Nurse Caucus

Petition to Establish a Clinical Resource Nurse Team at Denver Health

We, the nurses of Denver Health, respectfully request that hospital leadership develop and implement a dedicated Clinical Resource Nurse Team. 

A Clinical Resource Nurse would:

• Provide uninterrupted meal and respite break coverage

• Provide lactation breaks and meeting coverage

• Assist during periods of high patient acuity or unexpected staffing shortages

• Support with procedures and complex clinical care

• IV starts and difficult clinical tasks (when applicable)

• Reinforce patient and family education, particularly for high-risk or time-intensive teaching needs

• Provide additional hands during rapid responses, code situations, or other emergent clinical events

• Float where clinical needs are greatest throughout the hospital, including providing flexible coverage for planned staff absences such as paid time off (PTO)

This proposal is not simply about improving working conditions. It is an evidence-based investment in patient safety, employee retention and well-being, and Denver Health's reputation as an innovative healthcare leader.

Situation

Over the years, nursing workloads have increased across the healthcare industry. Bedside nurses are expected to manage routine patient care, admissions, discharges, emergencies, breaks, patient education, administrative requirements, and many other responsibilities simultaneously.  When faced with such demanding workloads, many nurses at Denver Health report that they forgo taking uninterrupted breaks, yet do not document this for fear of discipline. This contributes to burnout, turnover, and decreased resilience—factors that ultimately affect patient care and increase organizational costs. As patient acuity continues to rise and the nursing workforce becomes increasingly difficult to recruit and retain, sustainable staffing solutions have become essential rather than optional.

A dedicated Clinical Resource Nurse would serve as an additional clinical support person who would respond to changing unit needs while allowing primary nurses to provide safe, focused, patient-centered care. 

Background

Research consistently demonstrates that safe nurse staffing directly improves patient outcomes.

A 2025 analysis found that adequate nurse staffing significantly reduced:

• In-hospital mortality

• Thirty-day readmissions

• Healthcare-associated infections

• Failure-to-rescue events

• Preventable critical complications

The authors concluded that stronger staffing policies are necessary to ensure safe patient care. Juvé-Udina, et al. Association Between Nurse Staffing Coverage and Patient Outcomes in a Context of Prepandemic Structural Understaffing: A Patient-Unit-Level Analysis, Journal of Nursing Management, 2025, 8003569, 14 pages, 2025. https://doi.org/10.1155/jonm/8003569

Several studies that have examined the California nurse staffing model, which includes better staffing ratios and break coverage assignments, have determined that this model serves as a protective buffer against emotional exhaustion, depersonalization, and a sense of low accomplishment. “With safer workloads, nurses may be able to take more breaks on the job, experience more predictable scheduling, and provide safer care that mitigates against cynicism and a detachment from work.” Jane Muir, K., Sliwinski, K., Pogue, C. A., Golinelli, D., Petto, A., Lasater, K. B., & McHugh, M. D. (2025). Lower Burnout Among Hospital Nurses in California Attributed to Better Nurse Staffing Ratios. Policy, politics & nursing practice, 26(3), 219–226. https://doi.org/10.1177/15271544251317506

Research also shows that protected rest breaks produce measurable improvements for both nurses and patients. Studies have demonstrated that regular breaks:

• Reduce burnout and emotional exhaustion

• Improve cognitive performance and decision-making

• Lower staff turnover

• Improve patient outcomes

• Increase resilience during periods of understaffing

Zheng, Danjie. (2023). Exploring the effects of break nurses on nursing staff burnout. Journal of Hospital Administration. 12. 38. https://www.researchgate.net/publication/375305094_Exploring_the_effects_of_break_nurses_on_nursing_staff_burnout

Columbia University's Mailman School of Public Health summarized the evidence clearly:

"Protecting a 30-minute break is not just a labor issue; it is a public health intervention."

Echeverria, Lupita. (April 9, 2026).  Protecting Nurses’ Breaks Is a Public Health Imperative [Op-ed]. Columbia University Mailman School of Public Health. https://www.publichealth.columbia.edu/news/protecting-nurses-breaks-public-health-imperative

When nurses are able to recover during their shifts, patient care improves, retention increases, and organizations experience lower costs associated with turnover.

Additional research comparing California hospitals to those in other states found significantly lower nurse burnout where staffing ratios were stronger. Better staffing functioned as a protective buffer against emotional exhaustion, depersonalization, and reduced professional accomplishment while allowing nurses to take breaks and deliver safer care. McHugh, M., et al. (2025). Lower Burnout Among Hospital Nurses in California Attributed to Better Nurse Staffing Ratios. Policy, Politics, & Nursing Practice, 26(3), 219–226. https://doi.org/10.1177/15271544251317506

Expected Benefits

For Patients

• Faster response times

• Improved safety and quality outcomes

• Safer transitions and better continuity of care

• Enhanced patient education and care coordination

• Reduced risk of preventable adverse events

• Increased patient satisfaction

For Nurses

• Reliable meal, respite, and lactation breaks

• Reduced fatigue, burnout, and emotional exhaustion

• Improved retention and associated benefits of greater nursing experience

• Greater job satisfaction and effectiveness

• Timely clinical support during complex or high-stress situations

• More dependable PTO coverage with fewer disruptions to unit staffing

For Denver Health

• Improved patient outcomes and quality metrics

• Reduced costs from preventable harm and readmissions

• Reduced turnover, recruitment, and onboarding costs

• Reduced overtime and premium staffing expenses

• Greater flexibility to cover planned PTO and staffing fluctuations

• Improved staffing resilience across the hospital

• Stronger employee engagement

• Enhanced reputation as an employer of choice

• Recognition as an innovator in evidence-based nurse staffing

• Improved compliance with labor laws

• Decreased use of agency staffing

While adding resource nurses requires investment, nurse turnover, burnout, and preventable adverse events are far more expensive. Investing in frontline support is ultimately an investment in organizational performance.

We respectfully request that Denver Health leadership:

1. Develop and implement a dedicated Clinical Resource Nurse Team;

2. Pilot the program on inpatient units with evaluation of nurse satisfaction, break compliance, patient outcomes, overtime, and staff retention;

3. Partner with frontline nurses and Denver Health Workers United members throughout implementation to ensure the program effectively meets clinical needs; and

4. Develop a long-term plan for expanding Clinical Resource Nurse support across the organization if successful.

By embracing this evidence-based staffing innovation, Denver Health has the opportunity to improve safety, strengthen retention, elevate employee satisfaction, and establish itself as a national leader in nursing excellence.

Support us in making this vision a reality!