"However, at MidMichigan Health, we are committed to the safety of our patients, employees and communities," Jezior said. Millie Jezior, MidMichigan Health public relations manager, said she is unable to comment on specific employee issues. Stempien said the emails and texts sent at the time from her manager and co-workers tell "the real story." Stempien said after he wrote a letter to MidMichigan seeking to resolve the matter, the organization's attorney wrote back stating that the reason Moody is not receiving shifts is because of a reduction in scheduled surgeries. Conversely, Stempien argues that MidMichigan's actions are in violation of Michigan's Persons with Disabilities Civil Rights Act, and the federal Americans with Disabilities Act, which state that an employer can not make a decision to suspend an employee if that decision is based on an actual or perceived physical impairment - the perceived impairment in this case being the potential of Moody being infected with COVID-19. Moody claims that she did not violate any MidMichigan policies by volunteering in Detroit. "I really don't even know how to move forward." "It's really be the hardest six weeks of my life," Moody said. Moody said she feels "singled out" and discriminated against, and has experienced a large amount of stress and anxiety since being taken off of the shift schedule. This was also confirmed by two of Moody's co-workers when she asked. Moody took this as confirmation that the only reason she was taken off the schedule was her decision to work at a metro Detroit hospital. Mango followed up shortly afterward with another message stating that he "never heard back" from Moody, and because of that, he had to cancel her shifts until he knew whether she had gone to work in Detroit. ![]() ![]() She later received two email messages from Mango, the first telling her that he "needed to cancel" her shift on that upcoming Saturday, adding that he needed to know if she had picked up work in the Detroit area. The next day, Moody discovered her name had been removed from the schedule of shifts at MidMichigan. I knew I was doing the right thing, so I didn't think too much of it." "(My manager) knew that I was already there (in Detroit) - it wasn't like a 'don't go in the future' sort of thing, it was too late for a message like that. ![]() "I was surprised, and kind of offended by (the email) in that moment, but nowhere in the letter did it say that if you had gone there would be repercussions," Moody said. ![]() On March 26, after Moody began her 14-hour shift at Providence Hospital in Southfield, she said her manager, Scott Mango, sent out an email strongly discouraging MidMichigan employees from providing medical services at hospitals that need additional help. In March, Moody took up an opportunity to volunteer at an intensive care unit at a Detroit hospital, citing a "knee jerk" reaction of wanting to help in any way she could. In light of the emerging COVID-19 pandemic and the subsequent strain on our nation’s healthcare resources, we have also proposed a short-term intervention for addressing provider well-being by sharing with providers easy, evidence-based resilience interventions.Moody has worked as a certified registered nurse anesthetist at MidMichigan Medical Center-Midland for about 13 years. This intervention is intended to promote well-being among MMH providers through the creation of a clear, robust positive vision for provider well-being that involves all organization stakeholders throughout the development and execution of this vision. View and pay hospital bills, doctor’s office bills, home care, Urgent care and EMS bills issued by MyMichigan Health. To build on their initial work, we propose a long-term intervention based on the science of physician well-being, appreciative inquiry, goal-setting, and employee engagement. MidMichigan Health (MMH), a division of the University of Michigan Health system that serves nearly 1 million people in Michigan, has created the Provider Wellness and Burnout Council (PWBC) to address issues of burnout within the organization. Burnout syndrome is defined by the prolonged psychological and physiological response to chronic and interpersonal job stressors, and can result in a number of symptoms that negatively affect workplace morale and performance, including physical exhaustion, job dissatisfaction, and feelings of hopelessness. Over half of providers in the healthcare field experience burnout.
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