There is a zero-sum game going on in the care industry where one job gets a caregiver and another loses him. Now is the time to ask what problems need to be solved in the care workplaces, writes Tiina Rajamäki, a journalist for domestic delivery.
With a nurse is a job in the city. He decides to go vaccination work on the payrolls of a private health care company.
However, in the interview phase, the question is: have you been employed by that city in the last six months or three months?
If you are, we cannot hire you.
Particular the practice has been widely used in the city of Helsinki. Helsinki therefore restricts the recruitment of its own employees in the social and health care sector in a number of different agreements it has concluded with private health companies. The agreements include conditions for, for example, health center services, the hiring of vaccination staff and the telemedicine service.
Helsingin Sanomat According to information from Helsinki, Espoo and Oulu, the transfer of their caregivers from one large city to another has been restricted. Contracts may also be available in other cities for which no data have been obtained.
Vantaa, Turku, Tampere, Jyväskylä and Pori have stated that they do not have any conditions restricting the recruitment of personnel for private service providers.
However, agreements restricting the recruitment of caretakers from the City of Espoo do not apply to caregivers who want to work for private companies for corona work. They apply to the employees of the Hentta-Suurpello health center outsourced to Mehiläinen in Espoo.
In addition, there has been a six-month recruitment restriction for Espoo home care services.
“The idea is that when a service provider sets up a nursing home, there is six months to start the services, and then Espoo personnel must not be recruited to an outsider,” Espoo’s Director of Basic Safety Sanna Svahn says.
According to Svahn, the condition is not intended to impede or restrict people’s freedom to choose their employer. Carers are allowed to apply on their own initiative as jobseekers for a service provider.
In Oulu It is generally stated in the purchase service agreements with private companies regarding coronary vaccination that the service provider may not recruit Oulu personnel as vaccinators. These agreements regarding vaccination personnel have been made with Debora and Esper.
In corona sampling, Oulu has agreed with the subcontractor company Pihlajalinna that it may not recruit nurses on Oulu’s payrolls as corona testers. In addition, Oulu has a staffing agreement for a substance abuse service with your Terveytesi company.
It also states that a private company may not hire doctors working in the City of Oulu.
Many caregivers say the camel’s back is broken by miserable working conditions.
Turku production director of city welfare services Laura Saurama describes the shortage of nurses as a zero-sum game.
“If we get someone to work, he’s out of someone else. I am especially worried about the shortage of caregivers, where the situation is critical, ”she says.
Saurama says that there is no agreement in Turku that employees should not transfer directly from Turku to private service providers for vaccination tasks.
“However, we hope that Turku employees will not be specifically recruited to private companies,” he says.
The same message is conveyed by other cities, such as Tampere, Jyväskylä and Pori. Most purchase service contracts do not set out the terms, but the outspoken wish is that the city’s nursing staff should not be recruited directly to private companies.
Why does the nurse decide to leave her permanent or fixed-term job, for example, for coronary vaccination work, which is known to end at some point?
Yes, one reason is salary. A caregiver usually gets some more money on hand when working for a private employer. However, the main reason for changing jobs is elsewhere. Many caregivers say the camel’s back is broken by miserable working conditions.
In a very large number of health and care workplaces, there is too much work per caregiver during one shift, double shifts are asked to be done constantly and holiday mediation is difficult.
There are ghost nurse lists, meaning shift lists haunt names that aren’t really doing the job. When you are in a hurry, the atmosphere is starting to get tense.
When talking about the shortage of nurses, its causes should begin to be broken down into small parts in the hospital ward, nursing home and health center.
What factors right here in our ward make the work of a nurse difficult or difficult?
Specialist researcher at the Wage Earners’ Research Institute Merja Kauhanen highlighted the workload of nurses in the HS case on Monday.
Read more: Politicians and interest groups are appalled by the labor shortage that afflicts Finland, but researchers may not even have one.
“There is a lot of talk about the shortage of nurses, for example, but the discussion may not take into account the workload of nurses and exhausting working conditions,” Kauhanen said.
According to him, in many workplaces there are too few caregivers, which has increased the workload and hurry.
The National Institute for Health and Welfare estimates that 200,000 new nurses and community nurses will be needed in the sector by 2035. The background is that approximately 165,000 nurses are estimated to retire by 2035.
Merja Kauhanen reminds that in addition to pay, working conditions also affect the extent to which people apply for or leave the industry.
Let’s go thus in a vicious circle that should be severed. When there are not enough nurses to treat patients in one ward, for example, the work in the ward becomes tougher. When it gets too harsh, some caregivers take the final account. This will make the work of the rest even harder.
“The employer must ensure that the working conditions and benefits are good, and the staff wants to be with us. Training volumes need to be increased and our employers need to work with trainers. I would open a discussion on how to attract the unemployed to these jobs and whether there is a willingness from abroad to come to these jobs in Finland, ”says Sanna Svahn from Espoo.
Laura Saurama, Production Director of Turku Welfare Services, often considers resolving the shortage of caregivers by various means to be a very critical issue.
“This is a very big question for how Suomi Oy Ab will move forward,” says Saurama.
Read more: Three nurses tell HS their experience of the City of Helsinki’s recruitment restrictions: “We did the same job, but behind the screen the other got a better salary”