How concerned should the hospital be if the lawsuit

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Reference no: EM133511597

Scenario 1: Nurse Deb was due for her annual flu vaccination as mandated by her hospital's policy. Nurse Deb is a big supporter of the anti-vaccination movement and refused to obtain her annual flu vaccination. Upon notice that nurse Deb did not obtain the vaccination, the nurse manager fired Nurse Deb. Nurse Deb has decided to file a wrongful termination suit. As the director of nursing, how would you handle this situation?

What evidence does Nurse Deb have that could help her win the case?
What law protects the hospital's mandated vaccination procedures?
How concerned should the hospital be if the lawsuit is a success?
If the lawsuit is a success, how does this impact workplace safety and the obligation of the healthcare facility to provide protection?

Scenario 2: What do you see as the pros and cons of a unionized environment in a healthcare facility? How can the right to collective bargaining by employees and the mandate to provide care to patients be reconciled?

1.) The only evidence Deb has to help her win the case is if she presents some form of documentation or reasonable argument as to why she refuses to get vaccinated. Other than that I do not see evidence that has been provided here that would support why Deb would not get vaccinated.

2.) The law that protects hospitals that mandate vaccination procedures differs in every state. In Maryland they have an order called MDH No. 2021-08-18-10 which requires both state-run and privately administered nursing home facilities to receive a single dose of a vaccine. Also, it differs in states but they have "employment at will where the employer or employee may terminate employment at any time for any or no reason, unless there is a contract in place that specifies the term and duration of employment." (Pozgar, 2020.)

3.) If the lawsuit were a success the hospital would be facing expensive legal fees and they potentially could have to pay nurse Deb and they may have to hire her back depending upon the agreement that was met in court. I would say that the hospital should be somewhat concerned if the lawsuit is a success because there are many ways in which Deb could argue her case and make herself look like a victim of wrongful termination.

4.) If the lawsuit is a success this will significantly impact workplace safety because this will show other employees that they do not have to get vaccinated if they prove a fair reason as to why they did not get vaccinated even though it goes against hospital policy. If Deb is successful with her lawsuit against the hospital then other staff members at the hospital might follow suit and chose not to get vaccinated and put staff members that are vaccinated at risk of disease and infection and patients at high risk. Also, if this lawsuit is successful then the hospital policy serves no purpose and they may have bigger issues of protecting the facility.

Scenario 2:

The pros of a unionized environment is that employees will receive better wages, and benefits in the workplace, and it also provides protection. Cons of unionized environment is that employees are allowed to go on strike and in some cases are still allowed to get paid during this time. There is less autonomy, and workplace tension because of unionization. Collective bargaining allows employees to negotiate wages and if employees got paid more for the work they put in they would dedicate more time to their patients. It also allows for employees to protect their jobs.

Reference no: EM133511597

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