financial donations.
SEIU Nurse Alliance worked closely with President Cipriaso throughout the weekend of January 16 -18 to coordinate possible deployments. On Tuesday, January 19, President Cipriaso spoke with VAMHCS Director about the possibility of obtaining some official release time for 2 or 3 RNs and, if authorized absence could not be approved, than to be supportive of permitting these RNs to use their annual leave which the individuals were willing to do so. The VAMHCS Director deferred the decision to Nursing.
Nursing seemed unwilling or unable to support this world wide relief effort. They would only grant one individual annual leave, although we were unofficially advised the units could be covered if others were granted leave for a couple of weeks. NAGE can only hope the decision was made in good faith. Unfortunately, the Local asserts this decision is reflective of much larger issue of internal labor relations.
NAGE member Simone Adelugba, RN (Baltimore MICU) was voluntarily deployed last week to Haiti. Originally from Haiti, NAGE/SEIU member Simone Adelugba is a registered nurse in the Critical Care Unit (MICU) at the Baltimore Veterans Affairs Hospital. She's volunteered to travel to Haiti to assist with disaster relief efforts in the wake of the earthquake, joining other health care professionals from the SEIU union already on the ground. Right now, dozens of SEIU members are already in Port-au-Prince providing medical care and translation services for survivors and more are set to go each week.
SEIU has created an online card where you can share your thoughts and prayers for those traveling to Haiti (like Simone). Please visit the SEIU Nurse Alliance website.
NAGE Local R 3-19 is extremely proud and honored by willingness of our many members to offer assistance under such austere conditions.
NAGE is a SEIU affiliate.

New OSHA Videos Feature Guidance on Respirators
01/14/2010

The Occupational Safety and Health Administration (OSHA) has developed two new videos for healthcare workers that feature training and guidance on respirator safety.

OSHA's "Respirator Safety" video demonstrates how to correctly put on and take off common types of respirators, such as N95s. "The Difference between Respirators and Surgical Masks" video explains how they prevent exposure to infectious diseases.

"Respirators play an important role in protecting many workers from exposure to chemical and biological hazards in the workplace," says Assistant Secretary of Labor for OSHA David Michaels. "At a time when pandemic influenza has highlighted the risk to healthcare workers, these videos will prepare and protect workers from the very illnesses they are responsible for treating."

The videos also explain how workers can perform a user seal check to test whether a respirator is worn properly and will provide the expected level of protection. Viewers may watch both English and Spanish versions by visiting OSHA's Respiratory Protection page or the Department of Labor's YouTube site.

According to OSHA's respiratory protection standard 29 CFR 1910.134, respirators must be used as part of a comprehensive respiratory protection plan.

AUGUST, 2010

Staffing shortage has been the common word nowadays. There is not a single day passes that I don’t hear a cry for help from most of our nurses. Adequate nurse staffing is one of the conditions that consistently influences a patient’s quality care.
Study has shown that quality of care is directly related to having sufficient numbers of Registered nurses to give patients the care they need,when they need it. Unfortunately, today nurses juggle a number of roles ….some of which were not on the horizon even two or three decades ago. Many of these “jobs within a job “ have evolved due to rapid advances in medicines and technology and the changing culture of health care.
In the last 10 years, positions such as case managers,clinical nurse leaders, PI specialist, informatics experts and different unit coordinators took away many of our direct patient care nurses. The limited amount of nurses left at the bedside spend half of their time documenting due to new technology.
It is troubling to even think that safe and quality care becomes secondary due to staffing shortage.
Leaderships need to wake up and address the issues before it is too late.

Evelyn

I have this friend in the Union….

She tells me that she LOVES working with our nation’s warriors, “ her vets “ as she

so protectively refers to them. However, increasingly, she tells me that the work

is much more difficult, oftentimes driven by onerous and duplicative documentation.

Case in point:

Everyone involved in patient care is aware that pain and pain issues for

our vets are vitally important factors to be considered in the care of the

vet. The powers that be, both nationally, and also from the local V.A.

administrative hierarchy, have deemed it so….and RIGHTFULLY so !

These powers that be, maintain that these pain and pain issues must

at all times be addressed. And again, RIGHTFULLY so

Well….. ya know what ? Being the great nurse and ferocious veteran advocate that

my friend in the Union is…..she WHOLEHEARTEDLY AGREES ! My friend would NEVER

want to see “ her “ vets go hurting, especially if she could make a difference !

PAIN, within the VA system, is documented in a number of ways. Upon admission, a

detailed note is written, formatted, and included in what is known as the Nursing VANA.

Subsequent to this, if a vet reports pain, there is a template and a note which follows,

detailing EXTENSIVELY:

location,

duration,

quality,

and

intensity

of that pain.

This template and note is utilized, each and every time the vet is assessed as being in

pain. It takes a bit of time to fill it out, but again, it IS the RIGHT thing to be doing for

the vet, and for his or her pain.

On the other hand, in order to save time, should a vet NOT have any pain, a simple

zero ( reflecting, you guessed it, NO pain ) is entered in the vital signs area, FOR ALL

TO SEE, each and every time the vet is assessed and reports no pain ! This too, makes

sense…..and again, IS the RIGHT thing to do !

However….. my friend also tells me, should she have a vet, as she often does, who

has NO pain, and has NOT had pain, even for days and days, that IN ADDITION to the

pain score of ZERO being entered into the vital signs area ( again, FOR ALL TO SEE )

she must ALSO, IN ADDITION take additional and valuable time ( time taken away

from being with “ her vets “ providing EXTRA, and DUPLICATED and what she sees

as UNNECESSARY documentation, reiterating, each and every shift, that the veteran

has no pain ! Again, mind you, this is done, DESPITE the fact that this same

information is first also entered into documentation in the form of the simple zero in

the vital signs tab !

“ What a waste of valuable time “… my friend in the Union was overheard to say one

day.

Well, fortunately, that “ overhearing “ was overhead by one of her Union reps. The

issue is now ( and has been for awhile ) before the nursing administration of her V.A.

facility, and the Union is awaiting word back on the administration’s “ official “ take

on this one instance of needless duplication of efforts and documentation.

Stay tuned. More to follow !

Yeah, I have this friend in the Union……..

Union ! It works !