June 24, 2009
DO NOT LET YOUR GUARD DOWN!: Protect Yourself and Your Family
On June 22, 2009 Alberta Health Services issued an Information Update on Influenza H1N1 from Dr. Predy, Senior Officer of Health, AHS urging healthcare worker to “Remain Vigilant” in the use of personal protective equipment and other control methods when dealing with patients suspected and confirmed to be infected with the HINI virus.
This message comes on the heals of a significant increase in the number of confirmed HIN1 cases. As of June 22nd the number of confirmed cases has risen to 605 (June 23rd 627) with one death. There also has been increase in the number of confirmed cases Canada wide at 5,710 with 13 deaths. It is our understanding that along with the significant increase in cases there has been a corresponding increase in the number of severe cases.
Although we disagree with Alberta Health's guidance regarding when it is appropriate to wear N-95 respirator masks, we do agree with the message.
Remain vigilant and use appropriate PPE and other infection control measures to ensure you, your family, your coworkers and patients are protected from acquiring an Influenza H1N1 infection at work or taking the virus home to your loved ones.
Do not forget that N95 respirator masks are not enough! You must also wear a gown, gloves, and eye protection or a face shield.
Recommended precautions for health workers remain
It is the position of United Nurses of Alberta that until such time as there is scientific certainty regarding the mode of transmission of Swine Influenza A (H1N1) all Employees covered by the Multi-Employer/UNA Collective Agreement that are required to provide patient care for suspected or confirmed swine influenza A cases must be provided with an appropriate supply of fit-tested N95 respirators and mandatory education regarding the care of procedures for donning and doffing N95 respirators.
Along with respiratory protection until the manner of causation is known, in addition to routine practices, infection control measures for suspected and confirmed cases of the swine influenza should include contact precautions, respiratory hygiene, accommodation, eye protection, surveillance and reporting.
What You Need to Know:
Get Fit Tested! - The Multi-Employer/UNA Joint Committee has reached an agreement regarding N95 Respirator Provision and Fit Testing, which requires the employer to provide N95 respirator fit-testing to all employees covered by the Multi-Employer/UNA Collective Agreement. Fit-Testing is mandatory as per Article 35.02 (a)
Ensure you have enough N95 respirators - The Joint Committee agreement obligates the Employer to ensure that an appropriate supply of N95 respirators is available.
You may be temporarily transferred - In the event of an emergency Article 44: Mobility (44.05 (e)) allows the Employer to reassign Employees from any site to perform work at any other site in emergency circumstances. An emergency is defined as “an unforeseen combination of circumstances or the resulting state that calls for immediate action”. Contact you Local representative or Labour Relations Office for additional information regarding emergency transfers.
Do not report to work if you are sick - Nurses should not be reporting to work if they have influenza like illness (fever and respiratory symptoms). Nurses who do report to work are putting patients and their co-workers at risk of infection and illness. The Alberta Government is asking that individuals with flu like symptoms stay home from work and avoid public places when ill.
You do not have to put your health at risk - The agreement between the parties states that employees who have not been fit-tested for an N95 respirator or are unable to achieve an effective facial seal shall not be expected to enter or provide services in an area where a suspected or confirmed case of swine influenza A has been identified. These Employees may be deployed to another area.
You need to assess whether you believe that you need to provided with N95 respirators (fit-tested), gown and eye protection. If your employer refuses then ask to be reassigned.
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