Background: Although many Americans were anxious to see a vaccine developed to help restore a sense of normalcy to the COVID-19 pandemic, vaccine hesitancy is still a problem that hinders public health goals designed to stop the spread of the virus. With two mRNA vaccines available since early 2021 only 71% of Americans have received at least one dose of vaccine by November 30, 2021, with 60% of the population being fully vaccinated. Methods: This article discusses the risk factors of vaccine hesitancy, the factors influencing the unwillingness to accept vaccines approved and recognized as safe, characteristics of vaccine hesitancy among worker populations, and guidelines and resources for nurses. Conclusions and Application to Practice: The key for the nurse is to self-educate and proactively begin the discussion of vaccines with patients and co-workers, building trust with patients and peers, and helping motivate them to accept COVID-19 vaccines and make appointments to receive vaccinations. Overcoming the impact of low vaccination rates due to vaccine hesitancy is the first step toward closing the gap and achieving universal vaccination for all adults.

Missed or late doses mean an increase in likelihood of contracting pertussis, supporting full vaccination for children and boosters for adolescents/adults.

Living in an increasingly multicultural society, nurses are regularly required to care for employees from a variety of cultural backgrounds. An awareness of cultural differences focuses occupational health nurses on those differences and results in better employee care. This article explores the concept of culturally competent employee care, some of the non-verbal communication cues among cultural groups, models associated with completing a cultural assessment, and how health disparities in the workplace can affect delivery of employee care. Self-evaluation of the occupational health nurse for personal preferences and biases is also discussed. Development of cultural competency is a process, and occupational health nurses must develop these skills. By developing cultural competence, occupational health nurses can conduct complete cultural assessments, facilitate better communication with employees from a variety of cultural backgrounds, and improve employee health and compliance with care regimens. Tips and guidelines for facilitating communication between occupational health nurses and employees are also provided.

This article addresses limited vaccination coverage by providing an overview of the epidemiology of influenza, pertussis, and pneumonia, and the impact these diseases have on work attendance for the worker, the worker's family, and employer profit. Studies focused on the cost of vaccination programs, lost work time, lost employee productivity and acute disease treatment are discussed, as well as strategies for increasing vaccination coverage to reduce overall health care costs for employers. Communicating the benefits of universal vaccination for employees and their families and combating vaccine misinformation among employees are outlined.

Background: The incidence of alcohol and substance misuse continues to be a problem in the workplace. Methods: A partnership between two universities and a federal agency implemented SBIRT (Screening, Brief Intervention, and Referral to Treatment) into a three-credit, 7-week online Community and Environmental Health Course for licensed nurses earning their Bachelor of Science in Nursing degree. SBIRT is an early intervention, targeting nondependent substance users before needing specialized treatment. Findings: Over seven semesters, 119 students completed the SBIRT curriculum. We observed a significant increase in knowledge about standard drink sizes and recognizing the most reliable alcohol use questionnaire (Alcohol Use Disorders Identification Test [AUDIT]). Students perceived themselves as competent in assessing patient readiness to change, making the best treatment decisions, and referring patients for appropriate care. Most students found significant value of SBIRT in their current practice setting. Conclusion/Application to Practice: The SBIRT curriculum was found to be a valuable tool for nurses in screening and referring patients to care who are at risk of alcohol and drug misuse. It is important for occupational health nurses to learn the necessary skills for assessing workers for alcohol and drug misuse. The occupational health nurse is encouraged to practice their skills at every patient encounter for purposes of refining their skills. Employers are concerned about drug and alcohol misuse in the workplace and occupational health nurses are the optimal group to intervene with workers who need assistance.