- Musculoskeletal injuries
- Occupational stress
- Nurse abuse
- Communicable diseases
- Communicable diseases - addendum - Hepatitis vaccines
- Communicable diseases - addendum - Needle stick injurie
- Antineoplatic drugs
- Waste anarsthetic gases
- Explosive devices/bombs
- Radiation
- Chemicals in the workplace
- Asbestos
- Laser devices
- Biomedical waste
1. Musculoskeletal injuries
Preamble
Lifting and transferring patients is an essential component of a nurses’
working life. The repetitiveness and variability of these procedures
increases the potential risk of a musculoskeletal injury and accounts for
approximately 75% of all nursing occupational injuries. In addition, stress,
insufficient staffing, heavy workloads, a lack of or inadequately maintained
equipment and poor ergonomics may significantly contribute to musculoskeletal
injuries.
aOnce injured, nurses may
face a cycle of pain, frustration and/or rejection from the workplace.
Musculoskeletal injuries
often take a long time to fully heal which may result in nurses leaving the
profession.
The Manitoba Nurses’
Union in representing its members’ occupational health concerns will strive to
ensure nurses are able to maximize a safe and healthy environment.
Back to top
Patient Advocacy
Nurses as professionals and acting
as patient advocates will strive to provide patients with compassionate,
effective and high quality nursing care.
Right to Know
Nurses have the right to know when
there is a potential for musculoskeletal injury in the workplace. They also
have the right to know the appropriate methods used in prevention of
musculoskeletal injuries.
Policies and
Procedures
Every health care facility must
have appropriate policies and procedures in place dealing with musculoskeletal
injuries including:
a.Prevention
b.Education
c.Safety
d.Ergonomics
e.Rehabilitation with early return to work programs.
There must also be an
effective system in place for reporting musculoskeletel injuries and
corresponding report forms must be readily available. These forms must have
clear direction for their completion.
Right to Participate
It is essential that Manitoba
Nurses’ Union members at the local level participate in the development and
implementation of these pollicies and procedures.
Education
The Manitoba Nurses’ Union will
take a proactive stance in encouraging members/locals to become more
knowledgeable and educated about methods and programs to minimize potential
musculoskeletal injuries.
It is the employer’s
responsibility to ensure nurses have access to prevention programs and
education on a continuous basis. These programs must include:
a. Proper safety techniques
b. Transferring and transporting techniques
c. Appropriate use of equipment
d. Methods of reducing potential injuries
Equipment
The Manitoba Nurses’ Union
recognizes it is the employer’s responsibility to provide nurses with easy
access to safe and proper equipment, i.e., high/low beds, hoyer lifts. This
equipment must be of sufficient quality and quantity.
Accurate Patient
Classification
It is the Union’s position that the
many existing patient classification systems do not accurately reflect the
nursing car needs of the patients. It is the employer’s responsibility to
ensure there is appropriate staffing and resources to match the nursing are
needs of the patients. The Union encourages employers to institute a patient
classification system which more accurately reflects nursing care needs. This
would greatly assist in reducing musculoskeletal injuries for nurses.
Compensation
Nurses should have better access to
the Workers Compensation system. It is the Union’s position that the Workers
Compensation Board and employers play a primary role in the reduction of
musculoskeletal injuries in the workplace.
Note: The Manitoba
Nurses’ Union have put the Workers Compensation Board on notice there will not
be a significant reduction of workplace injuries until there is increased
commitment by employers and the Workers Compensation Board, for educational,
prevention, rehabilitation and resource allocation in the workplace.
Nurses’ Right to
Refuse
The Union supports a nurses’ right
to refuse to perform dangerous work under Article 43 of the Workplace Health
and Safety Act when the nurse believes she may be placed in an unsafe
situation that may cause a musculoskeletal injury.
Back to top
2. Occupational stress
Preamble
The Manitoba Nurses’ Union believes
occupational stress for nurses has been dramatically rising. Contributing
factors include: excessive workloads, a lack of resources and staff, a lack
of input and control into decision-making, increased patient acuity and rapid
technological change. This stress is compounded by ever-increasing standards
and expectations of employers, physicians, licensing bodies and society.
The Manitoba Nurses’
Union, in representing its members’ occupational safety and health concerns,
will strive to ensure nurses are able to maximize the potential of a safe and
healthy working environment.
Patient Advocacy
Nurses as professionals, and acting as patient advocates will strive to
provide patients with compassionate, effective and high quality nursing care.
Right to Know
Nurses have the right to know the
potential of health and safety hazards when
a. Exposed to prolonged and/or excessive stressors
b.The symptoms and manifestations of prolonged and excessive workplace
stress
Policies and
Procedures
It is the responsibility of the
Employer to implement proactive and preventative policies and procedures to
prevent and deal with occupational stress. These policies and procedures must
include:
a.Stress identification
b.Methods of stress reduction
c.Effective coping mechanisms
d.Stress management
Right to Participate
It is essential that Manitoba
Nurses’ Union members at the local level participate in the development and
implementation of these policies and procedures.
Education
The Manitoba Nurses’ Union will
take a proactive stance in encouraging members/locals to become more
knowledgeable and educated on the issue of occupational stress and stress
management.
The Employer must provide
proper orientation, with effective ongoing education programs including:
a. Stress identification
b. Causative Factors
c. Symptoms and manifestations
d.Appropriate and effective methods of coping
Right to Refuse
The Manitoba Nurses’ Union believes
occupational stress may contribute to workplace injuries, illness and a
reduction in the quality of worklife.
The Union believes nurses
may be exercising their Right to Refuse by prematurely leaving the nursing
profession.
Back to top
3. Nurse abuse
Preamble
Violence and/or abuse is an
expression of negative emotion that hurts or causes harm through verbal,
physical, sexual or psychological means directed towards staff members. This
may be a symptom of a situation. Abuse may be subtle or overt.
The Manitoba Nurses’
Union in representing its members occupational health and safety concerns will
strive to ensure nurses are able to maximize the potential of a safe and
healthy working environment. (Notice: Staff Abuse – refers to any expression
of negative emotion directed toward a staff member(s) that hurts or causes
harm through verbal, physical, sexual or psychological means. Abuse, assault
and violence are terms used interchangeably in the literature to describe
behaviors ranging from verbal abuse and emotional harm to criminal activities
such as common assault (which includes threats accompanied by gestures) and
aggravated assault (which includes wounding, maiming, disfiguring or
endangering life).
Nurses are the front line
contact in potentially abuse situations.
Patient Advocacy
Nurses as professionals and acting
as patient advocates will strive to provide patients with compassionate,
effective and high quality nursing care.
Right to Know
Nurses have the right to know when
potentially abusive persons/situations may exist in the workplace.
Policies and
Procedures
Every health care facility must
have appropriate policies and procedures in place with respect to dealing with
abusive persons or situations in the workplace. These policies and procedures
must include:
a.Clear understanding of nurse abuse, i.e. rights, responsibilities,
reporting and prevention
b.Recognition of potential abusive situations and methods of diffusion
Clear direction from facility boards of directors on the issue of nurse
abuse and how to prevent and deal with it
Proper facility security measures
e.Education on legal parameters surrounding abusive situations.
Right to Participate
It is essential that Manitoba
Nurses’ Union members at the local level participate in the development and
implementation of these policies and procedures.
Education
The Manitoba Nurses’ Union will
take a proactive stance in encouraging members/locals to become more
knowledgeable and educated with respect to abuse in the workplace.
The Employer must provide
proper and adequate orientation with ongoing education in dealing with abuse.
It is essential all
nurses report and document the incidences of abuse to their immediate
supervisors, this may be brought to the attention of the local and/or
workplace safety and health committee to facilitate effective resolution.
Security
It is the responsibility of the
Employers to provide a safe working environment to minimize the potential for
abuse. The Manitoba Nurses’ Union will take a proactive stance to
minimize/eliminate the risks of abuse.
The Manitoba Nurses’
Union recognizes the increased risks where nurses work alone.
The Manitoba Nurses’
Union expects Employers to arrange for immediate response by law enforcement
agencies or similar security agencies.
The Manitoba Nurses’
Union expects Employers to provide appropriate security, i.e. security guards,
one way doors, call systems.
The Manitoba Nurses’
Union expects adequate personnel to maximize the potential for a safe and
secure work environment.
Right to Refuse
The Manitoba Nurses’
Union will support nurses’ right to refuse dangerous work under Article 43 of
the Workplace Health and Safety Act when:
a.There are inadequate or no-existent protocols for dealing effectively
with abusive people;
b.There is inadequate quantity or quality of protective equipment and
security measures;
c.Nurses have not received adequate orientation and inservice education
in dealing with incidents of violence or abuse; and/or
d.An Employer attempts to dissuade a nurse from documenting or reporting
incidents whether it be informally (to the facility) or formally (to the
authorities) or taking legal recourse or action.
Reference: Manitoba
Workplace Safety and Health Act.
Back to top
4. Communicable diseases
Preamble
Communicable diseases in the health
care workplace have been taking a significantly higher profile in recent
years. The Manitoba Nurses’ Union in representing its members occupational
health concerns will strive to ensure nurses are able to maximize the
potential of a safe and healthy working environment.
Patient Advocacy
Nurses as professionals and acting
as patient advocates will strive to provide patients with compassionate,
effective and high quality nursing care.
Right to Know
Nurses have the right to know the
potential health and safety hazards associated with communicable diseases
hazards in the workplace.
The Manitoba Nurses’
Union supports the practice of universal blood and body fluid precautions for
all patients.
The Manitoba Nurses Union
also support nurses having the right to know all patients diagnosis for whom
they are required to give care in order to adequately meet all clinical needs
of patients.
Policies and
Procedures
a.Every health care facility must have appropriate pollicies and
procedures with respect to dealing with major communicable diseases in the
workplace.
b.These policies and procedures must be consistent with recognized
standards, i.e. Centre of Disease Control: Atlanta and Health and Welfare
Canada.
c.Testing of high-risk patients may be performed when deemed appropriate
by the physician or the employer with consent of the patient. The Manitoba
Nurses’ Union locals should have input into the development of policies and
procedures in such testing.
d.Mandatory Testing – The Manitoba Nurses’ Union is not convinced that
mandatory testing of all patients or staff would be either accurate or
beneficial. Reference the Center for Disease Control – Atlanta MMUR August
21, 1987 Vol. 36, No. 25, page 145.
Right to Participate
It is essential that Manitoba Nurses’ Union members at the local level
participate in the development and implementation of these policies and
procedures.
Education
The Manitoba Nurses’ Union will
take a proactive stance in encouraging members/locals to become more
knowledgeable and educated about current measures to protect nurses from
accidental transmission of communicable diseases in the workplace.
The Employer must provide
proper prevention and effective education with respect to communicable
diseases.
Equipment
The Manitoba Nurses’ Union
recognizes it is the Employer’s responsibility to provide nurse with easy
access to safe and proper equipment including appropriate storage containers
and gloves. This equipment must be of sufficient quality and quantity.
Right to Refuse
The Manitoba Nurses’ Union will
support nurses’ right to refuse dangerous work under Article 43 of the
Workplace Health and Safety Act when:
a.There are inadequate or non-existent protocols for treatment of
patients with communicable diseases;
b.There is inadequate quantity or quality of protective equipment;
c.The nurse has had inadequate orientation and inservice education on
appropriate safety and health measures in dealing with communicable diseases;
d.An employer attempts to dissuade a nurse from following proper
communicable disease precautions.
Note: If nurses observe
the above are not in place, contact your workplace safety and health committee
and local immediately.
Back to top
5. Communicable diseases - Addendum - Hepatitis vaccines
Introduction
Hepatitis A and Bo pose a serious
health hazard in the workplace. There is clear evidence to support
vaccination against these diseases as an effective preventative measure to
reduce the risk of contracting Hepatitis, and to reduce the severity of the
disease after exposure.
Access to Vaccination
All nurses potentially face
exposure to Hepatitis. Locals and nurses should identify potential exposure
risks within the workplace. The objective should be that all nurses have
access to Hepatitis immunization on a voluntary basis. This should be at no
cost or loss of income to the nurse.
It is the Manitoba
nurses’ Union position that the Employer is responsible for the provision of
appropriate vaccinations and/or preventative measures, i.e. Hepatovax B, HBIG
(Hepatitis B Immune Globulin), ISG (Immune Serum Globulin) and other
appropriate vaccines. Hepatitis vaccines and/or preventative measures should
be administered within the recommended time frames.
Exposure to Hepatitis
Each facility must have policies
and procedures to monitor nursing staff after mucous membrane exposure and/or
any needle stick injury.
The Union will treat
exposure and/or contracting of Hepatitis as a work related injury and
compensable under the Workers compensation Act unless it can be clearly proved
otherwise.
Back to top
6. Communicable diseases - Addendum - Needle stick injuries
Preamble
Although the majority of needle
stick injuries create only minor localized tissue damage, there is the grave
potential of contracting a life threatening disease through this route.
Patient Advocacy
Nurses as professional and acting
as patient advocates will strive to provide patients with compassionate,
effective and high quality care.
Right to Know
Nurses have the right to know
potential health hazards that can occur from needle stick injuries.
The Manitoba Nurses’
Union supports the practice of universal blood and body fluid precautions
(Universal Precautions) in caring for all patients.
The Manitoba Nurses’
Union also supports nurses who are providing direct care to have the right to
know the patient’s diagnosis. This is essential in identifying potential
health hazards which may result from needle stick injury. Knowledge of
diagnosis assists in facilitating appropriate identification and care of
persons affected by needle stick injuries.
Policies and
Procedures
Every health care facility must have appropriate policies and
procedures with respect to prevention of needle stick injuries and appropriate
care of nurses who have a needle stick injury.
These policies and procedures must be consistent with recognized and
current standards of care, re: Health and Welfare Canada, and Centre for
Disease Control Atlanta;
MNU strongly recommends appropriate testing should be performed on all
patients with whom contaminated needles have been identified as the causative
agent. The Manitoba Nurses’ Union Locals should have input into the
development of policies and procedures for this testing.
Support confidentiality and follow-up procedures must be available for
patients and those who receive needle stick injuries.
Right to Participate
It is essential that the Manitoba
Nurses’ Union members at the Local level participate in the development and
implementation of these policies and procedures.
Education
The Manitoba Nurses’ Union will
take a proactive stance in encouraging members/locals to become more
knowledgeable and educated concerning measures to reduce risk or incidence of
needle stick injuries. It is the expectation of the Union that
facilities/employers provide proper prevention and education with respect to
prevention of needle stick injuries. All injuries must be reported with an
appropriate WCB injured worker form.
Equipment
The Manitoba Nurses’ Union
recognizes that it is the Employer’s responsibility to provide safe and proper
equipment to facilitate the prevention of needle stick injuries. This
equipment must be easily accessible and in sufficient quality and quantity.
Sharps containers must be easily accessible, of sufficient size and puncture
proof.
Right to Refuse
The Manitoba nurses’ Union will
support nurses’ right to refuse dangerous work under Article 43 of the
Workplace and Safety Act when:
a.
There are inadequate or non-existent protocols for identification for
prevention identification and follow-up of needle stick injuries.
b.
There is inadequate quantity and quality of protective equipment;
c.
The nurse has had inadequate orientation and inservice on the handling
of needles and syringes;
d.
The Employer attempt to dissuade a nurse from following the protocols
for presentation, identifications and follow-up of needle stick injuries.
Note: If any nurse
observes the above are not in place, contact your Workplace Safety and Health
Committee and Local immediately.
The Manitoba Nurses’
Union does not support random or selective mandatory testing of
patients/clients or staff in the event of a needles stick injury. We support
the individuals right to decline treatment although access to all relevant
information is necessary.
Back to top
7. Anitneoplastic drugs
Preamble
Antineoplastic drugs are used to
treat cancer patients in health care facilities. These drugs have significant
toxic properties which pose an occupational health risk to nurses if special
precautions are not taken. The Manitoba Nurses’ Union in representing its
members occupational health concerns will strive to ensure nurses are able to
maximize the potential of a safe and healthy working environment.
Patient Advocacy
Nurses as professionals and acting
as patient advocates will strive to ensure patients undergoing cancer
treatment with antineoplastic drugs have access to compassionate effective and
high quality nursing care.
Right to Know
Nurses have the right to know the
mutagenic, carcinogenic and local tissue damage properties associated with
exposure o antineoplastic drugs. Nurses have the right to know the potential
hazards associated with the preparation, administration, storage and disposal
of antineoplastic drugs.
Policies and
Procedures
Every health care institution must
have appropriate policies and procedures with respect to handling of
antineoplastic drugs including preparation, administration, storage and
disposal.
There should be specific
policies and procedures in place with respect to cleanup of spills and/or
patient body fluids containing antineoplastic drugs.
Right to Participate
It is essential that Manitoba
Nurses’ Union members at the local level participate in the development and
implementation of these policies and procedures.
Education
The Manitoba Nurses’ Union will
take a proactive stance in encouraging members/locals to become more
knowledgeable and educated as to safe and proper handling of antineoplastic
drugs in the workplace. The Employer must provide proper orientation and
effective education programs to support safe handling of antineoplastic drugs.
Equipment
The Manitoba Nurses’ Union
recognizes it is the Employer’s responsibility to provide nurses with easy
access to safe and proper equipment of sufficient quality and quantity for the
preparation, administration, storage, spill cleanup and disposal of
antineoplastic drugs.
This would include items
such as proper vertical laminar flow hoods with HEPA filters, latex gloves,
luer-lock syringes, and appropriate sharps containers.
Right to Refuse
The Manitoba Nurses’ Union will
support a nurses’ right to refuse dangerous work under Article 43 of the
Workplace Health and Safety Act when:
a.
There are inadequate or non-existent protocols with respect to handling
antineoplastic drugs;
b.
There is inadequate quantity and quality of appropriate protective
equipment;
c.
The Nurse has had inadequate education including orientation and
inservice training in the preparation, administration, storage, spill cleanup
and disposal of antineoplastic drugs, and/or
d.
An Employer attempts to dissuade a nurse from following proper
protocols in handling antineoplastic drugs.
Back to top
8. Waste anaesthetic gases
Preamble
Anaesthetic gases are therapeutic
agents administered to maintain loss of sensation, with or without
unconsciousness, during surgical procedures, dental procedures, and labour and
delivery. These gases can cause both short and long term health risks to
nurses if appropriate precautions are not taken to eliminate/minimize
exposure. The Manitoba Nurses’ Union, representing its members’ occupational
health concerns, will strive to ensure nurses are able to maximize the
potential of a safe and healthy environment.
Patient Advocacy
Nurses as professionals and acting
as patient advocates will strive to ensure patients undergoing anaesthesis
have compassionate high quality care.
Right to Know
Nurses have the right to know the potential hazardous effects that exposure to
waste anaesthetic gases have on the reproductive system, central nervous
system, the liver and the kidneys. There are potential carcinogenic,
teratogenic and mutagenic effects of exposure to waste anaesthetic gases.
Nurses have the right to
know the potential hazards associated with:
a.
Absent, ineffective or antiquated scavenging equipment;
b.
Inappropriate maintenance procedures;
c.
Inappropriate ventilation and air exchanges;
d.
Inappropriate anaesthetic techniques (i.e. inappropriate flushing of
hoses); and
e.
Inadequate and inappropriate monitoring of waste anaesthetic gas
levels.
Policies and
Procedures
Health care facilities must have
policies and procedures in place with respect to waste anaesthetic gases,
which outline appropriate:
a.
Scavenging equipment;
b.
Regular maintenance procedures;
c.
Ventilation and air exchanges;
d.
Anaesthetic techniques, and; monitoring of waste anaesthetic gas
levels.
Right to Participate
It is essential that Manitoba
Nurses’ Union members at the local level participate in the development and
implementation of these policies and procedures.
Education
The Manitoba Nurses’ Union will
take a proactive stance in encouraging locals/nurses to become more
knowledgeable and educated in the prevention of exposure to waste anaesthetic
gases in the workplace.
Equipment
The Manitoba Nurses’ Union
recognizes it is the responsibility of Employers to provide easily accessible
safe and proper equipment in sufficient quantity and quality to protect nurses
from waste anaesthetic gas exposure. The operating room and post anaesthsia/recovery
room must have appropriate:
a.
Scavenger systems
b.
Inspection and maintenance systems
c.
Patent system of hoses
d.
Anaesthetic equipment
e.
Number of air exchanges and ventilation
Health Hazard Testing
Due to the serious health hazard
risk, it is the Employer’s responsibility to provide:
a.
Voluntary testing for possible exposure to waste anaesthetic gases
which would be administered at no cost or loss of income to the member;
b.
A registry of those nurses who have worked in areas where exposure to
waste anaesthetic gases has occurred, and;
c.
Regularly scheduled and random air sampling for all areas where there
is potential exposure to waste anaesthetic gases using appropriate threshold
limit values.
Right to Refuse
The Manitoba Nurses’ Union will
support a nurses’ right to refuse dangerous work under Article 43 of the
Workplace Health and Safety Act when:
a.
There are inadequate or non existent protocols with respect to waste
anaesthetic gases;
b.
There are inappropriate scavenger systems and/or inadequate ventilation
and air exchanges;
c.
There are inappropriate inspection and maintenance procedures;
d.
There are inappropriate anaesthetic techniques;
e.
There is inappropriate monitoring of waste anaesthetic gas levels;
f.
There is inadequate inservice and education in regards to safe handling
of anaesthetic gases and their emissions, and;
g.
The Employer attempts to dissuade a nurse from reporting unsafe working
conditions related to waste anaesthetic gas exposure.
Back to top
9. Explosive devices/bombs
Preamble
Nurses are professional caregivers
whose primary responsibility is the nursing care of their patients. Since the
nurses’ responsibility is the delivery of nursing care for which they have
been trained and educated, nurses should not be involved in the search and/or
disposal of explosive devices or bombs. The Manitoba Nurses’ Union, in
representing its members’ occupational health concerns, will strive to ensure
nurses are able to maximize the potential of a safe and healthy working
environment.
Patient Advocacy
Nurses as professionals and acting
as patient advocates will strive to provide patients with compassionate,
effective and high quality nursing care even when the patient’s environment is
threatened by explosive devices and/or bombs.
Right to Know
Nurses have the right to know when
the threat of explosive devices/bombs exist in the working environment.
Policies and
Procedures
Every health care facility must
have appropriate policies and procedures in place with respect to explosive
devices/bombs in the workplace. It is the Manitoba Nurses’ Union position
that nurses are not trained, nor are they the appropriate personnel to perform
bomb search or disposal procedures. The Manitoba Nurses’ Union expects
Employers to provide specific procedures in the event a nurse receives a
telephone call or verbal or written indication of a bomb threat.
Right to Participate
It is essential that Manitoba
Nurses’ Union members at the local level participate in the development and
implementation of these policies and procedures.
Education
a.
The Manitoba Nurses’ Union will take a proactive stance in encouraging
members/locals to become more knowledgeable and educated in their role, with
respect to patient care in the event of any disaster plan implementation.
b.
The Employer must provide proper orientation and effective education on
the implementation of disaster plans.
Right to Refuse
The Manitoba Nurses’ Union will support a nurses’ right to refuse dangerous
work under Article 43 of the Workplace Health and Safety Act when:
a.
Nurses are expected or directed to search or dispose of explosive
devices/bombs and/or
b.
An Employer attempt to dissuade a nurse from following safe protocol
with respect to explosive devices/bombs.
Back to top
10. Radiation
Preamble
Nurses have been exposed to radiation in the workplace for many years from
radioisotopes, fluroscopy, portable X-rays and radioactive implants. The
Manitoba Nurses' Union, in representing its members' occupational health
concerns, will strive to ensure nurses are able to maximize the potential of a
safe and healthy working environment.
Patient Advocacy
Nurses as professionals and acting
as patient advocates will strive to provide patients (receiving radioactive
tests or therapy) with compassionate, effective and high quality nursing care.
Right to Know
Nurses have the right to know the
risks of exposure to radiation in the workplace.
Policies and
Procedures
Every health care facility must
have appropriate policies and procedures for nurses assisting with diagnostic
and therapeutic procedures involving radiation.
Right to Participate
It is essential that Manitoba
Nurses’ Union members at the local level participate in the development and
implementation of these policies and procedures.
Education
a.
The Manitoba Nurses’ Union will take a proactive stance in encouraging
members/locals to become more knowledgeable and educated on methods to
minimize nurses’ exposure to radiation.
b.
The Employer must provide proper orientation and effective education to
protect nurses from exposure to radiation.
Equipment
The Manitoba Nurses’ Union recognizes it is the Employer’s responsibility to
provide nurses with easy access to proper equipment (i.e. lead aprons neck
collars, bed shields). This equipment must be of sufficient quality and
quantity.
Nurse working in areas
where there is a potential for high risk exposure, must be effectively
monitored on a regular basis.
Rotation and Staffing
to Reduce Risk of Radiation Exposure:
In areas where significant exposure to radiation is possible, staffing
rotation must allow nurses to have their exposure to patients receiving
radiotherapy, kept to a minimum.
Nurses who are pregnant
have increased risk to the fetus and should minimize/eliminate exposure to
radiation.
Right to Refuse
The Manitoba Nurses’ Union will
support a nurses’ right to refuse dangerous work under Article 43 of the
Workplace Health and Safety Act when:
a.
There are inadequate or non-existing protocols for care of patients
undergoing treatment or diagnostic procedures involving radioactive
substances.
b.
There is inadequate quantity and quality of regularly maintained
protective shielding and personal monitoring equipment.
c.
The nurse has not had adequate orientation and effective inservice to
equipment or procedures, and/or
d.
An Employer attempts to dissuade a nurse from following proper protocol
and precautions in minimizing exposure to radiation.
Back to top
11. Chemicals in the workplace
Preamble
Chemicals are widely used in health
care facilities. These chemicals may have significant toxic properties which
may be unknown to nurses in the workplace. The Manitoba Nurses’ Union, in
representing its members’ occupational health concerns, will strive to ensure
nurses are able to maximize the potential of a safe and healthy working
environment.
Patient Advocacy
Nurses as professional and acting
as patient advocates will strive to provide patients with compassionate,
effective and high quality nursing care.
Right to Know
Nurses have the right to know the
potential health and safety hazards associated with the preparation,
administration, storage, disposal and spill clean-up of chemicals.
Policies and
Procedures
Every health care facility must
have appropriate policies and procedures with respect to dealing with
chemicals in the workplace. These policies and procedures must be consistent
with *WHMIS regulations. The WHMIS regulations include:
a.
Inventory of controlled products
b.
Labelling
c.
Material Safety Data Sheets (MSDS’s)
d.
Health Hazard Regulation Requirements
e.
Prevention and Monitoring Plans
f.
Training and Education
Right to Participate
It is essential that Manitoba
Nurses’ Union members at the local level participate in the development and
implementation of these policies and procedures.
Education
a.
The Manitoba Nurses’ Union will take a proactive stance in encouraging
members/locals to become more knowledgeable and educated re: chemicals and
the WHMIS regulations.
b.
The Employer must provide proper orientation with effective educational
programs to support this regulation.
Equipment
The Manitoba Nurses’ Union
recognizes it is the Employer’s responsibility to provide nurses with easy
access to safe and proper equipment, i.e. WHMIS/MSDS binders. This equipment
must be of sufficient quality and quantity.
Right to Refuse
The Manitoba Nurses’ Union will
support a nurse’s right to refuse dangerous work under Article 43 of the
Workplace Health and Safety Act when:
a.
There are inadequate or non-existing protocols with respect to handling
chemicals/WHMIS.
b.
There is inadequate quantity and quality of appropriate protective
equipment.
c.
The Nurses have had inadequate WHMIS education, including orientation
and inservice in handling of chemicals.
d.
An Employer attempts to dissuade a nurse from following protocols in
handling chemicals in the workplace.
*WHMIS – Workplace
Hazardous Material Information System
Back to top
12. Asbestos
Preamble
There is no known safe level for
airborne asbestos fibers. Asbestos contamination in health care facilities is
a growing occupational health concern. As asbestos is a know carcinogen, the
Manitoba Nurses’ Union, in representing its members’ occupational health
concerns, will strive to ensure nurses are able to maximize the potential of a
safe and healthy working environment.
Patient Advocacy
Nurses as professionals and acting
as patient advocates will strive to provide patients with compassionate,
effective and high quality nursing care.
Right to Know
Nurses have the right to know the
potential health and safety hazards associated with asbestos. They also have
the right to know if they are working in an asbestos contaminated area.
Policies and
Procedures
Every health care facility must
have appropriate policies and procedures with respect to asbestos. There must
be the following:
a.
Safe and effective methods of inspection and/or removal, along with
regular inspections to ensure the integrity of any encased asbestos.
b.
Regularly scheduled and random air sampling as part of the inspection
process.
c.
Workplace Health and Safety Committees and Unions must have access to
inspection results.
d.
Procedures must be in place for safe capsulation or removal of asbestos
that is “friable” (soft or loosely bound and/or broken down).
e.
The Employer must ensure that only authorized and qualified personnel,
following recognized standards, inspect, handle and remove asbestos safely.
Right to Participate
It is essential that Manitoba
Nurses’ Union members at the local level participate in the development and
implementation of these policies and procedures.
Education
a.
The Manitoba Nurses’ Union will take a proactive stance in encouraging
members/locals to become more knowledgeable and educated re: asbestos and its
hazards.
b.
The Employer must provide proper orientation with effective education
when asbestos is to be encased or removed from facilities.
Health Hazard Testing
Due to the serious carcinogenic
properties, risk of asbestosis and other health hazards, it is the
responsibility of the Employer to provide:
a.
Asbestos exposure testing at no cost or loss of income to the member,
and;
b.
A registry of employees who are working in potentially high asbestos
contaminated environments to be filed with the Workers Compensation Board.
Right to Refuse
The Manitoba Nurses’ Union supports
a nurses’ right to refuse dangerous work under Article 43 of the Workplace
Health and Safety Act when:
a.
There are inadequate or non-existent protocols with respect to the
handling, removal, or working in proximity to asbestos contaminated areas,
and;
b.
There is inadequate quantity and/or quality of appropriate protective
equipment, and;
c.
An Employer attempts to dissuade a nurse from following proper
protocol, or reporting asbestos contamination or leaks.
Note: This type of
asbestos was commonly used under suspended ceilings as fireproofing and
thermal, or acoustical insulation. These potentially hazardous areas must
also be part of the regular inspection process.
Back to top
13. Laser devices
Preamble
The use of lasers is increasing in
health care facilities. This use presents a hazard in that the laser beam can
cause damage to the eye and other tissue. The plume generated by the laser
beam on tissue also has potential side effects. The Manitoba Nurses’ Union,
in representing its members’ occupational health concerns, will strive to
ensure nurses are able to maximize the potential of a safe and healthy
environment.
Patient Advocacy
Nurses as professionals and acting
as patient advocates will strive to provide patients with compassionate,
effective and high quality nursing care.
Right to Know
Nurses have the right to know the
potential hazards and negative side effects associated with the use of lasers
in the workplace.
Policies and
Procedures
Every health care facility must
have policies and procedures with respect to the safe use of lasers to protect
staff and patients. Policies and procedures should be consistent with each
specific laser machine and should include the use of:
a.
A designated staff person who has the authority and responsibility for
maintenance, safe handling and security of the laser machine;
b.
Only properly trained personnel and physicians should operate lasers;
c.
Proper plume extraction*
d.
Specifically designed laser masks;
e.
Proper protective eye wear specific to each type of laser;
f.
Proper tissue protection from laser beams;
g.
Endotracheal tubes must be laser safe for specific E.N.T. procedures
h.
Proper fire extinguishers readily available (i.e. Halogen)
i.
A routine monitoring, maintenance and inspection program;
j.
Appropriate warning sign must be used.
Right to Participate
It is essential that Manitoba
Nurses’ Union members at the local level participate in the development of
these policies and procedures.
Education
The Employer must provide an
orientation, in-service and certification program to ensure all staff dealing
with lasers are safely and appropriately trained.
Equipment
The Manitoba Nurses’ Union
recognizes it is the Employer’s responsibility to:
a.
Provide a designated trained person with overall authority and
responsibility for the safe operation of lasers;
b.
Appropriate laser plume scavenging system;
c.
Appropriate personal protective and safety equipment;
d.
Appropriate instructions readily available;
e.
Warning signs posted for all lasers.
Right to Refuse
The Manitoba Nurses’ Union will
support a nurses’ right to refuse dangerous work under Article 43 of the
Workplace Health and Safety Act when:
a.
There are inadequate or a lack of written safety policies, procedures
and protocols;
b.
Inadequately trained or untrained personnel;
c.
Inadequate or non-existent scavenging systems;
d.
There are inappropriate inspection and maintenance procedures;
e.
There is inadequate in-service and education in regards to safe
handling of laser machines;
f. The Employer attempts to dissuade a nurse from reporting unsafe working
conditions related to laser one.
*Note: The smoke
produced from vaporized tissue during laser surgery is defined as laser plume.
Back to top
14. Biomedical waste
Preamble
Biomedical waste includes:
a.
Human anatomical waste;
b.
Microbiology lab waste;
c.
Human blood and body fluid waste;
d.
Waste Sharps.
Biomedical waste in the
health care workplace has been taking on a significantly higher profile in
recent years. The MNU, in representing its members’ occupational health
concerns, will strive to ensure nurses are able to maximize the potential of a
safe and healthy working environment.
Right to Know
Nurses have the right to know the
potential health and safety hazards associated with biomedical waste. The MNU
supports that procedure be in place to prevent inappropriate contact by nurses
with biomedical waste in the workplace.
Policies and Procedures
a. Every health care facility must have appropriate policies and procedures
with respect to dealing with biomedical waste;
b.These policies and procedures must be consistent with current recognized
Canadian standards;
c.Policies and procedures must be in place in every health care facility to
safely handle and dispose of biomedical waste. The method of handling and
disposal of these wastes are as defined in current recognized Canadian
Standards;
d.There must be single use waste containers, i.e. Sharp containers;
waste-holding plastic bag; or cardboard container.
Equipment
The Manitoba Nurses’ Union recognizes
that it is the Employer’s responsibility to provide nurses with easy access to
safe and proper equipment of sufficient quality and quantity for the handling
and disposal of Biomedical Waste.
Sharp Containers – must be colour-coded and
labelled with the biohazard symbol. Sharps container must be sturdy enough to
resist puncture under conditions of use and to point of disposal. Lids must be
tightly secured and, if used for cytotoxic wastes, the cytotoxic hazard symbol
should be displayed. It is strongly recommended for containers to have fill
lines and simplified movement for removal when full. Containers must be
designed to prevent removal of discarded contents. Sharps containers should be
conveniently located close to the point of disposal. (The outer cabinet or
holder must be labelled as containing Sharps – “Caution! Waste Sharps”
or an equivalent.)
Plastic Waste-Holding Bags – must be sturdy
enough to resist puncture under conditions of handling and disposal. Must be
colour-coded and labelled as necessary with biohazard or cytotoxic symbol.
Cardboard Containers –
must be colour-coded and labelled with the
biohazard symbol, rigid, closeable, leak-resistant and capable o being sealed.
Right to Participate
It is essential that Manitoba Nurses’
Union members at the Local level participate in the development and
implementation of these policies and procedures.
Education
The Manitoba Nurses’ Union members will take a
proactive stance in encouraging members/locals to become more knowledgeable and
educated about current measures to protect nurses in the handling and disposal
of biomedical waste.
Right to Refuse
The MNU will support nurses’ right to
refuse dangerous work under Articles 43 of the Workplace Health & Safety Act
when:
a. There are inadequate or non-existent protocols for handling and disposal
of biomedical waste;
There is inadequate quantity or quality of protective equipment;
The nurse has had inadequate orientation and inservice on appropriate
safety and health measures in dealing with the handling and disposal of
biomedical waste;
An Employer attempts to dissuade a nurse from following proper biomedical
waste precautions.
Note: If nurses observe the above are not in
place contact your Occupational Health & Safety Committee and Local immediately.
Back to top
|
