California Nurse Practitioner Full Practice Authority!

SEIU nurses leading the way, again!

SEIU Nurse Practitioners teaming up with their Registered Nurse colleagues helped pass the landmark legislation, AB 890 (Woods) that allows Nurse Practitioners to work without standardized procedures or physician supervision in defined healthcare settings after completing a transition to practice.

Beginning January 1, 2023, authorizes a certified NP to practice independently outside of a defined healthcare setting after completing 3 years in those settings with independent practice.

It took a few tries, but nurses make the best, most relentless advocates!  This time for themselves in order to better serve our under-served communities that often lack primary care providers.  This will open up access to care in low income communities that are too often also communities of color.

SEIU is dedicated to looking at every issue, solving every problem through a racial justice lens.  Now, more than ever that has to be our top priority.

The Nurse Alliance of SEIU California, is honored to have been a part of the passage of AB 890 and now to be working with our Nurse Practitioners, the Board of Registered Nursing and allies in developing the necessary regulatory changes that will allow our California Nurse Practitioners to finally be able to work with full practice authority!

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Occupational Health and Safety Agencies

To find laws and regulations for California and nationally, here are links to California’s Codes of Law and Code of Regulation.

The California Division of Occupational Safety and Health (Cal/OSHA) Program is responsible for enforcing California laws and regulations pertaining to workplace safety and health and for providing assistance to employers and workers about workplace safety and health issues. The Cal/OSHA Enforcement Unit conducts inspections of California workplaces based on worker complaints, accident reports, and high hazard industries.

You may file complaint about a hazard in your workplace by calling the Cal/OSHA district office that serves the location of your job site, preferably during business hours. If you cannot call during business hours, you may also call during off hours. If you cannot call at all, you may e-mail your complaint to the respective district office.

DLSE adjudicates wage claims on behalf of workers who file claims for nonpayment of wages, overtime, or vacation pay, pursuant to California Labor Code sections 96 and 98. DLSE deputies hold informal conferences between employers and employees to resolve wage disputes. If a matter cannot be resolved at the informal conference, an administrative hearing is held to make a final determination on the matter.

Employees and applicants for employment in California have the right to exercise their labor rights without retaliation or discrimination. The Labor Commissioner’s Office enforces more than 45 labor laws that specifically prohibit discrimination and retaliation, including Equal Pay Act violations.

Every employee has a reasonable expectation to be safe at work. Effective July 1, 1991, every employer must establish, implement, and maintain an effective Injury and Illness Prevention Program.

Occupational Safety and Health Administration (OSHA). Under the federal OSH Act, employers are responsible for providing a safe and healthful workplace. OSHA’s mission is to assure safe and healthful workplaces by setting and enforcing standards, and by providing training, outreach, education, and assistance. Employers must comply with all applicable OSHA standards.

California adopted a state ergonomic standard on November 14, 1996. The standard provides that when at least two employees performing identical tasks have been diagnosed by a physician with repetitive motion injuries (RMIs) within 12 consecutive months, the employer must establish a program.

The Centers for Disease Control (CDC) mission is to collaborate to create the expertise, information, and tools that people and communities need to protect their health – through health promotion, prevention of disease, injury and disability, and preparedness for new health threats.

National Institute for Occupational Safety (NIOSH) provides national and world leadership to prevent workplace illnesses and injuries. The mission of NIOSH is to generate new knowledge in the field of occupational safety and health and to transfer that knowledge into practice for the betterment of workers.

The Institute of Medicine (IOM) is an independent, nonprofit organization that works outside of government to provide unbiased and authoritative advice to decision makers and the public. The IOM asks and answers the nation’s most pressing questions about health and health care. Founded in 1970 as the Institute of Medicine (IOM), the National Academy of Medicine (NAM) is one of three academies that make up the National Academies of Sciences, Engineering, and Medicine (the National Academies) in the United States. Operating under the 1863 Congressional charter of the National Academy of Sciences, the National Academies are private, nonprofit institutions that work outside of government to provide objective advice on matters of science, technology, and health.

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CDC Confirms Ebola: How Should Hospitals Respond?

If you haven’t seen the news, the suspected Ebola case in the Dallas hospital was just confirmed. This is the first diagnosed US case, according to the CDC. Because of the flaws that were discovered in electronic hospital records systems, it allowed the patient to be turned away at first since it was unseen that the patient had been in West Africa. As well, there has been conflicting information from the CDC, the World Health Organization, and the U.S. Department of Transportation on how to handle the medical waste of Ebola patients.

This has raised many questions for U.S. hospitals on how best to manage the risks for exposure. Many hospital teams have taken initiatives by performing drills. Such as in the following photograph taken during a drill at the bio-containment unit in the Nebraska Medical Center in Omaha

Nati Harnik/AP.

Nati Harnik/AP.

In California, Ebola is covered by the their unique Cal/OSHA Aerosol Transmissible Disease (ATD) standard. And as nurse leaders, it is our responsibility to ensure protection for ourselves and others. This checklist from the CDC/HHS/APSR is a good introduction to what should be included in a good infection control program and should be helpful for discussing with healthcare facilities their infection control plans to respond to suspect or known Ebola cases. Please download and distribute among your peers.

Dr. Lisa Brosseau, an eminent occupational health professor, has written an informative article discussing the confusion about how Ebola may spread in a healthcare facility and how workers should be protected. Please download and share with your colleagues.

While we continue to be bombarded with coverage on the development of this public health risk, take initiatives in protecting yourself and your coworkers in ensuring your workplace remains safe in all aspects. Strong, resilient communities can never be broken, and a positive attitude is always the best medicine.


Please contact SEIU’s Health & Safety Director, Mark Catlin at, for more information and with questions about worker health and safety issues around Ebola. Feel free to contact SEIU Nurse Alliance of California Executive Director, Ingela Dahlgren at, with any specific questions as well. 


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Resources for Workers’ Rights

Union Stewards:

Weingarten was a U.S. Supreme Court case that gave workers the right to have a steward present in some circumstances “when a supervisor asks for information that could be used as a basis for discipline.” It’s important to remind your members about their Weingarten rights now and then: Workers should always request a steward if a meeting could lead to discipline. The nurse should ALWAYS ask: “If this discussion could in any way lead to my being disciplined or terminated, or affect my personal working conditions, I respectfully request that my union representative be present.”

The National Labor Relations Act forbids employers from interfering with, restraining, or coercing employees in the exercise of rights relating to organizing, forming, joining or assisting a labor organization for collective bargaining purposes, or from working together to improve terms and conditions of employment, or refraining from any such activity. National Labor Relations Board.

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