The spread of the novel coronavirus (COVID-19) across the globe remains a significant concern in the workplace. Health care employers, especially those operating in a hospital setting, are confronting difficult questions regarding how to handle labor/ management relations, leave and accommodation, safety and health, and other employment issues. Littler Mendelson prepared the following Frequently Asked Questions (FAQs) and accompanying sample forms and policies, designed to help address some of the more common questions that healthcare employers currently face. This information was last updated on March 27, 2020, and is intended to provide a highly summarized, quick-referenced list of considerations for healthcare-sector employers – THIS IS NOT INTENDED AS, AND IS NO SUBSTITUTE FOR EXPERIENCED LEGAL ADVICE.
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April 1, 2020: The agency adopts an inclusive definition of “health care providers” for purposes of possible exemption from the paid sick leave and expanded family and medical leave provisions in FFCRA
Emergency declaration waivers related to flexibility on treatment location and telehealth, the physician self-referral law, workforce and administrative activities.
Continuous license and credential verification is a complex, risky process that any health care HR team can struggle to solve. Monitoring licenses across all states, all health care disciplines, and all state licensing boards is an incredibly manual and inefficient process. This webinar will outline how leveraging smarter data can enhance your process for continuous license verification, ensuring your top people are always properly credentialed, every day.
ASHHRA On-Demand Conference Session: Internal Customer Service: Roll out the Red Carpet for Your Team
[ON-DEMAND CONFERENCE SESSION] Your patient experience is only as good as your least engaged employee. However, employee turnover rates are up five percent from 2010. It's time to pay attention to the employee experience. Internal customer service is more than the employee of the month or typical morale-boosting efforts. If you want your team to roll out the red carpet for patients, then you must roll out the red carpet for them. In this high-energy, interactive session learn strategies for improving workplace communication, offering personal and professional development, and applying customer service principles to your staff. Learn how the HR team can help organizational leaders build the kind of place where people love to come to work!
ASHHRA On-Demand Conference Session: Conflict, Incivility and Bullying: Knowing the Difference and Creating a Work Environment Where Healthy Conflict Can Thrive
[ON-DEMAND CONFERENCE SESSION] Health care is a stressful work environment and no one sees more of the potential for violence in a work environment than the HR professional. How do you create a work environment where healthy and productive people can flourish? A work environment where there is a new level of leadership — it's called employee to employee. This can all be attained through the development and training of your employees and leaders. Creating standards so that those that are uncivil and bully stand out and stand alone.
ASHHRA On-Demand Conference Session: Alignment of HR Time and Attendance Metrics with a Nursing Retention Focus
[ON-DEMAND CONFERENCE SESSION] The Centralized Nursing Payroll Team at University of Utah Health currently manages payroll for over 3,200 clinical employees. The team has developed reportable standardized process for tracking employee time and attendance specific to early clock-ins prior to assigned shift start, missed lunches, lunches taken less than 20 minutes, missed punches/badge swipes and late clock-outs beyond scheduled shifts. The team has developed individualized reports and an executive scorecard. The employee report and executive score card is sent out after each pay period with intent to identify how the nursing unit is performing in regards to the above five metrics and associated financial implications with each reported metric. This information is being used to identify educational opportunities with staff and enforcement of HR Time and Attendance Policy, as well as creating transparency with clinical areas that would be at risk for compassion fatigue, once employee behavioral components are addressed.
ASHHRA On-Demand Conference Session: Build the Right HR Business Partner Model for Your Organization
[ON-DEMAND CONFERENCE SESSION] Many health systems are pursuing an HR business partner model—but changing the structure of HR isn’t enough to deliver meaningful value to the organization. The model will fail if business partners have the wrong scope, the wrong skillset or the wrong support around them. Join this session to learn how to avoid these pitfalls and establish an effective model.
[ON-DEMAND CONFERENCE SESSION] Hospital staff members are often challenged to deal with emergencies in the hospital. These may be weather events, pandemics, mass violence incidents, or other emergencies. This presentation will discuss the HR aspects of these emergencies so that HR personnel are better prepared to plan for, and respond to, personnel challenges post-event.
ASHHRA members play an important role as an information source to the organizations and communities they serve. We are thinking of you during these unprecedented times.
A Special Message for Health Care HR and Operational Leaders: It is imperative that we consider thinking differently about certain policies, procedures and guidelines. Under no circumstances should we change policies that are critical to keeping staff, patients and communities safe. Here are some areas we should review in light of current circumstances.
Contact Your Senators, Representative and Urge Them to Provide $100 Billion in Funding to Hospitals and Health Systems as Part of Coronavirus Spending Package
AHA's Hospitals Against Violence initiative launches resources on public health approaches to gun violence
Hospitals and health systems respond to the injuries caused by firearms every day. Gun violence has a significant public health dimension, and hospital and health system leaders have the unique ability to lead initiatives to reduce the risk of violence and advocate for advancing health. The AHA, through its Hospitals Against Violence initiative, is proud to serve as a trusted partner and resource for the field on this issue. To that end, HAV has launched a new webpage to support hospitals and health systems' efforts on this issue.
Hospitals and health systems are committed to continually making their communities and workplaces safer. Key to that is preventing violence within hospitals, ensuring the safety of staff and patients. Through the Hospitals Against Violence initiative, AHA is highlighting successful programs and practices including preparedness drills, de-escalation training and a host of other initiatives that vary but meet the needs of their communities and their colleagues.
Violence is a growing public health issue so in the fall of 2016, the AHA's Hospital Against Violence (HAV) initiative was created. HAV supports AHA members and the health care field as they work to combat workplace and community violence by providing educational offerings, tools, resources; identifying national partnerships or coalitions; and supporting data and information collection research.
HCHR Week 2020: Team of the Day - Friday - Yukon-Kuskokwim Health Corporation Bethel, Alaska
HCHR Week 2020: Team of the Day - Tuesday - Children's Hospital of The King's Daughters Norfolk, Va.
Health Care HR Week 2020: Monday Initiative of the Day
Webinar: A Strategic Approach to Delivering Health Care Business Results Through Employee Engagement
Employee engagement has demonstrable impacts on overall employee performance and patient care. HR’s role is to increase organizational effectiveness by aligning engagement initiatives with organizational goals and culture. This webinar will examine a broad range of employee engagement initiatives which have proven to drive performance. You’ll learn techniques to create employee engagement metrics and tie them to operational performance measures including quality, safety, patient satisfaction, profitability and more. We’ll include a case study showing how a 23,000-employee, hospital-based organization employing specialty physicians and allied health professionals created a culture of engagement and saw positive business benefits as a result. Learn how the CHRO could confidently assert, “The practices with the most engaged leaders are the best performing practices in the organization.” Explore this opportunity to demonstrate how you can leverage employee engagement to drive stronger organizational results.