The Vermont Nurse Connection - May 2022

Vermont Nurse 

Connection 

ANA-Vermont 

Official Publication 

Quarterly Publication sent to 19,500 Registered Nurses, 

Volume 25 • Number 3 LPNs, and LNAs in Vermont 

May, June, July 2022 

Inside 

We Are All in This Together 

Page 3 

Jessilyn Dolan 

Happy Spring! I am sure everyone is happy to celebrate the 

warmer weather and fresh air! 

Most of all, two years into the pandemic, I want to celebrate 

and thank Vermont nurses for their tireless advocacy, caring 

hearts, as well as what sometimes feels like impossible and 

challenging work. 

Speaking of challenging work, I keep thinking about 

the alarming and illuminating report that 90% of nurses are 

considering leaving the profession in the next year. 

While I was saddened to read this, I think it also offers an 

important opportunity to open up a conversation about the 

culture of nursing and the changes needed to ensure nurses 

have a healthy career, and collectively, that we have a healthy 

nation. 

Honestly, I couldn’t be more excited and positive about the 

future for Vermont nurses. We’ve got a new executive director, 

several new board members, multiple initiatives, and lots of 

plans for growth, improvement, and continuing education. 

We’d also love for you to join the team. How about you? Do 

you want to see change and progress in our medical landscape? 

Are you ready to advance your personal career and become a 

leader for Vermont nurses? 

Use your voice, your skills, your time, to work with us and 

help create a stronger nursing organization that can better serve 

you, your colleagues, and Vermont’s patients. 

We are ready for you! 

Thank you for being a nurse, for your service and your 

heart. 

You are appreciated. 

What Mom Taught Me 

COVID-19 Impact Assessment Survey 

- The Second Year 

Page 7 

VTDigger launches 2022 Bill Tracker 

Page 9 

current resident or 

Presort Standard 

US Postage 

PAID 

Permit #14 

Princeton, MN 

55371 

Amy C. Swarr, MBA, BSN, RN, CCM 

When I was about seven years old in the mid-1970’s, 

my mother ran for office as a County Legislator against a 

long-standing Republican in our District. Our county was 

majority Republican, but she said what gave her the edge 

for several terms was how she was taught to approach her 

potential constituents. Nurses can use these approaches 

to advocate for legislative change as well and offer her 

experience to increase confidence in this activity. 

My mom credits knocking on doors as the primary 

activity to win elections. I often hear people say they 

don’t vote because they don’t know anyone. I also hear 

that people vote for those they know. Does personal 

contact at your home make for a better connection than 

shaking a hand amongst others in a crowd? Yes, but nurses 

aren’t expected to knock on doors to advocate for higher 

payout for Medicaid recipients at long-term care centers. 

However, engaging your local and state representatives 

may bring positive results. 

A person running for office does better when a 

connection with a constituent exists. My mom is an 

engaging person who has capacity for deep empathy. 

She also grew up in a farm family that required her to 

mentally grow up quickly as the oldest of five children. 

Mom understands what it feels like to struggle, work hard, 

and grow in a financially strained setting. She also went 

to college and earned a teaching degree. These 

life experiences didn’t necessarily differ from her 

opponent’s background but gave her a connection 

beyond empathy during an in-person conversation. 

Nurses tend to be in positions of these types of 

conversation that give insight and deeper life 

experiences. When speaking to a representative, 

use your experiences and relay those of others 

to help form a picture. While you likely are not 

meeting your representative in-person, a phone call 

is more effective than an email. 

My mom’s recollection 

of who helped her form 

thoughts into action and 

votes on the floor were 

beyond the Democratic 

Party. She often talked to her 

Republican colleagues and 

constituents. One constituent, 

a Republican, would call her 

monthly about a few issues 

that interested him. He was 

polite, respectful, and gave 

her insight. “Have you thought of this?” was his usual 

approached on the phone. He rarely said, “You need to 

do this.” He always spoke calmly and wanted to give her 

a different perspective or support her perspective. His 

information gave her informed reasons to research issues 

further and bring Republican legislators to a compromise. 

Occasionally, she would side with the majority Republican 

vote. A nurse can be this kind of influence to local and 

state representatives. Local representatives have contact 

information online to reach them by phone or email. 

State representatives have aides who will read email or 

take messages off the phone line and “triage” them for 

presentation to the representative. 

My mom had a few people whom she would call if she 

sought perspectives. Nurses may become this person for 

a representative as a relationship of trust and consistency 

is realized. Professional advice is an advantage because 

politics do not need to be a part of the conversation. Show 

respect and present your views in a manner that indicates 

a willingness to give first-hand perspective despite 

the viewpoints of the representative. Resist the urge to 

approach someone on the street or in a store to talk about 

business. My brother and I waited countless hours for my 

mom to come out of stores or grew weary while standing 

on the sidewalk. Even if you know a representative’s home 

phone number and where they live, local representatives 

usually have occupations and need time to relax with 

family when able.

Page 2 • Vermont Nurse Connection May, June, July 2022 

ANA-VT Welcomes New Executive 

Director/ Updates to ANA-Vermont 

Lobbying Efforts 

ANA-VT is thrilled to welcome Amy Martone as our 

new Executive Director. With this exciting transition, 

we’ll also be changing our advocacy and lobbying efforts. 

Starting next biennium, 2023, we will hire a lobbying 

group and work with other nursing organizations to 

promote our agenda with a more unified voice. 

The ANA-VT Government Affairs committee will 

continue to meet monthly, and we’re always looking for 

member nurses who want to participate and join our team. 

Legislative Report 

We’re now several weeks past crossover and heading 

into May and the close of the session. Fortunately, we’ve 

seen several positive changes recently, and will continue to 

update you as the session continues. 

H.654, which would extend COVID-19 health care 

regulatory flexibility, passed and is now Act 85. 

H.717, which would provide humanitarian assistance to 

the people of Ukraine, also passed, and is now Act 82. 

S.4 Now ensures that nobody can knowingly possess a 

firearm within a hospital building. 

Voices of Vermont Nurses 

premiered at VSNA Convention 2000 and 

is available from the ANA-Vermont Office at: 

ANA - Vermont 

4 Carmichael Street, Suite 111, #215 

Essex, VT 05452 

Price: $20 each book 

(plus $3.95 for postage and handling) 

Make check or money order payable to: 

VERMONT STATE NURSES FOUNDATION 

Name: _____________________________________ 

Address: ___________________________________ 

City: _______________________________________ 

State: __________________ Zip: _______________ 

The legislature, in its final push, is working on a 

number of other bills that could end up heading to the 

governor's desk. 

Look for a full legislative update in our next issue! 

Thank you! 

Deadlines for the 

Vermont Nurse Connection 

Are you interested in contributing an article to an 

upcoming issue of the Vermont Nurse Connection? If so, 

here is a list of submission deadlines for the next 2 issues: 

Vol. 25 #4 – July 11, 2022 

Vol. 26 #1 – October 10, 2022 

Articles may be sent to the editors of the Vermont 

Nurse Connection at: 


Attention: VNC 



Articles may also be submitted electronically to 

vtnurse@ana-vermont.org. 

If you wish to submit a “Letter to the Editor,” please 

address it to: 


Attn: Vermont Nurse Connection 



Please remember to include contact information, 

as letter authors may need to be contacted by the 

editors of the VNC for clarification. NOTE: Letters to 

the Editor reflect the opinions of the letter authors 

and should not be assumed to reflect the opinions 

of the ANA-Vermont. 

Cynthia Peterson, MSN, RN, Editor 

Official publication of ANA-Vermont, a constituent member 

of the American Nurses Association. Published quarterly every 

January, April, July and October. Library subscription price is $20 

per year. ISSN# 1529-4609. 

Editorial Offices 

ANA-Vermont, 4 Carmichael Street, Suite 111, #215, Essex, VT 

05452, PH: (802) 651-8886, E-mail: vtnurse@ana-vermont.org 

Editor: Jean E. Graham 

Advertising 

For advertising rates and information, please contact Arthur 

L. Davis Publishing Agency, Inc., PO Box 216, Cedar Falls, Iowa 

50613, (800) 626-4081, sales@aldpub.com. ANA-Vermont and the 

Arthur L. Davis Publishing Agency, Inc. reserve the right to reject any 

advertisement. Responsibility for errors in advertising is limited to 

corrections in the next issue or refund of price of advertisement. 

Acceptance of advertising does not imply endorsement or 

approval by ANA-Vermont of products advertised, the advertisers, 

or the claims made. Rejection of an advertisement does not imply 

a product offered for advertising is without merit, or that the 

manufacturer lacks integrity, or that this association disapproves 

of the product or its use. ANA-Vermont and the Arthur L. Davis 

Publishing Agency, Inc. shall not be held liable for any consequences 

resulting from purchase or use of an advertiser’s product. Articles 

appearing in this publication express the opinions of the authors; they 

do not necessarily reflect views of the staff, board, or membership of 

ANA-Vermont or those of the national or local associations. 

Content 

ANA-Vermont welcomes unsolicited manuscripts and 

suggestions for articles. Manuscripts can be up to: 

• 750 words for a press release 

• 1500 words for a feature article 

Manuscripts should be typed double-spaced and spell-checked 

with only one space after a period and can be submitted: 

1) As paper hard copy 

2) As a Word Perfect or MS Word document file saved to a 

CD-Rom or zip disk 

3) Or e-mailed as a Word Perfect or MS Word document file to 

vtnurse@ana-vermont.org. 

No faxes will be accepted. Authors’ names should be placed after 

title with credentials and affiliation. Please send a photograph of 

yourself if you are submitting a feature article. 

All articles submitted to and/or published in Vermont Nurse 

Connection become the sole property of ANA-Vermont and may not 

be reprinted without permission. 

All accepted manuscripts may undergo editorial revision to conform 

to the standards of the newsletter or to improve clarity. 

The Vermont Nurse Connection is not a peer review publication. 

Articles appearing in this publication express the opinions of the 

authors; they do not necessarily reflect views of the staff, board, 

or membership of ANA-Vermont or those of the national or local 

association. 

Copyright Policy Criteria for Articles 

The policy of the ANA-Vermont Editorial Board is to retain 

copyright privileges and control of articles published in the Vermont 

Nurse Connection unless the articles have been previously published 

or the author retains copyright. 

3 

3 

Opportunity Awaits 

REGISTERED NURSES 

Emergency Department 

IPCU 

Specialty Clinic 

Psychiatric Inpatient 

Adult Day Program 

To view all current job 

opportunities, and to apply 

please go to: 

https:// 

springfieldhospital.org/ 

careers/ 

Equal Opportunity Employer 

ANA-Vermont Officers and Board of Directors 

President ...................................Jessilyn Dolan 

Vice President ............................. Dionne Heyliger 

Secretary ...............................Samantha Gambero 

Treasurer ......................................Amy Swarr 

Director .................................Amy Visser-Lynch 

Director ....................................Michelle Wade 

Director .......................................... Vacant 

Delegate Membership Assembly .................Betsy Hassan 

Alternative Delegate ........................Cynthia Peterson 

ANA-Vermont Foundation Board 

President ....................................Carol Hodges 

Vice President ..............................Christina Olcott 

Treasurer ......................................Amy Swarr 

Secretary ..................................Christina Olcott 

Trustee .....................................Jessilyn Dolan 

Trustee ...................................Meredith Roberts 

Trustee .....................................Michelle Wade 

Trustee ........................................... Vacant 

Trustee ........................................... Vacant 

VNC Editor 

Jeannie Graham 

Committee Chairpersons 

Bylaws ........................................Amy Swarr 

Finance ........................................Amy Swarr 

Government Affairs ..........................Jessilyn Dolan 

Membership & Publicity ...................Amy Visser-Lynch 

Nominations & Elections ......................Michelle Wade 

Programs ......................................... Vacant 

Congressional Coordinator for Welch .........Meredith Roberts 

Senate Coordinator for Sanders ..............Meredith Roberts 

Senate Coordinator for Leahy ...............Meredith Roberts

May, June, July 2022 Vermont Nurse Connection • Page 3 

We Are All in This Together 

With multiple generations in 

the nursing workforce, unique 

opportunities exist for growth, 

learning and development. 

~ Sallie Jimenez Healthcare 

Journalist 

It is often said that “hope 

is not a strategy,” but perhaps 

when planning the future 

of the nursing workforce, it 

should be. i The healthcare 

organizations of today must 

take action to recruit younger 

nurses to replace those retiring, 

yet also retain experienced 

Priscilla Smith- 

Trudeau 

nurses currently working to stabilize the workforce. Given 

the seriousness of the situation, effective strategies are 

required to promote job satisfaction, nurse retention and 

overall healthy workplace environments for all generations 

of nurses in the current workforce. ii However, one-sizefits-all 

intervention programs do not address the priorities 

and expectations of the four different generations found 

in today’s nursing workforce. iii The question remains 

how to resolve intergenerational conflicts? The fatherdaughter 

team Larry and Meagan Johnson, Phoenix, 

Ariz.-based workplace training experts and authors of 

Generations, Inc.: From Boomers to Linksters–Managing 

the Friction Between Generations at Work offer several 

solutions to resolving intergenerational conflicts by simply 

understanding work styles, values, shared perceptions, 

finding a generationally appropriate fix, finding 

commonality and finally learning from each other. iv 

Building a better future will depend on our ability to 

appreciate generational differences. ~ Mal Fletcher 

An acceptance of generational diversity in the 

workplace allows for a richer scope for practice as the 

experiences and knowledge of each generation in the 

nursing workforce creates an environment of acceptance 

and harmony facilitating retention of nurses. v To bridge 

the difference, you need to see the value in recognizing 

someone else’s perspective and be willing to have your 

own mind changed. Know that your beliefs, values 

and ideas stem from your unique path through life and 

represent only one view of the world, advises Columbia 

University associate professor of science education 

Christopher Emdin, PhD, author of Rachetdemic. “The 

only expertise I have is my own perspective,” says Emdin, 

who advises “radical humility” in the hard work of 

seeking to understand others. “Take the time to be still and 

to study.” vi 

work; instead, they focus on bringing out the best of 

what works, individually and collectively. In order to 

transform opposition into collaboration, team members 

need to discover and understand their differences. To do 

this, they must be courageously open to learn what makes 

them different from one another, and recognize how these 

differences can serve their team. Only then can they 

align strengths and work harmoniously toward a common 

purpose. vii 

Alone we can do so little, together we can do so much. 

~ Helen Keller 

Each generation of nurses stands on the shoulders of 

the previous generations and, in turn, have paved the way 

for the next generation. If values are considered central 

to the nursing culture, they must be transmitted from 

one generation to another. How do we keep the values 

of each generation alive in our culture? It happens when 

we keep remembering that none of us got here on our 

own. We stood on the shoulders of previous generations 

who often carried us through difficult times, nurturing 

us through the fear of failure, teaching us to be strong, to 

learn from our mistakes and to do the right thing. Diverse 

generational teams offer the strength and flexibility that 

comes from sharing multiple ways of looking at an issue, 

a strength which is accessible at any time. When we 

appreciate generational differences, we broaden trust and 

respect for individuals which can lead to considerably 

better teamwork. Margaret Wheatley a well-respected 

writer, speaker, and teacher on the subject of how we 

can accomplish our work, sustain our relationships, and 

willingly step forward to serve in this troubling time 

suggests that “We have the opportunity many times a day, 

every day, to be the one who listens to others, curious 

rather than certain. And the greatest benefit that comes 

to those who listen is that we develop closer relationships 

with those we thought we couldn't understand. When 

we listen with less judgment, we always develop better 

relationships with each other. It's not differences that 

divide us. It's our judgments that do. Curiosity and good 

listening bring us back together.” viii 

Each of us can make a difference. Together we make 

change. ~ Barbara Mikulski 

Priscilla Smith-Trudeau MSM RN BSN CCM CRRN 

HNB-BC is board certified in holistic nursing and board 

certified in rehabilitation nursing. She has been a nurse for 

forty-five years and understands the interconnectedness of 

body, mind and spirit. She brings a comprehensive holistic 

and integrative approach to her practice for providing 

whole person care. 

Baby Boomers 

• Independent 

• Strong work ethic 

• Personal growth 

• Teamwork 

• Job security 

Generation X 

• Resourceful 

• Independent 

• Work-life balance 

• Technologically 

adept 

• Adapt well to 

change 

Generational Traits 

Generation Y 

• Honesty 

• Integrity 

• Diversity 

• Meaningful work 

• Achievement 

oriented 

Generation Z 

• Preference 

for traditional 

communication 

• Desire to work 

individually 

• Mobile-first 

habits 

• Motivated by 

stability 

• Naturally 

competitive 

v Hendricks JM, Cope VC. Generational diversity: what nurse 

managers need to know. J Adv Nurs. 2013 Mar;69(3):717- 

25. doi: 10.1111/j.1365-2648.2012.06079.x. Epub 2012 Jul 9. 

PMID: 22775766. 

vi Emdin, C., (2021). Ratchetdemic: Reimagining Academic 

Success. Boston: Beacon Press, Boston, MA. 

vii Whitney, D. K. (2004). Appreciative team building: Positive 

questions to bring out the best of your team. iUniverse, Inc. 

viii Wheatly, M., (2001), Partnering with Confusion and 

Uncertainty. Retrieved February 18, 2022 from: https://www. 

margaretwheatley.com/articles/partneringwithconfusion.html 

What I do, you cannot do; but what you do, I cannot do. 

The needs are great, and none of us, including me, ever 

do great things. But we can all do small things, with great 

love, and together we can do something wonderful. 

~ Mother Theresa 

We know that successful [nursing] teams thrive on 

opposition, including differences of opinions, approaches, 

cultures, ways of thinking, and styles of working. They 

do so by transforming opposition into collaboration. By 

aligning their strengths in the face of differences, they 

optimize resources and work efficiently toward their 

goals. They don’t waste time or energy on what doesn’t 

i Klug, S. H. (January 01, 2009). Recruit, respect, and retain: 

the impact of baby boomer nurses on hospital workforce 

strategy--a case study. Creative Nursing, 15, 2, 70-4. 

ii Wilson, B., Squires, M., Widger, K., Cranley, L., & 

Tourangeau, A. (January 01, 2008). Job satisfaction among 

a multigenerational nursing workforce. Journal of Nursing 

Management, 16, 6, 716-23. 

iii Wieck, K. L., Dols, J., & Landrum, P. (January 01, 2010). 

Retention priorities for the intergenerational nurse workforce. 

Nursing Forum, 45, 1.) 

iv Johnson, M., & Johnson, L. (2010). Generations, inc.: From 

boomers to linksters - managing the friction between 

generations at work. AMACOM. 

SFC Theodore P. Provost 

AMEDD Specialty Branch Manager 

theodore.p.provost.mil@mail.mil 

802-338-3405 

The ANA-Vermont website has been updated: 

ANA-Vermont.org. We will continue to update and 

expand the website. 

Do you want to stay updated on the latest ANA-Vermont has to offer? 

Learn of webinars offered by the ANA? 

How you can earn CEU hours? 

‘Like Us’ on Facebook. Find us at 

https://www.facebook.com/VTNurses 

Questions regarding our social media and website? 

E-Mail: vtnurse@ana-vermont.org


Letter from the 

New Executive Director 

Amy Martone, MBA, BSN, RN, NPD-BC 

I am honored to share the news with you that I have 

assumed the role as Interim Executive Director for the ANA- 

Vermont. I want to recognize Dr. Meredith Roberts, PhD, 

RN, for the incredible contribution that she has made to 

the ANA-Vermont over the last five years in her role as the 

Executive Director! For anyone that has ever had the privilege 

to work with Meredith, her commitment to the nurses of 

Vermont and passion for the advancement of the nursing 

profession in our state was wildly evident. She has left me 

with some very big shoes to fill – and I have promised her to 

do my best. Please join me in thanking Meredith for all she 

has accomplished and in wishing her the best in retirement! 

Amy Martone 

As we kick off Nurses Month in May 2022, there are 

so many things to celebrate – and much work for us to do! This is an important time 

for nurses as we reflect back on the incredible ways that we led colleagues, teams, 

and organizations through the COVID-19 pandemic using our knowledge and skills 

to provide best outcomes for patients and to keep our communities as safe as possible. 

This is just one of the many reasons that nurses continue to be voted the most trusted 

profession, for over 20 consecutive years in a row. Now, as we begin to enter into the 

pandemic recovery period, and as we are faced with a healthcare workforce crisis unlike 

we have ever seen, we must come together as nurses and continue to lead. 

The national ANA represents the over four million nurses nationwide, and our ANA 

Vermont represents the 15,000 nurses that are licensed in our state. When you join ANA- 

Vermont, it also includes membership to the national ANA. That is two memberships 

for only $15 per month! I encourage you to join us today by completing the form in this 

mailing, going to anavermont.nursingnetwork.com, or emailing memberinfo@ana.org. 

As a member, it is important to check your emails and follow us on social media to stay 

up to date on communications. You can find us on Facebook at https://www.facebook. 

com/VTNurses. 

At this time, I am working closely with the ANA-Vermont Board of Directors to 

finalize the 2022-2023 Strategic Plan. We are excited to complete it and share it with 

you! Our primary focus over the coming year will be to connect with our current 

members, re-engage with past members, and recruit new members. We will also explore 

the opportunity to form a Coalition with our state partners in nursing, such as the 

Vermont Nurse Practitioners Association. This priority is based on the understanding that 

we are stronger together and can share resources to advocate for change with the issues 

facing nursing. This includes workplace violence, compensation and value, health equity, 

and workforce shortage solutions. These partnerships will also ensure that we are using 

our collective nursing talent to provide high-quality continuing education and ongoing 

professional development opportunities to our members. 

Another priority will be to increase the visibility of nursing in Vermont and promote 

the ANA-Vermont as our professional organization. We have started by updating 

the ANA-Vermont website to best represent the nurses of Vermont and provide more 

information about the organization. This is still a work in progress and so I ask you to 

check back and visit the website often. You should also look for our Nurses of Vermont 

social media campaign that is rolling out this month. We will use this campaign to 

highlight some of the incredible nurses that are practicing across our state and the broad 

continuum of specialties that our nurses represent. 

As Interim Executive Director, I will bring over 15 years of diverse healthcare 

experience as an accomplished nurse leader to the ANA-Vermont. I look forward to 

working alongside the talented, diverse, and dedicated ANA Vermont Board of Directors 

and our remarkable members to achieve the strategic priorities of the organization and 

our Vermont nurses. I look forward to Nurses Month 2022 with great optimism and ask 

you to join us in accomplishing our vision to “Inspire Vermont nurses to advance the 

nursing profession and the health of Vermonters." If you have any questions about ANA- 

Vermont, or are interested in joining the Board of Directors or a committee, please feel 

free to contact me at vtnurse@ana-vermont.org.


Skin Care in COVID 

Lauren Beck, BSN, RN, 

WCC, SANE 

Southwestern Vermont 

Medical Center 

The COVID-19 pandemic 

challenged healthcare workers 

in ways that many of us had 

never before experienced. 

Ever-changing policies, 

protocols, and keeping up 

with the influx of new and 

fluctuating information seemed 

like a never-ending battle. 

Symptoms were constantly 

Lauren Beck 

evolving, and what originally seemed like a predominantly 

pulmonary-dominating virus exploded into what we now 

know to be a systemic illness that can impact multiple 

organ systems. 

My curiosity in this topic began when I transitioned 

into the wound care role at my facility this past winter 

during yet another one of our COVID-19 surges. As I hit 

the ground running during a high acuity, high census, 

and high stress time, I began to notice that I was seeing 

skin manifestations that I couldn’t make sense of. Consult 

after consult showed low-risk COVID-19 patients with 

pressure-like injuries, but with all the proper interventions 

and measures in place to prevent them. Lesions, blisters, 

rashes, and discolored toes appeared seemingly overnight 

with no explanation and furthered my interest in the 

matter. Disease severity seemed irrelevant, and nearly 

asymptomatic individuals and critically ill patients alike 

were demonstrating abnormal skin findings. Additional 

review of our organization showed that out of the pressurelike 

injuries we were seeing within our facility, the 

majority we were seeing in our COVID-19 patients. Risk 

assessment scales didn’t seem to accurately predict who 

was at risk anymore. What was going here? 

COVID-19 presents differently in each patient, 

and while symptoms have ranged from mild to lifethreatening, 

some effects can be more subtle and difficult 

to recognize. The last two years have provided an 

opportunity to research these impacts, and latest evidence 

has identified a lesser known but increasingly recognized 

challenge facing patients diagnosed with COVID-19- and 

it lies within our skin. 

Studies have shown that as many as 20% of patients 

diagnosed with COVID-19 have had the presentation of 

dermatologic-related complications and manifestations 

including (but not limited to) urticaria, chilblain-like 

eruptions more recently dubbed “COVID Toes” (Burke, 

McGinnis, & Petronic-Rosiv, 2021), vasculitis, and 

varying types of rashes and lesions without any prior 

history or substantial risk factors (Gottlieb & Long, 2020). 

Both patients with asymptomatic cases, as well as those 

with severe illness, have been shown to be impacted by 

dermatological symptoms (Sadeghzadeh-Bazargan, Rezai, 

Nobari, Mozafarpoor, & Goodarzi, 2021). Research 

suggests that pressure-like injuries in patients infected 

with COVID-19 may not solely be pressure related, but 

a combination of effects that puts patients at higher risk 

of skin breakdown due to infection (Mawhirt, Frankel, 

& Diaz, 2020). These findings have complicated the 

staging and wound care process for direct care providers 

internationally in both implementing appropriate 

interventions based on standardized risk assessment 

scales, as well as correctly identifying skin breakdown and 

its causes. 

While the exact pathophysiology for what causes 

these complications is still being studied, early research 

indicates a multitude of factors that can compromise 

the integumentary system during COVID-19 infection, 

including complement-mediated microvascular injury, 

coagulation pathway derangement, cytokine release, and 

cutaneous ischemia (Gottlieb & Long, 2020). 

Determining the presentation of unusual or unexplained 

dermatologic symptoms in patients may be helpful in 

both identifying the presence of COVID-19 as well as 

assisting providers in guiding treatment plans for patients 

(Sadeghzadeh-Bazargan et al. 2021). Additionally, 

accurately identifying early cutaneous signs and symptoms 

may be a predictor of deterioration in acutely ill patients, 

and further research is ongoing in this respect (Mawhirt et 

al., 2020). 

As nurses it is our responsibility to continue to monitor 

and apply the latest evidence-based research as more 

is learned about the impacts of COVID-19 in relation 

to skin. A critical element of providing comprehensive 

care to COVID-19 patients is recognizing that typical 

risk assessment scales may not accurately predict risk of 

skin breakdown, and higher interventions may need to be 

implemented in this population. The National Pressure 

Injury Advisory Panel has recognized and acknowledged 

the unique challenges identified within COVID-19 

patients and released a position statement stating that the 

unprecedented findings associated with skin may lead to 

unavoidable pressure injuries, with further information 

anticipated to be released with continuing evaluation of 

research (Black et al., 2020). 

So what does this mean for healthcare providers? 

As nurses we commit ourselves to life-long education: 

we assess, we learn, and we adapt. The COVID-19 

pandemic has demonstrated the unyielding resilience 

and resourcefulness of healthcare workers worldwide. 

Knowing the latest evidence-based research and 

implementing it within our practice is not only our job, but 

our responsibility to our patients and our communities. It 

is imperative that we strive to provide the best, most upto-date 

care to improve patient outcomes during these 

extraordinary times. 

References 

Black, J., Cuddigan, J., Capasso, V., Cox, J., Delmore, B., 

Munoz, N., & Pittman, J. on behalf of the National Pressure 

Injury Advisory Panel (2020). Unavoidable Pressure Injury 

during COVID-19 Crisis: A Position Paper from the National 

Pressure Injury Advisory Panel. https://www.npiap.com 

Burke, K., McGinnis, K., Petronic-Rosiv, V. (2021). Covid toes: 

Pernio-like lesions. Clinics in Dermatology, 39(3), 380-383. 

https://doi.org/10.1016/j.clindermatol.2021.01.016 

Gottlieb, M & Long, B. (2020). Dermatologic Manifestations 

& Complications of COVID-19. American Journal of 

Emergency Medicine, 38(9), 1715-1721. https://doi. 

org/10.1016/j.ajem.2020.06.011 

Mawhirt, S., Frankel, D., Diaz, A. (2020). Cutaneous 

Manifestations in Adults Patients with COVID-19 and 

Dermatologic Conditions Related to the COVID-19 Pandemic 

in Healthcare Workers. Currently Allergy and Asthma 

Reports, 20(12), 75. https://doi.org/10.1007/s11882-020- 

00974-w 

Sadeghzadeh-Bazargan, A., Rezai, M., Nobari, N., Mozafarpoor, 

S., Goodarzi, A. (2021). Skin manifestations as potential 

symptoms of diffuse vascular injury in critical COVID-19 

patients. Journal of Cutaneous Pathology, 48(9), 1266-1276. 

https://doi.org/10.1111/cup.14059 

TRIAGE NURSE 

White River Family Practice is looking for an experienced RN 

to fill the role of our Triage Nurse. We are a small, cohesive 

practice of 8 providers and 15 clinical and administrative staff 

who are dedicated to our patients and to each other. Your role 

will be integral to our office and we will support you as you 

adjust to your new position. Best of all, you will have the chance 

to get to know many of our wonderful patients! 

Candidates should be prepared to work in this role 4 days 

weekly with an occasional 5th day to cover vacations. 

Competitive salary and benefits. 

Please submit a cover letter with resume to 

lneedham@wrfpvt.com


A Farewell Message from Meredith Roberts 

Meredith Roberts RN, BSN, MSN, PhD 

Hello Nurse Colleagues, 

Being in a pandemic so long feels like we have been 

in a war, but the war keeps going on, and our deployment 

continues. Those deployed in war usually get to come 

home after a year, but not us. How are you? From the last 

ANA survey, I know that ¾ of you are frustrated, and have 

been bullied at work. Over two thirds of you are stressed 

exhausted and overwhelmed and 44% are nearing burnout. 

Over one third feel sad, depressed, and under-supported. I 

get it, and I feel it. The horrors of the long battle. We feel 

like we just keep going until we are ready to fall down. 

Then we have less to give to family and feel so tired. We 

worry about putting our family at risk. We have to listen to 

our bodies and assess our mental health. 

It’s hard to believe I have been the Executive Director 

for five years, and prior to that was president and vice 

president, and an ANA Member for so many years before 

that while working and completing my doctorate and 

helping to start a BSN program. I am listening to my 

body when I say it is time for me to step back and let my 

colleagues, some of which were incredible students of 

mine in the past I have had the privilege to mentor, take 

the leading role. I took my emotional pulse, and realized 

that I am tired, and need to set new boundaries in order 

to manage my life. I will still be a part of a committee or 

two, and support nurses, but at a less intense level, while 

continuing to teach one course online that I created. 

To maintain our mental health, sometimes we need to 

refocus on what bring us joy. I need more time in my life 

for healing the planet, creating music, and my family. I 

also wish to support the amazing Sianay Chase Clifford 

running for U.S. Congress. Born in Vermont, this woman 

of color earned a Masters in social work, prospered 

in a Washington Think Tank, as well as working with 

legislators. Vermont needs her insightful perspectives. 

I stayed on as Executive Director until the Board found 

a qualified person to replace me. They now have. I will 

be announcing who that person is on May 6th, National 

Nurse Day, our legislative day Sign up for our free event 

here: https://anavermont.nursingnetwork.com/nursingevents/136972-may-6-legislation-day-on-national-nursingday-free-registration#!info 

If you want to work on saving the planet with me, let 

me know if you want to join the ANA VT environmental 

committee I will be leading at mroberts@vtc.vsc.edu. 

ANA-Vermont has a great Board and the new leader will 

keep it energized. I hope to see you at our next event. I 

send you healing energy. 

• Inpatient Medical Surgical Unit 

• Charge RN- Emergency Room 

• Primary Care 

• Operating Room 

• Maternal/Child Health 

• Cardiology Office 

• Discharge Advocate 

• ER RN 

Statement in 

Response to the 

Conviction of Nurse 

RaDonda Vaught 

SILVER SPRING, MD-Today, a jury convicted former 

Vanderbilt University Medical Center nurse RaDonda 

Vaught of criminally negligent homicide and impaired 

adult abuse after she mistakenly administered the wrong 

medication that killed a patient in 2017. The following 

statement is attributable to both the American Nurses 

Association (ANA). and the Tennessee Nurses Association 

(TNA).: 

"We are deeply distressed by this verdict and the 

harmful ramifications of criminalizing the honest 

reporting of mistakes. 

Health care delivery is highly complex. It is inevitable 

that mistakes will happen, and systems will fail. It 

is completely unrealistic to think otherwise. The 

criminalization of medical errors is unnerving, and this 

verdict sets into motion a dangerous precedent. There are 

more effective and just mechanisms to examine errors, 

establish system improvements and take corrective 

action. The non-intentional acts of Individual nurses like 

RaDonda Vaught should not be criminalized to ensure 

patient safety. 

The nursing profession is already extremely shortstaffed, 

strained and facing immense pressure - an 

unfortunate multi-year trend that was further exacerbated 

by the effects of the pandemic. This ruling will have a 

long-lasting negative impact on the profession. 

Like many nurses who have been monitoring this case 

closely, we were hopeful for a different outcome. It is a 

sad day for all of those who are involved, and the families 

impacted by this tragedy." 

The American Nurses Association (ANA) is the 

premier organization representing the interests of the 

nation's 4.3 million registered nurses. ANA advances the 

profession by fostering high standards of nursing practice, 

promoting a safe and ethical work environment, bolstering 

the health and wellness of nurses, and advocating on 

health care issues that affect nurses and the public. ANA is 

at the forefront of improving the quality of health care for 

all. For more information, visit www.nursingworld.org. For 

high-resolution images of the ANA logo or photos of ANA 

leadership, please click here.


COVID-19 Impact Assessment Survey - The Second Year 

The American Nurses Foundation performed a survey of nearly 12,000 nurses 

nationwide, that revealed 60% of acute care nurses are feeling burned out, and 75% 

report feeling stressed, frustrated, and exhausted. For nurses under 35 the data is 

alarming, for younger nurses are struggling more with mental health. Workplace violence 

among nurses has increased as we enter year three of the COVID-19 pandemic. Over half 

of nurses nationwide have had extremely disturbing, or traumatic experiences during the 

pandemic. In Vermont it is 38%, over one out of every three nurses, with many reporting 

difficulty concentrating and 28% planning to leave their position, most due to staffing 

and the negative impact on well-being. In Vermont 75% are frustrated, and have been 

bullied at work. Over two thirds are stressed, exhausted, and overwhelmed and 44% feel 

burnout. Over one third feel sad, depressed, and under-supported. Seventy-four percent 

rate their organizations staffing shortage as serious, with 94% of nurses saying their 

organization has a staff shortage, but they can now access PPE without difficulty: 

So see the full results of the survey, go to: https://www.nursingworld.org/practicepolicy/work-environment/health-safety/disaster-preparedness/coronavirus/whatyou-need-to-know/covid-19-impact-assessment-survey---the-second-year/ 

You can 

individualize results by state.


Marilyn Rinker Leadership Scholarship Application 

Application – 2023 deadline: March 25, 2023 

Name: ______________________________________________________________ 

Address: _____________________________________________________________ 

Telephone #: _____________________ Email Address: _______________________ 

Vt RN Lic #______________________ VONL member since __________________ 

School of Nursing: _____________________________________________________ 

Currently in which year? 1 2 3 4 year of graduation (if applicable) ________________ 

Graduate school ________________________ 1st yr __________ 2nd year__________ 

expected date of graduation_______________ 

If employed in nursing, current employer ___________________________________ 

Currently receiving Financial Aid, Grants, Scholarships? Yes ________ No ________ 

If yes please list the sources_______________________________________________ 

Please attach to this form: 

1. Résumé 

2. Most recent transcript of grades demonstrating a cumulative average of 3.0 (B) 

3. A brief essay (500 words or less) describing nursing leadership experience and 

aspirations, community service experience, commitment to serve in Vermont, 

and financial need 

4. At least two (2) letters of recommendation (at least one academic and one work 

related) 

5. Evidence of acceptance in an accredited program leading to an advanced degree 

in nursing if not yet matriculated. 

I understand that if I receive an Advanced Degree Nurse Leaders 

Scholarship, I commit to practice nursing in Vermont for a minimum period 

of two years following graduation. 

Student signature: _______________________________ Date: __________________ 

Return application (with attached materials) before March 25, 2023 to: 

Martha Buck, VAHHS/VONL 

148 Main Street, Montpelier, VT 05602 

(802)223-3461/ext. 111 Martha@vahhs.org 

Marilyn Rinker Memorial 

Scholarship 

The Marilyn Rinker Memorial Scholarship Award was established by the Vermont 

Organization of Nurse Leaders in 2009 to honor Marilyn’s lifelong commitment and 

dedication to professional nursing practice, nursing education and leadership. Marilyn 

held many leadership positions during the course of her career such as Nursing 

Director for Medicine and Cardiology at Fletcher Allen Health Care (University of 

Vermont Medical Center); Oncology Clinical Coordinator at the Vermont Regional 

Cancer Center; Clinical Research Nurse and Educator in Vermont and Rhode Island; 

and, BSN Nursing Program Director at Norwich University. Marilyn also served as 

the Executive Director of the Vermont State Nurses’ Association and President of the 

Vermont Organization of Nurse Leaders. 

This award provides scholarship support in the amount of $1000 for a qualified 

registered nurse to participate in an approved course of study leading to an advanced 

degree with an emphasis in nursing leadership. 

Application Criteria for the Marilyn Rinker Memorial Award 

1. Current member of ONL 

2. Registered nurse or advanced practice registered nurse currently licensed in the 

state of VT* 

3. Demonstrated commitment to nursing leadership as evidenced by participation 

in professional seminars, organizations, work accomplishments, project, 

recommendations of peers 

4. Currently enrolled or accepted in an accredited program that will lead to an 

advanced degree in nursing 

5. Willingness to commit to completing the program as indicated by realistic 

timeframe. 

6. GPA of 3.0 or the equivalent 

7. Two (2) supportive professional recommendations 

8. A double-spaced, short essay (500 words or less) of the reasons this nominee 

should receive the award according to the criteria listed above 

9. Nominee’s current Curriculum Vitae 

Nominations must be submitted by March 25, 2023. Annual scholarship award 

announcement will be made at the member reception and awards gala at the ONL 

Annual Meeting. 

*Vermont RNs will receive first priority. Applicants from other states will be 

considered if there are no applicants from Vermont or the scholarship criteria are not 

met by applicants from Vermont. 

https://survey.zohopublic.com/zs/6AbihO 

Rest, Relax, Laugh: Spending Time with Yourself 

Dr. Phyllis Lawrence, DNP, RN, NEA-BC 

Reprinted with permission from Tennessee Nurse 

February 2022 issue 

Rest and Relax 

How many times have you been told that you need to 

get plenty of sleep for good physical health? Sleep is also 

instrumental in maintaining sound mental and emotional 

health. Rest is not only the act of sleeping, but you can 

rest your body, mind, and tap into your spirit simply by 

feeling renewed. Waking up and feeling that you have run 

a marathon is a sign of significant activity during your rest 

period. Either the mind continues to cycle, or you may be 

suffering from a sleep disorder. In either case, you are not 

at rest. 

To rest the mind, you must relax. Relaxation is defined 

as the state of being free from tension and anxiety (Google 

dictionary, 2022). The Cambridge Dictionary defines 

relaxation as a pleasant activity that makes you become 

calm and less worried. This definition supports the 

concept of complementary and alternative interventions 

and modalities. Relaxation can really be a state of mind. 

One of the most effective holistic modalities that promotes 

relaxation is meditation. Meditation is reflected in many 

forms, including guided imaginary, mindfulness, Zen 

meditation, Mantra meditation, Transcendental meditation, 

and Yoga meditation, just to name a few. Mindfulness has 

become popular over the last few years. Being mindful is 

the basic human ability to be fully present in the moment, 

aware of your surroundings, feelings, and emotions. Try it, 

sit still in a quiet place. Place your hands in your lap. Now 

close your eyes. What do you hear? What do you smell? 

Breathe slow and steady while maintaining the rhythm. 

Continue this practice for approximately 10-15 minutes. 

Notice the change in your stress level or anxiety. This 

simple exercise can alleviate stress and anxiety, and if 

engaged in regularly, lead to an optimistic outlook. 

Laugh for a Healthier You 

Have you noticed that when you laugh, you feel better? 

It is harder to cry while you are laughing. Research has 

found that laughing triggers the release of endorphins 

(nature’s feel-good chemicals). It has also been reported 

that laughter decreases stress hormones and increases 

immune cells. We have a natural response to infection, 

which helps produce antibodies, improving our resistance 

to disease and promoting our overall well-being. What 

makes you laugh? Is it a funny commercial, your loved 

one(s), maybe your co-workers? Laughter is the best 

medicine. In an article by Robinson, Smith, & Segal (July 

2021), learn to create opportunities to laugh, watch a funny 

movie, TV show, or YouTube video, check out a comedy 

club, read the funny pages, check out the humor section 

in your bookstore, play with a pet, better yet host a game 

night with friends. 

I would like to share with you some of the things that 

make me laugh. Watching my favorite comedy movies, 

even though I know the punch line, dancing to my favorite 

80’s jam on YouTube, and serving with a grateful heart. 

When I see someone smile, I smile! During hard times, 

laughter has been a saving grace for many. Whitman 

(2017) A new study reveals how laughter affects the 

brain, which may be an explanation why giggles play an 

important role in social bonding. 

When you take time for yourself, you validate your 

worthiness and value. Make it a point to celebrate your 

life. Buy that neat sweater, go to the movies with your 

spouse, family, or friends. Do something that you enjoy, 

and that makes you feel good. How about butter pecan 

ice cream? Take care of yourself so that you can take care 

of others. The first step to self-care is accepting that you 

are worthy of that care. The care you require may need to 

come from a professional source, and that’s okay. There 

are services available through most healthcare facilities 

and organizations. Sometimes you just might need to talk. 

It may be a good time to phone a friend. 

Take a moment and plan to rest, relax, and laugh. Try 

to include at least one activity to cover each one of the 

components. Start with resting and relaxing, then let the 

laughter begin. Remember, you are worthy, valuable, and 

appreciated. Self-worth can only be measured by you. So 

make every moment count, and be mindful of your value. I 

can sum it up in one word, priceless!! 

References 

L. Robinson, M. Smith & J. Segal (2021). Laughter is the Best 

Medicine. https://www.helpguide.org/articles/mental-health/ 

laughter-is-the-best-medicine.htm 

Mindful: healthy mind, healthy life (2022). https://www.mindful. 

org/meditation/mindfulness-getting-started/ 

Whiteman, H. (2017). Laughter releases ‘feel good hormones’ to 

promote social bonding. https://www.medicalnewstoday.com/ 

articles/317756


VTDigger launches 

2022 Bill Tracker 

The Senate meets at the Statehouse in Montpelier on Wednesday, 

March 23, 2022. Photo by Glenn Russell/VTDigger 

Nurses, please consider taking 

the study! 

“Healthcare Provider Knowledge, Attitudes, Practices Related to Medical Cannabis 

Research Study.” 

Cannabis Center of Excellence, INC, a 501c3 cannabis research and education nonprofit, 

Medicinal Genomics, a leader in cannabis testing, and UMass Dartmouth 

Charlton College of Business announced the release of preliminary data and presentation 

of results for the “Healthcare Provider Knowledge, Attitudes, Practices Related to 

Medical Cannabis Research Study.” 

This study collects information from healthcare providers in the United States and 

Canada about their experiences with medical cannabis in their practices, prior education 

around the topic, and interest in future clinical education related to medical cannabis. No 

personal identifying information is collected from healthcare providers. 

https://formlink.mwater.co/#/4279a49a958844a79d29ce94edfdc4f9/e113fa26fdfc49838 

3291b32ff82dedc?branding=mwater 

ADN Clinical Excellence Award 

"Courtney Aines came to VTC with many 

years of experience as an LPN and already had 

well-developed “bedside” skills. Despite being 

very comfortable caring for patients, she has 

continued to seek out new learning opportunities 

with determination. She is open to everything and 

anything and proceeds with the same enthusiasm 

and curiosity no matter the setting. She speaks 

up when offered a choice in patients during 

clinical, and she frequently requests experience 

with specific types of patients and/or settings. 

She jumped on an opportunity for an intensive 

clinical experience in the OR this semester. They 

were so impressed with her they offered her 

a position after only a few days! I have been so 

gratified and happy to hear and see her joy after 

every new experience. She has many strengths, 

but she really stands out in her emotional 

intelligence. I believe her ability to connect with 

patients is exceptional. She frequently expresses 

empathy for patients, taking the time to listen 

to their concerns and advocating for their comfort and safety. Even as a student, she 

makes a tangible impact on each patient she cares for. Whether it be in providing vital 

patient teaching, addressing a safety concern, or just taking extra time and care with a 

vulnerable person, she is the embodiment of superior nursing." 

ADN Clinical Excellence Award 

The ADN Clinical Excellence Award recognizes the associate degree nursing student 

who is consistently prepared for each clinical day, has a clear understanding of the 

application theory to the clinical setting, utilizes effective communication techniques 

in all settings, demonstrates the art of nursing in the care that they provide, shows that 

they’re a self-initiator, and has shown real growth in their understanding of the role of the 

associate degree-prepared registered nurse as compared to that of the licensed practical 

nurse. In addition to an award certificate, the awardee receives membership to the 

American Nurses Association Vermont when they’re licensed. 

Sarah Mearhoff 

The Vermont Legislature’s 2022 session is in its waning weeks, which means 

that lawmakers are moving faster than ever to get key bills across the finish line. 

Inevitably, some won’t make the cut. 

And with this year rounding off the Legislature’s biennium, whatever bills don’t 

become law this spring will officially be dead. 

To help avid Statehouse watchers keep up, VTDigger is launching its 2022 Bill 

Tracker. This page will be updated daily with major developments in 65 key bills 

spanning both years of the biennium. 

Vermont faced longstanding, systemic issues well before the coronavirus was 

detected in the state, but the pandemic has made them all the more pressing. Flush 

with cash from the federal government, this was the year that lawmakers promised 

to make substantial, generational change. 

But will they deliver? 

We’re tracking bills that promise to ease Vermont’s statewide housing crunch, 

fix state employees’ broken pension system, reform policing and criminal justice, 

establish lawmakers’ first-ever statewide ethics code — and more. And, of course, 

we’re looking closely at the state’s multi-billion dollar annual budget. 

Lawmakers haven’t yet settled on what day they’ll adjourn sine die, but the 

legislative session typically ends in the first weeks of May. 

Bills passed by both chambers move to Gov. Phil Scott, who has up to five 

business days to sign them into law, veto them or let them become law without 

his signature. Should Scott veto bills after the session concludes, lawmakers can 

arrange to return to Montpelier at a predetermined date to attempt to override his 

vetoes. 

Read more in VTDigger’s 2022 Legislative Guide. 

Vermont Psychiatric Care Hospital 

Where You and Your Work Matter 

**SEEKING RNs I, II and III** 

• Nurse:Patient Ratios Below National Averages 

• Lowest Rates of Seclusion/Restraint State-Wide 

• Competitive Pay and Comprehensive Benefits 

• New Graduate Nurse Residency Program 

• Shared Governance Nursing Model 

• Professional Development Opportunities 

• Relocation/Loan Repayment Opportunities 

• Ask about our Sign on Bonus! 

Visit https://www.thinkvermont.com/ today! 

At VPCH nurses are leaders of innovation and change and are pivotal in the 

delivery of cutting-edge, high quality care that not only meets, but exceeds 

our industry standards. To learn more about what a career at VPCH can 

offer you and how you can make a difference in the evolving landscape 

of psychiatric nursing care please contact Stephanie Shaw, Chief Nursing 

Executive, at stephanie.s.shaw@vermont.gov or (802)828-3059.


We’re Not Heroes: Providing Nursing Care during a Pandemic 

Marcia Bosek DNSc, RN 

Ann Laramee MS ANP-BC ACNS CHFN ACHPN 

FHFSA 

Sue Murdock DNP, DNP, APRN, GNP-BC 

University of Vermont Medical Center 

Introduction 

In March 2020, a state of emergency was declared 

throughout the United States in response to escalating 

incidence of the coronavirus (COVID-19). A “Stay Home- 

Stay Safe” order issued for the state of Vermont closed 

non-essential in-person businesses, impacting how hospital 

nursing care was provided (State of Vermont, 2020). A 

chief nursing officer noted, “Nurses want to tell their 

stories! We need to research how COVID-19 has impacted 

nurses and the care they provided during this pandemic.” 

Method and Design 

Purpose & Design 

The purpose of this descriptive phenomenology study 

was to develop a broader understanding of the perceptions 

and experiences of the professional nurses providing 

patient care during the COVID-19 pandemic. The 

specific aim was: “What was the experience of providing 

nursing care at a Vermont hospital during the COVID-19 

pandemic?” 

The study was approved by the Research Protection 

Office. All professional nurses (n=1992) (RNs & APRNs) 

employed in any role at a Northeast academic medical 

center were invited to participate.. Data analysis followed 

Colaizzi’s (1978) method. Actions were taken to increase 

the trustworthiness of the findings. 

Findings 

Participants 

173 nurses (8.7% response rate) completed the 

confidential survey between May 20-June 3, 2020 (see 

Table 1). 

Themes 

Three themes with sub-themes emerged regarding the 

participants’ experience of providing nursing care during 

the COVID-19 pandemic (Figure 1). 

Theme #1: It Was a Rollercoaster Ride 

The nurses described providing care during the 

pandemic as being a rollercoaster ride that they never 

expected to be riding and felt they could not get off. 

Nurses experienced anticipated as well as unexpected 

changes, and emotional reactions, which created the 

perception of contradictions between the anticipated and 

the unexpected. These contradictions may be perceived as 

thrilling, stressful or anxiety provoking depending upon 

the nurse’s personality, experiences, and resources. 

• “Providing nursing care during the pandemic has 

been a rollercoaster you can’t seem to get off and 

something I never thought I would experience in 

my nursing career. This has been a frustrating, 

exhausting, confusing, and anxiety provoking time.” 

The nurses expressed concerns related to job security, 

finances, separation of family, continued potential 

exposure to COVID while concurrently experiencing 

increased collegiality and teamwork and recognition of 

individual, organizational and community strengths. 

Sub-theme #1: At First It Was Scary. Participants 

initially perceived providing care as being unnerving, 

scary, and stressful due to the many unknowns, social 

distancing, inconsistent and/or rapidly changing standards/ 

protocols, and communication issues. However, caring for 

patients with COVID-19, having resources/PPE available, 

and learning new protocols decreased their confusion, 

frustration, and anxiety over time. 

• “Initially terrifying. Obviously had to work, but I 

was afraid I would get sick. True panic. It took four 

to five weeks to just feel like ‘OK, I can do this’. 

Humbling, scary.” 

Sub-theme #2: Things Were Unexpected and 

Surreal. Unlike the traditional roller coaster ride, the 

participants were forced to respond to competing and often 

simultaneous stressors. Nurses perceived inconsistencies 

and/or disconnects between pre and post COVID 

experiences, policies, and expectations versus the current 

reality being experienced. The element of risk played a 

role in how the nurses interpreted these stressors. The 

participants perceived these conflicts and inconsistencies 

as being disrespectful to them as individuals and to 

the profession. As time progressed, nurses experienced 

frustration when unanticipated nursing lay-offs occurred 

due to low census, especially after working through the 

height of the pandemic. 

• “Feeling like you are…“Choosing” to be a nurse 

over mother/wife/daughter/sister to keep your family 

protected.” 

• “We have a very restricted visitor policy now. It is 

the complete opposite of our patient and family 

centered care model which welcomes in families as 

part of the team.” 

Sub-theme #3: The Fear of Unknown Continues. 

When completing the survey, nurses were experiencing 

exhaustion and other physical effects, due to their 

workload, stress, and fears of the unknown, and a potential 

second COVID-19 surge. A few nurses were beginning 

to move past their fears and starting to evaluate their 

experience, recognize the importance of teamwork, and 

imagine their future beyond this COVID experience. 

• “The uncertainty of the months ahead and the 

projected increase in cases this fall has me 

concerned. But the way we have handled and cared 

for COVID patients has us very prepared for the 

next expected outbreak.” 

• “And now, I’m ready to move on with life, using 

good hand hygiene of course.” 

Sub-theme #4: I Feel Grateful. Even though the 

pandemic is not over, the future uncertain, and fear and 

anxiety persist, the nurses expressed gratitude that they 

and their families did not get sick with the COVID virus. 

The nurses were grateful that their hospital and state did 

not experience the surge of COVID patients and for having 

meaningful jobs at a time of high unemployment.. 

• “Now I feel exhausted and yet very grateful. That 

we are now better and stronger and faster-we won’t 

be caught off guard again, anytime soon.” 

Theme #2: I Am Proud to Be a Nurse 

Participants felt honored and proud of being a nurse. 

Participants realized it is “kind of exciting to be one of the 

people who could help others during such a tough time for 

everyone” regardless of the specific role the nurse fulfilled 

during the pandemic. Participants concluded “we are 

amazing at what we do, and we go into healthcare because 

we want to help people, and this has been our time to 

shine.” Many nurses provided a pragmatic view of their 

role during the pandemic, including the idea that nurses 

have always provided care during pandemics. 

Sub-theme #1: We’re Not Heroes, We’re Just Doing 

Our Job. Throughout the pandemic, the media has 

portrayed nurses as being heroes however, the participants 

did not accept this metaphor since they were not on “the 

front lines” in a community experiencing a COVID-19 

surge. Participants could not reconcile actions they 

perceived as disrespectful with their ideal of how a hero 

should be treated. Nurses are always prepared to provide 

care during a pandemic, because “it’s what we’ve trained 

for!” 

• “It was interesting to see how everyone is all about 

the “Healthcare Heroes,” but the community was 

afraid of us in public and questioned our ability to 

be clean.” 

• “We are not heroes; we are just doing our jobs. 

Nurses in COVID affected areas are true heroes. 

They deserve a praise.” 

Theme #3: We Adapted to Provide the Best Care 

Participants reiterated their commitment to “always 

provide the care you and your family deserve.” Early 

in the pandemic, the hospital’s visitation policy was 

changed, and no visitors were allowed. For some, this 

change was welcomed since nursing units were quieter 

and less chaotic. However, prohibiting visitors limited 

communication, decision-making and family support. 

The nurses became creative in identifying workarounds 

to meet the needs of patients, family, and the healthcare 

team. Nurses noted an increase in collaboration and 

teamwork. 

• “Nursing care was significantly different. Many 

workers were restricted to access COVID + patient 

rooms. As the nurse some days it felt like I was 

a nurse, licensed nursing assistant, respiratory 

therapist, environmental services and IT all in one.” 

Sub-Theme #1: We Would Fill in for Family. 

Nurses remained committed to providing patient and 

family centered care even when visitors were prohibited, 

especially for patients who were dying. 

• “I cared for a dying patient during the last hours. 

The family was not present….I found the patient’s 

phone and figured out how to play music…I was 

the only reminder in the room that this was a person 

with a life…now facing death…alone except for 

me.” 

Discussion 

Sample 

While the participants in this study did not experience 

an overwhelming surge of COVID-19 patients, their 

experience is still meaningful (Vermont Health 

Department, 2020). There were no substantive differences 

in responses to any of the survey questions between nurses 

who provided direct care to COVID positive patients and 

those who did not. 

It Was Scary 

While the scared feeling dissipated as procedures 

became known, communication improved, and routines 

developed, nurses remained fearful of the future. The fear 

of unknown continues reflected concerns for a protracted 

pandemic. The fear related to contracting COVID-19 while 

working was real and realistic (Mohammed & Lelièvre, 

2021). While there were no known cases of COVID-19 

transmission from patients to nurses at this hospital, this 

unfortunately was not the reality nationally (CDCP, 2020). 

The participants’ experiences were like the experiences 

described in an ANA-VT on-line survey that occurred in 

March-April prior to this study. The ANA-VT findings 

describe nurses experiencing anxiety related to the use of 

PPE and lack of evidence supporting changes in policies 

and procedures, concerns about keeping patients as well as 

their immediate families safe and communication issues 

(Maltby & Conroy, 2020). 

Pride 

Participants experienced pride in their work and in 

being able to serve. Being resilient and able to “ride the 

rollercoaster” successfully, helped the nurse cope with the 

dearth of information one day followed by an inundation 

with new procedures the next. The ability to continue to 

deliver high quality, evidence-based care when so much 

about COVID-19 practice was unknown was another 

source of pride. Adjusting practice to deliver care 

differently, either from a different location (telenursing), 

in a different care model (tiered staffing), or taking on a 

completely new role within the health system was another 

source of pride. Participants consistently recognized that 

peers, managers, and other healthcare professionals united 

to meet the pandemic challenges. This sense of being 

together “in the trenches” was a positive outcome. 

Hero 

In the unique scenario of a pandemic, the definition 

of heroism is not clear. Heroism can be defined as facing 

one’s mortality, taking significant risks, overcoming 

major challenges, all while maintaining congruence with 

one’s principles (Kohen, 2014). While many nurses died 

during the COVID-19 pandemic, sometimes because of 

work-related exposures (ICN, 2020), this was not the local 

experience. 

In the early stages, when information on how to safely 

provide care was unclear, nurses felt they were taking 

significant risks with not only their own health, but the 

health of those they loved. Concurrently, there were major 

challenges for nurses to overcome as the hospital set up 

COVID-19 care systems. Nurses described the burden of 

rapidly changing practice as a major challenge to feeling 

safe and prepared to do their work. Taking the time to 

don PPE was a threat to many a nurse’s self-image. Other 

participants described promoting community compliance 

with masking and social distancing as an example of 

heroic work, which is congruent with Kohen’s (2014) 

definition of heroism. 

The hero identity, however, was not universally 

embraced. Several participants identified that their work 

was “just doing our jobs,” that responding to this crisis 

is what nurses were trained to do and should not be 

characterized as heroism. Since the surge in Vermont was 

minimal, participants, not directly caring for COVID-19 

patients, expressed unease with the hero label, noting 

the term should be reserved for nurses experiencing 

a COVID-19 surge. The fact that the community had 

competing views of nurses during the pandemic (hero vs. 

a threat to community well-being because of potential 

exposure) prevented some participants from believing that 

they were heroes. 

Stokes-Parish et al. (2020) contend the hero and angel 

terminology is detrimental to the profession of nursing 

as it diminishes the value of the “high level of skill and 

knowledge demonstrated by nurses during the COVID-19 

pandemic” (p. 463) and implies nurses’ effectiveness 

is superhuman or magical in origin. Thus, the angel and 

hero image might negatively impact interest in nursing


as a career, limit nursing workforce diversity, and undervalue the importance of skill 

development and knowledge in the practice of nursing. 

Figure 1: Schematic Representation of Themes and Sub-themes 

Provided the Best Care 

We adapted to provide the best care, was common among participants regardless of 

their experience caring directly for patients with COVID-19. Nurses do what nurses do, 

they stepped up to the challenge and adapted to provide the best care possible (Liang, 

Wu, & Wu, 2021). The pandemic had a way of narrowing the nurse’s focus so they could 

prioritize what was truly important. Nurses did this while at the same time putting to the 

back of their minds all their personal fears and worries. Through working “together as a 

unified force,” nurses were able to maintain hope and be reassured together they would 

survive the pandemic. 

At a time that could be demoralizing and lead to burnout, many nurses shared how 

their morale was boosted. Nurses described how coming together as a team for the 

common good of caring for patients gave them hope and lifted them up. 

Strengths and Limitations 

The findings are strengthened by the large sample size. Since Vermont did not 

experience a COVID-19 surge; findings may not generalize to settings experiencing a 

surge. 

Nursing Implications 

Many lessons were learned from this sample, which could inform the journey of 

nurses working in future pandemics. Strategies to lessen nurse anxiety and fear include: 

1) having a unified, concise and scheduled communication plan for disseminating 

evolving policies and procedures, 2) developing mechanisms for nurses to share their 

unique experiences and to receive peer support at times of crisis, and 3) providing easily 

accessible evidence-based protocols for the use of potentially scarce personal protective 

equipment. 

Nurses felt conflicted and discouraged when they were not able to give the patient and 

family centered care they were used to providing. Creating a pandemic visitation policy 

that would include leveraging technology to improve communication with patients and 

families would be a way to honor and support the nurses’ patient and family centered 

philosophy. Describing nurses as prepared, knowledgeable, and dedicated professionals is 

more accurate than using the hero or angel image. 

Research is needed to describe how nurses experience providing care during 

a prolonged national pandemic and whether a specific role, level of care (acute, 

ambulatory, long-term care), scope of practice, and direct care for patients with 

COVID-19 impacts the nurse’s experience. It is unknown whether there are short-term 

and/or long-term consequences experienced by patients, family and healthcare staff 

related to the implementation of a no-visitor policy. 

Conclusion 

Nurses want to discuss their experiences. Nurses are prepared to provide care during 

a pandemic. Despite experiencing fear and anxiety, nurses are willing and committed to 

providing high quality, patient and family centered care during a pandemic. Even in a 

pandemic, nurses are resilient and able to experience gratitude. However, these nurses did 

not view themselves as heroes. 

References 

Center for Disease Control and Prevention. (2020,October 30). COVID-19–associated 

hospitalizations among health care personnel — COVID-NET, 13 States, March 1–May 31, 

2020. Morbidity and Mortality Weekly, 69(43), 1576–1583. Retrieved from https://www.cdc. 

gov/mmwr/volumes/69/wr/mm6943e3.htm#F1_down 

Colaizzi, P. (1978). Psychological research as a phenomenologist views it. In: R. S. Valle & M. 

King. (1978). Existential phenomenological alternatives for psychology. Open University 

Press. 

International Council of Nurses. (2020, October 28). ICN confirms 1,500 nurses have died from 

COVID 19 in 44 countries and estimates that healthcare worker COVID 19 fatalities worldwide 

could be more than 20,000. Retrieved from https://www.icn.ch/news/icn-confirms-1500- 

nurses-have-died-covid-19-44-countries-and-estimates-healthcare-worker-covid 

Kohen, A. (2014). Heroism and subjectivity. Retrieved from : http://kohenari.net/ 

post/99653156590/ 

Liang, H-F, Wu, Y-C., & Wu, C-Y. (2021). Nurses’ experiences of providing care during the 

COVID-19 pandemic in Taiwan: A qualitative study. International Journal of Mental Health 

Nursing, 30, 1684–1692. https://doi: 10.1111/inm.12921 

Maltby, H., & Conroy, C. (2020, July). Coalition of Vermont nurse and nurse practitioner leaders 

responds to the ANA-VT survey on COVID-19: Themes and recommendations. The Vermont 

Nurse Connection, 23(3), 7. Retrieved from https://assets.nursingald.com/uploads/publication/ 

pdf/2075/Vermont_Nurse_Connection_7_20.pdf 

Mohammed, N, & Lelièvre, H. (2021). Lived experience of medicine nurses caring for COVID-19 

patients: A quality improvement perspective. Journal of Nursing Care Quality, 37(1), 35–41. 

State of Vermont. (2020, March 24). Governor Phil Scott issues a “Stay Home, Stay Safe” order, 

directs additional closures. https://governor.vermont.gov/press-release/governor-phil-scottissues-%E2%80%9Cstay-home-stay-safe%E2%80%9D-order-directs-additional-closures 

Stokes-Parish ,J., Elliot, R., Rolls, K., & Massey, D. (2020). Angels and heroes: The unintended 

consequence of the hero narrative. Journal of Nursing Scholarship, 42(5), 462-466 https://doi. 

org/10.1111/jnu.12591 

Vermont Department of Health (2020, June26). Weekly summary of Vermont COVID-19 

data reflecting cases identified between March 5 –June 24, 2020. Retrieved from https:// 

www.healthvermont.gov/sites/default/files/documents/pdf/COVID19-Weekly-Data- 

Summary-6.26.20.pdf 

Table 1: Sample Demographics 

Position n (%) Nurses who had provided direct 

care to COVID-19 patients n (%) 

Staff Nurse 145 (84%) 47 (27%) 

APRN 4 (2%) 1 (0.6%) 

Other (travel nurse, nurse manager, 

educator, case manager, etc.) 

24 (14%) 5 (3%) 

Total 173 53 (30.6%) 

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Providing Competent, Supportive Care for 

People Who are Transgender 

F. Patrick Robinson, PhD, RN, ACRN, CNE, FAAN 

Sherry L Roper, PhD, RN 

Reprinted with permission from 

Illinois The Nursing Voice, June 2021 issue 

The idea that gender is binary (male or female) and 

determined at birth predominates Western cultures. 

However, research evidence and lived experiences suggest 

that gender exists on a spectrum with many options. Some 

people identify as a gender different from their gender 

determined at birth (Deutsch, 2016). Our traditional 

understanding of gender, based on chromosomes and 

primary (genitalia) and secondary sex characteristics, is 

often called biological sex or gender (or sex) assigned at 

birth. Gender identity, on the other hand, is the innermost 

concept of self as male, female, a blend of both, or neither 

(Lambda Legal, 2016.). 

The majority of people are cisgender, which occurs when 

gender assigned at birth and gender identity are the same. 

However, the best available data suggest that approximately 

1.4 million adults do not self-identify with their gender 

assignments (e.g., someone assigned female at birth but 

identifies as male) (Flores et al., 2016). Transgender is 

an umbrella term for this population. A visibly growing 

segment of the U.S. population does not identify with the 

binary notion of gender. Nonbinary is a collective term 

for this population, but individuals may use terms such as 

genderqueer, gender fluid, or gender non-conforming. 

There is no standard or correct way to be (or be seen 

as) transgender. Some people who are transgender 

choose gender-affirming hormone therapy to achieve 

masculinizing or feminizing effects; others do not. 

Surgery that revises genitals to conform to gender identity 

is a critical part of the transition for many people who 

are transgender (Deutsch et al., 2019). Others do not feel 

that genital surgery is a necessary part of transition but 

may opt for non-genital surgeries to produce desired 

characteristics, including breast augmentation or removal 

and body contouring procedures. In other words, the 

importance of therapy related to the quality of life varies 

by individual. Also, some people who are transgender may 

want these services but do not have access to them because 

they are (a) unavailable in the community; (b) not covered 

by insurance (even if the individual has insurance, and 

many do not), and (c) too expensive. 

Remember: there is no one way to "be" transgender or 

cisgender. People choose to express their gender identities 

in personally satisfying ways, which may or may not 

match social expectations of what it means to look and 

behave as a male or female. Some transgender women 

choose not to wear makeup or dresses, and some cisgender 

men choose to wear their hair long and earrings. 

Health Disparities in People Who are Transgender 

Negative attitudes and discrimination toward the 

transgender community create inequalities that prevent 

the delivery of competent healthcare and elevate the 

risk for various health problems (Grant et al., 2011). In 

comparison to their cisgender counterparts, people who 

are transgender experience higher incidences of cancer, 

mental health challenges, and other health problems 

(Department of Health & Human Services, n.d.). For 

instance, transgender women, compared to all other 

populations, are at the highest risk of injury from violence 

and death by homicide. People who are transgender are 

also more likely to smoke, drink alcohol, use drugs, and 

engage in risk behaviors (Institute of Medicine, 2011). 

Furthermore, discrimination and social stigma increase 

poverty and homelessness in people who are transgender 

(Safer et al., 2017). The inability to afford basic living needs 

may lead to employment in underground economies, such as 

survival sex work or the illegal drug trade, which place the 

person who is transgender at an even higher risk for violence, 

drug use, and sexually transmitted infections (Deutsch, 2016). 

People who are transgender are more likely to rely 

on public health insurance or be uninsured than the 

general population. Even those insured report coverage 

gaps caused by low-cost coverage that does not include 

standard services for preventative, behavioral health, or 

gender-affirming therapies, including hormones (Deutsch 

et al., 2019). Lack of access to comprehensive health care 

leads some people who are transgender to seek hormones 

from the community and social networks without clinical 

support and monitoring, putting them at additional risk for 

adverse reactions and complications. 

Researchers suggest that healthcare providers' 

inability to deliver supportive and competent care serves 

as a powerful mechanism underlying health disparities 

(Fenway Institute, 2016). The experiences of people 

who are transgender are often not included in healthcare 

provider diversity and inclusiveness training. While 

transgender-related content in health professions basic 

education programs would effectively improve provider 

knowledge, skills, and attitudes, transgender health has 

not been prioritized in nursing education. The result is 

a nursing workforce inadequately prepared to care for 

people who are transgender (McDowell & Bower, 2016). 

Nursing Care of People Who Are Transgender 

Competent, supportive transgender care requires nurses 

to recognize potential biases and understand gender that 

may differ from their current beliefs and social norms. 

Honest reflection on these feelings is an essential step 

in providing competent transgender care. Using a lens of 

cultural humility, where cisgender nurses acknowledge 

that they do not adequately know about being transgender 

while also being open to learning, is helpful. In this spirit, 

open, transparent inquiry on the part of nurses when they 

do not know something (When I speak to your children, 

what name should I use to refer to you?) or how to proceed 

with care (I need to place a catheter into your bladder, and 

I know you have had gender-affirming surgery. Do you 

want to give me any special instructions?) can build trust. 

While gender-affirming care such as hormones, 

androgen-blocking agents, and surgeries require specialist 

care management, nurses will encounter transgender 

patients in all healthcare areas. Assessing the history and 

current status of gender-affirming therapies is critical to 

inform safe care. For example, hormone-induced changes in


muscle and bone mass, along with menstruation or amenorrhea, can alter gender-defined 

reference ranges for laboratory tests such as hemoglobin/hematocrit, alkaline phosphatase, 

and creatinine (Deutsch, 2016). Nurses should consider the gender assigned at birth 

(especially if it is the only gender information to which the lab has access) and genderaffirming 

therapy-induced physiological changes to make valid inferences about lab values. 

Nurses should also ensure that a complete history of the use of hormones and androgen 

blockers (including those obtained from non-licensed providers) is taken. Nurses should 

work with other providers to ensure that hormone therapy does not stop with hospitalization 

unless contraindicated by current pathology or prescribed medications. Abrupt cessation of 

hormone therapy can have a significant and negative impact on emotional and physiological 

health. 

Systems-Level Policies, Processes, and Advocacy 

Professional nurses can play a crucial role by advocating for policies and processes 

that promote safe, effective, and supportive care for people who are transgender. 

Misgendering a patient (making an incorrect assumption about gender identity) can 

cause emotional distress and erode patient-provider trust. Unfortunately, electronic health 

records (EHR) often do not support competent care for people who are transgender. 

For instance, healthcare providers should use a 2-step gender identification process 

(Deutsch, 2016). However, many do not, and EHR systems rarely provide prompts for 

the processor space for easy documentation and access to information derived from the 

process. Asking about a patient's current gender identity can result in several responses. 

The EHR should make checkboxes for a reasonable number of those responses, including 

male, female, transgender male, transgender female, and nonbinary. A fill-in-the-blank 

is needed for other identifies. The gender assigned at birth also requires options beyond 

male or female; people born with external genitalia, gonads, or both that do not conform 

to what is typically male or female (intersex) may have been identified incorrectly at 

birth. The EHR should provide an intersex option to this question. Some people who 

are transgender are uncomfortable revealing gender assigned at birth, so decline-to-state 

should be another option. Note that this process should be the standard for all patients, 

not just those assumed to be transgender. 

People who are transgender may use names other than their legal names (Lambda 

Legal, 2016). Navigating a legal name change is complicated and costly. Some people who 

are transgender do not have the resources for a legal name change; for others, it may not 

be safe, given current social or legal circumstances. Using a patient's chosen name and 

pronouns is critical to patient-centered care. The EHR should prominently document the 

patient's chosen name and pronouns, which should also be used outside the EHR, including 

for appointments and prescriptions. Patients should only have to provide the information 

once, decreasing the need to correct providers and improving patient-provider relationships. 

EHRs should also contain an organ inventory, perhaps as part of surgical history, as 

providers will need to know about the presence or absence of reproductive and gonadal 

organs to inform clinical decision-making. This information must be clear, unambiguous, 

and easily accessible in the EHR to inform care and prevent medical and surgical errors. 

Nurses should work within governance processes to ensure that all institutional 

policies support transgender patients, staff, and visitors. Nondiscrimination statements 

should include gender identity. Policies about restrooms and staff changing rooms 

(usually labeled in gender-binary terms) should state that a person's gender identity 

rightly determines the room to be used and that that right should not require any 

proof (e.g., health provider confirmation) related to gender or gender identity. Finally, 

clear guidelines concerning non-private room assignments should include assigning 

roommates based on gender identity rather than gender assigned at birth. 

Power to Make a Difference 

The ANA Code of Ethics obligates nurses to practice "compassion and respect for 

the inherent dignity, worth, and unique attributes of every person" (ANA, 2015, para 1). 

While some nurses may intentionally discriminate against people who are transgender, it is 

more likely that a lack of knowledge and experience leads to nursing actions that result in 

suboptimal care. Nurses play critical roles in transgender care by (a) providing supportive, 

affirming care, (b) creating an inclusive environment, and (c) leading interprofessional 

teams toward gender-affirming care. Education and a commitment to understanding the 

lived experiences of people who are transgender is, therefore, essential for all nurses. 

References 

American Nurses Association. (2015). What is the nursing code of ethics? https://nurse.org/ 

education/nursing-code-of-ethics/ 

Department of Health and Human Services, Office of Disease Prevention and Health Promotion. 

(n.d.). Healthy people. Lesbian, gay, bisexual, and transgender health. https://www. 

healthypeople.gov/2020/topics-objectives/topic/lesbian-gay-bisexual-and-transgender-health 

Deutsch, M.B. (2016). Guidelines for the primary and gender-affirming care of transgender and 

gender nonbinary people (2nd ed.). Center of Excellence for Transgender Health, University 

of California at San Francisco. https://transcare.ucsf.edu/sites/transcare.ucsf.edu/files/ 

Transgender-PGACG-6-17-16.pdf 

Deutsch, M.B, Bowers, M.L., Radix, A., & Carmel, T.C. (2019). Transgender medical care in the 

United States: A historical perspective. In J.S. Schneider, V.M.B. Silenzio, & Erikson-Schroth, 

L. (Eds.). The GLMA Handbook on LGBT Health (1, 83-131). Santa Barbara, CA: Praeger. 

Fenway Institute, National LGBT Health Education Center. (2016). Providing inclusive services 

and care for LGBT people. https://www.lgbtqiahealtheducation.org/publication/learning-guide/ 

Flores, A.R., Herman, J.L., Gates, G.J., & Brown, T.N.T. (2016). How many adults identify 

as transgender in the United States? UCLA School of Law, William Institute. https:// 

williamsinstitute.law.ucla.edu/publications/trans-adults-united-states/ 

Grant, J. M., Mottet, L. A., Tanis, J., Harrison, J., Herman, J. L., & Keisling, M. (2011). Injustice 

at every turn: A report of the National Transgender Discrimination Survey. https://www. 

transequality.org/sites/default/files/docs/resources/NTDS_Report.pdf 

Institute of Medicine. (2011). The health of lesbian, gay, bisexual, and transgender people: Building 

a foundation for better understanding. http://www.nationalacademies.org/hmd/Reports/2011/ 

The-Health-of-Lesbian-Gay-Bisexual-and- 

Lambda Legal. (2016). Transgender rights toolkit. https://www.lambdalegal.org/issues/transgenderrights 

McDowell, A. & Bower, K. (2016). Transgender health care for nurses: An innovative approach 

to diversifying nursing curricula to address health inequalities. Journal of Nursing Education, 

55(8), 476-479. DOI 10.3928/01484834-20160715-11 

Safer, J. D., Coleman, E., Feldman, J., Garofal, R., Hembree, W., Radix, A., & Sevelius, S. (2017). 

Barriers to health care for transgender individuals. Current Opinion in Endocrinology, Diabetes, 

and Obesity, 23(2), 168-171. DOI: 10.1097/MED.0000000000000227 

Singh, S., & Durso, L. E. (2017). Widespread discrimination continues to shape LGBT people's 

lives in both subtle and significant ways. Center for American Progress. https://www. 

americanprogress.org/issues/lgbt/news/2017/05/02/429529/widespread-discriminationcontinues-shape-lgbt-peoples-lives-subtle-significant-ways/ 

IS YOUR NURSING ORGANIZATION 

PLANNING AN EDUCATION 

PROGRAM? 

CONSIDER APPLYING FOR CONTACT HOUR APPROVAL 

FOR MORE INFORMATION CALL THE ANA-Vermont OFFICE 

@ (802) 651-8886 

The Northeast Multi-State Division, (NE-MSD) is accredited as an approver of 

continuing education in nursing by the American Nurses’ Credentialing Center’s 

Commission on Accreditation. 

ANA-Vermont New Members 

ASSISTANT PROFESSOR 

– NURSING 

LECTURER - NURSING 

Assistant Professor – Nursing 

(2) Full-Time Tenure Track Appointments 

Experience in nursing practice, strong clinical skills, and eligibility for a Vermont nursing license is required. Preference will be given 

to candidates holding a doctoral degree and with prior teaching/research. Specialties in pediatrics, mental health or medical surgical 

nursing are a priority in filling these positions. 

http://norwich.interviewexchange.com/jobofferdetails.jsp?JOBID=142270 

Laura Lornitzo 

April Bartley 

Michele Lee Griffis 

Margaret Oakes 

Pamela Gratton 

Claire Stodola 

Joni J Foster-Robison 

Susan Lipenski Taney 

Amanda C Musser 

Lecturer - Nursing 

Full-Time 

Experience in nursing practice, strong clinical skills, and eligibility for a valid Vermont nursing license is required. Candidates must hold 

a Masters of Science in Nursing, a concentration in Nursing Education and/or CNE is desirable. 

http://norwich.interviewexchange.com/jobofferdetails.jsp?JOBID=144192 

Leah M Connolly 

Elizabeth Keefe 

www.norwich.edu


ANA Applauds Signing of Lorna Breen Health Care Provider 

Protection Act by President Biden 

SILVER SPRINC, MD-The American Nurses 

Association (ANA) hails the signing of the Dr. Lorna 

Breen Health Care Provider Protection Act (S. 610/H.R. 

1667). into law by President Joseph R. Biden. This 

bipartisan legislation will direct $140 million in funds 

from the American Rescue Plan Act (H.R. 1319). to train 

current and future health professionals on how to prevent 

suicide, burnout, and substance use disorders. The bill is 

named for Dr. Lorna Breen, who tragically died by suicide 

after being consumed by feelings of helplessness and 

despair while treating COVID-19 patients during the first 

wave of the pandemic in 2020. 

"Enacting this law is a critical first step towards 

providing our nurses with the support they need to help 

alleviate some of the extraordinary duress they have been 

working under for the past two years," said ANA President 

Ernest J. Grant, PhD, RN, FAAN. "I am also hopeful that 

this will start to chip away at the culture of stoicism and 

silence within health care that prevents many providers 

from seeking help for mental health issues when they need 

it. I would like to thank Senators Tim Kaine (D-VA) and 

Todd Young (R-IN) and Representatives Susan Wild (D- 

PA) and David McKinley (R-WV) for their leadership and 

support on this issue." 

The law will establish a national evidence-based 

education and awareness initiative to encourage health 

care professionals to seek support and care for their mental 

health and substance use concerns. This measure will 

also teach health care professionals how to identify and 

respond to the risk factors associated with suicide, mental 

health issues, and substance use disorders while reducing 

the stigma associated with seeking help for them. The 

law also includes a reporting mandate that requires the 

Secretary of Health and Human Services to provide an 

update on the progress of this initiative to the Committee 

on Health, Education, Labor, and Pensions of the Senate 

and the Committee on Energy and Commerce of the 

House of Representatives no later than two years after the 

bill is enacted. 

“By signing this legislation into law. President Biden 

and all the members of Congress who supported it have 

shown their commitment to prioritizing the mental health 

of our nursing and health care workforce,” said Grant. 

“Without more action like this the future of the nursing 

profession, and the American health care system, will be 

at stake. More nurses, including younger ones who are 

just entering the workforce, are struggling with mental 

health issues, feeling unsupported, and suffering from 

severe burnout and post-traumatic stress because of their 

sustained response to the COVID-19 pandemic.” 

A January survey of nearly 12,000 nurses by the 

American Nurses Foundation (the Foundation) found that 

close to half of nurses surveyed under age 35 said they 

have sought professional mental health support since 

March 2020. And 47% of nurses under 25 and 46% of 

nurses between 25-35 reported being not emotionally 

healthy compared to nurses over the age of 55 (79%). 

These younger nurses were also more likely to have 

experienced an extremely traumatic, disturbing, or 

stressful event due to COVID-19. Survey respondents 

under the age of 25 were also more than twice as likely 

(69%) to report suffering from burnout as those older than 

25 (30%). 

Even before the pandemic, nurses were at greater risk 

of suicide than the general population, according to a 

February, 2020 study from Sigma Theta Tau International 

Honor Society of Nursing, which found that female and 

male nurses were more likely to experience job problems 

compared to the general population. Female nurses were 

7.4 times more likely to complete suicide than the general 

population. Additionally, nurses who died by suicide 

were also more likely to have a history of mental health 

difficulties and were more likely to have left a suicide note. 

These extraordinary times in health care call for all 

leaders. Congress, and the Administration to continue to 

examine the challenges impacting the nursing profession 

and deploy short and long-term solutions. ANA is 

committed to advocating for the needs of nurses and 

supporting their mental health and well being. ANA’s 

Nurse Suicide Prevention website offers resources, 

toolkits, and information to mitigate the risk of nurse 

suicide. The Foundation has developed the Well-being 

Initiative, a collection of resources designed to help 

nurses take the necessary steps to manage the stress and 

overcome the trauma caused by COVID-19. 

The American Nurses Association (ANA) is the 

premier organization representing the interests of the 

nation’s 4.3 million registered nurses. ANA advances the 

profession by fostering high standards of nursing practice, 

promoting a safe and ethical work environment, bolstering 

the health and wellness of nurses, and advocating on 

health care issues that affect nurses and the public. ANA 

is at the forefront of improving the quality of health care 

for all. For more information, visit www.nursingworld.org. 

NURSES 

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We hope that employment here will not be just a “job,” but rather 

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We are medically advanced; draw blood, start IV’s, 

do PICC lines, wound care, etc. 

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ANA-VT 

Membership Application 

Nursing continues to be the most trusted 

profession as indicated in annual surveys. This 

attests to the collective contributions nurses make 

as they care for patients, families and communities. 

Efforts of individual nurses however deserve special 

recognition by colleagues, employers, patients, 

families and friends. There are many reasons 

to Honor a Nurse such as: to thank a mentor, to 

acknowledge excellent care given by a nurse to a 

patient, to celebrate a milestone such as a birthday 

or retirement, or to recognize a promotion. Just 

think for a moment, you will know a nurse to honor. 

Celebration: The honored nurses and the persons 

nominating them will be recognized at the ANA- 

Vermont Convention in 2022. The honored nurses 

each will receive a certificate identifying the person 

recognizing her/him as well as the reason for the 

honor. Submit nominations by: September 1, 2022. 

All contributions are tax deductible to the full 

extent allowed by law. ANA-Vermont Foundation 

is a 501(c)3 organization. Nominations this year are 

online. 

Please go here to nominate someone: 

https://www.nursingworld.org/foundation/ 

donate/honor-a-nurse/ 

The Vermont Veterans’ Home, a recognized 

leader in quality dementia care, palliative 

care, and rehabilitation, seeks a Director of 

Nursing Services who will lead the nursing 

department of this 130-bed skilled nursing and 

8-bed residential care facility. We are looking 

for a strong candidate who will be responsible 

for the day-to-day planning, administrative, 

supervisory and evolution work involving the 

management of all aspects of gerontological 

nursing care services for the residents at the 

Home, including the supervision of training 

programs for nursing care personnel. Long-term 

care experience essential along with knowledge 

of state and federal regulations; experience 

with veterans’ issues desirable. 

Reference job requisition #31686. 

Bennington – Full-Time. 

If you would like more information about this position, 

please contact Melissa.Jackson@vermont.gov. 

State of Vermont careers website: 

https://humanresources.vermont.gov/careers 

Vermont Veterans’ Home website: 

https://vvh.vermont.gov 

The State of Vermont offers an excellent total compensation package. To apply, you must use the online job application at https://careers. 

vermont.gov. For questions related to your application, please contact the Department of Human Resources Recruitment Services at (800) 

640-1657 (voice) or (800) 253-0191 (TTY/Relay Service. The State of Vermont is an Equal Opportunity Employer.

The Vermont Nurse Connection - May 2022

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