Leslie Neal-Boylan

An Exploration and Comparison of the Worklife Experiences of Registered Nurses and Physicians with Permanent Physical and/or Sensory Disabilities

Purpose To examine the worklife experiences of physicians, to further the exploration of the worklife experiences of nurses with disabilities, and to discover how the two healthcare professions compare with each other with regard to these experiences. Methods This study employed the research tradition of interpretive naturalistic inquiry and used constant comparative analysis to collect and analyze the data. Findings Despite the cultural and educational differences between physicians and RNs, their experiences as healthcare professionals with self‐identified permanent physical and/or sensory disabilities were very similar. The research team identified five core themes. Conclusions Healthcare professionals, including staff and administrators, need to make an effort to retain employees as turnover and predicted shortages are likely to jeopardize the current healthcare system. Clinical relevance Modifications can be made within both professions to support people with disabilities and to enable them to contribute to their professions using their abilities to think critically, solve problems, and care for patients safely.

Nursing Students With Physical Disabilities: Dispelling Myths and Correcting Misconceptions.

The purpose of this article is to describe barriers and facilitators faced by nursing students with disabilities (SWDs) to dispel myths and correct misconceptions, promote the utilization of the campus disability office, and make the case that current technical standards may be obsolete. While there is no “one size fits all” approach, there are resources and methods that are available to nurse educators that should be used to end discrimination against SWDs.

Nurses with Sensory Disabilities: Their Perceptions and Characteristics

A survey design was used to explore the perceptions and characteristics of registered nurses (RNs) with sensory disabilities and their risk for leaving their jobs. An earlier study found that nurses with disabilities are leaving nursing and that employers do not appear to support these nurses. Work instability and the mismatch between a nurses perceptions of his or her ability and the demands of their work increase risk for job retention problems. This studys convenience sample of U.S. RNs had hearing, vision, or communication disabilities. Participants completed a demographic form, three U.S. Census questions, and the Nurse-Work Instability Survey. Hospital nurses were three times more likely to be at risk for retention problems. Nurses with hearing disabilities were frustrated at work. Hearing difficulties increased with years spent working as a nurse. Many nurses with sensory disabilities have left nursing. Early intervention may prevent work instability and increase retention, and rehabilitation nurses are ideally positioned to lead early intervention programs.&NA; A survey design was used to explore the perceptions and characteristics of registered nurses (RNs) with sensory disabilities and their risk for leaving their jobs. An earlier study found that nurses with disabilities are leaving nursing and that employers do not appear to support these nurses. Work instability and the mismatch between a nurses perceptions of his or her ability and the demands of their work increase risk for job retention problems. This studys convenience sample of U.S. RNs had hearing, vision, or communication disabilities. Participants completed a demographic form, three U.S. Census questions, and the Nurse‐Work Instability Survey. Hospital nurses were three times more likely to be at risk for retention problems. Nurses with hearing disabilities were frustrated at work. Hearing difficulties increased with years spent working as a nurse. Many nurses with sensory disabilities have left nursing. Early intervention may prevent work instability and increase retention, and rehabilitation nurses are ideally positioned to lead early intervention programs.

Registered Nurses With Disabilities: Legal Rights and Responsibilities

PURPOSE The purpose of this legal case review and analysis was to determine what kinds of cases involving nurses with disabilities are typically brought to attorneys, which cases tend to be successful, and how and when a nurse with a disability should pursue legal action. DESIGN The review used the standard legal case analysis method to analyze legal cases that have been brought by registered nurses (RNs) with physical or sensory disabilities from 1995 to 2013. The cases span the period following the enactment of the Americans With Disabilities Act (ADA) of 1990 through the ADA Amendments Act (ADAAA) of 2008. METHODS A nurse attorney reviewed the background material to find every case involving an RN with a disability, excluding those with mental health disabilities or substance abuse issues. Case analysis was conducted using standard legal case analysis procedures. Fifty-six cases were analyzed. FINDINGS The cases were categorized into five types of legal claims: (a) disability discrimination (84%); (b) failure to accommodate (46%); (c) retaliation (12.5%); (d) association (3.6%); and (e) hostile work environment (7%). The cases were largely unsuccessful, particularly those brought under the ADA instead of the ADAAA. CONCLUSIONS The case analysis revealed that several cases brought by RNs with disabilities using the ADA might have been successful under the ADAAA. In addition, the case analysis has provided vital information for administrators, leaders, and clinical nurses regarding when a case is appropriate for legal action. These findings from this review will help nurses recognize when they are being treated in a discriminatory way in the workplace, what their legal rights and responsibilities are, and at what point they should pursue legal action. CLINICAL RELEVANCE This review has relevance to all RNs working in clinical and academic settings who may have a congenital or acquired physical or sensory disability.Purpose The purpose of this legal case review and analysis was to determine what kinds of cases involving nurses with disabilities are typically brought to attorneys, which cases tend to be successful, and how and when a nurse with a disability should pursue legal action. Design The review used the standard legal case analysis method to analyze legal cases that have been brought by registered nurses (RNs) with physical or sensory disabilities from 1995 to 2013. The cases span the period following the enactment of the Americans With Disabilities Act (ADA) of 1990 through the ADA Amendments Act (ADAAA) of 2008. Methods A nurse attorney reviewed the background material to find every case involving an RN with a disability, excluding those with mental health disabilities or substance abuse issues. Case analysis was conducted using standard legal case analysis procedures. Fifty-six cases were analyzed. Findings The cases were categorized into five types of legal claims: (a) disability discrimination (84%); (b) failure to accommodate (46%); (c) retaliation (12.5%); (d) association (3.6%); and (e) hostile work environment (7%). The cases were largely unsuccessful, particularly those brought under the ADA instead of the ADAAA. Conclusions The case analysis revealed that several cases brought by RNs with disabilities using the ADA might have been successful under the ADAAA. In addition, the case analysis has provided vital information for administrators, leaders, and clinical nurses regarding when a case is appropriate for legal action. These findings from this review will help nurses recognize when they are being treated in a discriminatory way in the workplace, what their legal rights and responsibilities are, and at what point they should pursue legal action. Clinical Relevance This review has relevance to all RNs working in clinical and academic settings who may have a congenital or acquired physical or sensory disability.

Treat Me Like Everyone Else: The Experience of Nurses Who Had Disabilities While in School

The Americans With Disabilities Act requires that nursing programs not discriminate against students with disabilities. This article describes a qualitative study of RNs who had disabilities while in nursing school. As students, participants tried to hide their disabilities, experienced fear and anger from faculty, were frequently told they could never be nurses, wanted to be treated like everyone else, had to work harder than others to prove themselves worthy, and learned to advocate for themselves.

Killing Me Sovereignly: The Quiet Demise of the Americans With Disabilities Act

Purpose The aim of the study was to make rehabilitation nurses aware that the Supreme Court has limited some of the protections afforded by the Americans With Disabilities Act (1990) on the basis of “sovereign immunity.” Methods The authors use the case review method to analyze Supreme Court cases and alternatives for people with disabilities discriminated against because of the state in which they live. Findings Sovereign immunity makes it more difficult for a disabled person to bring a lawsuit against a state government (as an employer or provider of a public service) under the Americans With Disabilities Act. Conclusion The extent to which disabled Americans can fully participate in their communities should not depend on where in the country they live. Clinical Relevance As patient advocates, rehabilitation nurses are in an ideal position to educate patients and families and have a duty to make their voices heard to persuade lawmakers to strengthen legal protections for disabled Americans.