N108: Transition to the Registered Professional Nurse

N108: Transition to the Registered Professional Nurse Role Study Guide of 171 Harassment Sexual harassment is prohibited in the Civil Rights Law Title VII, which prohibits discrimination based on sex. This can be an overt demand for exchange of sex for job privileges or the creation of a hostile work environment. Sexual harassment, disruptive behavior, and violence are often discussed together because they may be rooted in the same issues of the abuse of power. Sexual harassment is grouped into two sets of behavior. The first is the creation of a hostile work environment through the behavior of a sexual nature. This may take the form of comments about an individual’s body, unwanted touching, suggestive or obscene language, or direct sexual advances. The other type of sexual harassment is called “quid pro quo,” which involves the explicit offer of job related benefits in return for sexual favors. Both men and women may be the objects of sexual harassment. Harassers in the healthcare workplace may be clients, coworkers, and physicians. Liability can extend to employers if supervisors knew of the conduct and did not address it. Employers are legally and ethically responsible for having clear policies that prohibit sexual harassment, and for providing an appropriate work environment. If an employer fails to respond appropriately, the employer may be legally liable. The courts support the responsibility of the employer to maintain a work environment free of sexual harassment Disruptive Behavior Disruptive behavior includes verbal abuse, bullying, and incivility (rude or impolite behavior or language). The most frequent types of disruptive behavior are verbal abuse, yelling, or raised voices. Disrespectful behavior has been identified by the Institute for Safe Medication Practices as contributing to errors in healthcare. Employers have a duty to create a safe and effective working environment and a zero-tolerance policy toward disruptive behavior. Adequate Staffing As acuity levels in hospitals have risen, concerns about the nurse to patient ratio have become prominent. Inadequate staffing contributes to burnout, because nurses are unable to meet all the needs of patients. A more compelling concern regarding staffing involves the increased rate of errors when the staffing is inadequate. Across the country nurses have begun to lobby for legislation that would control staffing levels. California was the first to pass legislation regarding staffing levels. Both RNs and LPNs are included in “nurses” when calculating staffing ratios. The ANA has launched a major campaign titled Safe Staffing Saves Lives . Research has demonstrated that inadequate staffing was a contributor in unanticipated events that resulted in patient death, injury, or permanent loss of function. Research has shown that when a higher proportion of hours of registered nursing care per day are available, there are positive patient outcomes and cost-savings to the system. The ANA recommends that institutions be required to establish appropriate ratios at the unit level through negotiation, rather than mandating absolute ©2017 Achieve Test Prep Page 116