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MNA Nurses at Marlborough Hospital to Hold Informational Picket on Sept. 10 in support of Their Patients and the Community

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2 years ago

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Workplace violence, high RN turnover, and dangerous nurse staffing conditions plague hospital

MARLBOROUGH, Mass., Sept. 9, 2024 /PRNewswire/ — The nearly 180 registered nurses working at Marlborough Hospital, and who are unionized with the Massachusetts Nurses Association (MNA), will hold an informational picket in front of the hospital on Tuesday, Sept. 10. The purpose of the picket is to draw public attention to the serious ongoing problems inside of the Marlborough UMass facility, including workplace violence, high RN turnover, and dangerous nurse staffing conditions.

For more than ten months, the nurses have been negotiating with hospital management to secure contract language that will address the problems plaguing the hospital. Hospital management, however, has refused to make the necessary headway to improve staffing and safety at Marlborough.

What: An informational picket in support of the Marlborough Hospital RNs, their patients, and the community

When: September 10, 2 to 4 p.m.

Where: In front of Marlborough Hospital; 157 Union Street, Marlborough

Who: MNA RNs, their families, friends, neighbors; other local unions; and elected leaders

The informational picket follows 14 negotiation sessions between the MNA RNs and management, with little movement on management’s part to address the nurses’ key concerns:

Nurses are being injured on the job regularly due to violence, but hospital management wants to continue with its failed policies and refuses to explore new solutions.

RN turnover in all hospital units is above average because of the significant pay discrepancies between Marlborough and other local UMass hospitals. On average, senior Marlborough Hospital RNs earn $10 per hour less than their counterparts at other area hospitals, including all UMass-affiliated hospitals

Nurse staffing levels are unpredictable and dangerous, with as many short-term travel nurses working as permanent RNs.

And new grads, who the hospital invests significant time and resources in, repeatedly leave for jobs at other UMass facilities because the staffing levels and pay are better.

Nurses’ Safety Threatened Daily

The following examples are just two out of the dozens and dozens of workplace violence incidents that have long been plaguing the hospital:

A physically healthy patient was brought into the ER for a mental health evaluation because they had assaulted someone in the general community with no provocation. Within 48 hours of being in the ED, the patient violently assaulted numerous hospital staff members, EMS staff, and patients. They kicked a resource nurse involved in their care into a wall causing head, back, and neck injuries. The patient also randomly walked out into the hall and punched another nurse not involved in their care in the head causing injury, as well as post-traumatic stress and anxiety. The patient then went on to punch a passing paramedic in the head. These were the three most serious injuries but the patient additionally assaulted techs, patients, and security staff. This all occurred within the first 48 hours of the patient being in the ED. Because of their violent history, no inpatient facility would accept the patient, and they stayed in Marlborough’s ED for numerous days while the staff continued to be put in danger. The staff asked for a police detail due to the violent and unpredictable nature of the patient’s assaults. The best suggestion hospital management offered was to enclose the patient’s room with two security guards using their chairs against the door as a barricade. However, nurses still needed to go into the room to medicate, feed, and assess the patient’s safety and well-being.

An inexperienced security guard was being verbally abused and physically assaulted by an intoxicated patient who had just been brought into the ED. When the aggression became more concerning, a long-time ED nurse intervened. The patient then violently assaulted the nurse — breaking glasses, punching the nurse, and severely injuring the nurse’s shoulder. The nurse was hospitalized for several days for orthopedic, cardiac, and medical concerns related to the assault. The nurse remains on leave, traumatized by the event and uncertain if surgery will be needed for their shoulder. An investigation was conducted after OSHA got involved and the hospital’s response was to essentially blame the staff for their handling of the situation. There was no admission of ineffective or inadequate security protocols, procedures, or resources on the hospital campus.

According to the MNA’s 2023 “State of Nursing Survey“:

Twenty-four percent of nurses said they do not feel safe in their workplace, an increase from 9% of nurses in 2019 and 17% in 2021.

Sixty-three percent of nurses said workplace violence and abuse is a serious problem, up from 42% in 2021.

Seventy-six percent of nurses in direct care at a teaching hospital said workplace violence and abuse is a serious problem.

Seventy-nine percent of nurses in direct care at a community hospital said workplace violence and abuse is a serious problem.

In addition, according to the U.S. Bureau of Labor Statistics, healthcare workers experience the most nonfatal workplace violence as compared to other professions, accounting for nearly 70% of all non-fatal workplace assaults.

Because legislation specific to addressing and preventing workplace violence in healthcare settings failed to pass this year, the need to include workplace violence prevention language in union contacts has become more critical than ever. 

A federal mediator recently joined the nurses’ contract negotiations and has sat in on three sessions to date.

“Marlborough Hospital is essential to the health and welfare of this community,” said Julie Lyver, RN and chairperson of the nurses’ MNA bargaining unit at Marlborough. “But at this point — with wages so low, nurse turnover so high, and in-hospital violence such a threat — if management does not agree to appropriate remedies the health and safety of this very community, and all other communities the hospital serves, is in jeopardy.”

MassNurses.org │ Facebook.com/MassNurses │ Twitter.com/MassNurses │ Instagram.com/MassNurses

Founded in 1903, the Massachusetts Nurses Association is the largest union of registered nurses in the Commonwealth of Massachusetts. Its 25,000 members advance the nursing profession by fostering high standards of nursing practice, promoting the economic and general welfare of nurses in the workplace, projecting a positive and realistic view of nursing, and lobbying the Legislature and regulatory agencies on healthcare issues affecting nurses and the public.

View original content to download multimedia:https://www.prnewswire.com/news-releases/mna-nurses-at-marlborough-hospital-to-hold-informational-picket-on-sept-10-in-support-of-their-patients-and-the-community-302242368.html

SOURCE Massachusetts Nurses Association

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LEAP Group Relaunches HumanView, a Growth Intelligence System Built to Explain Why Customers Behave the Way They Do

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6 hours ago

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October 24, 2026

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Reimagined from the ground up, HumanView pairs statistical modeling with expert analysts to turn millions of real-world customer signals into business decisions

LOUISVILLE, Ky., Oct. 23, 2026 /PRNewswire/ — LEAP Group today announced the relaunch of HumanView, its growth intelligence service. The new version has been rebuilt from the ground up and now has a dedicated home at leapgroupnetwork.com/humanview.

HumanView analyzes what customers say and do across social platforms, e-commerce sites, review platforms, search behavior and user-generated content, including signals from Reddit, TikTok, YouTube, Meta, Amazon and Walmart+ that general AI tools cannot always access. Because the data reflects unprompted, real-world behavior, it avoids the response bias built into surveys and focus groups.

The service works in three layers. HumanView captures signals at scale, decodes millions of records through validated statistical models such as regression, correlation and clustering, and then relies on experienced analysts to interpret the patterns. Clients receive clear, human-validated insights instead of another dashboard.

“Machines find the patterns. Humans find the point,” said Alan Gilleo, CEO at LEAP Group. “The first version of HumanView showed us how much customers reveal when nobody is asking them questions. This version is built to explain why they act the way they do, and to put those answers in front of everyone making decisions, from product to service to marketing.”

HumanView focuses on three areas:

Growth Intelligence: customer motivations and how people perceive a brand and its competitors

Market and Category Intelligence: product pain points, service friction, unmet needs and competitive gaps

Audience Intelligence: new segments, positioning opportunities and gaps in the market

Every model is designed and validated by data scientists and benchmarked before it informs a recommendation.

To learn more about HumanView, visit leapgroupnetwork.com/humanview.

About LEAP Group
LEAP Group is a boutique marketing agency holding company with offices in Louisville, Indianapolis, Cincinnati and Chicago. Guided by the belief that brands should “Market Less. Matter More.,” LEAP gives clients access to specialized experts across its entire network. Learn more at leapgroupnetwork.com.

View original content to download multimedia:https://www.prnewswire.com/news-releases/leap-group-relaunches-humanview-a-growth-intelligence-system-built-to-explain-why-customers-behave-the-way-they-do-302918557.html

SOURCE LEAP Group

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STEPHEN A. SMITH ADDRESSES WHITE HOUSE DINNER ATTENDANCE, REAFFIRMS COMMITMENT TO HBCUs AND PROTECTING CORPORATE INVESTMENT IN BLACK EDUCATION

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7 hours ago

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October 24, 2026

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NEW YORK, Oct. 23, 2026 /PRNewswire/ — Stephen A. Smith, media mogul, New York Times bestselling author, and proud 1991 graduate of Winston-Salem State University, is addressing the public discussion surrounding his decision to attend a White House dinner with President Donald Trump, emphasizing his commitment to the long-term financial stability of Historically Black Colleges and Universities (HBCUs).

For Smith, the decision was rooted in a commitment to institutions that have educated generations of Black leaders, professionals, entrepreneurs, and public servants.

“I will always advocate for HBCUs and the students whose futures depend on them,” Smith said. “My reason for attending the White House dinner was to discuss the challenges these institutions face in securing long-term funding and to make the case that corporate America must continue to invest in them.”

Smith acknowledged federal support through the FUTURE Act while expressing concern that political tensions surrounding diversity, equity, and inclusion (DEI) could discourage private companies from supporting HBCUs. He maintains that these institutions deserve sustained corporate partnerships, philanthropic contributions, and public investment.

“If we truly believe in free-market capitalism, businesses should be able to support educational institutions and charitable causes without fear of criticism or repercussions,” Smith said. “HBCUs have made extraordinary contributions to this country. They deserve sustained public and private investment.”

Ashley Christopher, Esq., Founder and CEO of the HBCU Week Foundation, recognized Smith’s advocacy and decision to engage with the administration.

“Stephen A. Smith has been a powerful advocate for HBCUs, using his platform and influence to shine a national spotlight on our institutions,” expressed Christopher, “His continued support of HBCU Week helps advance our mission of connecting students with life-changing educational opportunities, and we are proud to have him as our ambassador.”

Since Smith became an HBCU Week Ambassador in 2019, the initiative has facilitated more than 15,000 on-the-spot college acceptances and raised and awarded more than $150 million in scholarships, according to the HBCU Week Foundation.

As public discussion continues, Smith is emphasizing the importance of ensuring HBCUs have the resources and partnerships needed to educate future generations and expand opportunities for students.

CLICK HERE to watch Smith’s full response to his White House visit.

MEDIA CONTACT:

media@mrsasinc.com

View original content:https://www.prnewswire.com/news-releases/stephen-a-smith-addresses-white-house-dinner-attendance-reaffirms-commitment-to-hbcus-and-protecting-corporate-investment-in-black-education-302918547.html

SOURCE Straight Shooter Media

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Advantex Announces Completion of Financing and Extension of Maturity Date of Previously Issued Debentures

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7 hours ago

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October 24, 2026

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TORONTO, Oct. 23, 2026 /CNW/ — Advantex Marketing International Inc. (CSE: ADX) (“Advantex”), a leader in the merchant cash advance and loyalty marketing products for merchants, today announced the completion of a $250,000 secured debt financing. Advantex issued a $250,000 non-convertible debenture which bears an interest rate at 12% per annum and matures December 15, 2027. The proceeds raised from this issuance of the Debenture will be used for working capital purposes.

Advantex has also extended the maturity of its existing $700,000 in 12% secured debentures from October 10, 2026 to December 15, 2027.

About Advantex Marketing International Inc.

Advantex provides working capital to merchants. Advantex also provides specialized marketing programs that enable members of Aeroplan to earn Aeroplan points at participating merchants.

Advantex shares trade on the Canadian Securities Exchange under the symbol ADX. For more information go to Advantex’s profile on www.sedar.com

Forward-Looking Information

This news release contains “forward-looking statements” within the meaning of applicable securities laws relating to the future business and operations of Advantex. Actual results and developments may differ materially from those contemplated by these statements. The business and operations of Advantex described herein is dependent on a number of factors and is subject to a number of risks and uncertainties. Factors that could cause actual results to differ material include, but are not limited to, changes in Advantex’s economic and competitive conditions including but not limited to the industry sectors in which Advantex operates.

The statements in this news release are made of the date of this release. Forward-looking statements are made based on management’s beliefs, estimates and opinions on the date the statements are made and Advantex undertakes no obligation to update forward-looking statements if these beliefs, estimates and opinions or other circumstances should change, except as required by applicable law.

SOURCE Advantex Marketing International Inc.

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