Alabama Nurse - August 2022

Create successful ePaper yourself

Turn your PDF publications into a flip-book with our unique Google optimized e-Paper software.

alabamanurses.org<br />

A publication of<br />

The <strong>Alabama</strong> State<br />

<strong>Nurse</strong>s Association<br />

<strong>August</strong>, September, October <strong>2022</strong> • Volume 49 • Issue 3<br />

A quarterly publication distributed to more than 72,000 RNs and LPNs in <strong>Alabama</strong><br />


A message from your<br />

ASNA President<br />

Dr. Lindsey Harris, DNP, FNP-BC<br />



SEPT 19-21. <strong>2022</strong><br />

The Grand Hotel Golf Resort<br />

& Spa in Point Clear, AL<br />

Inside<br />

Hot Jobs! .................................... 2<br />

LPN Corner. .................................. 3<br />

Passing the Torch. ............................. 3<br />

Five Auburn graduate students named to state’s<br />

largest cohort of Albert Schweitzer Fellows........... 4<br />

Welcome New ASNA Members. ................... 5<br />

ASNA Names New Executive Director. .............. 6<br />

Convention News. ........................... 6-9<br />

<strong>2022</strong> Dr. Moore Distinguished Faculty Award<br />

Is Presented To Dr. Barbara Wilder................. 9<br />

Getting Clear on Bullying Versus Incivility ........... 11<br />

How Can Employers Address the<br />

Nursing Shortage Post-COVID?. .................. 12<br />


I want to thank you all for the opportunity to<br />

serve. Serving as President of the <strong>Alabama</strong> State<br />

<strong>Nurse</strong>s Association (ASNA) is such an honor. The last<br />

two years have been very challenging, momentous,<br />

and revealing. Life is very different from what we<br />

remember before the pandemic. For many, new<br />

experiences have provided new vision and a new<br />

purpose in life.<br />

Over the past two years <strong>Alabama</strong> nurses have risen<br />

to the challenge. The challenge of saving lives, the<br />

continuing challenge of staffing shortages, the challenge<br />

of low pay wages, the challenge of virtually engaging<br />

students, and the challenges of work/family life balance<br />

all during the COVID-19 pandemic. <strong>Nurse</strong>s across the<br />

state have publicly spoken on their concerns for the<br />

profession and the patients they serve and revealed the<br />

need for self-advocacy and collective power. I am so<br />

PROUD to say I am a <strong>Nurse</strong> in <strong>Alabama</strong>.<br />

The term resilience continues to permeate the nursing<br />

profession. The definition of resilience is the capacity<br />

to recover quickly from difficulties; toughness, and<br />

the ability of a substance or object to spring back into<br />

shape; elasticity. <strong>Nurse</strong>s have and continue to experience<br />

transitions, pivots, and recovery. The <strong>Alabama</strong> State<br />

<strong>Nurse</strong>s Association has done so as well! We have had<br />

three staff to retire while maintaining a steady ship,<br />

hired an interim Executive Director and now a full-time<br />

Executive Director. We have responded, implemented,<br />

and have spoken on the needs of <strong>Alabama</strong> nurses; and<br />

Six months ago I assumed<br />

the role of interim Executive<br />

Director for ASNA. I honestly<br />

thought this would be a six<br />

week role of holding court,<br />

but with the support of Dr.<br />

Lindsey Harris, incoming<br />

President James Hardin,<br />

and an active and forwardthinking<br />

Board of Directors<br />

we looked to the future and<br />

made changes to make ASNA<br />

run more efficiently and economically. YOUR ASNA<br />

Board has been intricately involved in finding solutions<br />

to guide ASNA to becoming one of the most highly<br />

regarded State Nursing Organizations in the country.<br />

The <strong>2022</strong> ASNA Convention will be held in Point<br />

Clear, AL, at The Grand Hotel. The convention<br />

planning committee meets every other week to<br />

ensure that the Convention will be educational, fun,<br />

and engaging. The Convention will be ASNA’s first<br />

Convention since 2019 and will be an amazing way<br />

to reconnect, rekindle friendships, make new friends,<br />

learn about programs that promote nurses throughout<br />

our state, and have FUN! YOU can engage in the<br />

decision-making of the Association by serving as<br />

a delegate for your region. Not been active in your<br />

region? This is an excellent way to be engaged in<br />

your Region and the State Association by serving<br />

ED’s Notes<br />

we have built stronger relationships and partnerships,<br />

developing more opportunities to continue the mission<br />

and vision of the organization.<br />

You can't build a great building on a weak foundation.<br />

You must have a solid foundation if you're going to<br />

have a strong superstructure.<br />

~Gordon B. Hinckley~<br />

The cohesive support from ASNA’s president-elect,<br />

entire board, past presidents, office staff, and members<br />

has provided great opportunities for the future of<br />

<strong>Alabama</strong> <strong>Nurse</strong>s. We have captured the attention<br />

of citizens, hospitals, and governmental officials.<br />

We must continue to spread the word amongst our<br />

colleagues, continuing to build our nursing family and<br />

a solid foundation of unity. The <strong>Alabama</strong> States <strong>Nurse</strong>s<br />

Association voice has been amplified and we must<br />

continue to accelerate and advance the pace by coming<br />

together to use our collective power. I will always<br />

cherish this opportunity to serve! Again, thank you!<br />

Our Mission:<br />

Commitment to promoting excellence in nursing.<br />

Our Vision:<br />

To be the professional voice of all<br />

registered nurses in <strong>Alabama</strong>.<br />

Interim Executive Director Update<br />

as a delegate. Unsure as to whom to contact – call<br />

April Bishop, ASNA Administrative Director at<br />

membersASNA@alabamanurses.org.<br />

It is my pleasure to announce that after an extensive<br />

Executive Director search the search committee and<br />

ASNA Board of Directors have selected Dr. Laura Hart<br />

as the full-time Executive Director. Dr. Hart has a strong<br />

background as an emergency nurse practitioner. She<br />

is a strong advocate for nursing and has an unmatched<br />

passion for promoting the role of nursing. Dr. Hart will<br />

assume the full-time permanent Executive Director role<br />

on September 1, <strong>2022</strong>. Please welcome her and support<br />

Dr. Hart and the Board of Directors in ASNA’s mission<br />

statement of “Commitment to promoting excellence in<br />

nursing.”<br />

Over the next month, Dr. Hart and I will be<br />

transitioning the responsibilities of running the<br />

Association. It has been a true pleasure to have served<br />

as the interim Executive Director over the last six<br />

months. ASNA serves a vital role in the health and<br />

life of nursing and nurses and I know that under<br />

the leadership of Dr. Hart and the BOD ASNA will<br />

continue to move forward and impact the state of<br />

nursing in <strong>Alabama</strong>.<br />

D’Ann Somerall,<br />


Interim Executive Director<br />

<strong>Alabama</strong> State <strong>Nurse</strong>s Association

Page 2 • <strong>Alabama</strong> <strong>Nurse</strong> <strong>August</strong>, September, October <strong>2022</strong><br />

HOT JOBS!<br />

The <strong>Alabama</strong> State <strong>Nurse</strong>s Association is proud<br />

to announce a fresh UNIQUE opportunity for job<br />

seekers and employers. Our new Career Center, HOT<br />

JOBS marries two services that have great benefits<br />

for job seekers and employers. The HOT JOBS site,<br />

alabamanurses.org/hotjobs, helps the prospective employee<br />

(nurse) enhance their chances in the application / interview<br />

process with FREE consultation from ASNA’s professional<br />

career coach, Bridget Stevens. Bridget has over 25 years<br />

experience as a recruiter in the medical field and is widely<br />

respected by major employers in the state. You can ask for<br />

her help at the email provided below.<br />

Employers will love using HOT JOBS to prioritize<br />

high demand positions in their posts. Bridget can help<br />

employers get set up on HOT JOBS and refer qualified<br />

candidates with no recruiting fee! If you are a job seeker<br />

or HR staff, give Bridget a call or email and find out how<br />

ASNA’s HOT JOBS can help you.<br />

ASNA Board of Directors<br />

President Lindsey Harris, DNP, FNP-BC<br />

President-elect James Hardin, MSc, BSN, RN, NE-BC<br />

Vice President Jennifer Humphries, DNP, CRNP, NNP-BC<br />

Secretary Lisa Gurley, PhD, RN, CNE, COAT<br />

Treasurer Frankie Wallis, DNP, FNP, NEA-BC, COI<br />

District 1 Kindra Swauger, BSN, RN, CRC<br />

District 2 Abby Horton, EdD, RN, CHC, CLC<br />

District 3 Adrienne Curry, DNP, RN<br />

District 4 Brenda Woodmansee, DNP, RN<br />

District 5 Katilya Ware, PhD, RN<br />

Commission on Professional Issues: Jo Ann Otts, DNP,<br />

RN, NEA-BC<br />

Parlimentarian: Philip Cohn, RN<br />

Recent Grad Liaison: Kristina Gentle,<br />

BSN, RN<br />

ASNA Staff<br />

Interim Executive Director, D'Ann Somerall, DNP,<br />


Programs & Structural Unit Coordinator,<br />

April Bishop, MPA, BS, ASIT<br />


https://form.jotform.com/50155902976965<br />

Updated Author Submission<br />

Guidelines for <strong>Alabama</strong> <strong>Nurse</strong><br />

Manuscript Format – Submit in APA style as double<br />

spaced word document using 12 –point font. Include article’s<br />

title and author(s) name, credentials, organization/employer,<br />

contact information and current email address. Authors must<br />

address any potential conflict of interest, whether financial or<br />

other, and identify any applicable commercial affiliation.<br />

Photographs – Photographs of high resolution (300 dpi<br />

preferred) may be submitted digitally as a separate file in<br />

.jpg or .tiff format. Photos taken for ASNA related purposes<br />

may be used in ASNA publications/social media unless other<br />

requested by the subject. Supply a caption or photo credit for<br />

each photo. All material submitted become the property of<br />

ASNA.<br />

Advertising – Product, program, promotional, or service<br />

announcements are considered advertisement, please contact<br />

our publisher, Arthur L. Davis Publishing Agency, Inc. at<br />

sales@ALDpub.com or phone 800-626-4081.<br />

Our Mission<br />

ASNA is committed to promoting excellence in nursing.<br />

Our Vision<br />

ASNA is the professional voice of all<br />

registered nurses in <strong>Alabama</strong>.<br />

Our Values<br />

• Modeling professional nursing practices to other<br />

nurses<br />

• Adhering to the Code of Ethics for <strong>Nurse</strong>s<br />

• Becoming more recognizably influential as an<br />

association<br />

• Unifying nurses<br />

• Advocating for nurses<br />

• Promoting cultural diversity<br />

• Promoting health parity<br />

• Advancing professional competence<br />

• Promoting the ethical care and the human dignity of<br />

every person<br />

• Maintaining integrity in all nursing careers<br />

Advertising<br />

For advertising rates and information, please contact Arthur<br />

L. Davis Publishing Agency, Inc., PO Box 216, Cedar Falls,<br />

Iowa 50613, (800) 626-4081, sales@aldpub.com. ASNA and<br />

the Arthur L. Davis Publishing Agency, Inc. reserve the<br />

right to reject any advertisement. Responsibility for errors in<br />

advertising is limited to corrections in the next issue or refund<br />

of price of advertisement.<br />

Acceptance of advertising does not imply endorsement<br />

or approval by the <strong>Alabama</strong> State <strong>Nurse</strong>s Association<br />

of products advertised, the advertisers, or the claims<br />

made. Rejection of an advertisement does not imply a<br />

product offered for advertising is without merit, or that<br />

the manufacturer lacks integrity, or that this association<br />

disapproves of the product or its use. ASNA and the Arthur<br />

L. Davis Publishing Agency, Inc. shall not be held liable<br />

for any consequences resulting from purchase or use of an<br />

advertiser’s product. Articles appearing in this publication<br />

express the opinions of the authors; they do not necessarily<br />

reflect views of the staff, board, or membership of ASNA or<br />

those of the national or local associations.<br />

The <strong>Alabama</strong> <strong>Nurse</strong> is published quarterly every February,<br />

May, <strong>August</strong> and November for the <strong>Alabama</strong> State <strong>Nurse</strong>s<br />

Association, 360 North Hull Street, Montgomery, AL 36104<br />

© Copyright by the <strong>Alabama</strong> State <strong>Nurse</strong>s Association.<br />

<strong>Alabama</strong> State <strong>Nurse</strong>s Association is a constituent<br />

member of the American <strong>Nurse</strong>s Association.

<strong>August</strong>, September, October <strong>2022</strong> <strong>Alabama</strong> <strong>Nurse</strong> • Page 3<br />

LPN Corner<br />

Communication<br />

Perspectives On<br />

Clients With Dementia<br />

Gregory Howard<br />

LPN<br />

Working as a Healthcare<br />

Worker without compassion and<br />

patience is unacceptable. For<br />

people with dementia, they need,<br />

must, have care with a deep<br />

understanding of their disease<br />

process. Dementia is loss of<br />

memory, inability to perform<br />

daily tasks and the deterioration of<br />

communication skills, etc. Although medication is the main<br />

treatment for this condition, the physical treatment by the<br />

Healthcare Worker is an important part of their care.<br />

I believe these actions are a must:<br />

1. Speak softly<br />

2. Try to redirect inappropriate behavior<br />

3. Delegate familiar tasks to the individual<br />

4. Try music or a TV program the person will enjoy<br />

5. Go for a walk in a controlled environment<br />

6. Offer tasks associated with past work or pleasure<br />

activities<br />

Passing the Torch<br />

James Hardin, MSc, BSN, RN, NE-BC<br />

President-Elect, ASNA<br />

After nearly 30 years of practicing as a nurse, it<br />

is easy for me to forget the excitement and anxiety<br />

of being a new nurse. Dr. Jennifer Humphries and<br />

I were honored to pin our daughters this spring<br />

as they graduated from nursing school. Jennifer's<br />

daughter, Alisha Isbell, graduated from the University<br />

of <strong>Alabama</strong> Capstone School of Nursing, while my<br />

daughter, Hunter Hardin, graduated from Marian<br />

University's School of Nursing in Nashville. Alisha<br />

is working in the Emergency Department at DCH<br />

Regional Hospital and Hunter is working in the<br />

Operating Room at Vanderbilt University Hospital.<br />

Going through the process with my daughter brought<br />

back memories of both the relief of completing a<br />

grueling nursing program and the anxiety of taking<br />

on the responsibilities of a challenging career. I know<br />

Jennifer and I both worry about the stressors and<br />

risks our daughters will face in this ever-changing<br />

healthcare environment. As we both pass the torch,<br />

we hope to continue to advocate for nurses for<br />

generations to come.<br />

Also remember this could be you, and how would you<br />

like to be treated?<br />

Just remember compassion and patience.<br />

Dr. Jennifer Humphries, Vice-President ASNA<br />

and daughter Alisha Isbell<br />

James Hardin, President-Elect ASNA and<br />

daughter Hunter Hardin

Page 4 • <strong>Alabama</strong> <strong>Nurse</strong> <strong>August</strong>, September, October <strong>2022</strong><br />

Five Auburn graduate students named to state’s largest cohort<br />

of Albert Schweitzer Fellows<br />

Amy Weaver | Auburn Advancement<br />

Five Auburn University graduate students are part of<br />

the <strong>2022</strong>-23 class of Albert Schweitzer Fellows, the largest<br />

cohort to date for the Albert Schweitzer Fellowship of<br />

<strong>Alabama</strong>.<br />

The class of 20 students, representing fields of<br />

medicine, pharmacy, nursing, nutrition science, public<br />

health, dentistry and counseling at Auburn and the<br />

University of <strong>Alabama</strong> at Birmingham, will spend 13<br />

months immersed in community public health projects.<br />

Their projects will improve the health and social<br />

well-being of their populations of choice throughout the<br />

state while simultaneously strengthening their leadership<br />

skills. In doing so, they will continue the legacy of the<br />

fellowship’s namesake, the famed physician-humanitarian<br />

Dr. Albert Schweitzer.<br />

Auburn’s fellows are Chelsea Gayre, College of<br />

Nursing; Chigozie “Joi” Chinakwe, Micah Grey and<br />

German “Andres” Tovar, Harrison College of Pharmacy;<br />

and Jou-Chun “Renee” Pan, College of Education.<br />

“We share in the Albert Schweitzer Fellowship of<br />

<strong>Alabama</strong>’s commitment to meeting the current and future<br />

needs of underserved communities through the training of<br />

the next generation of medical professionals,” said Hollie<br />

C. Cost, assistant vice president for University Outreach<br />

and Public Service at Auburn. “We are particularly excited<br />

about the unique opportunity this provides our graduate<br />

students to develop and implement field-based projects that<br />

positively impact these <strong>Alabama</strong> populations, perpetuating<br />

AU Outreach’s commitment to equity.”<br />

Growing up in the small, rural community of<br />

Carrollton, Ohio, Gayre developed an interest in rural<br />

communities and health care access. Her fellowship<br />

project involves implementing telehealth services within<br />

primary care offices.<br />

“The goal is to identify disparities in care, identify best<br />

practices and implement those for the purpose of testing<br />

feasibility of long-term success within the community<br />

health centers,” she said. “We hope to close gaps in<br />

social determinants of health for those residing in rural<br />

communities who are unable to travel for specialty care.<br />

I will work with the telehealth platform Vital Engine<br />

LLC. and partners at the University of <strong>Alabama</strong> at<br />

Birmingham.”<br />

Gayre currently holds a part-time registered nurse<br />

position in the cardiac catheterization lab at Wellstar<br />

Health System in Georgia. She received an associate<br />

degree and a bachelor’s degree in nursing from Kent<br />

State University in Ohio before coming to Auburn for her<br />

master’s degree in nursing.<br />

Pan, a first-year master’s student in the clinical<br />

rehabilitation counseling program, has a passion for<br />

working with youth and emerging adults with disabilities<br />

to help them improve their quality of life and support<br />

their willingness to break the stigma against disabilities in<br />

society.<br />

Her project involves working with young adults with<br />

disabilities, including their caregivers, at the BraveHeart<br />

Center for Place and Purpose in Auburn to address their<br />

special needs by using assistive technology to improve<br />

their quality of life. In addition to enhancing youths’<br />

time management, medication management, nutritional<br />

awareness and social interaction skills, this health and<br />

wellness project aims to support each student in achievin<br />

their specific goals for the next chapter of their lives by<br />

using a holistic and person-centered approach.<br />

Pan says the ultimate goal will not only encourage<br />

a higher level of independence as they transition into a<br />

working environment or continue their education, but also<br />

provide a channel for the participants to establish selfadvocacy,<br />

self-determination and empowerment skills.<br />

Chinakwe and Grey, members of the pharmacy Class<br />

of 2025, are partners in their project, “Junior Healthcare<br />

Leaders of <strong>Alabama</strong>,” which focuses on providing health<br />

literacy and health equity to underserved communities in<br />

Macon County, <strong>Alabama</strong>.<br />

“Being able to give back to <strong>Alabama</strong>’s underserved<br />

communities like those that reflect Macon County,<br />

Marengo County and Dallas County has been a passion<br />

of mine since attending Tuskegee University,” said<br />

Chinakwe. “Being able to carry Dr. Schweitzer’s legacy,<br />

teachings and generosity to areas of <strong>Alabama</strong> where I have<br />

not only witnessed but experienced those hardships is so<br />

fulfilling.”<br />

To address this issue, Chinakwe and Grey will provide<br />

an after-school course to teach students how to manage<br />

disease states, prevent negative health outcomes and<br />

prepare them for health events that commonly impact<br />

Alabamians on a day-to-day basis.<br />




The purpose of the ANE/SANE funding is to increase the number of<br />

Registered <strong>Nurse</strong>s (RNs), Advanced Practice Registered <strong>Nurse</strong>s (APRNs)<br />

and Forensic <strong>Nurse</strong>s trained and certified as sexual assault nurse examiners<br />

(SANEs) in communities on a local, state or regional level.<br />

USA offers two online didactic<br />

pathways to SANE education:<br />

1. Community and<br />

2. Academic (sub-specialty) Advanced Forensic Nursing.<br />

Simulated patient clinical skills training, certification preparation,<br />

continuing education and networking opportunities are available.<br />

Contact us: www.southalabama.edu/con/SANE or (251) 517-5171<br />

southsanes@southalabama.edu<br />

“This publication is supported by the Health Resources and Services Administration (HRSA) of the U.S. Department of Health and Human Services<br />

(HHS) as part of an award totaling approximately $1.1 million with zero percentage financed with nongovernmental sources. The contents are those<br />

of the author(s) and do not necessarily represent the official views of, nor an endorsement, by HRSA, HHS or the U.S. Government.”<br />

“This fellowship will equip me with the tools<br />

needed to successfully plan and run a community<br />

service project, geared toward improving health<br />

disparities, as well as health literacy in these<br />

counties,” said Grey.<br />

For Tovar, a member of the pharmacy Class of<br />

2024, his project, “Substance Use Disorder and its<br />

Impact on Adolescent Brain Development,” involves<br />

addressing how adolescence is characterized by<br />

numerous neurologic changes and increased hormonal<br />

production, both impacting behaviors.<br />

Though trends of alcohol, tobacco and marijuana<br />

use among adolescents are decreasing nationwide,<br />

Tovar notes that trends in <strong>Alabama</strong> are higher than<br />

national averages, making it vital to educate teenagers<br />

and prevent the development of substance abuse<br />

disorder.<br />

“I found that, by empowering our youth’s agency<br />

through knowledge and connection, it will enable<br />

them to make better choices with the ultimate goal<br />

of improving lives and improving society,” he said.<br />

“I feel inspired by the example of past and current<br />

fellows and hope that I can add to success of the<br />

Albert Schweitzer Fellowship as they have done.”<br />

Schweitzer Fellows work closely under the<br />

guidance of community site partners and academic<br />

mentors throughout the project period. Gayre is<br />

mentored by nursing Professor Linda Gibson-Young.<br />

Pan is mentored by Jinhee Park, assistant professor<br />

and Clinical Rehabilitation Counseling Program<br />

coordinator.<br />

Chinakwe and Grey are mentored by Lawanda Gray,<br />

coordinator of school health services with Macon<br />

County Public Schools, and Pamela Stamm, associate<br />

professor in the Harrison College of Pharmacy’s<br />

Department of Pharmacy Practice. Tovar is mentored<br />

by Lindsey Hohmann, assistant professor in the<br />

Department of Pharmacy Practice.<br />

“The selection of new fellows each year is always a<br />

highlight, but this year held special significance due<br />

to the over 40 percent growth in the size of our <strong>2022</strong>-<br />

23 cohort,” said Kristin Boggs, executive director<br />

of the Albert Schweitzer Fellowship of <strong>Alabama</strong>.<br />

“As vulnerable populations in our communities face<br />

significant obstacles to health and improved quality of<br />

life, it is encouraging to see more students rise to the<br />

challenge of tackling these issues head-on.<br />

“We are excited to come alongside these students,<br />

along with our academic and community-site partners,<br />

to channel their ideals and grow their commitment<br />

to using their knowledge to affect change for underresourced<br />

communities.”<br />

Upon completion of their fellowship year, the 20<br />

<strong>Alabama</strong> Schweitzer Fellows and approximately 200<br />

other <strong>2022</strong>-23 Schweitzer Fellows from across the<br />

United States will become Schweitzer Fellows for<br />

Life, joining an active network of Schweitzer alumni<br />

continuing their commitment to improving the public<br />

health of underserved communities throughout their<br />

careers.<br />

Neal Reid, Matt Crouch and Latha Bhavnani<br />

contributed to this story.<br />

https://ocm.auburn.edu/newsroom/news_articles/<br />


<strong>August</strong>, September, October <strong>2022</strong> <strong>Alabama</strong> <strong>Nurse</strong> • Page 5<br />

Membership Corner<br />

Welcome New ASNA Members<br />

(April 16 – July 15, <strong>2022</strong>)<br />

DISTRICT 1:<br />

Alison Baker<br />

Stacey Barnett<br />

Robert Barricks<br />

Mollie Brackett<br />

Gloria Daniels<br />

Erica Hall<br />

Cori Johnson<br />

Morgan Jordan<br />

Barbie Kingsolver<br />

Deeann Kizziah<br />

Preston Miller<br />

Liza Moss<br />

Roxanne Navarro<br />

Mackenzie Shrock<br />

Ashley Smith<br />

Jessi Tidwell<br />

Shelley Torres<br />

Mary Utsey<br />

DISTRICT 2:<br />

Janice Barnes<br />

Kandice Bryson<br />

Kacie Duncan<br />

Amanda Forister<br />

Shannon Hall<br />

Vicki Hannah<br />

Jasmine Hardy<br />

Alva Johnson<br />

Jennifer Josey<br />

Aleshea Nicholson<br />

Sherjohn Solis<br />

Brooklyn Weems<br />

DISTRICT 3:<br />

Jessica Begue<br />

Ethan Broadhead<br />

Angela Bumpers<br />

Cathy Byers<br />

Amy Causey<br />

Leslie Cox<br />

Amanda Davis<br />

Mardell Davis<br />

Kate Fuah<br />

Angela Glassford<br />

Faith Gosa<br />

Karen Michelle Isbell Hansen<br />

Ina Helton<br />

Pamela Henley<br />

Lynda LaRue<br />

Tiffany McCurdy<br />

Angela Medici<br />

Joseph Mitchell<br />

David Mobley<br />

Mercy Mugo<br />

Maria Orrego Salas<br />

Dannelle Paz<br />

Fara Poe<br />

Sameera Rajpari<br />

Whitney Rucker<br />

Amanda Sanford<br />

Cecelia Sims<br />

Briania Smith<br />

Daphne Smith<br />

Paula Sullivan<br />

Emmalee Tidwell<br />

Kimberly Turner<br />

Lorene Waller<br />

Tamela Washington<br />

Donna Wiggins<br />

Rachel Willoughby<br />

Brian Wingate<br />

DISTRICT 4:<br />

Abiodun Ajayi<br />

Jessie Black<br />

Kelli Boots<br />

Tracy Bucher<br />

Jacobie Cheeseboro<br />

Stacy Clements<br />

Tara Coody<br />

Toinetta Coolie<br />

Hannah Crespo<br />

Tamara Dabney<br />

Susi Greene<br />

Whitley Harper<br />

Donna Holmes<br />

Holly Horne<br />

Marissa Jenkins<br />

Melanie Love<br />

Kenyada Marshall<br />

Sheri Salas<br />

Erin Sheppard<br />

Kimberly Shoemaker<br />

Amanda Yarbrough<br />

DISTRICT 5:<br />

Jeremy Allen<br />

Kathleen Beesley<br />

Sharon Blondheim<br />

Dadreion Calhoun<br />

Ariel Chavis<br />

Kerrie Cox<br />

Amy Dempsey<br />

Jessica Gentry<br />

Michelle Gilbert<br />

Ida Graham<br />

Kasey Holley<br />

Crystal Hopkins<br />

Molly Mims<br />

Krystal Niel<br />

Valarie O'Bannon<br />

Ashley Pippin<br />

Katrina Scruggs<br />

Nikeysa Smith<br />

Gary Walker<br />

ASNA/ANA membership only $15 a month! Join your colleagues at alabamanurses.org!

Page 6 • <strong>Alabama</strong> <strong>Nurse</strong> <strong>August</strong>, September, October <strong>2022</strong><br />

ASNA Names New<br />

Executive Director<br />

The <strong>Alabama</strong> State <strong>Nurse</strong>s<br />

Association (ASNA) Board of Directors<br />

and Search Committee have named Dr.<br />

Laura Hart as the next Executive Director<br />

(ED) for the <strong>Alabama</strong> State <strong>Nurse</strong>s<br />

Association. Dr. Hart officially assumes<br />

the ED role on September 1, <strong>2022</strong>,<br />

succeeding Dr. D’Ann Somerall who has<br />

served as the interim ED since February<br />

1, <strong>2022</strong>. Dr. Hart has been a long-time<br />

member of ASNA and has played an<br />

active role in advancing the mission of<br />

ASNA over the years.<br />

Dr. Hart brings a wealth of clinical<br />

experience to the ED role which will<br />

serve all <strong>Alabama</strong> nurses well in knowing<br />

firsthand the issues and struggles of<br />

nurses. Dr. Hart is currently an Emergency <strong>Nurse</strong> Practitioner at Riverview<br />

Regional Medical Center. She recently developed and owns a family practice<br />

clinic in Rainbow City, <strong>Alabama</strong>.<br />

Dr. Hart’s involvement in ASNA includes serving on the Legislative<br />

Committee since 2020. She has a vast knowledge of the components that are<br />

required for Certified Registered <strong>Nurse</strong> Practitioners to gain full practice<br />

authority (FPA). Dr. Hart’s Doctor of Nursing Practice scholarly project<br />

explored FPA legislation and what is needed for AL NPs to gain FPA. Dr. Hart<br />

earned her DNP in 2020 from the University of <strong>Alabama</strong> at Huntsville.<br />

Dr. Hart is excited about the opportunities that are ahead for ASNA and<br />

nurses in <strong>Alabama</strong>. She recently stated, “I am passionate about improving the<br />

role of the nurse in <strong>Alabama</strong>. I have worked my entire professional career for<br />

an opportunity like serving as the ED of ASNA. I look forward to working<br />

with the BOD and nurses throughout <strong>Alabama</strong>.”<br />

Please feel free to contact Dr. Hart beginning September 1, <strong>2022</strong> at<br />

EDASNA@alabamanurses.org.<br />

Convention News<br />

Conference Theme:<br />

<strong>Nurse</strong>s: Up for the Challenge<br />

ASNA <strong>2022</strong> Annual In-Person Convention<br />

September 19–21, <strong>2022</strong><br />

The Grand Hotel | Point Clear, <strong>Alabama</strong>

<strong>August</strong>, September, October <strong>2022</strong> <strong>Alabama</strong> <strong>Nurse</strong> • Page 7<br />

Convention News<br />

Guideline for Writing Resolutions<br />

A Resolution reflects the priorities of any organization. The <strong>Alabama</strong> State <strong>Nurse</strong>s<br />

Association (ASNA) incorporates our Resolutions into the organization’s Strategic Plan<br />

for the following year. Shorter is better in writing a Resolution.<br />

The title of a Resolution should reflect the intent of the document. Structurally, it begins with<br />

“Whereas” statements. This will provide reasons and basic facts supporting the resolution of<br />

the issue. The statements should lead the reader to your conclusion (resolved). They should be<br />

factual rather than speculative and include references and/or statistical information to provide<br />

support for the document. Structurally the statements need to be brief, specify the issue, reflect<br />

urgency of the problem, effect of the issue, and indicate a call to action.<br />

The Resolution concludes with a “Resolved” statement identifying a specific proposal<br />

or course of action. This statement should be both actionable and measurable. Each<br />

Resolution should be a single sentence in length and make sense when read alone as this<br />

is a request for adoption of policy by ASNA.<br />

Structure is as follows:<br />

Whereas<br />

Whereas<br />

Whereas<br />

Resolved,<br />

Resolved,<br />

Resolved,<br />

The text of first preamble clause;<br />

… text of the next to last preamble; and<br />

… text of the last preamble clause; now, therefore, be it<br />

The text of the action to be taken;<br />

… text of next to last action to be taken; and<br />

… text of last action to be taken.<br />

Duties of Elected Officers<br />


1. assume the duties of the president in his/her absence.<br />

2. serve as a delegate to ANA House of Delegates.<br />

3. serve as a liaison to the districts.<br />


1. be responsible for monitoring the fiscal affairs of the association and shall<br />

provide reports and interpretation of ASNA's fiscal condition to the House of<br />

Delegates, the Board, and the membership.<br />

2. serve as chairperson of the Committee on Finance.<br />


1. submit the proposed slate of nominees to the Board for approval.<br />

2. develop and implement criteria for solicitation and selection of nominees.<br />


1. develop policy alternatives essential to the purpose of the association and<br />

submit recommendations to the Board.<br />

2. provide for dissemination of information.<br />

Nominations And Election Of Officers<br />

<strong>Alabama</strong> State <strong>Nurse</strong>s Association’s (ASNA) nomination and election of<br />

Officers shall be conducted in accordance with the current issue of Robert’s Rules<br />

of Order during the official meeting of the ASNA House of Delegates (HOD).<br />


A. Nominations Committee<br />

a. Nominations from the Nominations Committee shall be accomplished<br />

according to ASNA Bylaws.<br />

B. Nominations from the floor of the HOD shall be accomplished according to<br />

the current issue of Robert’s Rules of Order.<br />


A. Elections will be online/electronic.<br />

B. A link will be sent to delegates following the close of the House of Delegates.<br />

Positions for <strong>2022</strong> - 2024 Elections<br />

President-Elect/Delegate<br />

Treasurer<br />

Commission on Professional Issues (4 positions)<br />

Nominating Committee (3 positions, one each from Districts 1, 2 & 3)<br />

Kierra Montgomery<br />


Page 8 • <strong>Alabama</strong> <strong>Nurse</strong> <strong>August</strong>, September, October <strong>2022</strong><br />

ASNA Delegate Responsibilities<br />

Being a Delegate to a state convention can be an exciting experience but one has inherent<br />

responsibility. As you know, the House of Delegates (HOD) is the governing and official<br />

voting body of the <strong>Alabama</strong> State <strong>Nurse</strong>s Association (ASNA). The House meets annually<br />

per the ASNA by-laws. Members of the HOD play a crucial role in providing direction<br />

and support of the work of the <strong>Alabama</strong> State <strong>Nurse</strong>s Association. Delegates are elected<br />

to the HOD to work for the betterment of ASNA and the nursing profession. Each delegate<br />

is expected to study the issues thoroughly, attend each session of the HOD (including the<br />

Open Forums), and engage in active listening and debate. Also, delegates are encouraged to<br />

use the extensive resources and collective knowledge available at each meeting to provide<br />

direction and support for the work of the organization. Such a commitment benefits the<br />

individual delegate, the association, and the nursing profession.<br />

If a delegate is unable to attend the <strong>2022</strong> ASNA House of Delegates, his/her district nurses<br />

association should be notified at once. When alternate delegates are substituted for delegates,<br />

it is the responsibility of the District President to notify ASNA of the change immediately.<br />

Important information for ASNA Delegate Registration<br />

Delegates are encouraged to register for convention in advance to expedite the<br />

on-site credentialing process. Full registration includes all convention functions, meals<br />

and events. Please note the cutoff date for the hotel discount is <strong>August</strong> 18, <strong>2022</strong>. ASNA<br />

has blocked a certain amount of rooms for this convention.<br />

Convention News<br />

To ensure eligibility for the credentialing process, delegates are required to present<br />

their one picture ID at the Delegate Registration desk. Membership will be verified<br />

on site at the time of registration. Each delegate will be issued a name badge, a delegate<br />

ribbon, and informational materials upon proof of identification. The name badge<br />

and delegate ribbon must be worn in order to be admitted to the floor of the House of<br />

Delegates.<br />

Please call the ASNA office at 1-800-270-2762 or 334-262-8321 if you have questions<br />

or concerns.<br />

Procedure for Registration of a Delegate<br />

1. The most current membership roster available from ANA will be available either in<br />

online or printed version.<br />

2. The duties of the ASNA Delegates Credentials Committee (DCC) include all<br />

phases of delegate registration. ASNA Staff will be on hand to assist and answer<br />

questions.<br />

3. All delegates must provide a current membership card and 1 (one) photo ID.<br />

a. If the delegate’s name and membership card match the current roster, a member<br />

of the DCC will proceed to register the delegate.<br />

b. If the delegate’s name and membership number do not match the current roster,<br />

the DCC will check the Master Delegate List (the original information supplied<br />

by the district president). If the name appears on this list, the procedure for<br />

registering an alternate delegate as a delegate will be followed.<br />

4. Each delegate will be provided a name badge identifying them as a delegate.<br />

5. The delegate is to be instructed to retain the House of Delegates name badge. This<br />

name badge and some form of photo ID must be available during all sessions of<br />

the House of Delegates, should the presiding officer call for a check of delegate<br />

credentials.<br />

6. The delegate’s name will be marked on the control listing to develop a running<br />

tally of those delegates who have completed delegate registration.<br />

To access electronic copies of <strong>Alabama</strong> <strong>Nurse</strong>, please visit<br />


<strong>August</strong>, September, October <strong>2022</strong> <strong>Alabama</strong> <strong>Nurse</strong> • Page 9<br />

Convention News<br />


<strong>2022</strong> Dr. Moore<br />

Distinguished Faculty<br />

Award Is Presented<br />

To Dr. Barbara Wilder<br />

The Dr. Jemelene Chastain Moore Distinguished<br />

Faculty Award was established by Dr. Moore’s son Hugh,<br />

daughter-in-law Ann, and grandson David to honor Dr.<br />

Moore, the first instructor hired by Dean Mary Woody in<br />

the new school of nursing in 1979.<br />

The award, presented annually, serves to recognize<br />

a faculty member who has demonstrated exemplary<br />

accomplishment in teaching, research, outreach, and/<br />

or service. This is the fourth year that the College of<br />

Nursing has presented this award. Dean Newschwander<br />

invited Hugh Moore, who was at the pinning ceremony<br />

on May 6, to present the award to Dr. Barbara Wilder.<br />


Page 10 • <strong>Alabama</strong> <strong>Nurse</strong> <strong>August</strong>, September, October <strong>2022</strong><br />

The Secret of How to Get Rich and Retire Comfortably<br />

Hint: If you are over 50 don’t bother reading<br />

Mark Miehle<br />

There is line from an old TV commercial about Fram®<br />

oil filter. The line goes like this: Pay Me Now, Or Pay Me<br />

Later. The implication is that you can pay only a couple<br />

of dollars for the oil filter now, or a whole lot of money to<br />

repair the engine later. Saving for retirement is a lot like<br />

protecting your car. If you start saving a little early, you<br />

won’t be forced to save a lot later or worse not be able to<br />

retire.<br />

Albert Einstein called compound interest the 8th<br />

wonder of the world. When we talk with older nurses about<br />

retirement, almost without exception every one tells us they<br />

wish they had started earlier. The reason for their wish<br />

is simple: time. They have learned that time allows money to grow. Properly<br />

invested in a taxed deferred account your money will double every 10 years at a<br />

7.2% return (1) . Here are three examples of how time, compound interest and a tax<br />

deferment can work for you.<br />

Make only one $5,000 contribution into a retirement program at the age of 25<br />

earning 7.2%. By the time you were 65, that $5,000 would have grown to $80,000!<br />

($160,000 if you wait until age 75) Instead if you wait until the age 55 to start<br />

saving you would have to make ten $5,000 contributions, one every year until you<br />

age 65 (1) . Which would you rather do?<br />

- One payment of $5,000 and let time make up the other $75,000 or<br />

- Ten payments of $ 5,000 for a total of $50,000 to earn $30,000?<br />

Don’t have $5,000 to contribute in one year? Here is another example:<br />

- Make 9 payments of $2,000 a year starting when are age 30 for a total<br />

contribution of $18,000. The $18,000 will be worth $ 148,859 by age 65<br />

(assuming 7.2% return(1) ).<br />

- Or wait until age 39 and start making payments of $ 2,000 a year, every year<br />

until you are 65 for a total contribution of $52,000. The $52,000 will be<br />

worth $ 146,968 by assuming 7.2% return(1)). Which would your rather do?<br />

Don’t have $ 2,000 a year? How about $100 a month?<br />

- If you save $100 a month starting at the age of 20, by the time you are 65 you<br />

will have a nest egg of $908,734(1)!<br />

- Or wait until you are 55 to start and you will have only $20,146(1). (see chart)<br />

Which amount would your rather have?<br />

We have all heard the adage that time is money. Use time to your advantage! So<br />

when is the best time to start saving for retirement? The correct answer is when<br />

you first start working. But since there is no time machine, the best time is now, no<br />

matter how old you are. Don’t put off saving until a rainy day. Make plans now.<br />

If you would like a free savings calculator that will show you how big your nest egg can be<br />

or want to learn how to set a plan, contact me at mrmiehle@firstfidelitygroupllc.com.<br />

(1) The examples shown are hypothetical illustrations only and are not indicative of any<br />

particular investment or investment performance. It does not reflect the fees and<br />

expenses that might be associated with any particular investment, which would reduce the<br />

performance shown in this hypothetical illustration if they were included. In addition, rates<br />

of return will vary over time, particularly for long-term investments.<br />

Copyright © <strong>2022</strong> First Fidelity Group LLC

<strong>August</strong>, September, October <strong>2022</strong> <strong>Alabama</strong> <strong>Nurse</strong> • Page 11<br />

Getting Clear on Bullying Versus Incivility<br />

Renee Thompson, DNP, RN, CSP<br />

Reprinted with permission from<br />

Florida <strong>Nurse</strong>,<br />

February <strong>2022</strong> issue<br />

Numerous studies show the<br />

prevalence and devastating<br />

impact disruptive behaviors<br />

have on nurse retention and<br />

satisfaction, patient safety<br />

and the financial health of<br />

an organization. Today, more<br />

than ever, the unpredictable, life-and-death nature of<br />

the pandemic has created an environment that is ripe<br />

for an increase in workplace bullying and incivility.<br />

Research at the Healthy Workforce Institute shows an<br />

uptick in bad behavior and nurses are experiencing<br />

greater workplace incivility now more than ever before.<br />

Additional studies show:<br />

• 45.7% of nurses said they witnessed more<br />

incivility than before the pandemic (El Ghaziri et<br />

al., 2021).<br />

• 14.3% of surgery patients had higher<br />

complications with surgeons who had one to three<br />

reports of unprofessional behaviors compared to<br />

those surgeons who had no reports of disruptive<br />

behaviors (Cooper et al., 2019).<br />

• 94% of individuals have worked with a toxic person<br />

in the last five years; 51% of the targets stated they<br />

are likely to quit as a result (Kusy, 2017).<br />

Developing successful, targeted interventions to<br />

reduce bullying and incivility among nurses will require<br />

that leaders develop awareness and understanding of<br />

nurses’ unique experiences with disruptive behavior.<br />

One of the biggest areas of confusion that makes it<br />

difficult to address and eliminate bad behavior is a<br />

misunderstanding about the differences between bullying<br />

and incivility.<br />

An important first step to educating yourself and your<br />

employees is to get clear on those differences. This will<br />

help you raise awareness, set expectations, and develop<br />

appropriate strategies to eliminate each type of disruptive<br />

behavior. Bullying should be a NEVER event, but not<br />

everything is bullying and when we call everything<br />

bullying, we lessen our chances of identifying and<br />

addressing true bullying behavior.<br />


For a behavior to be considered bullying, it must<br />

include three things:<br />

A Target-This target can be a single person or group of<br />

people. Group targets can include the opposite shift, new<br />

nurses, or nurses who have a particular ethnic background.<br />

Harmful-The behavior must be harmful in some way.<br />

This harm can be to the target or harmful to a patient.<br />

Repeated - The most important element of bullying.<br />

The behavior can’t be just a one-time event, it must be<br />

repeated over time.<br />


Incivility is different from bullying but tends to be<br />

much more pervasive. While the behaviors can be similar,<br />

they tend to be lower level. Incivility shows up as your<br />

typical rude, unprofessional, inconsiderate behaviors: eyerolling,<br />

condescension, favoritism, alienation, gossiping,<br />

mocking, cursing. Make no mistake about it, incivility is a<br />

healthy and professional workplace killer, and needs to be<br />

addressed.<br />

The Bottom Line<br />

Bullying and incivility can destroy work<br />

environments and impact patients in a negative way.<br />

The key is to get very clear on the behavior – is it<br />

bullying (target, harmful, repeated) or incivility (low<br />

level, rude, and unprofessional). We are hemorrhaging<br />

nurses due to bad behavior and it’s time we get<br />

educated on how to recognize and address bullying and<br />

incivility so that we can cultivate a more respectful and<br />

professional work culture.<br />

References<br />

Cooper, W., Spain, D., Guillamondegui, O., et al. (2019, June).<br />

Association of Coworker Reports About Unprofessional<br />

Behavior by Surgeons with Surgical Complications<br />

in Their Patients. JAMA Surgery, 154(9), 828–834.<br />

doi:10.1001/jamasurg.2019.1738<br />

El Ghaziri, M., Johnson, S., Purpora, C., Simons, S. and<br />

Taylor, R. (2021, July). Registered <strong>Nurse</strong>s’ Experiences<br />

with Incivility During the Early Phase of COVID-19<br />

Pandemic: Results of a Multi-State Survey. Workplace<br />

Health & Safety. doi:10.1177/21650799211024867<br />

Kusy, M. (2017). Why I don’t work here anymore: A leader’s<br />

guide to offset the financial and emotional cost of toxic<br />

employees. Boca Raton, FL: CRC Press<br />

Bio:<br />

As an international speaker and consultant, Dr. Renee<br />

Thompson tackles the challenges facing healthcare leaders<br />

today. With 30 years as a nurse, Renee is an expert on<br />

creating healthy workforces by eradicating bullying &<br />

incivility. She is in demand as a keynote speaker and has<br />

authored several books on bullying.<br />

Your Dream<br />

Find<br />

Job Now!<br />

Nursing<br />


Value Based Care<br />

RNs and LPNs<br />

• Day Hours<br />

• Competitive Pay<br />

• Hybrid Schedules<br />

Apply at<br />


Page 12 • <strong>Alabama</strong> <strong>Nurse</strong> <strong>August</strong>, September, October <strong>2022</strong><br />

How Can Employers Address the Nursing Shortage Post-COVID?<br />

Annice Deweese<br />

As people live longer and require more healthcare<br />

services in old age, the demand for nurses is rising.<br />

And even before COVID-19, we faced a rising nursing<br />

shortage due to other factors, such as high turnover,<br />

too-few nursing educators, and a lack of family<br />

care benefits. Now that more nurses are leaving the<br />

profession due to burnout and stress, we need some kind<br />

of intervention.<br />

Employers need solutions to the nursing shortage.<br />

But, as with many things in life, quick fixes are not<br />

enough, and the solution is more complicated.<br />

Let’s explore some realistic nursing shortage<br />

solutions to help organizations fight the shortage and its<br />

inevitable impact on healthcare professionals, patients,<br />

and the entire profession.<br />

Nursing Shortage Solutions for Employers<br />

Here are some things employers can do to start<br />

changing things.<br />

According to a policy brief from the International<br />

Council of <strong>Nurse</strong>s (ICN), over 70 percent of National<br />

Nursing Associations (NNAs) say their countries are<br />

working to increase their number of nursing students.<br />

However, that still leaves three to four years between<br />

new nurses as students complete school. At the same<br />

time, other pressing matters related to the shortage<br />

remain.<br />

While governments will need to address some areas,<br />

employers are responsible for making changes in others.<br />

Prioritize Support for Current and Future <strong>Nurse</strong>s<br />

As employers wait for nurses in training, they should<br />

put their efforts into retaining current nurses,<br />

recruiting new nurses intelligently, and encouraging<br />

former nurses to return. That means developing smart<br />

recruiting and retention strategies through:<br />

• Improved working conditions<br />

• Better pay and benefits (including family care<br />

benefits)<br />

• Protecting nurses’ safety on the job<br />

• Providing adequate psychological support to address<br />

trauma, burnout, and other mental health issues<br />

• Addressing the gender gap in nursing to ensure<br />

fair pay<br />

This all means fostering a healthy work environment<br />

for everyone. Maybe that includes setting up a wellness<br />

area for hospital staff to relax, sleep, and eat during<br />

breaks. Other ways to support team members and create<br />

a space workplace include:<br />

• Fitness memberships<br />

• Healthy snacks<br />

• Virtual counseling<br />

• Wellness workshops<br />

• Leadership development<br />

• Childcare assistance<br />

• Regular “mental health days”<br />

Organizations should ask themselves what nurses<br />

genuinely want and need to have the nurse stick around.<br />

Widespread answers are a healthy work environment,<br />

reasonable workloads, more work-life balance,<br />

recognition for a job well done, and promotion and<br />

continuing education perks.<br />

Consider what you can offer employees to make you<br />

a more desirable and supportive place to work.<br />

Offer Education and Career Development<br />

Opportunities<br />

Healthcare organizations can help boost hiring<br />

numbers by making it easier for nurses to complete their<br />

education and pursue career goals. For example:<br />

• Tuition reimbursement<br />

• Integrated education programs<br />

• Housing assistance<br />

• Flexible schedules that work around class times<br />

• Childcare assistance<br />

• On-site leadership development programs<br />

• Internal career paths<br />

• Certification training<br />

These workplace benefits can help employers attract,<br />

recruit, and retain nursing staff by supporting them<br />

with their long-term goals.<br />

Lean on Data and Digital Marketing<br />

Make sure your recruiting and marketing methods<br />

are data-driven and target your ideal candidates.<br />

Find out what nurses in your area want most from an<br />

employer, and tap into those areas in your policies,<br />

workplace environment, and recruiting and marketing<br />

efforts.<br />


Hooray! Your file is uploaded and ready to be published.

Saved successfully!

Ooh no, something went wrong!