Current openings:
I have 2 camp positions open if you know anyone looking.
I believe you can bring your children.
- Strafford, NH – looking for an LPN or MA to work with an RN
- Rindge, NH - RN or LPN – can do 2 week sessions or the whole summer
Job # 21-29
Director of Occupational Health NP
Wonderful opportunity for an NP. Relocate to Boston, MA and take your career to the next level!
Location: Boston, MA - Relocation stipend
Status: Full time with outstanding benefit package
Job # 21-36
Position: Occupational Health RN
Location: Bedford, MA
Status: Full time with excellent benefit package
Job # 21-40
Position: Occupational Health RN
Location: Cambridge, MA
Status: One day a week – flexible
Job # 21-34
Position: Occupational Health RN
Location: Allston, MA
Status: Full time – Monday – Friday
Job # 21-33 $5000 sign on bonus
Position: Occupational Health RN Manager
Location: Boston, MA
Status: Full Time – excellent pay & benefits
Job # 21-18
Position: Occupational Health RN
Location: Waltham, MA
Status: Full time, competitive salary and excellent benefits
Job # 21-32
Position: Occupational Health RN
Location: Boston, MA – Seaport area
Status: 3 days a week, M-W-F
Job # 21-31
Position: Occupational health NP
Location: South Boston, MA
Status: Part time, flexible on days of week, 2-3 days a week
Potential to go full time
Job # 21-13
Position: workers comp case manager
Location: Boston, MA (Government Center)
Salary: Competitive Salary & Excellent benefits
Job # 20-80
Position: Employee Health Nurse Manager ( NP )
Location: Weymouth, MA
Status: Full time, excellent pay & benefits
Job # 21-35
Position: Occupational Health Nurse Manager
Location: Nashua, NH
Salary: Good salary with comprehensive benefit package
Status: Full time, have every other Friday off
Job # 21-30
Position: Nurse Practitioner
Location: Ansonia, CT
Status: 3 days a week – contract with potential to go permanent
Job # 21-04
Position: RN
Location: CT – Danbury, Plainfield
Status: per diem current needs Aug 3 & 5 in Danbury
Job # 21-19
Position: RN
Location: Flanders, NJ
Status: per diem current needs July 6-9, 12-16
Job # 21-14
Position: RN - Manager
Location: Flushing, NY
Status: Full time ( Four 10 hour days) – solid benefits
Job # 21-28
Position: Occupational Health RN
Location: Gaffney, SC
Status: 30 hours but would consider up to 40, day shift.
Nice benefit package
Job # 21-27
Position: Occupational Health RN
Location: Greensboro, NC
Status: full time, day shift with solid benefit package
Job # 21-38
Position: Occupational Health RN
Location: Senatobia, MS
Status: Full time with excellent benefit package
Job # 21-37
Position: Occupational Health RN
Location: McLean, VA
Status: Full time with excellent benefit package
I am always happy to pay a referral bonus if the nurse is hired!
Nancy Clover RN, COHN-S
Occupational Health Connections
978-686-9739 Fax: 978-258-2682
PO Box 2106 Methuen, MA 01844
Additional information and open positions at
www.OccHealthConnections.com
CONFERENCES & WEBINARS:
June 15: Massachusetts Immunization Information System (MIIS)
June 17: Innovations in Orthopaedics
June 22: NH, VT & ME Workers comp virtual & Free
June 23: OSHA Summer Summit
Virtual https//umass.irisregistration.com/Site/OSHA
June 23: Vaccine Confidence - Communication Strategies for Providers
July 12: Rotator Cuff Injuries
Aug 13: Immunizations, TB testing, Recordability and more
Sept 8-11: Assoc of Occ Health Professionals (AOHP) Annual conference
Sept 8-9: SVAPOHN Occ Health Conference
Lead the Way: Providing Innovative and Transformative Programs for Your Employees
Sept 16 - 18: Florida Occupational Health Conference (FOHC) "We Are Lifesavers"
Oct 4-5: Emerging Trends in Healthcare: The Impact on Case Management - Hybrid
Nov 9: NP Bootcamp RN’s invited– virtual
Dec 2 & 3: NECOEM/MaAOHN CONFERENCE
Occ Health Info:
As teens get summer jobs:
Young Worker Toolkit
Young Workers: use this comprehensive toolkit to help you make the most of your work experiences, and learn about your rights and responsibilities. These resources will also help your parents, educators, and employers better understand federal laws involving youth employment.
Nice poster on ways to protect workers from heat.
A new heat safety poster emphasizes the importance of allowing
workers to gradually build up a tolerance to higher temperatures.
June Health Observances:
Wear blue Friday, June 18 to support means health
Alzheimer’s and Brain Awareness Month
Cataract Awareness Month
Migraine and Headache Awareness Month (National)
PTSD Awareness Month
Safety Month (National)
Covid Resources:
As employees return to work or seek accommodations:
What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws
Vaccine hesitancy toolkit
A new conversation toolkit is intended to help health care providers navigate discussions about COVID-19 vaccination with their patients. The toolkit provides a common framework for engaging in these important conversations, with an emphasis on listening and learning. Download the COVID-19 Vaccine Confidence Toolkit, which contains:
• Best practices for having vaccination conversations
• A step-by-step COVID-19 Vaccine Conversation Guide
• Suggested language for responding to patient questions
• A patient-oriented COVID-19 Vaccine Handout that addresses the most common concerns about the vaccine
OSHA Reverses Course on Employers Needing to Record Adverse COVID-19
Vaccine Reactions on their OSHA Form 300 Log
Earlier this year OSHA issued a guidance document that stated an adverse reaction to the COVID-19 vaccine is recordable if the reaction is:
(1) work-related,
(2) a new case,
(3) meets one or more of the general recording criteria in 29 CFR 1904.7 (e.g., days away from work, restricted work or transfer to another job, medical treatment beyond first aid), and
(4) the vaccine is required for employees.
Federal OSHA decided to revise their guidance to state they “will not enforce 29 CFR 1904’s recording requirements to require any employers to record worker side effects from COVID-19 vaccination through May 2022.” OSHA justified this shift in policy because the COVID-19 vaccine initiative continues to be a top public-health priority in the United States and the Agency wishes to be a part of the effort to encourage employee vaccination. The guidance further states, “OSHA does not wish to have any appearance of discouraging workers from receiving COVID-19 vaccination, and also does not wish to disincentivize employers’ vaccination efforts.”
This is very helpful since employers will now have no duty to analyze whether an adverse reaction to the vaccine is work-related and otherwise recordable. In all cases across all industries, OSHA indicates it will simply not enforce the recordkeeping standard with respect to adverse COVID-19 vaccine reactions.
This reversal in policy does not change OSHA’s previous guidance addressing the “reportability” responsibility to notify the Agency of serious illnesses. There is a vast difference between “reportability” and “recordability”, meaning the requirement for employers to call OSHA within eight hours and report an adverse vaccine reaction that results in a death within 30 days or an in-patient hospitalization for medical treatment within 24 hours still exists - whether or not the reaction is recordable.
