The Realities of Workplace Violence for Emergency Nurses BY JEFF SOLHEIM

In May, I had the privilege of introducing U.S. Congressman Ro Khanna (D-Calif.), to 160 emergency nurses who gathered in Washington, D.C., to advocate for legislation promoting a safe workplace for health care employees.


Because Rep. Khanna sponsored a bill — The Healthcare Workplace Violence Prevention Act — designed to better protect workers in the health care settings, it seemed appropriate for me to show him the extent of the problem.


I asked the audience of emergency nurses to raise their hand if he or she had ever been the victim of violence in their emergency department. I must admit, I was personally taken aback when nearly every hand in the room immediately shot up.


In reality, this should not have surprised me. The Emergency Nurses Association has undertaken significant research in this area and found that most emergency nurses are regularly victims of violence on the job. In one study, 54 percent of emergency nurses reported experiencing violence in the workplace within seven days of their participation in the study. That’s startling.

In August, I was again confronted with stark realities of the violence that emergency nurses face each time they go to work. Within one week, I specifically learned of three incidents in different parts of the country in which someone physically assaulted a nurse who was simply trying to provide care to patients. As ENA’s president, I reached out to the three nurses, listened to their stories and offered support on behalf of their peers. Both the similarities and the differences of these stories made a tremendous impact on me.

One nurse was repeatedly bitten by a teenage patient while inserting an IV. The nurse’s injuries were significant enough that she needed to take time off from work to recover. This nurse lives in a state where assault against a health care worker is a crime, so she attempted to report the incident to law enforcement. Sadly, her supervisor and a member of hospital leadership strongly discouraged her from filing a police report citing potential litigation and the probability of negative publicity.


This nurse’s experience is far from isolated. ENA’s research into violence against health care workers indicates nearly half (46.7 percent) of nurses who report violence to their immediate supervisor fail to receive support; many either receive no response at all or are asked to remain silent. This particular nurse was so traumatized by the incident and the lack of support she received that she chose to quit her job rather then return to that emergency department.


A second nurse I talked to was slapped by a patient so hard it bruised her face. In this case, the nurse’s direct supervisor encouraged her to report the incident to law enforcement, but the nurse refused because she did not feel it would do any good.


Unfortunately, that reaction also is borne out in research findings. Far too many nurses choose not to report violence in the workplace out of fear of possible retribution by hospital administration and the worry they will appear weak. What’s worse, many think nothing will be done to protect them as a result.


A third nurse received a black eye after a being kicked in the face. In this instance, the nurse was supported by hospital administration. He chose to not only report the incident but to press charges against the patient who caused the injury. Although this is the ideal response to workplace violence, it doesn’t always end this way.


ENA has long been a proponent for policies that strive to provide a safe work environment for all health care workers, including emergency nurses. We advocate for legislation, both at the state and federal levels, to protect our members as well as their colleagues and patients.


One example is the bill, H.R. 5223, sponsored by Rep. Khanna which will help create workplace that support health care employees who experience violence while doing their jobs by providing training for employees, encouraging the reporting of violent incidents and through the establishment of non-retaliation policies. ENA also continues its research to learn more about this problem in an effort to educate our members, legislators and the public on the significant scope of this problem.

The research ENA has already found resulted in the development of a Workplace Violence Toolkit, which assists facilities and nurses in developing programs to make the workplace safer. We also continue to provide education to our members through our publications and conferences on the importance of reporting violent episodes, while also highlighting ways to create safer work environments.


No person should have to fear for their personal safety when going to work. How many times are we appalled to see a video on the news of a clerk at a corner store being assaulted during a robbery? As humans, we should be outraged. Yet, thousands of emergency nurses are assaulted and injured every year at work and the story rarely receives widespread media attention.


It is my sincere hope that one day this will not be the case. Through advocacy, education and research, we will create workplaces that are safer environments where nurses feel supported to report violence they experience.


With that goal in mind, perhaps one day, the ENA president will not have to pick up the phone to console another nurse who became a victim of violence simply for doing their job.


Jeff Solheim is the president of the Emergency Nurses Association. Solheim’s career in emergency nursing includes experience as a staff nurse, charge nurse, manager, director, educator, trauma coordinator, flight nurse and state surveyor. Since joining ENA in March 1997, Solheim has served at the local, state, national and international level as a chapter founder and president, state president and pediatric/trauma chairperson at the state level for many years.





August 2018 Special Professional Licensure Exam for Nurses Released by PRC

The Professional Regulation Commission (PRC) announces that 554 out of 1,568 passed the Nurse Licensure Examination given by the Board of Nursing in: Abu Dhabi, United Arab Emirates; Al-Khobar, Jeddah and Riyadh, Kingdom of Saudi Arabia; Bahrain; Qatar; Kuwait; Oman and in Singapore last August 2018.


The Board of Nursing is composed of Glenda S. Arquiza, Chairman; Gloria B. Arcos, Carmelita C. Divinagracia, Carfredda P. Dumlao, Florence C. Cawaon and

Cora A. Anonuevo, Members.


Those who will register are required to bring the following: downloaded duly accomplished Oath Form or Panunumpa ng Propesyonal, notice of admission (for identification only), 2 pieces passport sized pictures (colored with white background and complete name tag), 2 sets of documentary stamps and 1 piece short brown envelope. Successful examinees should personally register and sign in the Roster of Registered Professionals.

St Pauls School Of Nursing And Midwifery Kashikishi-Nchelenge,Luapula 2018 Graduation

The 4th combined Graduation ceremony between Mansa and St Paul’s school of nursing and midwifery will be held on the 28th of September this year at Mansa General Hospital grounds therefore all those qualified Nurses and midwiferies who successfully cleared the 2018 General Nursing council of Zambia July Examinations are expected to report for reasals in mansa a day before the graduation ceremony on the named date participation fee is only K150 and failure to attend the graduation ceremony will guarantee a penalty fee of K500

Please note that accommodation will not be provided by both schools thank u for your cooperation.

St Paul’s school nursing (the kingdom, the power, the Glory)

Issued and published by:

Sondahsh R Mumba

FB page administrator/ public relations offer for communications and outreach.

New requirements for Nursing dispensing opioids in Ontario Canada

As of Oct. 23, 2018, there will be new requirements for health care professionals, including nurses, who dispense prescription opioids.

New laws under the Food and Drug Regulations will require nurses dispensing a Class A opioid (i.e. a drug listed in Part A of the List of Opioids) to apply a warning sticker to the prescription bottle, container or package; and provide a patient information handout to accompany the drug. A sticker or handout will not be required if nurses are administering the prescription directly to the client.

Dispensing is not the same as administering a medication. To better understand the differences between these two activities, please refer to the Medication practice standard and our FAQs.

The warning sticker and the patient information handout are now available on the Government of Canada’s Information for Patients Concerning Opioids web page. Nurses will be responsible for obtaining and producing copies of the sticker and handout for their own use.

The Government of Canada has made these changes to ensure patients are provided with clear, consistent information about the safe use of opioids, and the risks associated with their use.

Read Health Canada’s Q&As for more information about these new requirements.

Ontario CASN Important clarification: RN exam requirement for entry to practice

CNO advises RN students, educators and applicants that the CASN “certification exam” is not a replacement for passing the NCLEX-RN and will not be used in CNO’s registration process.

CASN recently announced details about a future “certification exam” aimed at baccalaureate students. The College of Nurses of Ontario (CNO) wants to clarify the confusion being generated from this announcement.

The CASN exam is not a regulatory entry-to-practice exam — the NCLEX-RN is a legislated mandatory requirement to become an RN in Ontario.

CNO’s sole mandate is to protect the public. This mandate includes having the legal authority to set an exam to test that an applicant’s education has adequately prepared them to provide safe care to patients. In contrast, CASN is a voluntary organization of schools of nursing that does not have the legal mandate to confirm that a person has met the requirements to practice in Canada.

For more information about the NCLEX-RN and CNO’s registration requirements, please see Registration Requirements at

Manzil Health Care Recruitment of Filipino Nurses to Abu Dhabi

Manzil Healthcare Services are in need of Registered Nurses with HAAD/DHA/NCLEX/MOH or Registered nurses willing take the exam.


1) On-process HAAD/DHA/MOH are acceptable.

2) Exams are reimbursable by the employer.

3) Manzil is a “JCI” accredited Healthcare Service provider.

4) Overtime pay can reach up to 15-20k(no force overtime).

5) Conservative in selecting patients(for nurses security).

6) 192hrs per month only.

7) What is written in your documents/COE, once contract is done? “Registered Nurse” not Home care.

8)Transportation are provided by the company.

9) Accomodation are provided.


For interested applicants. Kindly send your resume/cv to




visit us at 18th floor Ramon Magsaysay Center, Roxas blvd, Malate, Manila and look for Sir Gerry.


See you!!!

Vacancies for Nurses in Philippines

RNEL MEDICAL CENTER (Masinag, Antipolo)





*Fresh grads/newly passed are welcome to apply

*No age limit

♢ paid over time

♢ 13th month pay and paid holidays

♢ paid SSS, PAGIBIG and Philhealth

♢vacation leave and sick leave

♢incentives on nursing procedures

♢salary to be discussed on interview

Interested applicants may send me a PM or sms me at 09178328031

You may also pass your resume directly on our HR office (maam joy)or Nursing service Office (maam jen)

Thank you!!!

Niger State College Of Nursing Sciences, Bida Alumni Registration

his is calling on all the Nigerson products who are yet and are willing to join Niger SON Alumni group to join the association by compleating and filling the following form.
1. Download the PDF form HERE
2. Fill in the details needed and send back to the email:
Email Address:
Contact Numberfor enquiries:
Thank you.
Mobilizations committee

Kaleida Health Sues Buffalo Schools Over Nursing Contract

Is turning in a proposal 16 minutes late really relevant?
That’s what Kaleida Health is asking a judge to decide, after filing a lawsuit against Buffalo Public Schools for disqualifying its bid for the district’s multimillion nursing contract, because the proposal was hand-delivered 16 minutes after the deadline.
Kaleida – which previously held the contract for 13 years – wants the court to order the school district to void the new deal, reopen the bidding process and consider Kaleida’s proposal on its merits.
A court appearance is scheduled for Oct. 24 in State Supreme Court.
Kaleida, the region’s largest health care provider, argues in court papers that the 16 minutes were “not material,” particularly because an electronic version of the bid was sent to the district prior to the 11 a.m. deadline on Jan. 4.
“Despite opening and considering the proposal, the district made the arbitrary and capricious determination to reject it, wrongly determining that the 16-minute delay was material and non-waivable,” Kaleida argues.
The district did, in fact, accept a late proposal from another bidder after determining their hand delivery was delayed due to poor weather, Kaleida’s attorneys also said in court documents.
The school district, meanwhile, maintains Kaleida is familiar with the bidding process and should have known the district does not accept electronic proposals.
The district also pointed out that two other bids were late and disqualified.
“Certainly the district is confident in its decision and that it was based on the law and consistent and clear district policy,” said Nathaniel J. Kuzma, general counsel for the Buffalo schools. “It looks forward to presenting its position to the judge in October.”
The issue came to a head in May, when word spread that Kaleida, one of 13 to submit a proposal, had been disqualified from the bidding process. Kaleida officials, its nurses and parents – concerned about losing beloved school nurses – mobilized and put pressure on the School Board to reconsider, but the board ultimately contracted with two staffing agencies for a little more than $6 million in the first year.
Supplemental Health Care is providing 74 school nurses, while Sunbelt Staffing is providing three higher-level nurse practitioners in supervisory roles, according to district officials. The new nurses have begun to settle in at their schools and introduce themselves to parents and kids, officials added.
The controversy did have further ripple effects, as then-School Board member Catherine Flanagan-Priore, a Kaleida employee, abruptly resigned in protest over the school district’s handling of the new nursing contract and what she described as a lack of transparency.
By Jay Rey | The Buffalo News

Japan Sees Surge In Foreign Nursing Care Students Amid Labor Shortage

Japan has seen a surge in foreign students enrolling in nursing care schools, with the number nearly doubling this academic year amid a labor shortage in the caregiving sector in the rapidly graying country, a survey show Monday.
A total of 1,142 foreign students enrolled in schools with nursing care programs in April, up from 591 a year earlier, according to a survey by the Japan Association of Training Institutions for Certified Care Workers.
The number of foreign students started rising from 2015 and gained momentum following a legal amendment last September making it easier to obtain residential status for certified caregivers.
The latest figure means one in six nursing care students in Japan is foreign, as the number of Japanese students has halved over the last five years to 5,714 in April, according to the survey conducted with 365 institutions with nursing care programs including vocational schools, junior colleges, and universities.
Japanese students appear to steer clear of the job which is considered a low-wage one. The average monthly wage in the caregiving sector is about 100,000 yen ($890) less than in other industries.
Of all foreign students, those from Vietnam totaled 542, followed by those from China at 167, Nepal at 95, Indonesia at 70, and the Philippines at 68.
The Japanese government has been trying to expand its scope of acceptance of foreign workers in the sector, as the country is expected to see a shortage of 340,000 caregivers in 2025 when people in the boomer generation reach age 75 years or above.
But it is unclear whether Japan will be able to continue to see an increase in foreign students, as other countries such as Germany, Britain, the United States and Singapore are also looking for foreign workers in the caregiving sector.
Japan needs to provide a more attractive work environment such as raising wages and support for childrearing to keep attracting foreign caregivers, said Miku Ishibashi of the Daiwa Institute of Research.
“The increase in international student enrollment is a good thing but at the same time we hope many Japanese students will become interested in becoming caregivers,” an official of the association said.
Kyodo News