Yesterday Melissa Cate, Swedish RN and Pediatric Services Administrator, was interviewed live by FOX Q13 Seattle about new research that confirms infants have a greater risk of sudden infant death syndrome (SIDS) when co-sleeping with parents.
In its first ever rating of hospitals for heart surgery, Consumer Reports has identified Swedish/Cherry Hill as one of the top hospitals in the country for heart surgery. The publication, using data from the independent Society of Thoracic Surgeons, surveyed 400 hospitals and gave Swedish Cherry Hill ‘Above Average’ ratings (the highest possible) for aortic valve replacement and cardiac bypass surgery.Swedish Cherry Hill was the only hospital in Washington State to receive such a rating by Consumer Reports.
KOMO TV recently profiled the report and interviewed Swedish’s Glenn Barnhart, M.D., chief of cardiac surgery. See the news story here.
Seattle magazine has named 52 Swedish employed or credentialed physicians as ‘Top Docs’ in its July issue available now on newsstands. Most notably, Marquis Hart, M.D., director of the Swedish Transplant Program, appears on the magazine’s cover. Also noteworthy, the edition profiles Jim Walsh, M.D., medical director of the Swedish Addition Recovery Services at Swedish Ballard hospital.
Below is a full list of all Swedish affiliatEd physicians named as a Top Doc. Congratulations to all:
Ballard, Edmonds hospitals among 17 nationwide honored with 2014 Lantern AwardNews Release
FOR IMMEDIATE RELEASE
Contact: Clay Holtzman, Swedish, 206-386-2748, firstname.lastname@example.org
SEATTLE — June, 17, 2014 — Emergency departments at Swedish Ballard and Swedish Edmonds hospitals are among only 17 hospitals nationwide to be honored with the Emergency Nurses Association (ENA) 2014 Lantern Award. Swedish was the only hospital system in Washington State recognized with a 2014 Lantern Awards.
The Lantern Award recognizes an emergency department’s commitment to quality, safety, a healthy work environment and innovation in nursing practice and emergency care. Achievement of the Lantern Award indicates that an emergency department (ED) exemplifies outstanding and exemplary performance in the core areas of leadership, practice, education, advocacy and research.
Relay for Life events planned for Ballard, Edmonds, Issaquah, Mill Creek, Redmond communities in May, June and AugustMedia Alert
FOR IMMEDIATE RELEASE
Contacts: Clay Holtzman, Swedish, 206-386-2748, email@example.com
Kimberly Dinsdale, American Cancer Society, 206-674-4150, firstname.lastname@example.org
The Washington Chapter of the American Cancer Society and Swedish Health Services are partnering to organize Relay for Life events in the Ballard, Edmonds, Issaquah, Mill Creek and Redmond communities. Each Relay for Life event will feature hundreds of cancer survivors, supporters and advocates working together to raise awareness and funding for cancer research.
Relay For Life began in 1985, in Tacoma with a local colorectal surgeon, Dr. Gordy Klatt, who walked and ran around a track for 24 hours and raised $27,000 for the American Cancer Society. This year, Relay For Life will take place in nearly 6,000 communities in the United States and 21 other countries and will raise funds to support the Society’s mission of saving lives by helping people stay well, by helping people get well, by finding cures and fighting back.
Media will have access to film/interview Relay participants, learn more about the latest efforts to battle cancer and more.
- Edmonds, Issaquah and Mill Creek - Saturday, May 31at 12 p.m.
- Redmond - Saturday, June 7 at 12 p.m.
- Ballard - August date to be announced
Included here is accurate information and copies of current Swedish policies. We encourage you to share this information with your friends, family and coworkers.
Swedish is a proud Equal Opportunity Employer and committed to providing a work environment free from all forms of discrimination. This protection and expectation extends to our patients, physicians, contractors, vendors, visitors and others who access any Swedish services and facilities.
Below is an excerpt from our policies (links to full copies of the policies are below). We encourage you to share this information.
Swedish Non-Discrimination and Non-Harassment Policy:
Discrimination against another person for any reason, including race, color, creed, religion, sex, age, national origin, citizenship, language, veteran or marital status, sexual orientation, gender expression/identity, or the presence of any disability, or perceived disability, and all other bases prohibited by local, state, or federal law will not be tolerated. Harassment based on the classes listed above is also considered a form of discrimination and will not be tolerated.
Examples of discrimination and prohibited conduct include, but are not limited to:
Epithets, slurs, negative stereotyping or threatening, intimidating or hostile acts that relate to sex, sexual orientation, race, color, creed, religion, age, national origin, language, veteran status, marital status, or disability.
Written, electronic, or graphic material displayed or circulated in our workplace that denigrates or shows hostility or aversion toward an individual or group because of sex, sexual orientation, race, color, creed, religion, age, national origin, language, veteran status, marital status, or disability.
Differential treatment because of a person’s sex, sexual orientation, race, color, creed, religion, age, national origin, language, veteran status, marital status, or disability.
Remarks, gestures, display or circulation of written materials, pictures or other items which could be considered derogatory or have the purpose or effect of interfering with a person’s work performance or creating an intimidating, hostile or offensive working environment based on the person’s sex, sexual orientation, race, color, creed, religion, age, national origin, language, veteran status, marital status, or disability.
With respect to sexual harassment, examples of prohibited conduct include, but are not limited to:
Vulgar, graphic, sexual or suggestive comments, jokes, stories and innuendo, including but not limited to voicemails and telephone calls, e-mails or text messages.
Leering, inappropriate touching and obscene or suggestive gestures.
Displaying sexually suggestive photographs or cartoons.
Unwelcome and repeated flirtations, requests for dates, etc.
Demanding sexual favors in exchange for a promotion, raise, or other condition of employment.
The provision of detailed information in this policy on one of the most commonly alleged types of harassment – sexual harassment – should not be interpreted to suggest a lessened commitment to the prevention of other types of unlawful harassment. No type of unlawful harassment is acceptable at Swedish.
Swedish also strictly prohibits retaliation in response to an individual’s decision to make an allegation of discrimination or harassment, or their participation in an investigation. Retaliation includes both direct and indirect actions that negatively alter a person’s working environment. Examples of conduct which may constitute retaliation include, but are not limited to, treating the employee who has made a complaint of discrimination or harassment in a “non-professional” manner or otherwise taking action against that employee either directly or indirectly.
In 2012, Swedish affiliated with Providence Health & Services. Swedish and Providence share the goal of establishing a discrimination-free work environment for all employees and job applicants. Providence last updated its policy in 2011. Below, we have included text from the Providence Equal Employment Opportunity policy:
Providence Equal Employment Opportunity policy:
A copy of this policy can be found here.
Swedish celebrates the diversity of our workforce and has always supported our LGBT staff. We proudly welcome any opportunities to discuss these policies with our caregivers and community members.
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