A publication of
The Alabama State
August, September, October 2022 • Volume 49 • Issue 3
A quarterly publication distributed to more than 72,000 RNs and LPNs in Alabama
SAVE THE DATE
A message from your
Dr. Lindsey Harris, DNP, FNP-BC
& HOUSE OF DELEGATES
SEPT 19-21. 2022
The Grand Hotel Golf Resort
& Spa in Point Clear, AL
Hot Jobs! .................................... 2
LPN Corner. .................................. 3
Passing the Torch. ............................. 3
Five Auburn graduate students named to state’s
largest cohort of Albert Schweitzer Fellows........... 4
Welcome New ASNA Members. ................... 5
ASNA Names New Executive Director. .............. 6
Convention News. ........................... 6-9
2022 Dr. Moore Distinguished Faculty Award
Is Presented To Dr. Barbara Wilder................. 9
Getting Clear on Bullying Versus Incivility ........... 11
How Can Employers Address the
Nursing Shortage Post-COVID?. .................. 12
BROUGHT TO YOU BY:
I want to thank you all for the opportunity to
serve. Serving as President of the Alabama State
Nurses Association (ASNA) is such an honor. The last
two years have been very challenging, momentous,
and revealing. Life is very different from what we
remember before the pandemic. For many, new
experiences have provided new vision and a new
purpose in life.
Over the past two years Alabama nurses have risen
to the challenge. The challenge of saving lives, the
continuing challenge of staffing shortages, the challenge
of low pay wages, the challenge of virtually engaging
students, and the challenges of work/family life balance
all during the COVID-19 pandemic. Nurses across the
state have publicly spoken on their concerns for the
profession and the patients they serve and revealed the
need for self-advocacy and collective power. I am so
PROUD to say I am a Nurse in Alabama.
The term resilience continues to permeate the nursing
profession. The definition of resilience is the capacity
to recover quickly from difficulties; toughness, and
the ability of a substance or object to spring back into
shape; elasticity. Nurses have and continue to experience
transitions, pivots, and recovery. The Alabama State
Nurses Association has done so as well! We have had
three staff to retire while maintaining a steady ship,
hired an interim Executive Director and now a full-time
Executive Director. We have responded, implemented,
and have spoken on the needs of Alabama nurses; and
Six months ago I assumed
the role of interim Executive
Director for ASNA. I honestly
thought this would be a six
week role of holding court,
but with the support of Dr.
Lindsey Harris, incoming
President James Hardin,
and an active and forwardthinking
Board of Directors
we looked to the future and
made changes to make ASNA
run more efficiently and economically. YOUR ASNA
Board has been intricately involved in finding solutions
to guide ASNA to becoming one of the most highly
regarded State Nursing Organizations in the country.
The 2022 ASNA Convention will be held in Point
Clear, AL, at The Grand Hotel. The convention
planning committee meets every other week to
ensure that the Convention will be educational, fun,
and engaging. The Convention will be ASNA’s first
Convention since 2019 and will be an amazing way
to reconnect, rekindle friendships, make new friends,
learn about programs that promote nurses throughout
our state, and have FUN! YOU can engage in the
decision-making of the Association by serving as
a delegate for your region. Not been active in your
region? This is an excellent way to be engaged in
your Region and the State Association by serving
we have built stronger relationships and partnerships,
developing more opportunities to continue the mission
and vision of the organization.
You can't build a great building on a weak foundation.
You must have a solid foundation if you're going to
have a strong superstructure.
~Gordon B. Hinckley~
The cohesive support from ASNA’s president-elect,
entire board, past presidents, office staff, and members
has provided great opportunities for the future of
Alabama Nurses. We have captured the attention
of citizens, hospitals, and governmental officials.
We must continue to spread the word amongst our
colleagues, continuing to build our nursing family and
a solid foundation of unity. The Alabama States Nurses
Association voice has been amplified and we must
continue to accelerate and advance the pace by coming
together to use our collective power. I will always
cherish this opportunity to serve! Again, thank you!
Commitment to promoting excellence in nursing.
To be the professional voice of all
registered nurses in Alabama.
Interim Executive Director Update
as a delegate. Unsure as to whom to contact – call
April Bishop, ASNA Administrative Director at
It is my pleasure to announce that after an extensive
Executive Director search the search committee and
ASNA Board of Directors have selected Dr. Laura Hart
as the full-time Executive Director. Dr. Hart has a strong
background as an emergency nurse practitioner. She
is a strong advocate for nursing and has an unmatched
passion for promoting the role of nursing. Dr. Hart will
assume the full-time permanent Executive Director role
on September 1, 2022. Please welcome her and support
Dr. Hart and the Board of Directors in ASNA’s mission
statement of “Commitment to promoting excellence in
Over the next month, Dr. Hart and I will be
transitioning the responsibilities of running the
Association. It has been a true pleasure to have served
as the interim Executive Director over the last six
months. ASNA serves a vital role in the health and
life of nursing and nurses and I know that under
the leadership of Dr. Hart and the BOD ASNA will
continue to move forward and impact the state of
nursing in Alabama.
DNP, MAEd, CRNP, FNP-BC, FAANP
Interim Executive Director
Alabama State Nurses Association
Page 2 • Alabama Nurse August, September, October 2022
The Alabama State Nurses Association is proud
to announce a fresh UNIQUE opportunity for job
seekers and employers. Our new Career Center, HOT
JOBS marries two services that have great benefits
for job seekers and employers. The HOT JOBS site,
alabamanurses.org/hotjobs, helps the prospective employee
(nurse) enhance their chances in the application / interview
process with FREE consultation from ASNA’s professional
career coach, Bridget Stevens. Bridget has over 25 years
experience as a recruiter in the medical field and is widely
respected by major employers in the state. You can ask for
her help at the email provided below.
Employers will love using HOT JOBS to prioritize
high demand positions in their posts. Bridget can help
employers get set up on HOT JOBS and refer qualified
candidates with no recruiting fee! If you are a job seeker
or HR staff, give Bridget a call or email and find out how
ASNA’s HOT JOBS can help you.
ASNA Board of Directors
President Lindsey Harris, DNP, FNP-BC
President-elect James Hardin, MSc, BSN, RN, NE-BC
Vice President Jennifer Humphries, DNP, CRNP, NNP-BC
Secretary Lisa Gurley, PhD, RN, CNE, COAT
Treasurer Frankie Wallis, DNP, FNP, NEA-BC, COI
District 1 Kindra Swauger, BSN, RN, CRC
District 2 Abby Horton, EdD, RN, CHC, CLC
District 3 Adrienne Curry, DNP, RN
District 4 Brenda Woodmansee, DNP, RN
District 5 Katilya Ware, PhD, RN
Commission on Professional Issues: Jo Ann Otts, DNP,
Parlimentarian: Philip Cohn, RN
Recent Grad Liaison: Kristina Gentle,
Interim Executive Director, D'Ann Somerall, DNP,
MA Ed, CRNP, FNP-BC, FAANP
Programs & Structural Unit Coordinator,
April Bishop, MPA, BS, ASIT
UPDATE MY INFORMATION:
Updated Author Submission
Guidelines for Alabama Nurse
Manuscript Format – Submit in APA style as double
spaced word document using 12 –point font. Include article’s
title and author(s) name, credentials, organization/employer,
contact information and current email address. Authors must
address any potential conflict of interest, whether financial or
other, and identify any applicable commercial affiliation.
Photographs – Photographs of high resolution (300 dpi
preferred) may be submitted digitally as a separate file in
.jpg or .tiff format. Photos taken for ASNA related purposes
may be used in ASNA publications/social media unless other
requested by the subject. Supply a caption or photo credit for
each photo. All material submitted become the property of
Advertising – Product, program, promotional, or service
announcements are considered advertisement, please contact
our publisher, Arthur L. Davis Publishing Agency, Inc. at
sales@ALDpub.com or phone 800-626-4081.
ASNA is committed to promoting excellence in nursing.
ASNA is the professional voice of all
registered nurses in Alabama.
• Modeling professional nursing practices to other
• Adhering to the Code of Ethics for Nurses
• Becoming more recognizably influential as an
• Unifying nurses
• Advocating for nurses
• Promoting cultural diversity
• Promoting health parity
• Advancing professional competence
• Promoting the ethical care and the human dignity of
• Maintaining integrity in all nursing careers
For advertising rates and information, please contact Arthur
L. Davis Publishing Agency, Inc., PO Box 216, Cedar Falls,
Iowa 50613, (800) 626-4081, firstname.lastname@example.org. ASNA 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 the Alabama State Nurses Association
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. ASNA 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 ASNA or
those of the national or local associations.
The Alabama Nurse is published quarterly every February,
May, August and November for the Alabama State Nurses
Association, 360 North Hull Street, Montgomery, AL 36104
© Copyright by the Alabama State Nurses Association.
Alabama State Nurses Association is a constituent
member of the American Nurses Association.
August, September, October 2022 Alabama Nurse • Page 3
Clients With Dementia
Working as a Healthcare
Worker without compassion and
patience is unacceptable. For
people with dementia, they need,
must, have care with a deep
understanding of their disease
process. Dementia is loss of
memory, inability to perform
daily tasks and the deterioration of
communication skills, etc. Although medication is the main
treatment for this condition, the physical treatment by the
Healthcare Worker is an important part of their care.
I believe these actions are a must:
1. Speak softly
2. Try to redirect inappropriate behavior
3. Delegate familiar tasks to the individual
4. Try music or a TV program the person will enjoy
5. Go for a walk in a controlled environment
6. Offer tasks associated with past work or pleasure
Passing the Torch
James Hardin, MSc, BSN, RN, NE-BC
After nearly 30 years of practicing as a nurse, it
is easy for me to forget the excitement and anxiety
of being a new nurse. Dr. Jennifer Humphries and
I were honored to pin our daughters this spring
as they graduated from nursing school. Jennifer's
daughter, Alisha Isbell, graduated from the University
of Alabama Capstone School of Nursing, while my
daughter, Hunter Hardin, graduated from Marian
University's School of Nursing in Nashville. Alisha
is working in the Emergency Department at DCH
Regional Hospital and Hunter is working in the
Operating Room at Vanderbilt University Hospital.
Going through the process with my daughter brought
back memories of both the relief of completing a
grueling nursing program and the anxiety of taking
on the responsibilities of a challenging career. I know
Jennifer and I both worry about the stressors and
risks our daughters will face in this ever-changing
healthcare environment. As we both pass the torch,
we hope to continue to advocate for nurses for
generations to come.
Also remember this could be you, and how would you
like to be treated?
Just remember compassion and patience.
Dr. Jennifer Humphries, Vice-President ASNA
and daughter Alisha Isbell
James Hardin, President-Elect ASNA and
daughter Hunter Hardin
Page 4 • Alabama Nurse August, September, October 2022
Five Auburn graduate students named to state’s largest cohort
of Albert Schweitzer Fellows
Amy Weaver | Auburn Advancement
Five Auburn University graduate students are part of
the 2022-23 class of Albert Schweitzer Fellows, the largest
cohort to date for the Albert Schweitzer Fellowship of
The class of 20 students, representing fields of
medicine, pharmacy, nursing, nutrition science, public
health, dentistry and counseling at Auburn and the
University of Alabama at Birmingham, will spend 13
months immersed in community public health projects.
Their projects will improve the health and social
well-being of their populations of choice throughout the
state while simultaneously strengthening their leadership
skills. In doing so, they will continue the legacy of the
fellowship’s namesake, the famed physician-humanitarian
Dr. Albert Schweitzer.
Auburn’s fellows are Chelsea Gayre, College of
Nursing; Chigozie “Joi” Chinakwe, Micah Grey and
German “Andres” Tovar, Harrison College of Pharmacy;
and Jou-Chun “Renee” Pan, College of Education.
“We share in the Albert Schweitzer Fellowship of
Alabama’s commitment to meeting the current and future
needs of underserved communities through the training of
the next generation of medical professionals,” said Hollie
C. Cost, assistant vice president for University Outreach
and Public Service at Auburn. “We are particularly excited
about the unique opportunity this provides our graduate
students to develop and implement field-based projects that
positively impact these Alabama populations, perpetuating
AU Outreach’s commitment to equity.”
Growing up in the small, rural community of
Carrollton, Ohio, Gayre developed an interest in rural
communities and health care access. Her fellowship
project involves implementing telehealth services within
primary care offices.
“The goal is to identify disparities in care, identify best
practices and implement those for the purpose of testing
feasibility of long-term success within the community
health centers,” she said. “We hope to close gaps in
social determinants of health for those residing in rural
communities who are unable to travel for specialty care.
I will work with the telehealth platform Vital Engine
LLC. and partners at the University of Alabama at
Gayre currently holds a part-time registered nurse
position in the cardiac catheterization lab at Wellstar
Health System in Georgia. She received an associate
degree and a bachelor’s degree in nursing from Kent
State University in Ohio before coming to Auburn for her
master’s degree in nursing.
Pan, a first-year master’s student in the clinical
rehabilitation counseling program, has a passion for
working with youth and emerging adults with disabilities
to help them improve their quality of life and support
their willingness to break the stigma against disabilities in
Her project involves working with young adults with
disabilities, including their caregivers, at the BraveHeart
Center for Place and Purpose in Auburn to address their
special needs by using assistive technology to improve
their quality of life. In addition to enhancing youths’
time management, medication management, nutritional
awareness and social interaction skills, this health and
wellness project aims to support each student in achievin
their specific goals for the next chapter of their lives by
using a holistic and person-centered approach.
Pan says the ultimate goal will not only encourage
a higher level of independence as they transition into a
working environment or continue their education, but also
provide a channel for the participants to establish selfadvocacy,
self-determination and empowerment skills.
Chinakwe and Grey, members of the pharmacy Class
of 2025, are partners in their project, “Junior Healthcare
Leaders of Alabama,” which focuses on providing health
literacy and health equity to underserved communities in
Macon County, Alabama.
“Being able to give back to Alabama’s underserved
communities like those that reflect Macon County,
Marengo County and Dallas County has been a passion
of mine since attending Tuskegee University,” said
Chinakwe. “Being able to carry Dr. Schweitzer’s legacy,
teachings and generosity to areas of Alabama where I have
not only witnessed but experienced those hardships is so
To address this issue, Chinakwe and Grey will provide
an after-school course to teach students how to manage
disease states, prevent negative health outcomes and
prepare them for health events that commonly impact
Alabamians on a day-to-day basis.
ADVANCED FORENSIC NURSING CARE EDUCATION FOR
SEXUAL ASSAULT NURSE EXAMINER (ANE/SANE)
The purpose of the ANE/SANE funding is to increase the number of
Registered Nurses (RNs), Advanced Practice Registered Nurses (APRNs)
and Forensic Nurses trained and certified as sexual assault nurse examiners
(SANEs) in communities on a local, state or regional level.
USA offers two online didactic
pathways to SANE education:
1. Community and
2. Academic (sub-specialty) Advanced Forensic Nursing.
Simulated patient clinical skills training, certification preparation,
continuing education and networking opportunities are available.
Contact us: www.southalabama.edu/con/SANE or (251) 517-5171
“This publication is supported by the Health Resources and Services Administration (HRSA) of the U.S. Department of Health and Human Services
(HHS) as part of an award totaling approximately $1.1 million with zero percentage financed with nongovernmental sources. The contents are those
of the author(s) and do not necessarily represent the official views of, nor an endorsement, by HRSA, HHS or the U.S. Government.”
“This fellowship will equip me with the tools
needed to successfully plan and run a community
service project, geared toward improving health
disparities, as well as health literacy in these
counties,” said Grey.
For Tovar, a member of the pharmacy Class of
2024, his project, “Substance Use Disorder and its
Impact on Adolescent Brain Development,” involves
addressing how adolescence is characterized by
numerous neurologic changes and increased hormonal
production, both impacting behaviors.
Though trends of alcohol, tobacco and marijuana
use among adolescents are decreasing nationwide,
Tovar notes that trends in Alabama are higher than
national averages, making it vital to educate teenagers
and prevent the development of substance abuse
“I found that, by empowering our youth’s agency
through knowledge and connection, it will enable
them to make better choices with the ultimate goal
of improving lives and improving society,” he said.
“I feel inspired by the example of past and current
fellows and hope that I can add to success of the
Albert Schweitzer Fellowship as they have done.”
Schweitzer Fellows work closely under the
guidance of community site partners and academic
mentors throughout the project period. Gayre is
mentored by nursing Professor Linda Gibson-Young.
Pan is mentored by Jinhee Park, assistant professor
and Clinical Rehabilitation Counseling Program
Chinakwe and Grey are mentored by Lawanda Gray,
coordinator of school health services with Macon
County Public Schools, and Pamela Stamm, associate
professor in the Harrison College of Pharmacy’s
Department of Pharmacy Practice. Tovar is mentored
by Lindsey Hohmann, assistant professor in the
Department of Pharmacy Practice.
“The selection of new fellows each year is always a
highlight, but this year held special significance due
to the over 40 percent growth in the size of our 2022-
23 cohort,” said Kristin Boggs, executive director
of the Albert Schweitzer Fellowship of Alabama.
“As vulnerable populations in our communities face
significant obstacles to health and improved quality of
life, it is encouraging to see more students rise to the
challenge of tackling these issues head-on.
“We are excited to come alongside these students,
along with our academic and community-site partners,
to channel their ideals and grow their commitment
to using their knowledge to affect change for underresourced
Upon completion of their fellowship year, the 20
Alabama Schweitzer Fellows and approximately 200
other 2022-23 Schweitzer Fellows from across the
United States will become Schweitzer Fellows for
Life, joining an active network of Schweitzer alumni
continuing their commitment to improving the public
health of underserved communities throughout their
Neal Reid, Matt Crouch and Latha Bhavnani
contributed to this story.
August, September, October 2022 Alabama Nurse • Page 5
Welcome New ASNA Members
(April 16 – July 15, 2022)
Karen Michelle Isbell Hansen
Maria Orrego Salas
ASNA/ANA membership only $15 a month! Join your colleagues at alabamanurses.org!
Page 6 • Alabama Nurse August, September, October 2022
ASNA Names New
The Alabama State Nurses
Association (ASNA) Board of Directors
and Search Committee have named Dr.
Laura Hart as the next Executive Director
(ED) for the Alabama State Nurses
Association. Dr. Hart officially assumes
the ED role on September 1, 2022,
succeeding Dr. D’Ann Somerall who has
served as the interim ED since February
1, 2022. Dr. Hart has been a long-time
member of ASNA and has played an
active role in advancing the mission of
ASNA over the years.
Dr. Hart brings a wealth of clinical
experience to the ED role which will
serve all Alabama nurses well in knowing
firsthand the issues and struggles of
nurses. Dr. Hart is currently an Emergency Nurse Practitioner at Riverview
Regional Medical Center. She recently developed and owns a family practice
clinic in Rainbow City, Alabama.
Dr. Hart’s involvement in ASNA includes serving on the Legislative
Committee since 2020. She has a vast knowledge of the components that are
required for Certified Registered Nurse Practitioners to gain full practice
authority (FPA). Dr. Hart’s Doctor of Nursing Practice scholarly project
explored FPA legislation and what is needed for AL NPs to gain FPA. Dr. Hart
earned her DNP in 2020 from the University of Alabama at Huntsville.
Dr. Hart is excited about the opportunities that are ahead for ASNA and
nurses in Alabama. She recently stated, “I am passionate about improving the
role of the nurse in Alabama. I have worked my entire professional career for
an opportunity like serving as the ED of ASNA. I look forward to working
with the BOD and nurses throughout Alabama.”
Please feel free to contact Dr. Hart beginning September 1, 2022 at
Nurses: Up for the Challenge
ASNA 2022 Annual In-Person Convention
September 19–21, 2022
The Grand Hotel | Point Clear, Alabama
August, September, October 2022 Alabama Nurse • Page 7
Guideline for Writing Resolutions
A Resolution reflects the priorities of any organization. The Alabama State Nurses
Association (ASNA) incorporates our Resolutions into the organization’s Strategic Plan
for the following year. Shorter is better in writing a Resolution.
The title of a Resolution should reflect the intent of the document. Structurally, it begins with
“Whereas” statements. This will provide reasons and basic facts supporting the resolution of
the issue. The statements should lead the reader to your conclusion (resolved). They should be
factual rather than speculative and include references and/or statistical information to provide
support for the document. Structurally the statements need to be brief, specify the issue, reflect
urgency of the problem, effect of the issue, and indicate a call to action.
The Resolution concludes with a “Resolved” statement identifying a specific proposal
or course of action. This statement should be both actionable and measurable. Each
Resolution should be a single sentence in length and make sense when read alone as this
is a request for adoption of policy by ASNA.
Structure is as follows:
The text of first preamble clause;
… text of the next to last preamble; and
… text of the last preamble clause; now, therefore, be it
The text of the action to be taken;
… text of next to last action to be taken; and
… text of last action to be taken.
Duties of Elected Officers
THE PRESIDENT-ELECT SHALL:
1. assume the duties of the president in his/her absence.
2. serve as a delegate to ANA House of Delegates.
3. serve as a liaison to the districts.
THE TREASURER SHALL:
1. be responsible for monitoring the fiscal affairs of the association and shall
provide reports and interpretation of ASNA's fiscal condition to the House of
Delegates, the Board, and the membership.
2. serve as chairperson of the Committee on Finance.
COMMITTEE ON NOMINATIONS, CHAIR APPOINTED BY BOARD, SHALL:
1. submit the proposed slate of nominees to the Board for approval.
2. develop and implement criteria for solicitation and selection of nominees.
THE COMMISSION ON PROFESSIONAL ISSUES SHALL:
1. develop policy alternatives essential to the purpose of the association and
submit recommendations to the Board.
2. provide for dissemination of information.
Nominations And Election Of Officers
Alabama State Nurses Association’s (ASNA) nomination and election of
Officers shall be conducted in accordance with the current issue of Robert’s Rules
of Order during the official meeting of the ASNA House of Delegates (HOD).
A. Nominations Committee
a. Nominations from the Nominations Committee shall be accomplished
according to ASNA Bylaws.
B. Nominations from the floor of the HOD shall be accomplished according to
the current issue of Robert’s Rules of Order.
ELECTION OF OFFICERS
A. Elections will be online/electronic.
B. A link will be sent to delegates following the close of the House of Delegates.
Positions for 2022 - 2024 Elections
Commission on Professional Issues (4 positions)
Nominating Committee (3 positions, one each from Districts 1, 2 & 3)
Page 8 • Alabama Nurse August, September, October 2022
ASNA Delegate Responsibilities
Being a Delegate to a state convention can be an exciting experience but one has inherent
responsibility. As you know, the House of Delegates (HOD) is the governing and official
voting body of the Alabama State Nurses Association (ASNA). The House meets annually
per the ASNA by-laws. Members of the HOD play a crucial role in providing direction
and support of the work of the Alabama State Nurses Association. Delegates are elected
to the HOD to work for the betterment of ASNA and the nursing profession. Each delegate
is expected to study the issues thoroughly, attend each session of the HOD (including the
Open Forums), and engage in active listening and debate. Also, delegates are encouraged to
use the extensive resources and collective knowledge available at each meeting to provide
direction and support for the work of the organization. Such a commitment benefits the
individual delegate, the association, and the nursing profession.
If a delegate is unable to attend the 2022 ASNA House of Delegates, his/her district nurses
association should be notified at once. When alternate delegates are substituted for delegates,
it is the responsibility of the District President to notify ASNA of the change immediately.
Important information for ASNA Delegate Registration
Delegates are encouraged to register for convention in advance to expedite the
on-site credentialing process. Full registration includes all convention functions, meals
and events. Please note the cutoff date for the hotel discount is August 18, 2022. ASNA
has blocked a certain amount of rooms for this convention.
To ensure eligibility for the credentialing process, delegates are required to present
their one picture ID at the Delegate Registration desk. Membership will be verified
on site at the time of registration. Each delegate will be issued a name badge, a delegate
ribbon, and informational materials upon proof of identification. The name badge
and delegate ribbon must be worn in order to be admitted to the floor of the House of
Please call the ASNA office at 1-800-270-2762 or 334-262-8321 if you have questions
Procedure for Registration of a Delegate
1. The most current membership roster available from ANA will be available either in
online or printed version.
2. The duties of the ASNA Delegates Credentials Committee (DCC) include all
phases of delegate registration. ASNA Staff will be on hand to assist and answer
3. All delegates must provide a current membership card and 1 (one) photo ID.
a. If the delegate’s name and membership card match the current roster, a member
of the DCC will proceed to register the delegate.
b. If the delegate’s name and membership number do not match the current roster,
the DCC will check the Master Delegate List (the original information supplied
by the district president). If the name appears on this list, the procedure for
registering an alternate delegate as a delegate will be followed.
4. Each delegate will be provided a name badge identifying them as a delegate.
5. The delegate is to be instructed to retain the House of Delegates name badge. This
name badge and some form of photo ID must be available during all sessions of
the House of Delegates, should the presiding officer call for a check of delegate
6. The delegate’s name will be marked on the control listing to develop a running
tally of those delegates who have completed delegate registration.
To access electronic copies of Alabama Nurse, please visit
August, September, October 2022 Alabama Nurse • Page 9
THANK YOU TO OUR CONVENTION SPONSORS
2022 Dr. Moore
Award Is Presented
To Dr. Barbara Wilder
The Dr. Jemelene Chastain Moore Distinguished
Faculty Award was established by Dr. Moore’s son Hugh,
daughter-in-law Ann, and grandson David to honor Dr.
Moore, the first instructor hired by Dean Mary Woody in
the new school of nursing in 1979.
The award, presented annually, serves to recognize
a faculty member who has demonstrated exemplary
accomplishment in teaching, research, outreach, and/
or service. This is the fourth year that the College of
Nursing has presented this award. Dean Newschwander
invited Hugh Moore, who was at the pinning ceremony
on May 6, to present the award to Dr. Barbara Wilder.
Page 10 • Alabama Nurse August, September, October 2022
The Secret of How to Get Rich and Retire Comfortably
Hint: If you are over 50 don’t bother reading
There is line from an old TV commercial about Fram®
oil filter. The line goes like this: Pay Me Now, Or Pay Me
Later. The implication is that you can pay only a couple
of dollars for the oil filter now, or a whole lot of money to
repair the engine later. Saving for retirement is a lot like
protecting your car. If you start saving a little early, you
won’t be forced to save a lot later or worse not be able to
Albert Einstein called compound interest the 8th
wonder of the world. When we talk with older nurses about
retirement, almost without exception every one tells us they
wish they had started earlier. The reason for their wish
is simple: time. They have learned that time allows money to grow. Properly
invested in a taxed deferred account your money will double every 10 years at a
7.2% return (1) . Here are three examples of how time, compound interest and a tax
deferment can work for you.
Make only one $5,000 contribution into a retirement program at the age of 25
earning 7.2%. By the time you were 65, that $5,000 would have grown to $80,000!
($160,000 if you wait until age 75) Instead if you wait until the age 55 to start
saving you would have to make ten $5,000 contributions, one every year until you
age 65 (1) . Which would you rather do?
- One payment of $5,000 and let time make up the other $75,000 or
- Ten payments of $ 5,000 for a total of $50,000 to earn $30,000?
Don’t have $5,000 to contribute in one year? Here is another example:
- Make 9 payments of $2,000 a year starting when are age 30 for a total
contribution of $18,000. The $18,000 will be worth $ 148,859 by age 65
(assuming 7.2% return(1) ).
- Or wait until age 39 and start making payments of $ 2,000 a year, every year
until you are 65 for a total contribution of $52,000. The $52,000 will be
worth $ 146,968 by assuming 7.2% return(1)). Which would your rather do?
Don’t have $ 2,000 a year? How about $100 a month?
- If you save $100 a month starting at the age of 20, by the time you are 65 you
will have a nest egg of $908,734(1)!
- Or wait until you are 55 to start and you will have only $20,146(1). (see chart)
Which amount would your rather have?
We have all heard the adage that time is money. Use time to your advantage! So
when is the best time to start saving for retirement? The correct answer is when
you first start working. But since there is no time machine, the best time is now, no
matter how old you are. Don’t put off saving until a rainy day. Make plans now.
If you would like a free savings calculator that will show you how big your nest egg can be
or want to learn how to set a plan, contact me at email@example.com.
(1) The examples shown are hypothetical illustrations only and are not indicative of any
particular investment or investment performance. It does not reflect the fees and
expenses that might be associated with any particular investment, which would reduce the
performance shown in this hypothetical illustration if they were included. In addition, rates
of return will vary over time, particularly for long-term investments.
Copyright © 2022 First Fidelity Group LLC
August, September, October 2022 Alabama Nurse • Page 11
Getting Clear on Bullying Versus Incivility
Renee Thompson, DNP, RN, CSP
Reprinted with permission from
February 2022 issue
Numerous studies show the
prevalence and devastating
impact disruptive behaviors
have on nurse retention and
satisfaction, patient safety
and the financial health of
an organization. Today, more
than ever, the unpredictable, life-and-death nature of
the pandemic has created an environment that is ripe
for an increase in workplace bullying and incivility.
Research at the Healthy Workforce Institute shows an
uptick in bad behavior and nurses are experiencing
greater workplace incivility now more than ever before.
Additional studies show:
• 45.7% of nurses said they witnessed more
incivility than before the pandemic (El Ghaziri et
• 14.3% of surgery patients had higher
complications with surgeons who had one to three
reports of unprofessional behaviors compared to
those surgeons who had no reports of disruptive
behaviors (Cooper et al., 2019).
• 94% of individuals have worked with a toxic person
in the last five years; 51% of the targets stated they
are likely to quit as a result (Kusy, 2017).
Developing successful, targeted interventions to
reduce bullying and incivility among nurses will require
that leaders develop awareness and understanding of
nurses’ unique experiences with disruptive behavior.
One of the biggest areas of confusion that makes it
difficult to address and eliminate bad behavior is a
misunderstanding about the differences between bullying
An important first step to educating yourself and your
employees is to get clear on those differences. This will
help you raise awareness, set expectations, and develop
appropriate strategies to eliminate each type of disruptive
behavior. Bullying should be a NEVER event, but not
everything is bullying and when we call everything
bullying, we lessen our chances of identifying and
addressing true bullying behavior.
For a behavior to be considered bullying, it must
include three things:
A Target-This target can be a single person or group of
people. Group targets can include the opposite shift, new
nurses, or nurses who have a particular ethnic background.
Harmful-The behavior must be harmful in some way.
This harm can be to the target or harmful to a patient.
Repeated - The most important element of bullying.
The behavior can’t be just a one-time event, it must be
repeated over time.
Incivility is different from bullying but tends to be
much more pervasive. While the behaviors can be similar,
they tend to be lower level. Incivility shows up as your
typical rude, unprofessional, inconsiderate behaviors: eyerolling,
condescension, favoritism, alienation, gossiping,
mocking, cursing. Make no mistake about it, incivility is a
healthy and professional workplace killer, and needs to be
The Bottom Line
Bullying and incivility can destroy work
environments and impact patients in a negative way.
The key is to get very clear on the behavior – is it
bullying (target, harmful, repeated) or incivility (low
level, rude, and unprofessional). We are hemorrhaging
nurses due to bad behavior and it’s time we get
educated on how to recognize and address bullying and
incivility so that we can cultivate a more respectful and
professional work culture.
Cooper, W., Spain, D., Guillamondegui, O., et al. (2019, June).
Association of Coworker Reports About Unprofessional
Behavior by Surgeons with Surgical Complications
in Their Patients. JAMA Surgery, 154(9), 828–834.
El Ghaziri, M., Johnson, S., Purpora, C., Simons, S. and
Taylor, R. (2021, July). Registered Nurses’ Experiences
with Incivility During the Early Phase of COVID-19
Pandemic: Results of a Multi-State Survey. Workplace
Health & Safety. doi:10.1177/21650799211024867
Kusy, M. (2017). Why I don’t work here anymore: A leader’s
guide to offset the financial and emotional cost of toxic
employees. Boca Raton, FL: CRC Press
As an international speaker and consultant, Dr. Renee
Thompson tackles the challenges facing healthcare leaders
today. With 30 years as a nurse, Renee is an expert on
creating healthy workforces by eradicating bullying &
incivility. She is in demand as a keynote speaker and has
authored several books on bullying.
Value Based Care
RNs and LPNs
• Day Hours
• Competitive Pay
• Hybrid Schedules
Page 12 • Alabama Nurse August, September, October 2022
How Can Employers Address the Nursing Shortage Post-COVID?
As people live longer and require more healthcare
services in old age, the demand for nurses is rising.
And even before COVID-19, we faced a rising nursing
shortage due to other factors, such as high turnover,
too-few nursing educators, and a lack of family
care benefits. Now that more nurses are leaving the
profession due to burnout and stress, we need some kind
Employers need solutions to the nursing shortage.
But, as with many things in life, quick fixes are not
enough, and the solution is more complicated.
Let’s explore some realistic nursing shortage
solutions to help organizations fight the shortage and its
inevitable impact on healthcare professionals, patients,
and the entire profession.
Nursing Shortage Solutions for Employers
Here are some things employers can do to start
According to a policy brief from the International
Council of Nurses (ICN), over 70 percent of National
Nursing Associations (NNAs) say their countries are
working to increase their number of nursing students.
However, that still leaves three to four years between
new nurses as students complete school. At the same
time, other pressing matters related to the shortage
While governments will need to address some areas,
employers are responsible for making changes in others.
Prioritize Support for Current and Future Nurses
As employers wait for nurses in training, they should
put their efforts into retaining current nurses,
recruiting new nurses intelligently, and encouraging
former nurses to return. That means developing smart
recruiting and retention strategies through:
• Improved working conditions
• Better pay and benefits (including family care
• Protecting nurses’ safety on the job
• Providing adequate psychological support to address
trauma, burnout, and other mental health issues
• Addressing the gender gap in nursing to ensure
This all means fostering a healthy work environment
for everyone. Maybe that includes setting up a wellness
area for hospital staff to relax, sleep, and eat during
breaks. Other ways to support team members and create
a space workplace include:
• Fitness memberships
• Healthy snacks
• Virtual counseling
• Wellness workshops
• Leadership development
• Childcare assistance
• Regular “mental health days”
Organizations should ask themselves what nurses
genuinely want and need to have the nurse stick around.
Widespread answers are a healthy work environment,
reasonable workloads, more work-life balance,
recognition for a job well done, and promotion and
continuing education perks.
Consider what you can offer employees to make you
a more desirable and supportive place to work.
Offer Education and Career Development
Healthcare organizations can help boost hiring
numbers by making it easier for nurses to complete their
education and pursue career goals. For example:
• Tuition reimbursement
• Integrated education programs
• Housing assistance
• Flexible schedules that work around class times
• Childcare assistance
• On-site leadership development programs
• Internal career paths
• Certification training
These workplace benefits can help employers attract,
recruit, and retain nursing staff by supporting them
with their long-term goals.
Lean on Data and Digital Marketing
Make sure your recruiting and marketing methods
are data-driven and target your ideal candidates.
Find out what nurses in your area want most from an
employer, and tap into those areas in your policies,
workplace environment, and recruiting and marketing