Please rsepond to the following 2 posts, 2 APA references each
The Covid19 virus touched down on American soil in January of 2020. The virus is still running rampant as of October 2021. Despite the introduction of mask mandates and three vaccines, the virus spread is still happening. The virus has been heavily politicized since its introduction to the US and remains so today. American people are heavily divided into various aspects of the pandemic, such as the virus’ severity, the survival rate, the treatment, the spreading, quarantines, mask mandates, and the COVID19 vaccinations.
Many Americans who are vehemently opposed to receiving the COVID19 vaccine have a multitude of reasons why. Reasons range from valid to absolute preposterous. Some of the common reasons why Americans refuse to take the vaccine is for a belief it contains a microchip, a belief it can alter their DNA, a belief that it can make them infertile, and even a belief that it makes them magnetic (Center for Disease Control, 2021). These beliefs are so prevalent among Americans that the CDC specifically addresses these myths on its website. The Pew Research center conducted a study in August of 2021 among 10,000 adults regarding the COVID19 vaccines. Of those 10,000 adults, 80% of participants who were against the vaccine stated that a significant reason was that they believed, “Public health officials are not telling us everything they know about COVID-19 vaccines” (Funk and Gramlich, 2021). With COVID19 vaccine fear overtaking the US, the government has decided to create transparency with the American people about the adverse effects of the COVID19 vaccine.
On September 23, 2021, Republican Senator Mike Lee of Utah introduced S.2814 to the senate. Bill S.2814 will “Require the Secretary of Health and Human Services to publicly disclose information regarding adverse effects of COVID–19 vaccines” (United States Congress, 2021). The study conducted by the Pew Research center shows that there is undisputed evidence to support the proposed bill S.2814. By lifting the veil on adverse reactions of the COVID 19 vaccine, hopefully, more Americans will feel more secure about their decision to receive it.
Workplace violence in the past was under-reported and under-discussed, often because it was viewed as part of the job or necessary to fit in. Examples of workplace violence in healthcare include physical, verbal, or horizontal, meaning colleague to colleague (Hollywood & Phillips, 2020). Occupational Safety & Health Administration describes workplace violence as “any act or threat of physical violence, harassment, intimidation, or other threatening disruptive that occurs at the worksite” (OSHA, 2018), meaning workplace violence could range from physical attacks and abuse to verbal and mental attacks. The Bureau of Labor Statistics stated in 2018 that over 73% of reported workplace violence events occurred in healthcare (BLS, 2018).
As an RN with six years of emergency department experience, I, too, was affected by workplace violence. I have been hit, scratched, sworn and yelled at, spit at, and belittled by patients and families countless times. One study found that over 90% of emergency department RNs in the United States reported being victims of violent incidents, highlighting that healthcare care can be a dangerous area of work (Ayasreh & Hayaineh, 2021). Workplace violence harms registered nurses’ well-being, mental health, and the care they deliver (Hollywood & Phillips, 2020).
Healthcare workers deserve to be safe in their work environments, and the Workplace Violence Prevention for Health Care and Social Service Workers Act plans to address just that. H.R. 1195 aims to protect healthcare workers by holding the Secretary of Labor and OSHA responsible for providing an interim recommendation on a standard, enforceable workplace safety plan. The bill plans to have action within one year of passing; currently, the bill has passed the House of Representatives as of April 2021 and has been referred to the Senate for review. The bill would charge employers the responsibility of having a safety program, including a system for reporting, monitoring, and acting to reduce workplace violence, including providing education, physical resources, and maintaining accurate records pertaining to workplace violence.
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