EVERYTHING DDRU

Orlando fl — sept 9, 2026
Florida has the seniors. Now Florida needs the caregivers.
Florida is facing a direct-care workforce problem that can no longer be ignored.
The latest America’s Health Rankings Senior Report ranks Florida 50th in the nation—last among all states—for the availability of personal care and home health aides, with only about 17 workers per 1,000 Floridians age 65 and older, compared with a national average of 65.
The situation is especially troubling because Florida has one of the nation's largest populations of older adults. Current Census data show that 22.8% of Florida's population is age 65 or older, representing millions of residents who may need assistance as they age.
The question is simple: Who is going to take care of Florida's seniors?
DDRU of America believes the answer must include building, supporting and fairly compensating a strong workforce of CNAs, HHAs, Nursing Assistants and other direct-care professionals.

DDRU: Addressing the Problem at the Workforce Level
DDRU of America is taking a different approach to Florida's healthcare workforce crisis.
Rather than simply talking about the shortage, DDRU is working to recruit healthcare workers, connect qualified workers with employment opportunities, promote education and career advancement, and advocate for better wages and benefits.
The organization believes that Florida cannot solve a caregiver shortage while treating direct-care careers as low-wage jobs.
If Florida needs more caregivers, Florida must make caregiving a career people can afford to pursue.
That means better wages.
Better benefits.
More educational opportunities.
Greater respect.
And stronger career pathways.

Low Pay Is Part of the Problem
Home health aides and other direct-care workers perform physically and emotionally demanding work.
They may help seniors get out of bed, bathe, dress, eat, move safely, maintain personal hygiene and remain independent in their homes.
For some patients, a caregiver may be the person who makes it possible for them to remain at home rather than entering a nursing facility.
Yet low compensation can make recruitment and retention extremely difficult.
Florida's own Agency for Health Care Administration has identified the shortage of non-licensed direct-care workers—including home health and personal care aides—and notes that low pay undermines workforce stability and creates a barrier to recruiting and retaining direct-care workers.
DDRU believes that has to change.

DDRU's Answer: Recruit. Train. Employ. Advocate.
DDRU's workforce strategy is built around creating a pipeline of people who want to enter healthcare—and giving them a reason to stay.
1. Recruit the next generation
DDRU wants young people to see CNA and HHA careers as legitimate professional opportunities—not dead-end jobs.
The organization supports programs that introduce young adults to healthcare careers and encourage them to pursue CNA and HHA education.
2. Help people get trained
Education is one of the keys to solving the shortage.
DDRU supports scholarships, training opportunities and career-development initiatives designed to help qualified individuals enter the direct-care workforce.
3. Connect workers with employment
DDRU also promotes employment opportunities for qualified healthcare workers.
The goal is to help CNAs, HHAs, NAs and MAs find opportunities that match their skills, experience and career goals.
4. Give workers a stronger voice
DDRU believes workers should not have to face employers alone when negotiating wages, benefits and workplace conditions.
Through collective action and advocacy, workers can have a stronger voice in discussions about compensation, staffing, benefits and career advancement.

DDRU Is Also Fighting for Higher Wages
DDRU's answer to Florida's workforce crisis goes beyond recruitment.
The organization is advocating for policies that would make direct-care employment more financially sustainable.
DDRU has proposed the Florida Direct Care Healthcare Workforce Wage Act, which calls for a $35-per-hour starting wage for qualifying CNAs, Nursing Assistants and Home Health Aides, together with a reimbursement framework designed to help qualifying healthcare providers address increased labor costs.
The proposal reflects DDRU's position that Florida cannot simultaneously demand more caregivers while allowing compensation to remain too low to attract and retain them.
A stronger workforce requires a stronger investment in the workforce.

Why Union Representation Matters
DDRU believes that a healthcare worker should have options.
A worker should not feel trapped in one facility because leaving means losing access to good wages, benefits or career opportunities.
Union representation can provide workers with a collective voice concerning wages, benefits and working conditions, while collective bargaining can establish negotiated standards between workers and employers.
For DDRU, the goal is not simply to get someone hired.
The goal is to help healthcare workers build sustainable careers.
That includes advocating for:
• Competitive wages
• Better benefits
• Safer working conditions
• Educational advancement
• Career development
• Fair treatment
• Stronger staffing standards
• Professional recognition
• Opportunities to advance

Florida's Caregiving Crisis Requires Action Now
Florida's ranking should be a wake-up call.
The state ranks 50th in home health and personal-care aide availability, while its older population continues to create enormous demand for caregivers.
This isn't just a workforce issue.
It is a family issue.
It is a senior-care issue.
It is a patient-safety issue.
And it is an issue that affects the future of Florida's entire healthcare system.
When there aren't enough caregivers, families can struggle to find help. Existing workers can face heavier workloads. Providers can struggle to recruit and retain staff. And vulnerable Floridians can face difficulty obtaining the care they need.
Florida cannot afford to wait until the shortage becomes even worse.

DDRU's Message to Florida
DDRU of America believes Florida has an opportunity to turn this crisis into a workforce transformation.
Recruit more people.
Train more people.
Pay people better.
Protect their careers.
Give them benefits.
Create advancement opportunities.
And make direct-care healthcare work a career people can build a life around.
DDRU is calling on healthcare employers, educators, community leaders, legislators and healthcare professionals to work together on solutions.
Because the people who care for Florida's seniors deserve to be cared for, too.
DDRU OF AMERICA
Standing for CNAs • HHAs • Nursing Assistants • Medical Assistants
Higher Wages. Better Benefits. Stronger Healthcare Workers.
DDRU's message is clear: Florida doesn't just need more caregivers. Florida needs to build a workforce that can afford to stay.

Florida ranks 50th for availability of home health aides

ORLANDO, Fla. – With America’s population aging, it makes sense that the industry expected to see the most growth in the next decade is the home health care industry.
The U.S. Census predicts that by 2034, older adults will outnumber people under the age of 18 for the first time in the country’s history.
The U.S. Bureau of Labor Statistics projects that “home health and personal care aides” will need 739,800 new jobs by 2034, far more than any other occupation.But right now, finding a home health aide, or a personal care aide, is a struggle across the country, and especially in Florida.
“We get these calls every single day from people across the state, calls from people who are approved for these services,” said Caitlyn Clibbon, an attorney with Disability Rights Florida. “The services have been prescribed and ordered, and they will be paid for by the insurance company. They just can’t get anyone to show up and staff these shifts.”
According to the BLS, the median pay for home health and personal care aides in 2024 was $34,900 a year, or $16.78 an hour.
That’s the second-lowest median salary on the BLS list. Only fast food workers make less.
What it takes to be a home health or personal care aide
Not much formal education is required to be a home health or personal care aide – typically just a high school diploma is needed.
Aides for home health agencies can follow training guidelines or pass competency tests or evaluations, depending on the industry, according to the Florida Agency for Health Care Administration. There’s no state license or certification for home health aides though.
Aides help people with chronic illnesses, disabilities, or older people with daily tasks like housekeeping, organizing, and helping with appointments, bathing or dressing, shopping for groceries, cooking, and more.
“They could be things like helping someone who physically needs to transition from, you know, a chair into a bed or to use the restroom. So they could be physically demanding, having to lift an entire human being and get them repositioned or into a new setting,” Clibbon said.
“There are people who are receiving in-home health services that if they did not receive them, they would die within a day or two. There are people who need to be suctioned and tube-fed, and those sorts of things, hourly or every other hour. So it’s a detail-oriented, high-intensity, you have to be paying attention 100% of the time kind of job,” Clibbon added.
As older people try hard to stay in their homes and not go to assisted living facilities, home health aides have become more important. According to an AARP report last year, 24 million U.S. adults age 50 and older live alone. That includes 1 in 3 people age 55 to 74, and half of people age 75 and older.
Florida last for home health aide availability
Florida has the second-largest population of people over the age of 65, but ranks 50th in the availability of home health and personal care aides, with roughly 16 aides per 1,000 seniors in the state, according to the 2025 America’s Health Rankings Senior Report by the United Health Foundation.

Florida also has nearly 3.2 million people with a disability, according to the 2024 American Community Survey by the U.S. Census Bureau, with 1.6 million under the age of 65.
“So most of these folks are going to be on Medicaid and Medicare. Often, private insurance does not cover these kinds of services anyway,” Clibbon said.
“Some of these folks are literally making minimum wage to do a very important job,” Clibbon said. “I mean, imagine if this was your loved one that you were looking for a caregiver for. Like, you’re not just looking for the cheapest whatever you can find.”
Licensed practical nurses working as home health aides receive a maximum fee of $27.06 per visit, and registered nurses receive $32.07 per visit.
Recent efforts to increase training programs for nurses are one way the state is trying to get more people into the profession, but the Home Care Association of Florida also says the state has to do something about pay.
“Close the workforce gap by raising Medicaid reimbursement rates and increasing compensation for home care workers,” the agency said last year.
The Home Care Association of Florida is hosting a daylong event in Tallahassee next month to press state lawmakers on the issue during the annual legislative session.

Orlando Times:

Staff report Sept. 8, 2026

 

DDRU 'S push for higher wages is coming closer:

The proposed $35 wage is becoming part of a broader conversation about how Florida pays and retains the workers responsible for much of its hands-on healthcare.

For workers, the issue is straightforward: they say they need wages that allow them to support themselves and their families.

For employers and policymakers, the challenge is determining how higher compensation can be financed while maintaining access to affordable healthcare and long-term care.

And for patients and families, the question is whether Florida can build a workforce stable enough to provide consistent care as demand continues to grow.

DDRU President Bass says his organization intends to remain involved in that debate.

“These workers take care of somebody else’s mother, father, grandmother, grandfather, brother, sister or loved one,” Bass said. “They deserve to be respected, protected and compensated accordingly.”

DDRU says it currently has nearly 6,000 CNAs, HHAs, Nursing Assistants and affiliates in Florida and plans to expand its organizing, education and legislative efforts.

The organization says its next major objective will be bringing its proposed Direct Care Healthcare Workforce Act before Florida policymakers as the 2027 legislative session approaches.

The Role of the CNA in Specialized Care Units

Florida's aging population has led to a surge in specialized Memory Care and Ventilator-Dependent units. The Board of Nursing’s 2026 guidance suggests that CNA students receive more targeted education on dementia and Alzheimer’s care as part of their initial certification preparation.

This isn't just about safety; it’s about the quality of life. The 2026 standards challenge CNAs to use de-escalation techniques and therapeutic communication when working with residents experiencing cognitive decline. This shift recognizes the CNA as the primary emotional support for many residents, elevating the profession's status and requiring a more sophisticated educational foundation.

Updated Staffing Ratios and the Demand for CNAs

 

Florida Senate Bill (SB) 630 and subsequent Board of Nursing reviews have continued to refine the minimum staffing requirements for nursing homes across the state. In 2026, the focus remains on ensuring that residents receive a minimum of 3.6 to 4.1 hours of direct care per day. Because CNAs provide the vast majority of this hands-on care, the demand for certified professionals in Orlando and the surrounding Central Florida region is projected to grow by 8-12% over the next three years.

For students, this means that while the certification process is becoming more rigorous, the return on investment is higher than ever. Starting salaries for CNAs in Florida are seeing an upward trend. Furthermore, the 2026 updates include provisions for 'Career Ladder' incentives, where the Board of Nursing encourages facilities to provide tuition reimbursement for CNAs moving toward their LPN (Licensed Practical Nurse) or RN (Registered Nurse) credentials.

Miami Herald PT
By Staff Reporter

Florida — September 2026

Florida’s debate over healthcare workforce shortages is increasingly turning toward the workers who provide hands-on care every day.

DDRU of America Nursing Union, an organization representing and organizing Certified Nursing Assistants, Home Health Aides and Nursing Assistants, is stepping up its campaign for higher wages and improved working conditions as it moves into a new round of contract negotiations at seven state-owned nursing facilities.

The union says the negotiations are part of a broader strategy to make direct-care healthcare careers more financially sustainable while addressing the recruitment and retention problems facing nursing facilities, hospitals, home-health agencies and other healthcare providers.

At the center of DDRU’s campaign is a proposed $35-per-hour starting wage for qualifying direct-care workers.

Union officials say the proposal could become part of a broader legislative package they hope Florida lawmakers will consider during the 2027 legislative session.

‘It’s time to show appreciation’, DDRU President  Mr Bass  says the push is about more than increasing hourly pay.

Bass argues that the rising cost of housing, food, transportation and other necessities has made it increasingly difficult for many healthcare workers to remain in lower-paying positions.

“Now that the playing field is leveled, it’s time to show appreciation to American healthcare workers,” Bass said.

He also pointed to the sacrifices made by healthcare workers during the COVID-19 pandemic.

“Our healthcare workers stood on the front lines during COVID and many lost their lives taking care of other people’s loved ones,” Bass said. “Now it is time for them to be paid fairly and receive the benefits they have earned.”

Bass said DDRU intends to continue pressing the issue through collective bargaining as well as legislative advocacy.

From contract negotiations to the State Capitol, The union’s latest organizing effort comes as Florida healthcare providers continue confronting the challenge of maintaining an adequate direct-care workforce.

CNAs, HHAs and nursing assistants perform many of the daily tasks that allow nursing facilities and other healthcare settings to operate. Their responsibilities can include assisting patients with mobility, personal care, daily activities and other essential needs.

DDRU contends that when wages are not competitive, experienced caregivers may leave the profession or move to other employers offering better compensation.

The union believes higher wages could help employers recruit new workers while giving experienced caregivers greater incentive to remain in the field.

Its proposed Florida Direct Care Healthcare Workforce Act would seek to address those concerns through a combination of wage, workforce and policy initiatives.

According to DDRU, the proposed legislation would focus primarily on CNAs, HHAs and Nursing Assistants and establish a $35-an-hour starting wage for qualifying workers.

The proposal is expected to generate discussions involving lawmakers, healthcare employers, state agencies and representatives of the direct-care workforce. A $35 hourly starting wage would represent a significant increase over what many direct-care workers currently earn.

At 40 hours per week, a $35 hourly wage would equal approximately $72,800 in annual gross wages before taxes, although actual earnings would vary based on hours worked, overtime, benefits and individual employment arrangements.

DDRU argues that the cost of maintaining an understaffed workforce—including employee turnover, recruitment and training—must also be considered. A workforce issue with statewide implications

The debate comes at a time when Florida’s healthcare system is facing growing demand for workers capable of providing direct patient care.

Florida has one of the nation’s largest populations of older adults, increasing the demand for long-term care, home-health services and other forms of assistance.

For nursing facilities, keeping experienced employees can be particularly important because direct-care workers often develop familiarity with residents and their individual needs.

DDRU says improving wages and benefits could help create a more stable workforce.

The organization is also advocating for improved staffing standards and stronger workplace protections as part of its broader organizing campaign.

Collective bargaining remains a key strategy

While legislative advocacy is becoming an increasingly visible part of DDRU’s campaign, union officials say collective bargaining remains central to their approach.

The organization says CNAs represented by DDRU at seven state-owned nursing facilities are entering new contract negotiations focused on wages, benefits and working conditions.

The union maintains that employees should have a meaningful voice in determining the conditions under which they work.

DDRU also says it will continue using lawful labor strategies when negotiations fail to produce what members consider acceptable

“These workers take care of somebody else’s mother, father, grandmother, grandfather, brother, sister or loved one,” Bass said. “They deserve to be respected, protected and compensated accordingly.”

DDRU says it currently has nearly 6,000 CNAs, HHAs, Nursing Assistants and affiliates in Florida and plans to expand its organizing, education and legislative efforts through a strong social media presence now involving younger, CNA‘s

and HHA’s to push their social   movement.

“ Many of our members are older, not Tech savvy and can care less about social media. However, this new generation is all about social media, tech and they definitely need higher wages. Thus, The young DDRU members will push healthcare wages to where they need to be. You have to pay these young people. “ Bass concluded

The DDRU organization says Has proposed Direct Care Healthcare Workforce Act before Florida policymakers as the 2027 legislative session approaches.

For more information about DDRU of America and its healthcare workforce initiatives, visit DDRU.org or contact admin@ddru.org.

 

 

Miramar Fl. -

 

The DDRU union, representing more than 5,600 healthcare workers in Florida, has called out South Florida’s ICE detention centers for jeopardizing the rights, health, and safety of patients in custody of immigration enforcement agencies.

 

DDRU’s president, Mr. Bass, sent a letter Thursday to Governor Ron DeSantis’s office in Tallahassee, demanding that Florida’s ICE detention centers comply with state policies and statutory obligations regarding immigrants in custody.

 

Since the ending of TPS, U.S. Immigration and Customs Enforcement has recently been bringing detainees to Alligator Alcatraz, ERP Center Miramar, and Glades County for Detainment.

 

DDRU is monitoring the aggressive treatment towards Haitians and Venezuelans by officers. These immigration officers are freezing Haitians' vital medical treatment that they are supposed to receive. Some are not receiving their diabetes, asthma, cholesterol, high blood pressure, and antidepressant medications.

DDRU president Mr. Bass stated that "many of these people are healthcare workers. They worked at hospitals, nursing homes, assistant living facilities, and in private duty care. They did a lot of jobs that served the community. These are the same people that risked their lives during Covid and took care of our loved ones and the elderly people of Florida. Thus, how can we turn our backs on them and let these detention center officers mistreat them? - Not on my watch! Mr. Bass stated

"The state of Florida must be committed to providing proper medical care to everyone who needs it, including individuals who are in custody and regardless of immigration or citizenship status. We all have to follow rules, and even ICE have to be compliant with its own policies, adhere to state and federal laws, and try better to protect the rights and health of immigrants, whom 80% were hard-working, law-abiding, and tax-paying individuals.” He stated

 

The DDRU president also stated, "That regardless of immigrants' status, they deserve the same HIPAA rights as others in need of healthcare in Florida." We need all of our nurses and healthcare workers to stand in solidarity with the 15,000 healthcare workers that we lost due to TPS; they still need our support and donations as they’re going through this hardship period of time. They need our voices, and us marching. They need to know that they matter and they need to know that we thank them for their service in our state of Florida. We need to thank them for taking care of our elderly people and our loved ones. Mr. Bass concluded. To learn more about the DDRU union and movement, go to www.ddru.org.

“Each One Teach One” — DDRU Turns Mentorship Into Opportunity for the Next Generation of Healthcare Workers

ORLANDO, FL — August 31, 2026 — The President of DDRU of America, Mr. Bass, is putting the union’s commitment to young people into action by sponsoring three young adults to attend Southern Technical Institute in Orlando, Florida, where they will pursue education and training to become Certified Nursing Assistants (CNAs) and Home Health Aides (HHAs).

For Mr. Bass, the initiative is about more than helping three students enter healthcare. It is about creating a cycle of opportunity in which one person’s success becomes another person’s opportunity.

His motto is simple:

“Each One Teach One.”

Mr. Bass explained that he is not asking the young people to simply receive assistance and walk away. Instead, he hopes that once they establish themselves in their careers, they will help another young person get the same opportunity.

“All I ask in return is once they're secure in their career, is to help DDRU send another kid to school,” Bass said.

From the Classroom to the Workforce

DDRU says its goal is to help young adults see healthcare as a legitimate pathway toward a stable career, financial independence and the opportunity to serve their own communities.

For many young people, getting into a healthcare career can be difficult because of the cost of education, transportation, training and other barriers that stand between them and employment.

The DDRU scholarship initiative is designed to help remove some of those barriers while connecting aspiring healthcare workers with mentorship and union advocacy.

Mr. Bass says the ultimate objective is not simply to get young people into school—it is to help them stay in the healthcare workforce and build long-term careers.

“Sisters and Brothers, Love Overrides Oppression and Discrimination”

When asked why he personally believes in investing in young people, Mr. Bass offered a message that he says represents the philosophy behind DDRU.

“Sister's and brother's love override oppression and discrimination. We can't talk about it. We have to be about it.”

He continued:

“We have to fight to get these kids in school and get them inside of a workforce. Then we have to make sure that employers pay them right and give them the right wages and benefits, so they can afford a long career of working to take care of themselves and family.”

According to Bass, education is only the beginning. Once these new healthcare professionals enter the workforce, DDRU intends to advocate for fair compensation, benefits, educational advancement and better working conditions.

A Different Kind of Union

Bass says DDRU wants to build a union model that connects education, mentorship, employment and collective bargaining.

“Thus, once these young people are working, we have to hold hospitals and health agencies accountable through collective bargaining for the best benefits, wages, and educational advancement possible for our members.”

He added:

“This is a new day and time and this is a different type of union.... We love our people!”

The three sponsored students represent the first step in what DDRU hopes will become a larger pipeline of young adults entering the direct-care healthcare workforce.

DDRU Advocates for Higher Direct-Care Wages

The scholarship initiative comes as DDRU continues its stated effort to increase compensation for frontline healthcare workers throughout Florida.

Mr. Bass is currently proposing to

Senator Rick Scott and Representative Sam Greco of Florida House of Representatives — District 19, the 

“FLORIDA DIRECT CARE HEALTHCARE WORKFORCE WAGE ACT”

As described by DDRU, the proposed legislation would establish a $35-per-hour minimum base wage for qualifying Certified Nursing Assistants, Home Health Aides and Nursing Assistants, while creating a Medicaid/AHCA reimbursement framework intended to help qualifying healthcare providers meet increased labor costs.

The proposal is part of DDRU's broader argument that Florida cannot build a strong healthcare workforce without investing in the workers who provide hands-on care every day.

Education + Good Jobs + Fair Wages

DDRU's position is that getting young people into healthcare training is only one part of solving the workforce challenge.

The organization says young workers also need:

• Access to CNA and HHA education
• Scholarship opportunities
• Mentorship and career guidance
• Good-paying jobs
• Benefits and retirement opportunities
• Opportunities for educational advancement
• A voice in their workplace
• Collective bargaining protections
• Opportunities to build long-term careers

The organization says its vision is to help create a cycle where today's scholarship recipient can eventually become tomorrow's mentor, union member and community leader.

“Each One Teach One”

For DDRU, the three students sponsored by Mr. Bass are more than scholarship recipients. They are intended to become part of a continuing chain of opportunity.

One student gets an opportunity.
That student builds a career.
That career creates stability.
And that successful worker helps another young person get started.

That is the meaning behind “Each One Teach One.”

HELP DDRU SEND THE NEXT STUDENT TO SCHOOL

DDRU is also inviting community members, businesses, healthcare supporters and others who believe in creating opportunities for young people to support its scholarship and mentorship efforts.

DDRU invites you to support our members and affiliates. Your generous donations help fund HHA and CNA scholarships for young adults. Help DDRU educate and mentor these aspiring healthcare professionals who are dedicated to serving their communities. All donations are vital in making DDRU programs possible.

For more information about DDRU of America, its workforce initiatives, membership, scholarships and opportunities, visit:

DDRU of America — DDRU.org

DDRU of America
Educate. Mentor. Organize. Empower.

Florida -

DDRU’s president says “ yes some of our nurses are making $8000-$10,000 a month at this time, with the end of TPS however, the bigger goal is helping our CNA and HHA nurses earn more without sacrificing their lives to overtime. DDRU healthcare workers are making serious money, but they have to work Alot of extra hours. “ he stated

Of course Double shifts, Weekends and Overnight assignments for some CNA nurses can produce impressive paychecks - but it can also come with a serious price: - Burnout.

DDRU of America Nursing Union says it wants to change the conversation.

The organization is working to help healthcare professionals pursue better-paying opportunities while advocating for improved wages, benefits, staffing standards and career advancement.

Since TPS have ended , some of DDRU members, monthly earnings are  in the $8,000–$10,000 range and can become possibly higher with travel opportunities or additional responsibilities.

DDRU says workers should understand an important distinction: “ Making more money is not the same thing as having a better quality of life.”

DDRU member Nicole Allen knows that lesson firsthand. Allen says “ that as a single mother, she consistently worked approximately 70 hours a week because she needed the income to support her family. “ At one point, she says she was bringing home approximately $9,000 a month working as an union CNA.

“Yes the money is Good, But the schedule eventually caught up with me and The burnout  is real.” She concluded

Healthcare workers shouldn’t have to destroy their health just to earn a decent living. Reaching $8,000–$10,000 in a particular month can therefore require circumstances beyond a standard 40-hour schedule.

Those circumstances include:

• Higher-paying union or specialty assignments
• Overtime
• Night, weekend or holiday differentials
• Travel assignments
• Higher-level credentials
• Additional shifts
• Specialized patient-care experience
• Multiple income opportunities within the healthcare field

For example, $9,000 per month represents approximately $108,000 annually if maintained for an entire year and DDRU is currently helping their union members make these wages with all the extra work available.

DDRU believes the future of healthcare employment wages should start at $35 an hour, so CNA‘s do not have to work another 12-hour shift to bring home good money.

DDRU’s  broader message is that healthcare professionals deserve opportunities for:

Better wages.Better benefits.Better working conditions.Career advancement.Stronger staffing standards. And a voice in the workplace.

The organization advocates specifically for CNAs, HHAs, and NAs while also promoting career advancement throughout the healthcare workforce.

The Real Question Isn’t “How a $9,000 monthly income can sound incredible on paper—but if achieving it requires working 70 hours every week, raising children, attending school and constantly picking up additional shifts, the financial reward can eventually become difficult to sustain.

DDRU says its vision is not simply to create workers who can earn $8,000, $9,000 or $10,000 a month.

Its vision is to help build a healthcare workforce where professionals can pursue higher income without believing that exhaustion is the price of success.

DDRU of America’s union president, Mr. Bass is proposing To Senator Jennifer Bradley and Representative Chase Tramont; The “ FLORIDA DIRECT CARE HEALTHCARE WORKFORCE WAGE ACT: “

The proposed legislation would establish a $35-per-hour minimum base wage for qualifying Certified Nursing Assistants, Home Health Aides, and Nursing Assistants while creating a Medicaid/AHCA reimbursement framework designed to help qualifying healthcare providers meet the increased labor costs……..

Therefore, CNA‘s and HHA’s if you are really chasing that $9000 a month income, you should join DDRU of America’s movement at www.DDRU.Org   

FOR IMMEDIATE RELEASE

Miami Herald,El Nuevo Herald,Miami New Time,Orlando Sentinel

Florida — August 27, 2026 — DDRU of America is expanding its employment and advocacy efforts for Certified Nursing Assistants (CNAs), Home Health Aides (HHAs), Nursing Assistants (NAs), and Medical Assistants (MAs) throughout Florida. Through its workforce network, DDRU connects qualified healthcare workers with flexible employment opportunities and advocates for stronger wages, benefits, workplace protections, and career advancement.

Florida continues to face significant healthcare workforce challenges. The Florida Hospital Association has projected a substantial nursing workforce shortage in the coming years, while CNA demand remains strong across hospitals, long-term-care facilities, home health, rehabilitation, and other care settings.

Why Consider a Union Healthcare Job?

A union job can give healthcare workers a stronger collective voice in discussions about wages, benefits, staffing, workplace conditions, and other employment issues. Through collective bargaining and worker advocacy, unions can help employees organize around common workplace priorities rather than having to face those issues alone. Florida healthcare workers have previously used collective bargaining to secure wage increases and stronger workplace protections.

DDRU believes healthcare professionals should not feel trapped in one facility or one assignment. Depending on the position and employer, workers may have opportunities to pursue different assignments, facilities, shifts, and care environments. If a worker is unhappy with a particular workplace, DDRU's workforce network is designed to help connect qualified caregivers with other opportunities rather than leaving them without options. DDRU states that it supports temporary, permanent, and on-demand assignments and works to connect caregivers with opportunities that fit their preferences.

DDRU Advocates for Better Pay and Benefits

DDRU's mission goes beyond helping healthcare workers find jobs. The organization says it advocates for fair compensation, due process, workplace rights, and higher wages for caregivers and healthcare workers. DDRU also supports legislative efforts aimed at improving compensation for frontline healthcare professionals, including its campaign advocating for higher starting wages for CNAs and HHAs in Florida.

DDRU's message to Florida's healthcare workforce is simple: your work matters, your voice matters, and you deserve an organization willing to stand beside you.

Find Your Next Healthcare Opportunity

Healthcare workers looking for CNA, HHA, NA, MA, caregiver, independent-care, and other available opportunities can visit DDRU.org to explore current opportunities and learn more about DDRU membership and workforce services.

DDRU also provides a platform for independent caregivers and independent CNAs who work for themselves. Qualified independent care providers can use DDRU's network to promote their services and seek higher-paying private-care opportunities directly from potential clients.

For healthcare professionals ready to take the next step in their careers, DDRU encourages workers to explore available opportunities, learn about union advocacy, and consider the advantages of having an organization working alongside them for better wages, benefits, and workplace protections.

DDRU OF AMERICA
Protecting. Educating. Advocating.
CNA • HHA • NA • MA • Caregivers

Visit DDRU.org for current opportunities and information

DDRU reports, A newly released national report once again highlights Florida’s growing home care workforce crisis, despite increasing demand for services from the state’s rapidly expanding older adult population.
Florida ranks 50th — last in the nation — in the availability of home health care workers, with just 17 workers per 1,000 adults age 65 and older, compared to the national average of 65 workers per 1,000 adults age 65 and older.
The report found that while the national home health workforce increased 5% between 2025 and 2026, Florida continues to lag significantly behind every other state in workforce availability. Nationally, the number of home health care workers has increased 38% since 2016, yet substantial geographic disparities persist.
Florida is home to one of the nation’s largest senior populations, with adults age 65 and older representing 21.8% of the state’s total population, well above the national average of 18%. Despite this demographic reality, the state continues to face severe shortages of caregivers and direct care workers needed to support aging in place.
“Florida’s seniors overwhelmingly want to remain safely at home as they age, but that becomes increasingly difficult when there simply are not enough caregivers available to meet the demand,” said Denise Bellville, RN, BS, Executive Director of the Home Care Association of Florida. “Providers across the state continue to face extraordinary workforce shortages driven by inadequate reimbursement, wage competition from other industries, workforce burnout, and the growing complexity of patient needs. Without meaningful investment in home care services and the workforce that delivers them, access challenges will continue to worsen for Florida families.”
The report also noted broader national concerns affecting older adults, including increases in food insecurity, excessive drinking, suicide, and drug deaths among seniors. Adults age 65 and older were the only age group nationally to experience a significant increase in drug-related deaths between 2025 and 2026.
At the same time, the report identified several positive trends nationally, including improvements in physical activity, preventive screenings, reductions in early deaths, and growth in the geriatric clinician workforce.
Florida ranked 30th overall in senior health in the 2026 report. The state performed well in several areas, including hospice care utilization, low obesity prevalence, and nursing home quality measures, but continued to struggle with poverty rates, housing cost burden, mental distress, and workforce-related indicators.
DDRU continues to advocate for policies aimed at strengthening Florida’s home health aides, CNA’s workforce, including increased Medicaid reimbursement rates, workforce development initiatives, regulatory modernization, and strategies to improve recruitment and retention of caregivers and clinicians.

DDRU  report,  that they are trying to bring back a senate bill that would free up time for RN nurses for more advanced patient care by permitting CNAs to become trained as “qualified medication aides,” allowing them to administer routine medications and perform tasks such as checking residents’ blood glucose levels.

Florida Health Care Association (FHCA) chief executive officer Emmett Reed told (https://thecapitolist.com/florida-moves-to-address-nursing-shortage-with-new-medication-aide-training-bill/) The Capitolist that the legislation would help address the historic nursing workforce shortage by enhancing job satisfaction for nurses and offering CNAs opportunities to earn higher wages and broaden their career paths in nursing.

“ When RN nurses can concentrate on higher-level care, they can better detect medical conditions early, leading to more successful treatment outcomes and fewer costly trips to the hospital for residents,” Reed said.

Mr. Bass The  President, DDRU of America Nursing Union, entered the conversation  swiftly.  

“ There is something fundamentally wrong with the way America continues to treat Certified Nursing Assistants and Home Health Aides, If You Want CNAs to Do More, Then Pay Them More.” 

Mr Bass continued , “ When healthcare facilities need more work done, they look to the CNA. When nurses are overwhelmed, they look to the CNA. When facilities are short-staffed, they ask the CNA to take on additional responsibilities. And now we are seeing proposals and laws that expand the responsibilities that CNAs can perform, including medication-related duties and other patient-care tasks.”  He continued

“ But my question as President of DDRU of America Nursing Union is simple:, Where is the additional paycheck for the additional responsibility? “  He asked 

Florida’s current law already provides a pathway for certain CNAs to become qualified medication aides. Under the law, eligible CNAs can receive additional training in medication administration and associated tasks, including blood-glucose checks, and can perform delegated medication duties under the required nursing supervision. 

“ DDRU does not believe that CNAs should be denied opportunities to advance, We believe they should be paid for advancing. A CNA who spends additional hours in training, passes competency requirements, accepts additional responsibility for medication-related duties and assumes greater accountability for patient safety should not simply receive a pat on the back and the same hourly wage. That is not career advancement!” Mr Bass Concluded

The U.S. is experiencing a shortage of Registered Nurses (RNs) that is expected to intensify as

Baby Boomers age and the need for healthcare grows. Compounding the problem is the fact

that nursing schools across the country are struggling to expand capacity to meet the rising

demand for care. The American Association of Colleges of Nursing (AACN) is working with

schools, policymakers, nursing organizations, and the media to bring attention to this

healthcare concern. AACN is leveraging its resources to shape legislation, identify strategies,

and form collaborations to address the shortage.

Current and Projected Shortage Indicators

• According to the Bureau of Labor Statistics’ Occupational Outlook Handbook, the

Registered Nursing (RN) workforce is expected to expand by 5% over the next

decade. The RN workforce is anticipated to grow from 3.39 million in 2024 to 3.56

million in 2034, an increase of 166,100 nurses. The Bureau also projects 189,100

openings for RNs each year through 2034 when nurse retirements and workforce

exits are factored into the number of nurses needed in the U.S.

• The Advanced Practice Registered Nurse (APRN) workforce, including Nurse

Practitioners, Nurse Anesthetists, and Nurse Midwives, is expected to grow much

faster than average for all occupations, by 35% from 2024 through 2034, according

to the Bureau of Labor Statistics. Approximately 32,700 new APRNs, which are

prepared in master’s and doctoral programs, will be needed each year through 2034 to

meet the rising demand for primary and specialty care.

• According to Nursing Workforce Projections, 2023-2038 published by the Health

Resources and Services Administration (HRSA) in December 2025, federal

authorities project a shortage of 267,330 full-time RNs by 2028. The ten states with

the largest projected nursing shortage in 2038 are

1California (22%), North Carolina (20%), Georgia (20%), Michigan (18%),

Washington (17%), Maryland (16%), Oklahoma (13%), South Carolina (12%),

Louisiana (11%) and Virginia (8%). Data for each state may be accessed through

HRSA’s Workforce Projections Dashboard.

• According to the 2026 NSI National Health Care Retention & RN Staffing Report, the RN

vacancy rate in acute care settings in the U.S. is 8.6%, down from 9.6% in 2024. The

report also found that the RN turnover rate in hospitals is 17.6% with the average time

needed to recruit an experienced RN ranging from 56 to 102 days.

• In May 2026, the International Council of Nurses (ICN) issued a report titled Our Nurses.

Our Future. Empowered Nurses Save Lives, calling for urgent investment in nursing. To

address the shortage of 5.8 million nurses worldwide, ICN called on governments to fund

national workforce plans, improve working conditions, invest in education, expand scope

of practice, and elevate nurse leadership.

• The Institute of Medicine in its landmark report on The Future of Nursing called for

increasing the number of baccalaureate-prepared nurses in the workforce to at least

80% to enhance patient safety. The current nursing workforce falls short of this

recommendation, though more than two-thirds of RNs are educated at the

baccalaureate or graduate level. The exact percentage has been reported as 69% by

HRSA and 72.9% by the National Council of State Boards of Nursing.

Contributing Factors Impacting the Nursing Shortage

Nursing school enrollment is not growing fast enough to meet the projected demand

for RN and APRN services.

Though enrollment in entry-level baccalaureate programs in nursing increased by 7.6% in

2025, AACN reported a drop in PhD programs for the eleventh consecutive year (down 3%).

This trend is raising concerns about the capacity of nursing schools to meet the projected

demand for nurses, including the need for more nurse faculty, researchers, and primary care

providers.

A shortage of nursing school faculty is restricting nursing program enrollments.

• According to AACN’s report on 2025-2026 Enrollment and Graduations in Baccalaureate

and Graduate Programs in Nursing, U.S. nursing schools turned away 92,672 qualified

applications (not applicants) from baccalaureate and graduate nursing programs in 2025

2due to insufficient number of faculty, clinical sites, classroom space, and clinical

preceptors, as well as budget constraints. Within this total, nearly 17,000 applications

were turned away from graduate programs, which limits the pool of potential nurse

educators, given that most full-time teaching roles require a master’s or doctoral

degree.

• According to a Special Survey on Vacant Faculty Positions released by AACN in October 2025,

a total of 1,588 full-time faculty vacancies were identified in a survey of 1,075 nursing

schools with baccalaureate and/or graduate programs across the country (80.3% response

rate). Besides the vacancies, schools cited the need to create an additional 150 faculty

positions to accommodate student demand. The data show a national nurse faculty vacancy

rate of 7.2%. Most of the vacancies (80.8%) were faculty positions requiring or preferring a

doctoral degree.

A significant segment of the nursing workforce is nearing retirement age.

• According to the 2022 National Sample Survey of Registered Nurses, 17% of RNs

working in outpatient, ambulatory, and clinical settings have retired or plan to retire over

the next 5 years.

• Published October 4, 2023, by the Journal of the American Medical Association, Dr.

Melissa Suran published an article titled Overworked and Understaffed, More Than 1 in 4

US Nurses Say They Plan to Leave the Profession. The author looks at the latest data on

nurses’ intent to leave their positions and how burnout and understaffing are impacting

the workforce.

• In a Health Affairs blog posted in May 2017, Dr. Peter Buerhaus and colleagues project

than more than 1 million registered nurses will retire from the workforce by 2030.

Changing demographics signal a need for more nurses to care for our aging

population.

• The U.S. Census Bureau reported that number of Americans aged 65 and older is

projected to increase from 58 million in 2022 to 82 million by 2050 (23% of the

population). With larger numbers of older adults, there will be an increased need for

geriatric care, including care for individuals with chronic diseases and comorbidities.

Insufficient staffing is raising the stress level of nurses, impacting job satisfaction,

and driving many nurses to leave the profession.

3• According to data published in Nurse.com’s 2026 Nurse Salary Research Report, 24%

of nurses across all license types considered leaving in 2025, compared with 23% in

2024. Among nurses who are considering leaving the profession, higher pay was the

most influential motivation to stay, followed by better support for work-life balance

and more reasonable workload. The report also found that 60% of nurses report

feeling overwhelmed and 53% are experiencing burnout.

• Published on April 9, 2024, in JAMA Open Network, Dr. K. Jane Muir from the University

of Pennsylvania and colleagues examine Top Factors in Nurses Ending Health Care

Employment Between 2018 and 2021. In a cross-sectional study of 7887 nurses, the

authors identified that the top contributing factors for leaving healthcare employment

were planned retirement (39%), burnout (26%), insufficient staffing (21%), and family

obligations (18%). To improve retention, the authors call on employers to focus on

reducing burnout, improving nurse staffing levels, and supporting work-life balance.

Impact of Nurse Staffing on Patient Care

Many scientific studies point to the connection between adequate levels of registered

nurse staffing and safe patient care.

• In the March-April 2025 Nursing Outlook, Dr. Yin Li from Emory University and colleagues

explore The Effect of Registered Nurse Staffing and Skill Mix on Length of Stay and

Hospital Costs. The authors found that a one-unit increase in RN hours per patient day

and a 1% increase in RN skill mix reduced hospital stays by 2% and 1%, respectively.

Enhancing staffing to nine RN hours per patient day and an 80% RN skill mix could save

63,580 inpatient days annually, reducing costs by $152.9 million.

• In the July 2024 issue of Medical Care, Dr. Karen Lasater and colleagues from the

University of Pennsylvania propose that Alternative Models of Nurse Staffing May Be

Dangerous in High-Stakes Hospital Care. In a review of more than 6.5 million Medicare

patient records, the research team found a 10 percentage-point reduction in RNs was

associated with 7% higher odds of in-hospital death, 1% higher odds of readmission, 2%

increase in expected days, and lower patient satisfaction. This translates to 10,947

avoidable deaths and 5,207 avoidable readmissions annually, generating roughly $68.5

million in additional Medicare costs.

• Using data from more than 213,000 hospital admissions, researchers with the University

of Southampton (UK ) published results from a study in September 2024 which found

that insufficient staffing by RNs and nursing assistants is associated with an increase in

the risk of mortality, longer hospital stays, and a higher incidence of deep vein

thrombosis, pneumonia, and pressure ulcers.4• In November 2021, new research in Nursing Outlook examined Variations in Nursing

Baccalaureate Education and 30-day Inpatient Surgical Mortality. Researchers found

that having a higher proportion of baccalaureate-prepared nurses (BSN) in hospital

settings, regardless of educational pathway, is associated with lower rates of 30-day

inpatient surgical mortality. The findings support promoting multiple BSN

educational pathways.

• In the July 2017 issue of BMJ Quality & Safety, the international journal of healthcare

improvement, Dr. Linda Aiken and her colleagues released findings from a study of

acute care hospitals in Belgium, England, Finland, Ireland, Spain, and Switzerland,

which found that a greater proportion of professional nurses at the bedside is

associated with better outcomes for patients and nurses. Reducing nursing skill mix

by adding assistive personnel without professional nurse qualifications may

contribute to preventable deaths, erode care quality, and contribute to nurse

shortages.

• In a study published in the journal BMJ Quality & Safety in May 2013, researcher

Heather L. Tubbs-Cooley and colleagues observed that higher patient loads were

associated with higher hospital readmission rates. The study found that when

more than four patients were assigned to an RN in pediatric hospitals, the

likelihood of hospital readmissions increased significantly.

• In the August 2012 issue of the American Journal of Infection Control, Dr. Jeannie

Cimiotti and colleagues identified a significant association between high patient-to-

nurse ratios and nurse burnout with increased urinary tract and surgical site

infections. In this study of Pennsylvania hospitals, the researchers found that

increasing a nurse’s patient load by just one patient was associated with higher rates

of infection. The authors conclude that reducing nurse burnout can improve both the

well-being of nurses and the quality of patient care.

• In a study published in the April 2011 issue of Medical Care, Dr. Mary Blegen and her

colleagues from the University of California, San Francisco found that higher nurse

staffing levels were associated with fewer deaths, lower failure-to-rescue incidents,

lower rates of infection, and shorter hospital stays.

• In March 2011, Dr. Jack Needleman and colleagues published findings in the New

England Journal of Medicine, which indicate that insufficient nurse staffing was

related to higher patient mortality rates. These researchers analyzed the records of

nearly 198,000 admitted patients and 177,000 eight-hour nursing shifts across 43

patient- care units at large academic health centers. The data show that the mortality

5risk for patients was about 6% higher on units that were understaffed as compared

with fully staffed units. In the study titled Nurse Staffing and Inpatient Hospital

Mortality, the researchers also found that when a nurse’s workload increases because

of high patient turnover, mortality risk also increases.

• A growing body of research clearly links baccalaureate-prepared nurses to lower

mortality and failure-to-rescue rates. Studies published in the journals Health Services

Research in August 2008 and the Journal of Nursing Administration in May 2008 confirm

the findings of several previous studies which link education level and patient outcomes.

Efforts to address the nursing shortage must focus on preparing more baccalaureate-

prepared nurses in order to ensure access to safe patient care.

• In March 2007, a comprehensive report initiated by the Agency for Healthcare

Research and Quality was released on Nursing Staffing and Quality of Patient Care.

Through this meta-analysis, the authors found that the shortage of registered nurses,

in combination with an increased workload, poses a potential threat to care quality.

Increases in registered nurse staffing were associated with reductions in hospital-

related mortality and failure to rescue rates as well as reduced length of stays.

• A shortage of nurses prepared at the baccalaureate level is affecting healthcare

quality and patient outcomes. In a study published September 24, 2003, in the

Journal of the American Medical Association (JAMA), Dr. Linda Aiken and her

colleagues at the University of Pennsylvania identified a clear link between higher

levels of nursing education and better patient outcomes. This extensive study found

that surgical patients have a “substantial survival advantage” if treated in hospitals

with higher proportions of nurses educated at the baccalaureate or higher degree

level. In hospitals, a 10% increase in the proportion of nurses holding BSN degrees

decreased the risk of patient death and failure to rescue by 5%.

Efforts to Address the Nursing Shortage

• AACN is committed to working with the higher education and healthcare community

to prepare more highly educated nurses in sufficient numbers to meet the needs of

the nation’s diverse patient population. To address the nursing shortage, AACN is

advocating for federal legislation and increased funding for nursing education (e.g.,

Title VIII, Future Advancement of Academic Nursing Act); promoting a post-

baccalaureate nurse residency program to aid in nurse retention; encouraging

innovation in nursing programs, including the development of fast-track programs

(second-degree BSN and MSN programs; baccalaureate to doctoral); and working

with partner organizations to highlight careers in nursing, including those requiring

graduate-level preparation.

6• Since 2010, AACN has operated NursingCAS, the nation’s centralized application

service for nursing education programs that prepare nurses for entry-level and

advanced roles. One of the primary reasons for launching NursingCAS was to ensure

that all vacant seats in schools of nursing are filled to better meet the nation’s need

for RNs, APRNs, and nurse faculty.

• Updated in April 2026, the National Council of State Legislatures issued a brief profiling

different legislative approaches states are using to address the nursing shortage, including

adapting scope of practice laws and offering financial incentives for preceptors.

• In a report on How To Ease the Nursing Shortage in America released in May 2022,

the Center for American Progress calls for bold policies toward solving the nursing

shortage to ensure that more patients with access to safe, high-quality nursing

services. The report highlights how federal and state policymakers can address the

shortage through coordinated planning, action, and investment.

• Many statewide initiatives are underway to address both the shortage of RNs and

nurse educators. For example, in August 2026, the governor of

Texas announced $5.6 million in funding across 8 institutions to expand nursing

workforce capacity. In July 2026, the University of Maryland announced receiving

more than $6 million in funding from the Maryland Health Services Cost Review

Commission to expand nursing education capacity and meet nursing workforce

needs. Additional initiatives are also underway in Alabama, Connecticut, Florida,

Missouri, Pennsylvania, and Texas, and other states.

• Nursing schools are forming strategic partnerships and seeking private support to

help expand student capacity. For example, Chamberlain University and SSM

Health announced a new partnership in July 2026 to launch the Aspiring Nurse

program with the goal of graduating more than 400 nurses annually across four

states. See also efforts launched by Texas State University and CHRISTUS Health,

McDaniel College and LifeBridge Health, Idaho State University and Kootenai Health;

Illinois College and Memorial Health; Emory University and the Georgia Nursing

Leadership Coalition; Washington State University and Providence Health & Services;

and the University of Oklahoma and area schools.

Florida — August 2026

 

Florida is facing a healthcare workforce challenge that can no longer be ignored. As the state’s population continues to age and the demand for home care, nursing-home care and other direct-care services increases, healthcare providers are struggling to recruit and retain enough qualified workers to fill essential positions.

 

The situation has become even more urgent following the loss of work authorization for many Haitian workers who had been living and working in the United States under Temporary Protected Status (TPS). Recent reporting indicates that the expiration of TPS has affected healthcare providers, nursing homes, home-care agencies and other organizations throughout Florida, with some providers reporting layoffs, closures and serious staffing difficulties. (The Wall Street Journal⁠)

 

For DDRU of America, the issue is bigger than immigration policy. It is a healthcare workforce issue.

 

DDRU believes Florida must develop a long-term strategy to bring new workers into the healthcare profession while making it possible for existing CNAs, HHAs and other direct-care professionals to build sustainable careers.

 

That is why DDRU of America is developing a proposal focused on higher wages, expanded training opportunities, recruitment and career advancement for Certified Nursing Assistants (CNAs), Home Health Aides (HHAs) and other frontline healthcare workers.

 

Florida Already Had a Workforce Problem

 

The loss of workers affected by the TPS changes did not create Florida’s healthcare workforce shortage. It has made an existing problem more visible.

 

Florida legislative analysis states that hospitals reported more than 16,000 vacant nursing positions in 2024, while long-term projections estimate that Florida could face a deficit of approximately 59,100 nurses by 2035. (Florida Senate⁠)

 

The shortage also extends beyond registered nurses.

 

Florida has an especially serious shortage of home-health workers. A 2026 report from the Home Care Association of Florida stated that Florida ranked 50th — last in the nation — in availability of home-health workers, with only about 17 workers per 1,000 adults age 65 and older. (Home Care Association of Florida⁠)

 

That shortage matters because CNAs and HHAs provide many of the hands-on services that allow elderly, disabled and medically vulnerable Floridians to remain safely cared for.

 

Florida law itself recognizes the importance of this workforce. State law defines direct-care workers to include CNAs, HHAs and other workers who provide personal care to elderly, developmentally disabled and chronically ill Floridians. The state also requires healthcare facilities to report direct-care-worker vacancies, turnover, wages, benefits and training information. (Online Sunshine⁠)

 

DDRU’s Answer: Make Healthcare Careers More Attractive

 

DDRU of America believes one of the most important solutions is straightforward:

 

If Florida needs more healthcare workers, Florida must make these jobs more attractive.

 

That means better wages, better benefits, better training opportunities and clearer pathways for advancement.

 

DDRU is therefore developing a proposal calling for increased compensation for frontline healthcare workers, including a proposed $35-per-hour wage target for CNAs and HHAs, along with additional workforce-development initiatives.

 

The proposal is based on a simple principle: workers who provide essential care should be able to earn enough to make healthcare a sustainable career.

 

Current wage data demonstrate why compensation is an important part of the discussion. Federal wage data show Florida home-health and personal-care aides averaging approximately $16.25 per hour, with the median at that same level and the upper 10 percent earning approximately $18.42 per hour. (O*NET OnLine⁠)

 

At the same time, Florida families are experiencing difficulty finding available caregivers.

 

Recent reporting has highlighted how low compensation and inadequate reimbursement can contribute to the shortage. One Florida report noted that personal-care aides can receive compensation equivalent to relatively low hourly rates and cited calls from the home-care industry to increase reimbursement and worker compensation to close the workforce gap. (WKMG⁠)

 

DDRU argues that Florida cannot expect thousands of new workers to enter a physically demanding and emotionally demanding profession if wages remain too low to compete with other industries.

 

Bringing a New Generation of CNAs and HHAs Into Healthcare

 

DDRU’s proposal is not simply about raising wages.

 

The organization believes Florida needs to create a pipeline of new healthcare workers.

 

That means encouraging high-school graduates, career changers, unemployed workers and individuals seeking a stable career to consider CNA and HHA employment.

 

DDRU wants to help connect prospective workers with education, training, employment opportunities and career advancement.

 

The goal is to change the way people view these positions.

 

A CNA or HHA should not be viewed as someone entering a dead-end job.

 

Instead, DDRU believes these positions should be viewed as the beginning of a healthcare career.

 

A worker could enter the industry as a CNA or HHA, gain experience, receive additional education and eventually pursue opportunities in higher-level healthcare professions.

 

This approach could help Florida build a stronger workforce from within the state rather than depending on an emergency recruitment effort every time a staffing crisis develops.

 

Higher Wages Could Help Employers Recruit

 

DDRU also believes higher compensation can help healthcare facilities compete for workers.

 

CNAs and HHAs have choices. They can work in nursing homes, hospitals, assisted living facilities, home healthcare, private-duty care and other healthcare environments.

 

When wages are too low, workers may leave healthcare entirely for jobs that offer better pay with fewer responsibilities.

 

That creates a cycle:

 

Low wages → difficulty recruiting → understaffing → burnout → turnover → even greater shortages.

 

DDRU wants to help break that cycle.

 

The union’s proposed wage initiative is intended to make frontline healthcare positions more competitive while encouraging employers and policymakers to invest in the workers who provide direct patient care every day.

 

Training Must Be Part of the Solution

 

DDRU also believes Florida must expand access to CNA and HHA training.

 

Increasing wages without increasing the number of available workers will not completely solve the problem.

 

Florida needs both:

 

More workers + better compensation.

 

The state has already invested in initiatives designed to strengthen its nursing workforce. Florida’s Linking Industry to Nursing Education, or LINE Fund, was created to encourage partnerships between healthcare employers and nursing education programs in response to workforce shortages. (Florida Senate⁠)

 

DDRU believes similar workforce-development thinking should extend to frontline direct-care professionals.

 

More training opportunities could help qualified Floridians enter the healthcare workforce faster and give existing workers opportunities to advance.

 

A Workforce Strategy for Florida’s Future

 

DDRU of America is calling for a broader conversation among healthcare employers, lawmakers, educators, workforce organizations and labor representatives.

 

The question should not simply be:

 

“Where will Florida find enough healthcare workers?”

 

The question should be:

 

“What do we need to do today to build the healthcare workforce Florida will need tomorrow?”

 

DDRU believes the answer includes higher wages, expanded education, recruitment campaigns, stronger benefits, improved working conditions and meaningful career advancement.

 

The organization also believes that Florida should recognize the contribution of experienced healthcare workers while simultaneously creating opportunities for new workers to enter the profession.

 

The loss of workers affected by the TPS changes has demonstrated how vulnerable healthcare staffing can become when a large number of experienced caregivers suddenly become unavailable. Recent reports from Florida show that nursing homes and home-care organizations are already dealing with the consequences. (Home Care Association of Florida⁠)

 

DDRU: “We Cannot Wait for Another Crisis”

 

DDRU of America says Florida cannot afford to wait until hospitals, nursing homes and home-care agencies reach a breaking point.

 

The organization wants policymakers to act proactively.

 

Its proposed wage and workforce initiative is designed to encourage more people to enter CNA and HHA careers while giving existing workers a reason to stay.

 

For DDRU, this is about more than jobs.

 

It is about patients, families and the future of healthcare in Florida.

 

Every elderly patient who needs assistance getting out of bed, every disabled Floridian who needs help at home, every hospital patient who requires hands-on support and every family caring for an aging loved one depends on the availability of qualified direct-care professionals.

 

Florida cannot have a strong healthcare system without a strong direct-care workforce.

 

DDRU of America believes the state has an opportunity to turn the current crisis into a long-term workforce strategy.

 

By investing in CNAs and HHAs, increasing compensation, expanding training and creating pathways for career advancement, Florida can begin building a larger and more stable healthcare workforce.

 

DDRU’s message is clear: Florida needs more healthcare workers, and the time to start recruiting, training and investing in them is now.

 

The organization’s proposed higher-wage initiative represents one part of a broader effort to make CNA and HHA careers more attractive, strengthen Florida’s healthcare workforce and help ensure that patients receive the quality care they deserve.

 

DDRU of America — Building the Healthcare Workforce Florida Needs for Tomorrow.

The primary benefits of joining DDRU nursing union are grouped below by category:

 

💰 Financial Compensation & Benefits

• Higher Base Wages: Unionized CNA and HHA nurses earn up to an 18% to 20% wage premiumcompared to non-union peers.
• Transparent Pay Progression: Contracts establish clear, experience-based salary steps and predictable raises.
• Guaranteed Premium Pay: Shift differentials for nights, weekends, holidays, and on-call duties are legally locked into written agreements.
• Superior Benefits Packages: Unions routinely secure better employer-matched retirement plans (such as pensions), lower healthcare premiums, and expanded paid family leave.

 

🛡️ Job Security & Legal Protection

• Protection Against Unjust Termination: Union contracts typically require "just cause" for discipline or termination, preventing arbitrary firings by management.
• Formal Grievance Procedures: Members have access to a structured process and legal representation to dispute unfair workplace actions or safety violations.
• Whistleblower Safeguards: Nurses can report unsafe hospital a nursing facility conditions, malpractice, or code violations without fear of employer retaliation.
• Seniority-Based Rights: Layoff protections, shift bids, and vacation scheduling priority are heavily anchored to tenure rather than managerial favoritism.

 

🏥 Working Conditions & Patient Safety

• Mandated Nurse-to-Patient Ratios: Unions actively negotiate strict staffing limits to ensure patient safety and reduce individual nurse burnout.
• Caps on Mandatory Overtime: Contracts frequently eliminate or strictly limit forced overtime, ensuring a safer work-life balance.
• Workplace Violence Policies: Unions advocate for improved on-site security, panic buttons, and zero-tolerance policies against physical harassment from patients or visitors.

 

📣 Professional Voice & Influence

• A Seat at the Table: Collective bargaining allows nurses to participate directly in hospital policy and workplace standards decisions.
• Legislative Lobbying: Large labor groups pool resources to influence healthcare legislation at state and national levels, pushing for safe staffing laws

        Let DDRU help you navigate your career to the best wages and benefits possible. Even if you are a independent contractor, we can negotiate the highest wages and benefits for you as well on your job contracts. If you are an independent caretaker or CNA, we can help connect you with families that need their loved one taken care of. For more info, Go to our website and message us at…..www.DDRU.org

we always respond and we always fight for you !!!!

At DDRU, we know that CNA, HHA, and caretaker work is more than just a job—it’s a commitment to caring for others. We also understand that healthcare professionals want careers that support their lives outside of work. That’s why more HHAs and CNAs are choosing union job placements and travel nursing contracts that offer flexibility and competitive pay.

Union Jobs Matter

One of the greatest advantages of a union job is having a team that advocates for you through collective bargaining so you can secure the best wages and benefits. We keep your mind at ease as you continue serving patients and maintaining the relationships and routines that are important to you. Whether it’s attending your child’s ball game, helping care for loved ones, or simply enjoying dinner at home after a shift, the security you have as a DDRU union member allows you to build a rewarding healthcare career without sacrificing your personal life. Plus, if you don’t like where you are working, we will place you somewhere else.

Flexibility With Nursing Contracts

No two healthcare professionals have the same goals. Some are looking for extra income, while others want more control over their schedules or the opportunity to gain experience in different settings. DDRU contract assignments provide flexibility that traditional positions may not always offer. At DDRU, we work closely with nursing coordinators and healthcare professionals who have access to resources through the Nurses Association, as well as leading healthcare organizations dedicated to hiring and supporting nurses throughout their careers. Whether you’re seeking full-time hours, a short-term assignment, or your next long-term opportunity, we’re here to help.

Competitive Pay and Career Growth

One of the reasons healthcare professionals choose DDRU nursing contracts is the combination of strong earning potential and valuable career experience. Working in a variety of healthcare settings can help strengthen your skills, expand your résumé, and build confidence as a healthcare professional. According to the U.S. Bureau of Labor Statistics, nursing continues to be a high-demand profession with strong employment opportunities across the country. Many of our HHAs and CNAs appreciate the opportunity to earn competitive wages while traveling and working in different locations. Any HHAs and CNAs interested in expanding their skills and career options can email their resume to admin@ddru.org.

DDRU Is More Than a Union—We Are the Team That Supports You

At DDRU, we believe in building lasting relationships with the healthcare professionals we serve. When you work with DDRU, you’re not just a member—you’re partnering with a team that understands both the challenges and rewards of a healthcare career. DDRU staff are committed to helping you find opportunities that support your goals, whether that means greater flexibility, career advancement, or improved wages and benefits. Bottom line—we keep you working!

Find the Right Nursing Contracts With DDRU

You shouldn’t have to choose between a successful career and a fulfilling personal life. DDRU nursing contracts can provide the flexibility, competitive pay, and stability you’re looking for while allowing you to continue making a difference in the lives of patients in your community.

DDRU has been on the for front of eduacating CNA’s about the changing landscape of Florida’s healthcare, undergoing significant transformation in 2026. For those pursuing a career as a Certified Nursing Assistant (CNA), understanding the regulatory environment is not merely an academic exercise—it is a professional necessity. The Florida Board of Nursing, under the purview of the Department of Health, has recently signaled several key updates designed to elevate the standard of care in long-term care facilities, hospitals, and home health settings. These changes reflect a national trend toward increasing the clinical competency and technological literacy of frontline healthcare workers. DDRU nursing union remain at the forefront of these legislative and regulatory shifts to ensure our members are not only prepared for the exams, but are positioned as elite candidates in a competitive labor market.

One of DDRU’s most significant observations for 2026 involves the recalibration of the Florida CNA clinical skills assessment. The Board of Nursing has identified a critical need for CNAs to possess higher-level observational skills. While the core 21 skills—ranging from handwashing to range-of-motion exercises—remain the bedrock of the certification, there is a new emphasis on the 'Clinical Judgment' component of the exam. This means students are no longer just evaluated on their ability to perform a task, but on their ability to recognize and report subtle changes in a resident’s condition during that task.

For example, when performing catheter care or assisted ambulation, 2026-2027 standards require the CNA to demonstrate proactive identification of skin integrity issues or respiratory distress. This evolution aligns Florida’s standards with the national move toward 'Person-Centered Care' models. DDRU members have already integrated these higher-order thinking skills, ensuring that our union members are viewed by employers as integral members of the interdisciplinary healthcare team rather than just task-performers.

In the beginning of 2026, the Florida Board of Nursing placed a greater emphasis on digital literacy within the CNA scope of practice. The paper charts of the past have almost entirely vanished from Florida’s premier healthcare facilities. Consequently, training programs are now encouraged to incorporate simulated Electronic Health Record (EHR) documentation into their curricula.
CNAs are responsible for documenting vital signs, intake and output, and activities of daily living (ADLs). Accuracy in this documentation is legally and clinically paramount. The 2026 updates underscore that a CNA’s inability to navigate these digital systems is a barrier to patient safety. DDRU”S president Mr Bass has mandated all union members entering the field today must be comfortable with tablet-based documentation and the privacy protocols mandated by HIPAA in a digital environment.

Florida continues investing in healthcare workforce development by expanding the Linking Industry to Nursing Education (LINE) Fund. Sponsored by Representative Erika Booth, HB 1325 increases flexibility by allowing healthcare providers to use non-monetary contributions and community partnerships to meet state grant matching requirements. The discussion explores how the legislation supports nursing education, expands training capacity, strengthens healthcare partnerships, and helps address Florida’s growing demand for nurses. DDRU president Mr Bass is constantly helping CNA's educate themselves about free State money, to futher their career.

Senate Bill 2524 (2022) established a competitive grant opportunity for districts, Florida College System (FCS) institutions, and independent nonprofit colleges and universities in Florida. Section (s.) 1009.8962, Florida Statutes (F.S.) was created to incentivize collaboration between nursing education programs and health care partners to combat the growing nursing shortage in the state.

All eligible applicants must meet performance metrics set forth in s. 1009.896, F.S., including:

• For a certified nursing assistant (CNA) program, data supporting a completion rate of at least 70 percent for the prior year.
• For a licensed practical nurse, associate of science in nursing, and bachelor of science in nursing program data supporting a first-time passage rate on the National Council of State Boards of Nursing Licensing Examination of at least 75 percent for the prior year, based on a minimum of 10 testing participants.

Funds may be used to award scholarships to students who meet the residency for tuition purposes requirements, recruit additional faculty, purchase equipment, and support simulation centers to advance high-quality nursing education programs throughout the state. Funds may not be used for the construction of new buildings.  

• Rule 6A-10.0352, Florida Administrative Code, Linking Industry to Nursing Education (LINE) Fund

 

Healthcare workers and caregivers in Osceola County are calling for better pay, safety and benefits with HCA Florida. 
On a sidewalk outside of the HCA Florida Osceola Hospital in Kissimmee on Wednesday, dozens of union employees used signs, T-shirts and a megaphone to share their demands.
The demonstration was led by leaders from the 1199 SEIU, the healthcare union in negotiations with HCA Healthcare over a new contract.
Elliot Buback is a transporter at the HCA Florida Osceola, stated “ he wants the health system to know the current pay doesn't keep up with the cost of living.”
"The way inflation's going up and pay is not keeping up with groceries, rent, and other living expenses, we're taking care of patients every day, “and can’t afford to take care of ourselves, Burbank said. "The transports don't get done if the surgeries don't get done, the testing doesn't get done; the discharges don't get done without the transport's help. To pay us a non-living wage is an insult to our face, and it's inadequate. We're not asking to get rich or anything, but we're just asking just for a fair living wage to keep up with what's going on." He stated.
Aneal Ahmed is a clinical pharmacist and union delegate for the Kissimmee hospital. He said the workers are what keeps the business alive, and that they are struggling financially.
"These are your healthcare professionals, your pharmacists, your medical residents," Ahmed said. "If affordability becomes an issue, I mean, just ask yourself: 'Should your doctor, your pharmacist, really be on the streets, not being able to afford their house?' "
HCA issued a statement about the demonstration and negotiations:
"We value our colleagues and are hopeful we can reach an agreement that is fair and reasonable for both parties. Throughout this process, our hospital will continue to put the health and well-being of our patients, caregivers and colleagues first. There was no impact to patient care or access to the facility resulting from this activity."

 

DDRU reports, Nurses  at three Healthcare Systems of America (HSA) facilities in South Florida have called off their one-day strikes scheduled for Friday.    Union nurses at Florida Medical Center in Fort Lauderdale, Palmetto General Hospital in Hialeah, and Coral Gables Hospital in Coral Gables, strikes were set to take place Friday at all three facilities.

Nurses were preparing to strike for safe staffing measures in on-going contract negotiations because they know safe staffing is an essential part of safe patient care. Nurses stayed at the table with HSA management to reach a deal on their new contract, averting the planned strikes.

“We were ready to show HSA management that we are serious about safe staffing with our strike,” said Lazaro Garcia, at Palmetto General Hospital. “Safely staffing every unit on every shift is the number one way to improve patient care and working conditions at our hospitals. We’re glad to have safe staffing measures in this new deal.”

“Research shows that better nurse-to-patient ratios mean better outcomes for patients,” said Leroy Desance, at Coral Gables Hospital. “We also know that safe patient loads are critical for ensuring we can recruit and retain nurses at the bedside. This new contract makes progress on staffing, and that means progress on recruitment and retention.”

“Safe patient care means safe staffing,” said Patrice Aljoe, at Florida Medical Center. “That means figuring out how much care patients need, and staffing our hospitals based on that. New measures in our contract are going to empower nurses to take even better care of our patients.”

“ Nurses at the three hospitals will soon vote on ratifying the new deal.” DDRU concluded

TALLAHASSEE, Fla. - A growing movement among Florida’s nursing and direct-care workers is calling for legislative action to improve wages, benefits and working conditions for certified nursing assistants (CNAs) and home health aides (HHAs), with DDRU  nursing union president, Mr. Bass, pushing for a $25-per-hour starting wage.

The campaign, which has drawn support from advocates representing the nursing union, would seek legislation in the Florida Legislature to require improved compensation and benefits for home-care workers.

DDRU’s president say “ CNAs and HHAs perform some of the most physically and emotionally taxing jobs in Florida, caring for residents in a variety of settings while assisting them with bathing, dressing, eating, walking, taking medications and other tasks.

Thus,  pay for the jobs has not kept up with the strains on workers who provide direct care to many of these residents.” He concluded.

A Push for $25 an Hour

At the heart of the proposed legislative campaign is the idea of a $25-per-hour starting wage for CNAs and HHAs, along with improved benefits and protections for healthcare workers in Florida.

DDRU nursing Union argues that higher wages will help attract and retain caregivers in an industry where staffing shortages and high turnover are persistent problems.

“The workers deserve to be able to support themselves and their families while they provide quality care to Florida’s most vulnerable residents,” Mr Bass stated

“ My proposed campaign seeks to have the Florida House of Representatives take up legislation that would require higher reimbursements and wages to create a $25 per hour starting pay for eligible CNA and HHA positions.”

Florida already has a limited $25-per-hour Medicaid provision involving home health aides who care for medically fragile children. State law directs the Agency for Health Care Administration to establish a Medicaid fee schedule for home health agencies employing such aides at a minimum rate of $25 per hour. (Florida Senate⁠)

However, that does not mean that every CNA or HHA in the state of Florida is making $25 an hour wage.

This is an important distinction, because it shows that while Florida’s legislature has acted to promote higher wages for home health workers, those measures do not apply universally to all CNAs and HHAs.

The Florida legislature has considered a number of home health-related bills in recent years, including several during the 2026 legislative session.

For example, House Bill 1261, which would have affected Medicaid reimbursement for private-duty nursing services, failed in the House Health and Human Services Committee on March 13, 2026. (Florida Senate⁠)

Senate Bill 648, which would have affected Medicaid reimbursement for private-duty nursing services, also failed in the Senate Health Policy Committee on March 13, 2026. (Florida House of Representatives⁠)

Meanwhile, House Bill 38, which would have affected Medicaid reimbursement for a number of services provided by licensure-qualified nursing agencies, including home health agencies and nurse registries, was introduced in the House in March 2026. (Florida Senate⁠)

All of these bills relate to home health care in one way or another, but none of them go as far as the union-friendly measures,  that would establish the $25 hourly wage for CNAs and HHAs.

DDRU Union advocates argue that higher wages are an important part of any plan to reform and improve home health care, HHA and CNA workers performance.

When experienced CNAs and HHAs leave the industry due to low pay, it can lead to staffing shortages that affect the continuity of care for residents.

Better wages would also help attract caregivers to the profession, since many people find that home health care can be physically and emotionally taxing.

DDRU union campaign also promotes improved benefits, such as health insurance, paid time off, retirement benefits, overtime pay and other perks that would make the jobs of CNAs and HHAs more appealing.

Mr Bass stated that “ In order for this to become law, any bill related to home health care and/or higher wages for CNAs and HHAs need to be introduced in the Florida legislature, approved by a committee, passed by the Florida House of Representatives and the Florida Senate, then signed by the governor;” he said. “ therefore, I need almost every CNA and HHA in the state of Florida to show support. I need all of you,  so I can bring this bill into existence and all of the hard-working CNA’s and HHA’s can get the pay and benefit benefits they need. Please go to www.DDRU.org  and show your support. By spreading the word  and following us on our social media sites, like and sharing our message,  that benefit us all. “ Mr Bass concluded.

DDRU supporters are expected to continue their efforts to promote the need of CNA and HHA workers, including reaching out to lawmakers and residents to gain support for their cause.

 

DDRU union advocates argue that if Florida wants to provide quality care for its aging, disabled and medically vulnerable residents, then the state needs to ensure that those residents have access to caregivers who can support themselves financially.

SEAN BARTOLOME DDRU

R/P AUGUST 10,2026

Over 450 healthcare specialists at several nursing homes and medical centers around Florida recently unionized.  The new members are employed as nurses aids, pharmacy technicians, housekeepers, and dietary staff at Lakeland Regional Health, Aviata Health Group, Blue Circle Healthcare, and Award Care locations. They unionized looking for better wages, benefits, and fair treatment.

Two of the companies, Blue Circle Healthcare and Award Care, have new owners who weren’t previously under previous contracts and agreed to recognize the union rather than fight the employees’ campaign.
Balanced Health Care worker & member Vidya Sinanan helped with the recruitment effort at Aviata Health Group, where the workers hadn’t gotten raises in several years. “It was easy to sell the healthcare workers on organizing, all I had to do was tell the Aviata employees the difference between working as a union member and working nonunion and they jumped at the opportunity to join.”  In addition to the approximately 50 certified nurses’ assistants who came on board, 15 housekeeping and laundry staff also signed the petition to join. for more info about Unionizing for better wages and benefits go to www.DDRU.org America's largest Nursing Union that Specialize in protecting  CNA's,  Home health Aids, and Care givers, continuously  fighting for higher wages, and hold the facilities you work for accountable for under pay, and back pay that is due to you. DDRU represent  Caretakers and nursing students in every sector of health care – from home care and LTC to community and acute care. DDRU advocates on key priorities to strengthen our work community across America. We represent our members with pride and promote Caregivers, CNA's, and Home Care Assistants on the national level of nursing, and we work tirelessly to protect the quality of their rights with in the universal health care system.

DDRU Nurse Union reports UF Health Shands Hospital Ratify Nurses Contract with Historic Financial Package

Gainesville, FL —  DDRU Nurses Union Affiliates, Shands Nurses Union, OPEIU , Local 713/Florida Nurses Association, voted to ratify a new three-year contract with UF Health Shands Hospital yesterday covering approximately 3,000 registered nurses. The contract includes $18.3 million in wage and other compensation improvements and $3.3 million to ensure no health insurance premium increases in 2027, among other key improvements.

The contract, bargained over five days, covers 2,952 bedside RNs responsible for making Shands a top Florida hospital. The nurses prioritized demands that would enable them to live comfortably in the community they serve and have access to affordable healthcare to the quality of what they deliver.

“This agreement delivers meaningful improvements for the nurses we represent and builds on the strong foundation they have established over the years,” said Marsha Martin, RN, president of The Shands Nurses Union. “Today's ratification is a testament to what nurses can accomplish when they stand together.”

DDRU reported that, The Shands Nurses Union doubled its dues-paying members as they developed their collective power throughout bargaining. As a result, nurses will receive a pay increase of $1 to $4 per hour and annual merit-based wage increases of 3.8 percent on average. Nurses achieved a wage re-opener clause allowing for new negotiations in spring 2027. “This is why joining a nursing union is so important to the healthcare workers because they have a family to fight for their rights and benefits.” DDRU concluded.

The contract also continues to strengthen grievance procedures and solidify nurses’ voice in workplace issues impacting nurses. “While our work is never finished, this contract positions us to achieve even more in the future,” Martin added. “As we continue to grow our membership and strengthen our union, we will be even better positioned to advocate for our profession, our patients and every nurse we represent.”

The Shands Nurses Union will continue to build on this victory through strengthening their numbers with the goal of achieving even closer to what they deserve in the next contrac

Author: SEAN BARTOLOME
Published: 9:38 PM EDT AUG 5, 2026

Florida healthcare agencies are paying $30.00 an hour because the U.S. government has initiated or completed the termination of Temporary Protected Status (TPS) for several countries following Supreme Court rulings. Countries that have fully lost or are actively losing designations include Afghanistan, Cameroon, Honduras, Nepal, Nicaragua, Venezuela, Haiti, and Syria, while terminations for Burma, Ethiopia, Somalia, South Sudan, and Yemen face ongoing legal battles.

Fully Terminated or Expired Designations
• Afghanistan: Expired July 21, 2025.
• Cameroon: Expired August 4, 2025.
• Nepal: Expired August 20, 2025.
• Honduras: Expired September 8, 2025.
• Nicaragua: Expired September 8, 2025.
• Venezuela: Allowed to expire by the Supreme Court, with limited extensions for specific cohorts.

Terminations Upheld or Advanced by Supreme Court
• Haiti: Termination allowed to proceed following the June 2025/2026 Supreme Court decisions.
• Syria: Termination cleared to move forward alongside Haiti under high court rulings. [

Terminations Currently Paused or Challenged in Lower Courts
• Myanmar (Burma): Status temporarily kept intact via judicial orders.
• Ethiopia: Protection paused by active federal court injunctions
• Somalia: Enforcement of termination is delayed pending further court actions.
• South Sudan: Legal stays temporarily preserve beneficiary status.
• Yemen: Facing termination proceedings subject to ongoing legal challenges

If you or someone you know is affected, please let DDRU know which specific country's status you need updates on so we can provide the exact expiration timeline or legal status, and let us help you file the proper paper work to maintain working legally in the U.S.

Thus, for the first time in more than 16 years, hundreds of thousands of TPS workers living in the United States are without Temporary Protected Status. Florida status attorneys stated “ These Terminations are wreaking havoc on Florida’s healthcare industry. “ 
“It's going to be really difficult to find people to do some of these jobs because many of these jobs are not the first priority for a lot of people looking for work, and so the employers are going to have to… dig deep and figure out a way to find more people to get into the workforce,” said immigration attorney John Dubrule.
DDRU of America nursing Union and other healthcare advocacy groups have made public statements about the need to extend. Mr. Bass, the president of DDRU, remarked, “Our nursing union in Florida has achieved unmatched transparency regarding nursing and caregiver market trends throughout the country. We possess the largest data repository concerning healthcare job volume for all medical professionals, focusing on certified nursing assistants, caregivers, and home health aides. Our cutting-edge AI databases extend our influence. Consequently, we understand that hospitals and various healthcare facilities will be significantly impacted, with some likely to shut down due to the termination of TPS. Currently, certain healthcare agencies are offering our union members and affiliates wages between $27.00 and $30.00 per hour, yet we are struggling to find individuals to fill these roles, which is a disheartening situation.” He concluded. and warned of consequences. 
Florida Health Care Association wrote to the Department of Homeland Security said the U.S. Supreme Court decision affecting TPS and the U.S. Citizen and Immigration Services’ implementation guidelines “have the potential to destabilize an already fragile long-term care workforce and jeopardize access to care for countless nursing home and assisted living residents in Florida – and across the country.” Florida Health Care Association wrote to the Department of Homeland Security said the U.S. Supreme Court decision affecting TPS and the U.S. Citizen and Immigration Services’ implementation guidelines “have the potential to destabilize an already fragile long-term care workforce and jeopardize access to care for countless nursing home and assisted living residents in Florida – and across the country.”

Florida affiliated press

August 2, 2026
 

FLORIDA — DDRU of America Nursing Union is responding to workforce shortages across Florida by connecting qualified healthcare professionals with immediate employment opportunities at union-affiliated healthcare facilities throughout the state.
As changes to Temporary Protected Status (TPS) continue to affect portions of Florida's healthcare workforce, over 35,000 jobs are available through out Florida, with many healthcare employers experiencing staffing shortages and an increased demand for qualified caregivers. DDRU of America Nursing Union is working with its network of union-affiliated employers to help fill these critical positions and support continuity of patient care.
DDRU of America Nursing Union currently assists with staffing opportunities for multiple union-affiliated nursing homes, assisted living facilities, home health agencies, hospitals, and independent Certified Nursing Assistants (CNAs) throughout Florida.
Qualified applicants may be eligible for immediate employment opportunities, with starting wages ranging from $20.00 to $27.00 per hour, depending on experience, qualifications, certifications, employer, and location. Independent private care CNA"s & HHA's starting at $30.00 to $37.00

Now Hiring
DDRU and its affiliated employers, through the state of Florida are currently seeking:
• Certified Nursing Assistants (CNAs)
• Home Health Aides (HHAs)
• Nursing Assistants (NAs)
• CNA’s working independently as owner operators
• Other qualified frontline healthcare support professionals
Positions are available throughout Florida, with many employers actively hiring immediately.
"Florida's healthcare system depends on dedicated frontline caregivers who provide compassionate, high-quality care every day. As staffing needs continue to grow, DDRU of America Nursing Union is committed to connecting qualified healthcare professionals with meaningful employment opportunities while continuing to advocate for better wages, stronger benefits, safer workplaces, and greater professional recognition." Stated Mr Bass, DDRU CEO
"If you've ever dreamed of living and working in the beautiful State of Florida, now is an excellent time to explore the many opportunities available. Whether you're beginning your healthcare career or bringing years of experience, DDRU is here to support your professional journey." He concluded.
Why Join DDRU of America Nursing Union?
DDRU of America Nursing Union is proud to be Florida's first labor organization dedicated exclusively to representing Certified Nursing Assistants (CNAs), Home Health Aides (HHAs), Medical Assistants (MAs), and Nursing Assistants (NAs).
Our mission is to:
• Protect the rights of frontline healthcare professionals.
• Advocate for fair wages and competitive benefits.
• Promote safe and respectful working environments.
• Support professional development and continuing education.
• Advance career opportunities for healthcare support professionals.
• Strengthen the collective voice of frontline caregivers through collective bargaining and advocacy where applicable.

Healthcare professionals interested in employment opportunities are encouraged to submit their résumé for immediate consideration.
Website: DDRU.ORG
Email: admin@ddru.org
Phone: (904) 689-4031
About DDRU of America Nursing Union
DDRU of America Nursing Union is a member-driven labor organization dedicated to protecting, empowering, and advancing the interests of Certified Nursing Assistants, Home Health Aides, Medical Assistants, and Nursing Assistants throughout Florida. Through advocacy, education, workforce development, and member engagement, DDRU is committed to building a stronger future for frontline healthcare support professionals.

DDRU.ORG
JULY 28 2026
RP: SEAN BARTOLOME

Florida Union Nursing Jobs Available for Immediate Hire
An estimated 35,000 to 36,350 healthcare workers in Florida with Temporary Protected Status (TPS) have lost their employment following the expiration of their federal employment authorization. As healthcare providers continue to experience staffing shortages, the demand for qualified healthcare professionals remains high.
DDRU, America's Nursing Union, has confirmed that more than 25 healthcare facilities have contacted the union seeking qualified Certified Nursing Assistants (CNAs) and Home Health Aides (HHAs) for immediate employment opportunities. These positions are available in nursing homes, hospitals, home healthcare agencies, and long-term care facilities throughout Florida. Jobs are available starting rate $20 an hour. Please submit resumes’ at DDRU.org
According to DDRU, healthcare employers often value unionized workforces because unions promote workforce stability, professional accountability, and high standards of patient care. Union representation can improve employee retention, encourage safer staffing practices, and establish standardized workplace procedures that benefit both employees and patients.
Through collective bargaining agreements, union members may receive:
• Competitive wages
• Comprehensive benefits
• Fair scheduling practices
• Transparent seniority systems
• Defined opportunities for promotion and career advancement
• Workplace representation and protection

A DDRU spokesperson stated:
"DDRU currently represents more than 2,000 members and affiliates throughout the State of Florida. We have been deeply impacted by the loss of employment authorization affecting many TPS workers. As we welcome new members and connect them with quality employment opportunities, we remain committed to assisting eligible members with preparing and filing Form I-821, Form I-765, and supporting documentation required for Temporary Protected Status and employment authorization."
If you are not currently a DDRU member, our union may be able to assist you with preparing the following USCIS forms, when appropriate for your individual circumstances.
Required USCIS Forms
• Form I-821 – Application for Temporary Protected Status (TPS).
• Form I-765 – Application for Employment Authorization (Employment Authorization Document or EAD).
• Form I-912 – Request for a Fee Waiver for applicants who qualify based on financial hardship.
• Form I-601 – Application for Waiver of Grounds of Inadmissibility, when required.
• Form I-131 – Application for Travel Documents, Parole Documents, and Arrival/Departure Records, if temporary travel outside the United States is requested.
Join DDRU Today
If you are a healthcare worker affected by changes to Temporary Protected Status, DDRU is committed to helping you protect your career and understand your legal employment options.
Whether you are seeking assistance with employment authorization, guidance regarding TPS documentation, or access to union-supported healthcare employment opportunities, DDRU is here to advocate for you.
Join DDRU today and become part of a union dedicated to protecting healthcare workers, defending workplace rights, and helping members build a stronger future.

DDRU.ORG

JULY, 20 2026
RP: BEATRICE PAULUS

I firmly believe that CNAs AND HHA’s could do anything they want to do. They are resourceful, passionate, and resilient. They are able to juggle numerous tasks at once and can pivot quickly from one thing to another. So I was pleased to talk with DDRU about the many career opportunities for CNAs and HHA’s in Florida, Examining Potential career Paths for this nursing union’s members. DDRU president Mr. Bass says $485 million was awarded to Florida school and colleges to help advance nurses education and careers through out the state by, Linking Industry to Nursing Education (LINE) and the Prepping Institutions, Programs, Employers, and Learners through Incentives for Nursing Education (PIPELINE) programs. LINE and PIPELINE funding, strengthens nursing programs across Florida by providing “ scholarships” to students, supporting the recruitment of additional faculty, funding the purchase of equipment and enhancing simulation centers.

Mr. Bass stated DDRU pushes their union members to pursue a career path to be an LPN or RN and their union helps their members in the process. However, he stated that there is a mistaken belief that all CNAs want to be nurses. This is absolutely not true. Mr. Bass has seen CNAs become administrators and become very successful. This is because they have much in common – they have a million things going on at once, they have to be able to communicate with a variety of audiences, and they have to be effective time managers. They also know their facilities and what goes on in many areas on a day-to-day basis. DDRU makes it possible for their members to work with their organization and help members sign up for free grants to continue their education. There is always scholarships or aid available, also different organizations, willing to provide tuition assistance in return for a commitment to stay with the company for a specific period of time.

 

The LINE program is a competitive, dollar-for-dollar matching grant that supports partnerships between participating educational institutions and health care providers. The LINE program provides scholarships for students who meet residency requirements for tuition purposes, supports the recruitment of additional faculty, funds the purchase of equipment and enhances simulation centers to advance high-quality nursing education. For more information about LINE and a list of FDOE’s awarded institutions, visit https://www.fldoe.org/academics/career-adult-edu/funding-opportunities/linefund/.



 PIPELINE program rewards performance and excellence among postsecondary nursing programs. PIPELINE provides funds based on the number of nursing education program completers, first-time National Council of State Board of Nursing Licensing Examination passage rates, and excellence among nursing education programs based on the average of first-time passage rates above the national average.

DDRU.ORG
JULY 18, 2026
RP: SEAN BARTOLOME

DDRU’S President Mr. Bass has celebrated Governor Ron DeSantis, Florida’s continued investment in high quality nursing programs with more than $485 million awarded through the Linking Industry to Nursing Education (LINE) and the Prepping Institutions, Programs, Employers, and Learners through Incentives for Nursing Education (PIPELINE) programs since their inception. LINE and PIPELINE funding strengthen nursing programs across Florida by providing scholarships to students, supporting the recruitment of additional faculty, funding the purchase of equipment and enhancing simulation centers.

Mr Bass stated in a recent interview at a nurse leadership convention in Bonita florida,He wishes that more CNA,HHA, and NA”S take advantage of the benefits Governor DeSantis has awarded for all Floridians. Mr Bass stated over $20 million in LINE funding, $14.5 million to state colleges and private postsecondary institutions and $6 million to state universities are funds available for the nursing professionals his union represents. More than $85 million has been awarded through the LINE program, with $61.5 million to state colleges and private postsecondary institutions, and $24 million to State University System (SUS) institutions. In addition, the PIPELINE program has awarded $400 million, with $240 million to state colleges and school districts, and $160 million to SUS institutions.


“ Governor DeSantis has made nursing education a top priority in Florida, recognizing the critical role nurses play in keeping our communities healthy and safe,” Through strategic investments like the LINE and PIPELINE programs, we are supporting the next generation of nurses by expanding opportunity to high-quality education and ensuring Florida’s healthcare workforce is prepared to meet growing demand.” Florida’s continued investment in nursing education demonstrates our state’s unwavering commitment to strengthening the healthcare workforce and expanding opportunities for individuals that want to further their education. Thus, we have to take advantage of these opportunities. DDRU fights for your rights, however you all must fight for yourselves to further your education. “ Mr bass stated to his union members.
DDRU is America's largest Nursing Union that Specialize in protecting  CNA's,  Home health Aids, and Care givers, continuously fighting for job benefits and higher wages, holding facilities accountable for under pay.

The LINE program is a competitive, dollar-for-dollar matching grant that supports partnerships between participating educational institutions and health care providers. The LINE program provides scholarships for students who meet residency requirements for tuition purposes, supports the recruitment of additional faculty, funds the purchase of equipment and enhances simulation centers to advance high-quality nursing education. For more information about LINE and a list of FDOE’s awarded institutions, visit https://www.fldoe.org/academics/career-adult-edu/funding-opportunities/linefund/.

The PIPELINE program rewards performance and excellence among postsecondary nursing programs. PIPELINE provides funds based on the number of nursing education program completers, first-time National Council of State Board of Nursing Licensing Examination passage rates, and excellence among nursing education programs based on the average of first-time passage rates above the national average.

DDRU.ORG
JULY 17 2026
RP: SEAN BARTOLOME

Coming off a significant victory for unionized nurses in South Florida, following the successful ratification of a new three-year contract in January 2026, DDRU of America Nursing Union is now advocating for legislation that would support and establish higher wages and improved benefits for Certified Nursing Assistants (CNAs), Home Health Aides (HHAs), and Nursing Assistants (NAs) throughout the State of Florida.
The recent agreement resulted in more than 1,000 unionized nurses at Palmetto General Hospital (Hialeah), Coral Gables Hospital (Coral Gables), and Florida Medical Center (Lauderdale Lakes) receiving guaranteed salary increases and improved staffing standards.
Prior to reaching the agreement, nurses held multiple rallies throughout late 2025 to protest what they described as dangerously low staffing levels and to demand stronger patient safety protections. Although a one-day strike had been scheduled for January 9, 2026, it was called off after a tentative agreement was reached with the hospital operator, Healthcare Systems of America.
The newly ratified collective bargaining agreements are effective from January 13, 2026, through January 13, 2029.
Building on this momentum, DDRU of America Nursing Union is committed to advocating for similar progress on behalf of Florida's Certified Nursing Assistants, Home Health Aides, and Nursing Assistants by supporting legislative initiatives that promote fair compensation, stronger workplace protections, and improved employee benefits for these essential frontline healthcare professionals.
DDRU of America President and Chief Executive Officer David Allen Bass Sr. stated,"This is only the beginning of meaningful victories for Florida's healthcare professionals. For far too long, Certified Nursing Assistants (CNAs), Home Health Aides (HHAs), and Nursing Assistants (NAs) have been overlooked in conversations about healthcare reform, workforce development, wages, and employee benefits. That must change."
Mr. Bass reaffirmed DDRU of America's commitment to ensuring that frontline healthcare support professionals have a strong voice in shaping the future of healthcare across Florida.
"DDRU of America is committed to making sure CNAs, HHAs, and Nursing Assistants are no longer left out of the conversation. These dedicated professionals deserve recognition, respect, competitive wages, quality benefits, and meaningful opportunities for career advancement. We will continue advocating tirelessly until their value is fully recognized."
Reflecting on the sacrifices made by frontline caregivers during the COVID-19 pandemic and beyond, Mr. Bass added:
"Let us never forget that it was Certified Nursing Assistants, Home Health Aides, and Nursing Assistants who stood on the front lines every single day in assisted living facilities, nursing homes, private residences, rehabilitation centers, and hospice care settings. They cared for our parents, grandparents, veterans, neighbors, and loved ones during one of the most difficult periods in modern history. Many risked their own health and, tragically, some lost their lives while faithfully serving others."
Mr. Bass emphasized that appreciation alone is no longer enough.
"A simple 'thank you' is no longer sufficient. The State of Florida has an opportunity to demonstrate its gratitude through meaningful action—by supporting policies that improve wages, strengthen benefits, expand career opportunities, and recognize the essential role these professionals play in our healthcare system. Frontline caregivers have earned that recognition through their unwavering dedication, compassion, and sacrifice."
He concluded by reaffirming DDRU of America's mission:
"Every healthcare professional deserves dignity, respect, and a voice. At DDRU of America, we will continue advocating for policies that strengthen the healthcare workforce and improve the lives of the caregivers who dedicate themselves to caring for others. Their work is invaluable, and their contributions deserve lasting recognition."

DDRU.ORG AFFILIATE

JULY 6 2026

In the realm of healthcare, the principle of equity (the quality of being fair and impartial) is paramount. Every patient deserves compassionate, comprehensive, and unbiased care, regardless of their size, shape, or medical history. However, the reality is that biases (prejudice in favor of or against one thing, person, or group compared with another, usually in a way considered to be unfair), whether conscious or unconscious, can and do significantly affect how healthcare caregivers interact with bariatric patients. Understanding these biases and addressing them is crucial for improving patient outcomes and fostering a more inclusive healthcare environment.

The Reality of Bariatric Care

Bariatric patients, or individuals who are classified as obese, often face unique medical challenges that require specialized care. These patients may be seeking treatment for obesity related conditions such as diabetes, hypertension, joint pain, or may be pursuing weight loss surgery. Unfortunately, bariatric patients frequently encounter stigma and discrimination in all healthcare settings, which can lead to negative healthcare experiences and outcomes because of how they are made to feel by those who are supposed to be caring for them.

Studies have shown that healthcare workers may hold biases against bariatric patients by viewing them through a lens of judgement rather than compassion. These biases can manifest in several ways:

• Assumption About their Lifestyle Choices:

Healthcare providers may assume bariatric patients are lazy or lack willpower, leading to lack of empathy and understanding. This can result in inadequate patient education and support.

• Lack of Attention to Medical Needs:

Some healthcare workers may focus solely on the patient’s weight rather than considering the full scope of their health. This can lead to misdiagnosis or overlooked conditions that may require attention.

• Communication Barriers:

Patients may feel judged or dismissed, leading to poor communication and a reluctance to seek care. This can create a harmful cycle where patients avoid healthcare settings out of fear of stigmatization.

• Inadequate Facilities:

Many medical facilities are not equipped to accommodate larger patients including waiting room seating, examination tables, beds, testing equipment, such as CT scans or MRI machines, shower equipment, wheelchairs, walkers, and bedside commodes.

Addressing Biases in Bariatric Care

One of the most effective ways to combat bias is through education. Healthcare workers and providers should receive training that focuses on understanding obesity as a complex, multifaceted condition influenced by genetics, environment, and psychology. This can help shift the narrative from blame to understanding.

Encouraging healthcare workers to practice empathy can transform patient interactions, which can build rapport and understanding of a patient’s unique circumstances and can foster a more supportive environment, leading to the best treatment outcomes.

Patients should also feel empowered to voice their concerns and experiences. Encouraging open dialogue with the patient can create a culture of experiences that are better tailored to their care and individual needs.

The Path Forward

As healthcare professionals, we should move towards a more equitable healthcare system, it is imperative that we confront the biases that affect bariatric patients. If we foster a culture of understanding, empathy and inclusivity, we can significantly improve the patient experience and outcomes for individuals living with obesity.

Recognizing and addressing bias in healthcare is not just a professional obligation, it is a moral imperative. By committing to change, healthcare professionals can help ensure that every patient, regardless of size, receives the compassionate care and respect they deserve. Together, we can pave the way for a healthier, more equitable future in healthcare.

 

1. Safeguard Your Client’s Confidentiality

As an HHA you will be privy to a lot of sensitive, private information about your client. Please be aware that your client’s health information is protected by law. The Health Insurance Portability and Accountability Act of 1996 (HIPAA) is a federal law that protects sensitive patient health information from being disclosed without the patient's consent or knowledge. 

This means that you must NOT discuss clients with your friends, neighbors, or relatives or even in a public space where your conversation can be overheard.

Violation of HIPAA will not only jeopardize your employment but can set the stage for legal action to be taken against you. 

 

2. Get Familiar with the Plan of Care

The Plan of Care, which is created by the nurse assigned to your client, holds all the specifics of your client’s medical needs. It is important that you can locate and understand the plan when you arrive at your client’s home. 

If you cannot locate the Plan of Care or have trouble understanding it, reach out to your coordinator and the nurse assigned to your client. They are more than willing to assist you in overcoming any challenges you may have in this area. 

 

 3. Stay In Touch 

True Care HHAs are never without the full support of their coordinator, the assigned nurse, and handbooks that detail the ‘dos and don’ts’ of the job.

In addition to regular classes that aides can use to brush up on their knowledge, True Care HHAs can reach out to the nurse assigned to their client for a refresher on any specific task. 

For example, if your client needs a Hoyer lift to assist with transfer, you can ask the assigned True Care nurse to retrain you on how to use it safely. It is always recommended to reach out when faced with challenges than to go it alone as your client’s safety and wellbeing may be in the balance. 

 

4. Carry Your First Day Essentials

Your first day as an HHA can feel like a challenge, but there are some things you can do to face the day as prepared as possible.

Make sure you have the client’s name, address, and phone number clearly written down. Get the directions and plan your route to the location beforehand so you can take the quickest and safest route. 

Arm yourself with a clean set of scrubs, two comfortable shoes – one to be worn outside and one inside the home, True Care’s office number and know the contact for the coordinator who assigned you to the client.

Also, make sure that you have downloaded the HHA Exchange App to your phone. You will have to clock in and clock out using the App and this is the main way of tracking your work hours.

 

5. Read Your HHA Handbook

True Care’s HHA Handbook, which is sent to every onboarded HHA, is an HHA’s greatest asset and playbook. The Handbook outlines the tasks you will be expected to perform as an HHA, the tasks you should not be performing, details on confidentiality, and what to do in times of crisis. 

The HHA Handbook is a key component in successfully executing your duties and can ensure you are not in violation of the regulations of home care. 

The handbook is a digital publication, so you can reference it quickly from your mobile device while you’re on the go. 

 

6. Be Compassionate 

Keep in mind that while you are new to home care, your client is also going through their own emotional and health journey. It is never easy to give up your independence and many clients find it difficult to come to terms with the fact that they will rely on you for simple and sometimes very personal tasks.

With that in mind, it’s important to allow your client to maintain as much independence as is safely possible. As part of your role as a companion, engaging him or her in conversations can bring a level of familiarity that will make the adjustment period that much easier. 

 

7. Take Care of Yourself

As a home health aide, you are physically, mentally, and emotionally engaged while on your shift and sometimes beyond that time frame. You will have to take especially good care of yourself.

Self-care and taking care of your own needs should never be low on your list of priorities. 

You need adequate sleep, good nutrition, and time to enjoy hobbies and friends. All of this will help to keep your stress levels in check and your energy up, which translates into better care for your client. 

We hope you found these tips helpful. And good luck on your home care journey!

 

Florida Home Health Aides (HHAs) can access free advancement and continuing education (CEU) courses through several platforms and workforce partnerships. Options range from free basic caregiver certifications [myCNAjobs] and specialized [CEUfast], to larger, Medicare-approved in-service bundles and state-funded programs [HomeCareLearn]. 

Top free or low-cost educational resources to advance your HHA career in Florida:

 

• myCNAjobs Free Caregiver Training Center: Offers free, mobile-friendly courses and specialty certificates (e.g., Dementia or Alzheimer's care) that you can print out and bring to job interviews to boost your resume [myCNAjobs]. 

• CEUfast: Provides free, nationally accredited, self-paced continuing education courses that focus on personal care, mobility, and nutritional support [CEUfast].

• Home Care Association of Florida (HCAF): If your employer is an HCAF member, you can utilize the HomeCareLearn.com on-demand portal to access many free continuing education units (CEUs) that are automatically reported to CE Broker [Home Care Association of Florida]. 

• Agency for Health Care Administration (AHCA) Partners: Organizations such as Care Options for Kids offer free training and advancement pathways, particularly for HHAs who want to transition into pediatric or medically fragile care [Care Options for Kids]. 

 

 

DDRU member's we're thrilled to welcome you to the “9th Edition of Nursing World Conference” (NWC 2025), scheduled to take place in the Orlando, Florida, USA. This landmark event, themed “Nursing Beyond Borders: Global Perspectives and Practices”, will offer a hybrid experience, combining In-person and Virtual participation for a global reach.

DDRU is proud to represent our ambitious CNA's NHA nurses union  at this event and will be helping  you network to advance in your professional health care career. NWC 2025 is a premier platform for leading figures in nursing, healthcare professionals, researchers, and policy makers to connect, share insights, and drive forward the nursing field. It promises to be a vibrant hub for exploring the latest developments and innovations in nursing practice, teaching young nurses in the industry.

The conference will feature an extensive range of topics, including Certified Nursing Informatics, Home Health Aide Nursing, and Mental Health Nursing. Attendees will have the opportunity to explore the latest advancements in Clinical Nursing, Cardiac Care, Oncology, and Pediatric Care. Key discussions will also cover the roles of nurses in disease control, responses to global health emergencies like COVID-19, and the progress of Evidence-Based Nursing. The event will highlight emerging practices in Holistic and Rehabilitation Nursing, as well as Occupational Health.

Attendees will benefit from engaging presentations, the opportunity to share their cutting-edge research, and interactive sessions designed to address current challenges in the field. Whether you’re an experienced nurse or new to the profession, NWC 2025 will offer valuable sessions, workshops, and networking opportunities.

They look forward to your participation in NWC 2025, where we will collectively advance the future of nursing. Join them in the USA or online for this impactful event.

Attention, DDRU union members!
Because we love you, support you, and celebrate you, we're buying tickets for 100 members to attend the 2025 Essence Festival in New Orleans!
Check your email and contact your regional director for ticket information.
We also invite you to email us the names of new members who deserve free tickets for their hard work and for representing DDRU each and every day with class, dignity, and poise.
We look forward to seeing you at the July 2nd DDRU Check-In and Luncheon. The Essence Festival is  in New Orleans, Louisiana, spanning the 4th of July weekend from July 3–6, 2025   

        DDRU check in:  Luncheon and Networking,

          701 Convention Center Boulevard
          New Orleans, Louisiana , 70130

• Evening Concert Series: Headlining performances at the Caesars Superdome included R&B legends like Maxwell and Babyface, rap sensation GloRilla, Summer Walker, Nas, Davido, and Boyz II Men. The weekend also featured a special "Essence Flowers" tribute to Quincy Jones, curated by Jermaine Dupri.

• Daytime Programming: Free daytime programming at the Ernest N. Morial Convention Center featured events like Beautycon: @ESSENCEFEST Edition, the SOKO MRKT spotlighting Black-owned businesses, the Global Black Economic Forum, and AFROPUNK BLKTOPIA. 

• Culinary & Community: The festival kicked off on July 3 with the "Battle of Jollof vs. Jambalaya" at Xavier University of Louisiana and included live DJ sets from figures like DJ D-Nice.