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What most nurses never think about early
in their careers is: "What will I require when
I retire?" We usually think about the bottom line
in income as we raise our families, buy our first homes,
etc. But I am absolutely amazed when I realize how little
nurses are compensated in retirement benefits. Yes,
today most companies offer 401(k) plans instead of actual
retirement benefits and those that do seldom match an
employee's own contribution to the plan. As more nurses
retire, this benefit becomes crucial.
Because nursing is a predominantly female profession
and there usually is a husband who receives retirement
benefits, this component has not been seen as such an
important factor for nurses. But we now know that anticipated
spending in retirement usually is underestimated, and
no one can live on Social Security and minimal retirement
plans unless there is considerable cost cutting in one's
golden years. A calculation of what these expenses might
be will easily remind you that you need to consider
how you will plan for your future.
I recently met a nurse who spent 20 years with the
same hospital and had no retirement benefits. Another
much-needed benefit is employee assistance programs
to help nurses who develop addiction problems, such
as alcohol or drugs, which I believe are occupational
hazards for today's nurse.
The stresses of the work environment are so demanding
that some nurses seek relief through substance abuse.
When this is the case, it is wrong for an employer to
do nothing to support these nurses in their rehabilitation.
Most states have programs to support nurses who have
a problem and help them to return to a work environment.
But each employer has a responsibility to participate
in caring for the nurse.
I know of nurses who either have been passed off to
another employer or simply been discharged with no help
or benefits. Why should nurses keep practicing when
there is such a lack of support for the nurse who falters?
Co-workers usually know when a nurse has a problem,
and often no one tells as there is concern that the
nurse will lose his or her job, creating further stress
and exacerbating the problem.
I have had such nurses on my staff when I was a nurse
executive and always made sure there was a support system
in place. One of my longtime saved letters is from a
nurse who had serious home and financial difficulties
and a substance abuse problem. Her fellow staff did
not want to aggravate the problem and so did not let
me know, but when it became obvious and help was given,
all were relieved to know she could return to their
unit. We absolutely must have employee assistance programs
as part of our benefits.
Other essential benefits to keep a solid workforce
should include day care for children and the elderly,
as many nurses have care responsibilities for their
parents. Safe parking and transportation also are needed,
especially in inner-city hospitals or clinics in unsafe
neighborhoods.
Sure, sign-on bonuses and salaries may attract nurses,
but education benefits, rewards for excellence in clinical
practice and salary increases for certification in a
specialty area and participation in the improvement
of patient care also are important. Pay nurses what
they are worth in more than salaries, but with multiple
benefits, and nurses will continue to work and know
with certainty that they are appreciated, recognized
and rewarded.
Discuss this and other topics with your
colleagues at www.nurseweek.com/rnvillage.
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