Thursday, November 18, 2010

Still on payroll despite fatal mistakes - Health News Florida

Of all the doctors in Florida that GlaxoSmithKline could have chosen as consultants, Steven Brooks and his partner E. “Jake” Jacobo would seem the least likely. They have a criminal record.

In 2001, the Orlando-area urologists pleaded guilty in U.S. District Court in Connecticut to one count of conspiracy to defraud Medicare and the military through a complicated black-market diversion of the pricey prostate cancer drug Lupron.

Despite the blotch on his record, Brooks is Florida’s third-biggest recipient of pharma speaking fees overall and commands by far the largest fees among those who have been disciplined, according to a data-mining  project by the investigative news site ProPublica. Working with the team there, Health News Florida analyzed the data for Florida and wrote a state-based analysis. 

Over the last 18 months, GlaskoSmithKline paid Brooks over $178,000, ProPublica found. The company also paid Jacobo $14,750.

Brooks

In the criminal case, federal prosecutors allowed the doctors to plead to a misdemeanor in return for repaying the government $1.1 million. They were sentenced to five years’ probation and 500 hours of community service.

According to an account in the Orlando Sentinel at the time, the doctors' attorney portrayed them as duples of pharmaceutical sales reps. He said it seemed like a business deal: The doctors bought extra supplies of Lupron in states where it was less expensive and arranged for resale in states where costs were higher, records said. This violated wholesale drug distribution laws.

The Florida Board of Medicine fined each doctor $10,000 and required them to take classes in medical ethics and risk management. Brooks gave up his medical license in New York, rather than fight charges stemming from the case.

Neither Brooks nor Jacobo returned calls from Health News Florida. A call to the drug company seeking information on the urologists’ roles as consultants and on whether the company knew about the federal case also went unanswered.

Who's running trials on new drugs?

Pharmaceutical companies depend on physicians to run clean clinical trials so they can get the data they need for Food and Drug Administration approval. Yet two drug-company consultants in Florida received FDA warning letters the over the way they ran clinical trials.

Last year, the FDA cited Francisco Hernandez of Hialeah for enrolling the wrong patients in a clinical trial of a diabetes injectable drug made by Sanofi-Aventis. Of 15 patients Hernandez enrolled, the letter said, 12 didn’t qualify.

The FDA also said Hernandez didn’t report illnesses in two of the patients that were serious enough to require hospitalization.

A similar letter went to Jeffrey R. Levenson in St. Petersburg for his work on the investigational drug Zyvox for Pharmacia and Upjohn in 2000, records show.

Levenson enrolled some subjects who were too sick to meet the outlines for the trial or even to give informed consent, the letter said. He also failed to report serious adverse events, it said.

Hernandez received $6,000 in the past year and a half from Lilly for consulting, records show. Levenson received $2,000 from GlaxoSmithKline and about $1,800 from Pfizer.

Neither returned calls from Health News Florida.

Experts on prescribing? Not so much

Doctors who are  paid speakers for drug companies are supposed to be experts in prescribing. According to records, though, several in Florida were anything but -- including psychiatrist Joseph John Altieri of Vero Beach.

(He is not to be confused with Dr. John Joseph Altieri, a Sarasota-based cardiologist)

Psychiatrist Altieri came before the Board of Medicine in 2008, charged with inappropriate prescribing to three patients.

In case documents, Department of Health investigators said Altieri provided a “constantly changing cocktail” of addictive drugs -- including potentially lethal narcotics such as oxycodone and morphine – to patients who Altieri knew or should have known were addicts.

The Board of Medicine found Altieri violated a slew of codes on physician conduct. He was fined $30,000 and placed on two years’ probation, with another physician supervising.

The DOH web site says Altieri recently completed his probation, but while it was still in force last year, he received $1,040 in speaking fees from Pfizer.

He did not return calls from Health News Florida.


Still on payroll, despite fatal mistake

Some doctors remain as speakers for drug companies, even after making very public, fatal mistakes.

Case in point: Tampa urologists Tod Fusia and Mark Swierzewski remain in demand as drug-company speakers even though they made a slip-up in surgery, killing a popular high-school teacher in October 2002,

The aim of the operation at St. Joseph’s Hospital was removal of a cancerous kidney. With Swierzewski assisting, Fusia used the then-new robotic arm to snip what he thought were the proper blood vessels. But they turned out to be the aorta and vena cava.

Despite efforts to stitch the vessels back together, the patient died the next day.

Their insurer settled the malpractice case for $1 million. The Florida Board of Medicine and Fusia settled the administrative charges with a $10,000 fine and 100 hours of community service.

Still, during the past 18 months, Fusia has received $6,500 in speaking fees from GlaxoSmithKline, according to ProPublica. Swierzewski got $4,175 from Lilly.

Neither of them returned calls from Health News Florida.

Not fatal, but still...

Another who bounced back from public humiliation is Dr. Charles C. Greene, an ear-nose-throat specialist in Jacksonville. In March 2002, when he set out to repair a patient’s blocked nasal passages by inserting tubes and instruments, he went too far.

An instrument penetrated the brain and removed part of the frontal lobe, according to Department of Health records. When the patient developed symptoms, Greene failed to act swiftly enough, the records said.

Other doctors eventually diagnosed a leak of brain fluid, blood clots in the brain and brain damage.

The family sued Greene and the parties reached a $500,000 settlement in April 2004. Greene also paid a $326,700 settlement in 2004 in a separate case.

In 2009 and 2010, GlaskoSmithKline paid Greene $16,600 in speaking fees, ProPublica found.

He did not return calls from Health News Florida.

--David Gulliver is an independent  journalist and founder of Sarasota Health News. Carol Gentry, Editor of Health News Florida, can be reached by e-mail or at 727-410-3266. 

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Why Do 18% of New Nurses Quit Their First Jobs? Nurse Recruitment and Retention:

I just learned about the RN Work Project (www.RNWorkProject.org) that will track careers among newly licensed registered nurses.

With funding from the Robert Wood Johnson Foundation until 2016, they’ll study RN work careers for 10 years.

 

To understand the supply of and demand for nurses, it is critical that we understand the needs and challenges of new RNs. This study examines the first work settings of newly licensed registered nurses to learn what influences their first job choice and where they move afterward.

 

About 18% of newly licensed RNs leave their first nursing job within a year of starting, and 26% leave within 2 years. Of these, about 92% take another nursing job with a different employer.

 

This study is crucial for nurse recruitment and retention.

 

Please leave a comment below sharing your thoughts on what can be done to retain nurses.

 

(Tune in every Monday to LeAnn Thieman's Nurse Recruitment and Retention column the home page.)

 

About the Author: LeAnn Thieman, Nurse, Author and Speaker Hall of Fame is an expert in nurse recruitment and retention and author of Chicken Soup for the Nurse’s Soul. To have her help hire and inspire your nurses, contact her at www.NurseRecruitmentandRetention.com

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Mass. aims to cut drug overuse for dementia - The Boston Globe

State regulators and the Massachusetts nursing home industry are launching a campaign today to reduce the inappropriate use of antipsychotic medications for residents with dementia — a practice that endangers lives and is more common here than in most other states.

During the next year, a team of specialists will identify nursing homes with successful methods for avoiding overuse of antipsychotics and determine which homes need help cutting back. Nursing home staff will be taught how to deal with aggressive and difficult behaviors, often displayed by dementia patients, without resorting to antipsychotics to sedate them.

In 2009, 22 percent of Massachusetts nursing home residents who received antipsychotic medications did not have a diagnosis for which the drugs were recommended — the 12th highest rate of inappropriate antipsychotic use in the nation, the Globe re ported earlier this year.

Twice in the past five years, federal regulators have issued nationwide alerts about troubling and sometimes fatal side effects when antipsychotics are taken by people with dementia, often Alzheimer’s patients.

Specialists say that understaffing sometimes prompts overuse of these medications to help control dementia patients’ behavior, but that inappropriate use can also be traced to lack of training in alternative approaches.

“There is a knowledge gap between the front-line workers — the nurses — and the black-box warnings on these medications,’’ said Laurie Herndon, a geriatric nurse practitioner who is leading the initiative for Massachusetts Senior Care, the trade group representing the state’s 430 nursing homes. A black-box warning is the most serious type of caution used in prescription drug labeling.

“We wanted to avoid talking at them, and instead provide educational material they can use,’’ Herndon said.

Campaign details will be unveiled at the association’s annual meeting today in Worcester, which is expected to draw about 900 people.

Alice Bonner, the state’s top nursing home regulator, said she appointed a task force to study the overuse of antipsychotics in nursing homes and develop alternative approaches after the Globe highlighted the problem in Massachusetts earlier this year. The task force includes nursing home physicians, nurses, social workers, and pharmacists, along with elder advocates, researchers, and state surveyors who monitor the quality of the facilities.

Bonner, director of the Bureau of Health Care Safety and Quality in the Department of Public Health, said the state, given its budget problems, does not have new resources to devote to the campaign, but is working with legislators and the Patrick administration to get new funding in the next state budget. The trade association intends to apply for grants from nonprofit groups to fund the initiative.

“No one is going to plunk a whole lot of money in our laps,’’ Herndon said, “but that shouldn’t stop us.’’

Bonner said that the task force has already identified low-cost approaches used by some nursing homes. One approach involves more careful screening of patients when they are admitted, which includes gathering more detailed information from families about the patient’s personality before the onset of illness. This, Bonner said, helps staffers tailor care and activities to each patient.

“They get a good sense of who a person was before they began to suffer with dementia, what kinds of things they like to do, and what kinds of things their family can tell us makes them calm or gets them engaged,’’ Bonner said.

“When you see a nursing home with a low rate of antipsychotics, very often you will see these programs,’’ she said.

Bonner also said that nursing homes that give workers consistent schedules that allow them to work with the same patients have also been successful.

“That helps reduce difficult behaviors with patients with dementia because staff knows the patients so well, they pick up on early signs of trouble and prevent a catastrophic event, so they can intervene early,’’ she said. Consistent schedules have the side benefit of helping nursing homes retain their workers longer, Bonner said. “Once this is in place, it turns out it is less expensive because staff turnover is expensive,’’ she said.

The education campaign will draw on the work of Dr. Susan Wehry, a geriatric psychiatrist and associate professor of psychiatry at the University of Vermont College of Medicine. Wehry recently concluded an intensive, nine-month pilot project in four Vermont nursing homes that taught all staffers, from housekeepers to medical directors, alternative approaches, such as using music and massage, to manage difficult patient behaviors.

The program, she said, helped identify which alternatives work, which don’t, and how challenging the mission can be.

Wehry is still analyzing the results but said preliminary findings showed that in one of the homes where the administrator made all of the training sessions mandatory for staff, antipsychotic use was dramatically reduced. A third of the patients with dementia had been prescribed antipsychotics before the program, and not one was on them by the end, she said.

“They were much improved in terms of staff-resident interactions and level of alertness,’’ Wehry said. “And they looked happier.’’

Data from another home that did not make all of the training mandatory showed no change in the number of dementia patients given the medications. Wehry said a more troubling trend also emerged there — one of the physicians switched from giving antipsychotics to prescribing antianxiety medications.

“If all we do is shift the burden, then all we have done is create a different set of problems,’’ Wehry said. “Our goal is not to just reduce our reliance on antipsychotics, but to change [patient] behaviors.’’

Kay Lazar can be reached at klazar@globe.com

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Pennsylvania Supreme Court rules that nursing companies must pay home health aides overtime | Markets | Market News | Canadian Business Online

The Pennsylvania Supreme Court said Wednesday a company must pay overtime to its home health care aides, saying an overtime exception only applies to people who pay for domestic services in their own homes.

The court unanimously upheld state Department of Labor and Industry regulations, ruling against Bayada Nurses Inc., which had asked the courts to settle the issue after the agency began looking into how it was paying the aides.

A state regulation that dates to 1977 provides an exception to overtime payments for domestic services in an employer's home. Bayada argued unsuccessfully that it should apply to its aides, who are largely supervised by the householder, and said the regulation would drive up the cost of services.

The company said its "householder clients" approve who will work in their homes, set their hours, control all aspects of services that will be provided and can terminate the relationship. In that respect, it said, the company and the clients jointly employ the aides.

Justice Debra McCloskey Todd wrote that the regulation was reasonable and consistent with the Legislature's intent in the Minimum Wage Act of 1968.

"Under the department's regulation, working for the householder employer permits an exemption from overtime requirements. Working for a third-party agency employer does not," Todd wrote.

Todd's opinion noted that unions and the AARP warned that failing to adequately pay home health care workers "will lead to an even greater shortage of these critical workers."

The court said Bayada was a Pennsylvania corporation headquartered in Moorestown, N.J., and that it had about 38 offices in Pennsylvania that employed more than 1,000 people. A 2008 Commonwealth Court ruling in the case, which the justices upheld, said the home health aides at issue in the litigation helped people with daily living and general companionship.

Labor and Industry spokesman Christopher Manlove said the department was pleased with the court ruling. A message seeking comment from Bayada was not immediately returned.

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American Holistic Nurses Association - the voice of holistic nursing

The American Holistic Nurses Association (AHNA) is a non-profit membership association for nurses and other holistic healthcare professionals, serving more than 5,100 members across the U.S. AHNA has adopted a new mission statement and vision and recently created a statement of purpose .

AHNA is the definitive voice for holistic nursing, and promotes the education of nurses, other healthcare professionals, and the public in all aspects of holistic caring and healing.  AHNA’s efforts recently resulted in the recognition of holistic nursing as an “ official nursing specialty ” by the American Nurses Association. 

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Wednesday, November 17, 2010

Nurse Leaders as Change Agents, Are We Up to the Challenge? By Beth Boynton, RN, MS

Nurse Leaders as Change Agents

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11.02.2010 09:26 PM

Are We Up to the Challenge?

By Beth Boynton, RN, MS

Most of the work I do as a consultant, author and teacher is grounded in my belief that nurses are intelligent, capable and compassionate professionals who have a huge potential and daunting responsibility to improve healthcare. I believe that efforts to communicate respectfully and create respectful work environments will directly and indirectly lead to providing safe, quality care and experiencing long-term rewarding career paths in nursing. In fact, (at the time of this writing) I am working on a keynote address that focuses on this message for the ANA-WA leadership conference in September.

Yet, there are times when I work as a per diem staff nurse, I feel frustrated, powerless and despairing. I have one hundred urgent things to do and time to do about 60 of them if I am going to follow protocols and take the time to listen respectfully to all parties. I can take short cuts and do about 80 of them. Add to that an environment with chair alarms, bed alarms, exit-seeking alarms, endless interruptions, new problems and wasted time looking for supplies, and by the end of my shift I am emotionally, physically and intellectually exhausted. And, I didn't do everything I should have.

Patients, families, physicians, colleagues and administrators have the right to expect skilled, timely and compassionate care, don't they? And I have a right to expect all of these stakeholders to contribute to positive or at least optimal outcomes, don't I? Yet horizontal and vertical violence are huge problems and many of our workplace relationships are dysfunctional. This keeps us fragmented and isolated. Collaboration seems like an obvious way to reclaim our power and have more impact on our system.

But when resources are not there, how far will respectful communication take us? Sometimes I feel so certain and sometimes I don't know. It seems far too easy for a microscopic view of one of those 100 things that I don't do or do incorrectly to reflect poorly on me rather than the very-broken system I am working in.

I love teaching assertiveness and facilitating tough discussions during workshops on effective communication, workplace violence, or inspiring nurse professionals. But in all honesty, when I practice what I teach, I realize how hard it is!

Not long ago I was faced with a situation where my work assignment was unsafe. At first I was stunned to find out I was supposed to be supervising a medication assistant on an adjacent unit. I had my hands full on my own unit and was angry and overwhelmed by this additional responsibility. It was an evening shift and I made it through, but went home exasperated.

I struggled with coming up with respectful language and process for addressing the issue. I felt some internal inadequacy that I could own and I also felt a sense of disrespect for the work I do coming from the organization. It felt like a set up and I did not sleep well.

The next morning I called the Nurse Manager and expressed my concerns. She advised me that it was part of my job expectation and encouraged me to talk with the Director of Nurses. I also called the scheduler and left a voicemail message that I did not feel safe supervising in that situation. I said I would be happy to discuss it, but that I would not accept an assignment in that capacity in the future. He didn't call me back, but when I went in several days later, he approached me and told me that he couldn't make any promises.

I took a deep breath and asked him whom I needed to talk with, as it was not an acceptable answer. He referred me to the DON and I took a deeper breath and knocked on her door. I felt heard and respected at this juncture and have not been placed in this position again. Has it impacted scheduling/staffing in other ways for me? I am not sure.

I am a national presenter, with a graduate degree and book published and I want you to know that the process of taking this concern up the ladder was extraordinarily challenging for me. In the trenches I see my colleagues and support staff working so hard. They have families to take care of, bills to pay, and hopelessness about their ability to change things.

I know that I am role modeling healthy communication skills, providing the best care I can and making a difference. I also know I am asking nurses to stretch in personal and professional growth areas that are extremely difficult.

More and more I see nurse leaders and educators in such critical positions as change agents. Safe and respectful work environments for our staff and patients are critical priorities. Role modeling effective communication, owning our contribution to problems, and providing transformational leadership is indeed, daunting. We need leaders who will help to slow things down and bring back a balance of caring and collaboration into healthcare. I do think we can and I do think we will, maybe not tomorrow, but eventually. And who knows, maybe our efforts will seep into other areas of our world that are moving too fast.

Beth Boynton is an organizational development consultant specializing in issues that impact nurses and other healthcare professionals. She is a coach, facilitator and trainer for topics related to communication, conflict management, teambuilding and leadership development, and author of the book Confident Voices: The Nurses’ Guide to Improving Communication & Creating Positive Workplaces. She is an adjunct faculty member with New England College’s graduate program in Healthcare Administration and contributing University of Florida faculty for the Forensic Science for Nurses certificate program. She has also taught for Antioch University and McIntosh College. She has published several professional articles and her newsletter, Confident Voices, has drawn audiences from across the nation for addressing communication, conflict and workplace dynamics. Her website — www.bethboynton.com — offers more information.


 


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Canadian Blood Services - Société canadienne du sang

Canadian Blood Services is a not-for-profit, charitable organization whose sole mission is to manage the blood and blood products supply for Canadians.

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Grifols has been working in the fields of transfusion, blood banking and clinical analysis for more than 70 years. Founded in 1940 by Dr. J.A. Grifols Roig, three generations of the Grifols family have led the company ever since. Our Grifols S.A. President, Victor Grifols, ensures that our company will always remain focused on what matters most - people. This dedication to the progress of healthcare for humankind has led to the distribution of Grifols products worldwide.

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MedImmune-FluMist

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Slow job market for nurses expected to rebound | Standard-Examiner – Ogden, Layton, Brigham, Weber, Davis, Sports, Entertainment, Dining, Utah Jazz, Real Salt Lake, Ogden Raptors, Top of Utah News

The recession has finally caught up to nursing, the so-called "recession-proof" job. But experts say the demand for nurses won't be slowed for long.

Evidence of the now-lagging nursing job market is anecdotal and inconsistent; no definitive figures exist. But Betty Sue McGarvey, president of the Baptist College of Health Sciences in Memphis, Tenn., doesn't need a thermometer to know it's cold outside.

Most of her nursing students used to have job offers even before they graduated. Finding employment now can take months.

"We encourage our students and tell them the stability is still there, but it may take you longer to find that first position you want," McGarvey said.

The job-market cool-down follows a frenzied surge in 2007-2008 in which hospitals alone added an estimated 243,000 nurses, according to researchers from Vanderbilt University, the Congressional Budget Office and Dartmouth College. The spike was the largest two-year increase in nursing jobs over the prior 30 years.

But the recession slowly ate away the health-care industry's past insulation.

"In previous recessions, nursing always managed to ride out of the economic storm with little damage," said University of Memphis health care economist Cyril Chang. "But this time, the length and depth of the recession are so severe that even nursing has not been immune to consequences of the economic downturn."

Many in the health care industry tightened their belts and either laid nurses off or reduced their hours, Chang said.

There are always exceptions. The Memphis VA Medical Center, for example, is in the process of hiring 70 nurses. The Veterans Administration's nurse-to-patient ratio changed, said Marilyn Kerkhoff, the hospital's director of nursing. The thinking, she said, is that more nurses on staff translates into better patient outcomes.

"At a time when many are letting go of nurses, we're ... doing what we feel is the right thing for the patients," Kerkhoff said.

A job fair for registered nurses attracted 90 applicants to the VA two weeks ago. Nineteen were hired.

Experts say the current slowdown won't be a long-term, prevailing trend.

Vanderbilt's Peter Buerhaus, a national expert on nursing employment, predicts a national shortage of 260,000 nurses by 2025 -- primarily because the enormous baby boom generation will need more care as it enters old age. More nurses will also be needed to treat the 32 million Americans insured in 2014 under the health reform law.

Buerhaus found that nurses over age 50 filled more than three-fourths of new nursing jobs created between 2001 and 2008.

"If the economy improves, we're expecting ... a great exit of seasoned nurses who have either put off retirement or have reduced their hours," said Sandra Hugueley, chief nursing officer at Methodist Extended Care Hospital.

That would bring an even bigger nursing shortage.

The American Association of Colleges of Nursing, the American Nurses Association, the American Organization of Nurse Executives and the National League for Nursing recently issued a statement expressing their concern.

"Diminishing the pipeline of future nurses may put the health of many Americans at risk, particularly those from rural and underserved communities, and leave our health care delivery system unprepared to meet the demand for essential nursing services," the statement said.

(Contact Toby Sells at sells(at)commercialappeal.com.)

 

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