Member Portal
We’re glad you’re here!
“We are confident that your group’s members have been working tirelessly to combat COVID-19. Our Heart of Hilton program provides substantially reduced rates at our hotels across the country.”
You will need to show your work badge with the name the reservation is made under, at the time of check in.
Personal and Professional Growth
Most people think of balancing the budget as a financial concept, yet more important than money – is time. How do we balance this commodity? Time is limited and there never seems to be enough, whether it is in your shift, your day or your life. Time management seems to be one of the largest obstacles in the day of a CNA. Finding a way to get everything done that is expected of you in a day is a struggle. If those of us with experience, still struggle with this obstacle. How can we expect new CNAs to jump in and nail it?
Luckily, we are dealing with people and not machines. Mrs. Jones may not want her shower at the same time as Mr. Smith. Likewise, Mr. Smith may not want to get up for breakfast right at 7am. The key to time management is getting to know your residents. Know their likes and dislikes; know when they like to do things. This will enable you to create a routine that seems to add minutes to your hours and somehow find a way to meet the needs of the people we care for. Another time management skill is education. Learn your profession, never stop educating yourself and always take the opportunity to know more. The ability to recognize and give important information to your nurses will cut down on the time required to treat and prevent incidents. Knowing that red area is in a pressure spot and readjusting someone may save you the time it is going to take later to treat an open wound.
These are only a couple of time management skills to work on. New CNAs, talk to the experienced ones, pick their brains for ideas and support. Just as important though, is for experienced aids to listen to newer aids, they may have great ideas that we haven’t thought of at the moment. In the long run, it all benefits us and the residents we care for. Time management and knowing your residents will not only help you complete all the tasks that are asked of you for the day, but will also make your day easier. Nothing cuts down on the amount of call lights you will have like taking care of residents needs before they even realize they need it.
CNA-Caregiver Recognition Ceremony
The National Association of Health Care Assistants has a wonderful way to introduce benefits to CNAs and/or Caregivers with a Recognition Ceremony.
Distribute gifts, awards, or information at a CNA/Caregiver Recognition Ceremony planned by the administration and leadership team. It is very important during the event that those with an outgoing personality host the Recognition Ceremony. Their co-workers need to know who their leaders are in the facility. It is also important that administration be in attendance as CNAs/Caregivers need to know that the materials are a gift from administration in recognition of all the CNAs/Caregivers being professional members of the team.
As the materials are being given to each nursing assistant, shake their hand and ask them why they became a CNA/Caregiver. Recognize each person for their offerings to the resident’s well-being, the success of the facility and, in fact, their overall contributions to long term care.
Make sure the setting is celebratory, complete with decorations and refreshments. Remember, NAHCA’s Mission Statement is, “To elevate the professional standing and performance of Certified Nursing Assistants (CNAs) and Assisted Living Caregivers (ALCs) through recognition, advocacy, and education while building a stronger alliance with healthcare providers to maximize success and quality patient care.”
So go ahead, celebrate the accomplishments of CNA/Caregiver staff members with ceremony and materials regularly.
Enhancing Long Term Care Imagery through Community Awareness and Involvement Activities
It is a great time to look at team projects and activities that enhance Long Term Care’s imagery through participation in community awareness and involvement. Teams can work with local Senior/Nutrition Centers, churches and or community gathering points to set up Clinical booths. Team members could take blood pressures, check oxygen levels and complete blood glucose tests. It is a wonderful opportunity to provide a needed service and give the opportunity for the community to positively engage with some of the best representatives of Long Term Care.
Involvement in fundraising activities in hosting a major charitable event is also a great team building opportunity. It can be a rewarding experience to work with the Alzheimer’s Association in the annual “Alzheimer’s Walk.” You may also want to consider “Relay for Life” and work with the American Cancer Society. Some teams work with the Humane Society with “Bark in the Park.” Any charity of your choice would be a worthy endeavor and help touch the lives of many deserving individuals. Be sure to include management in your planning for appropriate center policy and procedure guidance and to help secure positive media coverage.
Many teams look to support local food banks, blood banks. women’s and children’s shelters, homeless shelters, children’s hospitals and the like by conducting “drives.” Food, pet food, household goods, clothing, gloves, coats and toys are popular items to give and are very much needed by many community supported groups.
Many teams are very successful in launching positive publicity campaigns through their work in their individual communities. CNA ambassadors help to educate society through their charitable actions with a better understanding of the Long Term Care family and those persons who make it their career.
CNAs and centers who meet their Key Performance Indicator (KPI) goals frequently get involved in fundraising. It is a great team building activity and it allows the team members to use their creative and organizational skills. Before such a project is started, be sure to check with Administration concerning your community’s policy and procedure as it pertains to fundraising.
Once the team is given the go ahead from Management, determine your project and goal. You may ask yourself some of the following questions. Are you raising monies to start a fund to finance your projects and/or to save earnings for Conference attendance? Are you raising dollars to start an Employee Emergency Fund? Are you hosting a Charitable Event? Do you want to help residents or sponsor activities for residents? It is very important that everyone understands the purpose of the fundraising activity and how the monies collected will be spent.
Now you need to make certain that you have a good accounting system and secure storage area for cash collected. Some teams establish bank accounts. Other teams secure money under lock and key at the center. Be sure in your accounting that you have a check and balance routine set up for accountability. Nothing can anger staff more than expenditures that are not accounted for correctly. Many teams designate a Treasurer to provide capital reports to the team.
Now that your project is set and your accounting is in place, the team can select the type of fundraiser that they would like to complete. Ideas for fundraising are endless. Some popular activities include: working for tips at a restaurant, selling pizza kits on line, pumping gas for tips, selling food, t-shirts, crafts and the like, raffles (if permitted in your area), silent auctions, bake sales, garage or yard sales, car washes, and many more.
Check out NAHCA’s Facebook page for inspiration with some of the events. Be sure someone is in charge of the occasion that your team decides to host and be sure to invite all staff to participate in the activity.
More often than not, your fundraising experiences are media worthy. Please work with Administration at your center in developing press releases concerning your results as appropriate.
Prevent Job Stress and Burnout by Taking Care of Yourself
It is rewarding to care for someone in a long term care center, but it can also be frustrating and overwhelming. Stress is a part of the job and if you do not deal with it properly, it will negatively affect your health, relationships and overall life experiences. Many years as a CNA/Caregiver may lead to “burnout.” When this occurs, you are unproductive in all areas of your life, including your ability to care for others. Taking care of yourself is not a luxury – it is a necessity!
Here are the signs and symptoms of job burnout:
- You seem to have much less energy
- You get sick all the time
- You are constantly exhausted
- You ignore your appearance or health
- You cannot relax
- You are always angry or irritable
- You feel as though your entire life is caregiving, and you no longer find it rewarding
- You feel helpless and hopeless
- You do not care about the people for whom you are caring
Once a caregiver experiences burnout, they are no longer capable of caring for themselves or others. It is important to watch out for the signs of caregiver burnout and take action to improve your situation. Here are some tips for dealing with caregiver stress that can lead to burnout:
- Ask for help from a fellow CNA/Caregiver or supervisor
- Give yourself a break like a spa day or a vacation
- Take care of your health, both physical and mental
Here are strategies that can prevent and alleviate stress:
- Meditation
- Proper diet
- Exercise
- Adequate sleep
- Regular wellness visits to the Doctor
- Social interaction
- Participate in hobbies and/or fun activities
Successful Transitioning in the Preceptor Process
One of the most important steps in the new CNA’s orientation process is transitioning from working directly with their Preceptor to being able to work independently with a group of residents. Only the Preceptor will know if, and when, the new CNA will be able to transition and how well they will do.
It is extremely important that a dialog be completed with the new CNA, their Supervisor, and the Preceptor to plan for that successful transition. The identification of what kind of support is going to be necessary so that the new CNA has the tools that they need to be successful is crucial.
There can no longer be a set amount of designated days for orientation with immediate success to becoming a valued team member on the Nursing Care Floor without regard to continued orientation and support planning. As a part of the Peer mentoring documentation process, Preceptors continue relationships with new employees throughout the tenure of their employment at the center as resource people.
They establish formal checks with new staff members following the initial orientation at designated periods; one week, two weeks, 30 days, 90 days, six months and yearly thereafter. There are questions to ask, questions to answer, attitude evaluations, and job performance evaluations. The checks are essential in resolving situations where staff turnover could occur due to miscommunication, misunderstanding, and the misinterpretation of center protocol and procedure.
The most frequent CNA job turnover occurs in the first 30 days to six months of employment. Preceptors are taught to be experts in orientation, facilitation, and remain each new employee’s expert for resource information and support.
Preceptors are an extremely valuable asset in the center’s approach to a reduction in staff turnover, whereas, resident quality of care and life are the ultimate goals.
Caring for someone in a nursing care center is rewarding but it can also be frustrating and may become overwhelming. Stress is a part of the job and if you do not deal with it properly, it will negatively affect your health, relationships and overall life experiences. Many years as a CNA/Caregiver may lead to “burnout.” When this occurs, you are unproductive in all areas of your life including your ability to care for others. Taking care of yourself is not a luxury; it is a necessity.
Signs and symptoms of burnout include:
- You seem to have much less energy
- You get sick all the time
- You are constantly exhausted
- You ignore your appearance or health
- You cannot relax
- You are always angry or irritable
- You feel as though your entire life is caregiving and you no longer find it rewarding
- You feel helpless and hopeless
- You do not care about the people for whom you are caring
Once a caregiver experiences burnout, they are no longer capable of caring for themselves or others. It is important to watch out for the signs of caregiver burnout and take action to improve your situation. Here are some tips for dealing with caregiver stress that can lead to burnout:
- Ask for help from a fellow CNA/Caregiver or supervisor
- Give yourself a break like a spa day or a vacation
- Take care of your health both physical and mental
Strategies that can prevent and alleviate stress include:
- Mediation
- Proper diet
- Exercise
- Adequate sleep
- Regular wellness visits to the Doctor
- Social interaction
- Participate in hobbies and/or fun activities
One of NAHCA’s individual membership benefits is access to the Member Resource Center. Talk with a representative today to learn how this resource can help you cope with workplace stress. Learn more by calling 417-623-6049 during weekdays from 8:30 am to 5:00 pm Central Time.
Ten Simple Ways to Recognize Your CNAs
There is a National Career Nursing Assistant Week and Day every year. The following are 10 simple ways to celebrate the noble and humanitarian contributions made by this remarkable group of professionals, not just for these days, but year-round:
- Make a poster recognizing all your CNAs who have served elders for 20 years or more. Consider incorporating some of the following themes; countless lives touched, achievement in restoring functional independence, selfless service and/or commitment and dedication.
- Consider the possibility of sponsoring Individual Membership for your Career Nursing Assistants in NAHCA. As another option, it might be cool to support an outside educational opportunity.
- Obtain “thank-you” cards and write a personal note to each CNA on your team. You may even ask the administrator and DON to sign each card. This allows you to personalize the message and show that the organizations are aware of their unique contributions.
- Create a theme for your celebration and incorporate elements of the theme throughout the week. For example, you can use the saying “CNAs are Super Heroes” and choose to give your CNAs a Super Hero T-shirt from the NAHCA ProShop. The point is to build upon your theme with items that are valued and meaningful.
- Distribute an information sheet about the history of the CNA professional that also highlights to essential contributions of the people who spend the greatest amount of time caring directly for our nation’s frail, elder and disabled citizens.
- Few things say thank you better than a thoughtful meal. For example, you might choose to set up a breakfast bar for the third and first shifts. You can incorporate a variety of menu choices and set them up in an elegant presentation. In the afternoon, you might consider a pizza or sub party to acknowledge second shift. It might also allow you to connect with some other staff members who could not make the breakfast.
- Take out an ad in your local publication acknowledging the very important role that CNAs play in terms of quality of life and care. Highlight the integral role they may also play in the rehabilitation process. The point is to provide recognition that is meaningful and enhances the public perception of the profession and Long-Term/Post-Acute settings.
- If your center has a social media presence, post comments about each of the wonderful CNAs who serve the residents/elders in your care setting. Remember to tag these exceptional people in your post so that it flows to their social platforms.
- Following the social media concept, if you have a Facebook account, use the Facebook Live feature to record a message to celebrate the event and highlight a couple of your super stars. This action allows you to transmit verbal praise and emotional meaning. This is very powerful and more engaging because people are more likely to watch video clips.
- Send your MVC (Most Valuable CNAs) to NAHCA’s Annual Conference. This year conference is being held in Washington D.C. Few things say, I value you more than an opportunity for education, networking and recharging your batteries. Your CNAs will return from conference ready to set the world on fire.
NOTE: Leaders, please remember our colleagues on the night shift. They frequently feel left out in most celebrations.
My name is Sherry Perry, I am a career CNA. I love my work and have sacrificed in order to do what I love. I have been a CNA for 30 years, the past 24 at the same nursing home. It hasn’t always been easy, but I have had so many meaningful experiences to help carry me through.
For several years I had to work two or three jobs to make enough money to pay my bills and raise my three children. I loved my job as a CNA, and so I worked as many jobs as needed to be able to continue to do the work I wanted. My primary fulltime job was at a nursing home, so I had a couple of part time jobs, one of which happened to be for a home health agency.
I cared for a little lady for at least two years in her home. She had the saddest life story I had ever heard. She was abused as a child by her mother and brother, she had an abusive husband and her son was killed in a car wreck at the age of sixteen, a week after she had bought him a car. Now she lived alone and the only person she had to look after her was the brother who was mean to her and abused her as a child.
Needless to say I became close to her and checked on her even when I was not on duty. The last time I went to see her as a client at her home, I found her on the floor non-responsive and had to call the ambulance. After several weeks in the hospital the doctor said she could no longer stay by herself even with home health services. So she had no choice but to go to live at nursing home.
With no one willing to be her power-of-attorney to see after her, I was so upset. I went to my boss, actually it was the kind woman who owned the home I worked for, and explained the situation and asked if she could help get her into our nursing home—where I could still look after her. She agreed to look into it and see what could be done.
A few days later I came into work, and I had an empty bed on my hall. To my surprise, I was told I had gotten a new resident. I went down to the room and there was the little lady I had been caring for! She was just as excited to see me as I was to see her! So, for the next few years I cared for her every day. I would visit her after work and eat lunch with her, and knowing she would be alone with no one to visit her on holidays, I always made sure that I was there to visit her along with my young children every holiday.
WE got her Christmas presents and brought her holiday meals just as other families did with their loved ones at the nursing home. Granted she developed dementia and didn’t really know me anymore, but when we visited her even on holidays, it made her smile and hopefully she felt loved by a family, a love she really never got to experience a lot of in her 85 years of life.
When the time came for her journey here on earth to come to an end, I got to be the one to sit with her and hold her hand as she took her last breath and peacefully drift off into eternal sleep. It was an honor to be there for her.
So I ask each of you to remember all the little things we do for our residents mean more to them than we will ever know. We give them a since of belonging, love, family and dignity. These are the precious things everyone deserves in their life.
Use the Key to Quality Awards as a Recognition Activity
Every year as a final event to NAHCA’s annual Conference, the Association hosts the “Key to Quality” awards and banquet. Each award is a national award – the best-of-the-best in the country. A part of that preparation is making sure members have the opportunity to nominate deserving CNAs/Caregivers in specific categories recognizing outstanding service, dedication and professionalism. There are various award types for nomination, so be sure to check NAHCA’s website (www.nahcacna.org) to see their descriptions.
Nominations can be mailed to the NAHCA office, faxed to 417-623-2230 or submitted online from the NAHCA website. Each submitting entity will receive verification of a nominations receipt. Centers should use the award nomination process as an internal recognition occasion. Organize the award categories and discuss potential nominees. Please recruit administration, charge nurses, residents and family members in the writing process. Be creative in your nominations and give detailed stories concerning the events that led to an individual’s nomination. NAHCA’s independent panel of judges read every word on every nomination.
Please note that all nominated CNAs/Caregivers are winners. Each person will receive a Certificate of Nomination as acknowledgement of their quality work. All nominees will be eligible to be recognized nationally! Think, the Academy Awards of Caregivers/CNAs! Look at the NAHCA website for pictures of last year’s ceremony and award winners. Visit with a NAHCA staff member for more details concerning this event by contacting the NAHCA office at 417-623-6049.
NAHCA Board of Director Application
Board Member Volunteer Description
- Regularly attends board meetings and important related meetings.
- Makes serious commitment to participate actively in committee work.
- Volunteers for and willingly accepts assignments and completes them thoroughly and on time.
- Stays informed about committee matters, prepares themselves well for meetings, and reviews and comments on minutes and reports.
- Gets to know other committee members and builds a collegial working relationship that contributes to consensus.
- Is an active participant in the committee’s annual evaluation and planning efforts.
- Participates in fund raising for the organization (nonprofit only).
CNA Leadership Committee Resource Center
This page contains resources on how to start a CNA Leadership Committee (CLC) in your center! Read below to get a summary on the benefits and goals of these CLCs. Also located below is the CNA Leadership Committee Resource Center which includes helpful documents for starting and running your CLC!
What is the CNA Leadership Committee?
Members of a CNA Leadership Committee (CLC) are responsible for upholding the missions, policies, and principles outlined by center and organizational leadership.
The Leadership Committee consists of the following members:
- Team Facilitators (typically only one or two people)
- Team Members (typically three to eight people)
- The CLC works to plan, guide and direct activities that are designed to meet the goals of the center, such as: recognition, recruitment of new CNAs/ALCs, and education
- The CLC holds regular meetings to plan activities, set goals, and evaluate progress
- The CLC is responsible for new CNAs/ALCs becoming aware of NAHCA and receiving their membership signup information
The Leadership Committee members promote excellence in quality care and performance through:
- Personal example
- Professional example
- Adherence to NAHCA’s Statement of Standards, Code of Ethics and Standards of Professional Practice
- Informing CNAs/ALCs and other staff of membership opportunities communication boards and meetings
- Keeping members and management informed about programs and meeting agendas
- Giving an overview to new management in case of management turnover
- Making sure that all NAHCA-related resources are communicated to the CNAs/ALCs
- Setting up a time each month to hold Leadership Team meetings
- Ensuring that planned projects/activities are completed and progress communicated to management and co-workers
- Submit pictures and stories of your progress to NAHCA to be featured on social media or publications
Leadership Committee Manual
Leadership Committee Application
Leadership Committee Meeting Minutes
Meeting Poster
Caregiver Spotlight
Video Selections
Volume 1 Take 1 – Reimbursement – difficult family members – mental health
1. With reimbursement being based mostly on customer satisfaction now and 90% of customer satisfaction coming from the work CNAs perform daily; how will the stress of keeping their residents 100% satisfied affect the professions turnover rate and what can we do to prevent the CNAs from feeling like the weight of this is solely on their shoulders?
2. How do you deal with difficult patient family members?
3. Because the state of Iowa has recently closed most of their mental facilities, nursing homes are getting more mental health residents that they do not feel equipped to take care of.
Volume 1 Take 2 – cna – courses – priority
1. How does a CNA find time to take courses and make it a priority?
Volume 1 Take 3 – bullying – regulations – nahca in my facility
1. How do you defuse bullying?
2. What is the best way to teach regulations to your peers?
3. Why should I support NAHCA in my facility?
Volume 1 Take 4 – mandation – advice to make this home better
1. How do you feel about mandation?
2. Do you have any advice for me to help this home become a better place?
Volume 1 Take 5 – future cna profession – cna millennials – morale
1. What would you like to see happen to the CNA profession in ten to twenty years from now and where do you see NAHCA in that same time frame?
2. What can we do for the new millennium CNAs to be brought out more into the shining light of their profession?
3. How do you suggest companies boost morale and make attitudes more positive?
Volume 1 Take 6 – motivation – disruptive behavior – administration
1. How do I motivate the mentors and new staff to complete the program?
2. What is the best way for a CNA to react to a show of extreme disruptive behavior by a resident in a common place such as the dining room full of residents and family members?
3. What is the proper way to communicate with administration? The DON asked a CNA to do something not knowing a nurse had just asked her to do something else. The CNA just started yelling.
Volume 1 Take 7 – training – keep morale positive – resident responsibility
1. What do you do if you’ve trained a new nursing assistant CNA twice and they still don’t get it?
2. What is the best way to keep morale up?
3. How do you educate everyone that resident is everyone’s responsibility?
Volume 1 Take 8 – baby boomers – trial by fire – leadership role
1. What are some of the other facilities doing to get prepared for the baby boomers?
2. What do you do when your passion and love for this profession becomes a daily ‘Trial by Fire’ and threatens your continued existence?
3. It’s overwhelming to be in a leadership role. What are some tips you have used in your life that could help me succeed?
Volume 1 Take 9 – pep talk – staff shortages – distance learning
1. What do we have to do to get you to come speak at one of our In-services? Our employees need a good pep talk!
2. How do you get others (staff, nurses, administration) to come out on the floor to help when staff shortages exist?
3. How do you motivate people to do things like distance learning that will help them improve themselves and care for the residents?
Volume 1 Take 10 – motivated again – dementia frustrations – excellence
1. How do you get everyone motivated again? Members are saying I’m not a NAHCA member, poor meeting attendance, negative attitude creeping back in, poor compliance with NVCC.
2. How can I keep from getting frustrated when dealing with residents with dementia?
3. What is the Focus on Excellence program and how does completing classes help my care center?
Volume 1 Take 11 – stop bullying – cna to resident ratio
1. How can we stop the bullying?
2. Our facility recently sold to another company. They’ve cut the ratio of CNA to Resident. The original staffed 1 to 6 CNAs. The new company staffs 1 to 10 CNAs. What happened?
Volume 1 Take 12 – communication – cna respect
1. What is the proper way to communicate with administration?
2. Why aren’t CNAs getting the respect they deserve after all the work they have put in?
Volume 2 Take 1 – shift separation – fundraising
1. Why is there such a separation between shifts?
2. What would be the best way for us to approach our owners about fundraising?
Volume 2 Take 2 – burnout – medicaid – preceptor
1. How do we get more CNAs and prevent burnout of our reliable CNAs?
2. What are some sources online about Medicaid and how it is affecting my center?
3. I’m not sure if being a preceptor is for me. Should I keep up with the course?
Volume 2 Take 3 – resident abuse – rude cna – cna staffing
1. A resident requested to stay in bed later during the morning. I made sure to tell my charge nurse in within the hour a family came in to visit their loved one. During the visit the family member got angry with me and later the DON expressed that I needed to get the resident up. Is this considered resident abuse?
2. How should I handle a new CNA who acts like they know everything and I’m training them yet frequently during our shift, the CNA is rudely telling me what to do?
3. What is normal CNA staffing ratios for 40 residents?
Volume 2 Take 4 – cna pay – more help – census
1. Why do CNAs not make more money?
2. Why don’t we have more help?
3. Why are CNA’s hours cut when census drops?
Volume 2 Take 5 – resident’s funeral – lost my job – ask for help
1. Is it wrong to go to a resident’s funeral?
2. I may have lost my job tonight. I’m without words. I witnessed a CNA smack someone on their rear end and yell at them. I went to my LPN and tried to tell someone about it and got ignored, so I said to my friend, “we will report it to someone else tomorrow.” So I reported it and got asked to leave for not reporting it yesterday.
3. I just love asking for help and just end up doing it alone. Why even bother. Has anybody else had this problem?I just love asking for help and just end up doing it alone. Why even bother. Has anybody else had this problem?3. I’m doing my clinicals this week to finish up my CNA class, but I’m having a problem with my mentor CNA that is at the facility where I’m at. It’s an alzheimer’s and dementia lockdown facility. My mentor is calling all the residents kiddos and little girls. She’s also just walking into rooms and pulling off the blankets and sheets without saying a single word. I feel they are our elders and should be treated as adults and respect. What should I do? I want to correct her, but I’m just in training. Should I say something?
Volume 2 Take 6 – i said no – relationship problems
1. Just got home from a 3.5 mile run on my first of two days off, and the boss called to ask me to come in. I can’t believe it. I actually said no, and now I feeI just love asking for help and just end up doing it alone. Why even bother. Has anybody else had this problem?
2. How many of you guys have problems in your relationships because of your job? My fiancé and I argue all the time because of my job. I can’t even talk to him about my night without him trying to tell me something I do 40 hours a week. It’s gotten to the point where I won’t even tell him anything. From sleepless in Roanoke.
Volume 2 Take 7 – physical harm from resident – sexually harassed –
1. If a resident on your unit is always determined to cause you physical harm any time you assist them, should you report it?
2. I work in a home care setting with six residents. We recently got a new male resident. He is in his eighties. He has Alzheimer’s disease, but just the beginning of it. We were told by the family he had sexually harassed previous female staff he had to work with, but never went into detail. I can’t work with him. I can’t give him care of any type because he is often talking in a sexual way, and I can’t even walk by without him reaching out. Everyone just brushes it off. What can I do from here?
3. Is it even legal for you to get thirty minutes taken out of your shift if you didn’t get a break?
Volume 2 Take 8 – sufficient staffing – cna career – facebook posts
1. What is sufficient staffing?
2. Every time I tell someone I am a CNA, they always respond by asking me if I am in school to be an LPN or RN. I find it offensive that people always think being a CNA isn’t a career.
3. Can you be fired for posting on Facebook even if it is not about the nursing home you work for?
