NAB Human Resources

NAB Human Resources Mid 2023 purpose of human resources Ans- to provide quality resident care with efficiency and economy. MUST:||1. Employ qualified person for each position.|2. Create a POSITIVE WORK ENVIRONMENT What are the three factors that promote positive work environment between staff and management: Ans- a. POLICIES and PROCEDURES- clear guidelines for employees to work by. |b. SOCIAL ENVIRONMENT - people like to wrk with others (few hermits) i like the I work with: pleasant, congenial, cooperative |c. WORK ITSELF- interesting, challenging, satisfying, fulfilling - i like what i do. | EEOC Ans- Equal Employment Opportunity Commission OSHA Ans- Occupational Safety and Health Administration INS Ans- Immigration and Naturalization Service Policies, Procedures, and Rules (PPR's) Ans- 1. FIRST STEP in human resource management|2. PURPOSE: provide information on what management expects of employees and what employees expect from management|3. DEFINITIONS| policies - flexible| rules - inflexible|4. EMPLOYEES HANDBOOK - simply written PPR's on personnel management. Copy for each emplyee. staffing requirements for DON Ans- Must be an a registered nurse. May serve as charge nurse only when 60 or fewer residents. Must have a RN 8 consecutive hours a day/ 7 days per week unless have a waiver. staffing requirements for charge nurse Ans- licensed nurse on each tour of duty unless have a waiver (waivers for medicare facility granted by CMS; for medicaid, by state) staffing requirements for CNAs Ans- each state must maintain a registry which includes name, address, SS #, DOB, record of training and competency evaluation completed, (name and date of program), documentation of any act of neglect, abuse, or misappropriation property. policies/procedures for CNA requirements Ans- 1. NURSING home must verify that CNA is registered and is in good standing before hiring|2. RE-registration every 2 years|3. DISCIPLINE. if CNA is reported to have committed any violations of concerning abuse, neglect, or misappropriation of property, the administrator must:| - insure that it cannot happen again until the case is completed. 30 days.| - report incident to the state Medicaid complaints office.| - do a full investigation and document.|4. NEVER hire a CNA found guilty of one of these three violations.|5.NURSING hours /resident days - set by state, approved by CMS staffing requirements for Social Worker| Ans- More than 120 bed facility, SW must have at least bachelors degree in social work orin human services field (sociology, special ed., rehab, counseling, psychology, etc.) PLUS 1 year supervised SW experience working with individuals in health care facility.| 120 beds or less; state sets requirement. Resident Activity Director (RAD): Therapeutic Recreation Specialist Ans- preferred: licensed or registered, if applicable, or eligible for certification as a TRSor an activities professional by a recognized accrediting body; or is a OT or OTA; or in a social or recreational program withing the past 5 years. 1 of which was full time in a patient activities program in a health care setting. staffing requirements for dietitian Ans- registered by ADA, or qualified by education, training, experience as approved by state| Dietary Manager - certified by board of Dietary Managers as a Certified Dietary Manger (CDM) staffing requirements for consultants, professionals Ans- administrator must ensure all outside resources used are qualified to provide service| pharmacists| rehab therapists| are there any specifications for workers in dietary, housekeeping, laundry, and maintenance? Ans- no specifications. a director of environmental services preferred to be over the last three departments Define job Ans- collection of tasks that can be performed by an employee. define job classification Ans- titles of jobs, ruse, aide, secretary define job analysis Ans- first step is to identify |1. tasks|2. knowledge, skill, behaviors needed. |Best person to help determine is the employee. use to develop job description. define job assignment Ans- pacific assignment of duties (usually written) define job evaluation Ans- appraisal of a job of by application of standards in order to rank or rate jobs. used to determine pay levels define job description Ans- list of duties, level of authority, distinguishing features of work, special requirements as standing, stooping, lifting, and qualifications-required license, training, etc. define job specifications Ans- usually same as job descriptions professional ethics Ans- administrator must know ethics of practice of all staff, hold professional staff to their code. ||1. REPORT unethical practice to proper Board an/or agency|2. ETHICS in prace as relates to residents - ETHICS COMMITTEE Employment practices Ans- 1. Advertising (external recruitment)|2. Job Posting (internal recruitment)|3. Staff one of the best sources of applicants|4. CNA registry|5. Labor Pool - disadvantages: affects care, decreases morale, increases cost.|6. Employment agency - advantages: screens for basic job requirements|7. Application form - may not ask birthday, sex, marital status, nationality, children (arrest records), birthplace, physical size, etc.| Fill out alone in facility to test reading level| include permission to contact references|8. Most states require criminal background check on all non-licensed, nonregistered staff.|9. Employment history - always check 2 references - good indicator of success is length of time on prior jobs.| verify employment dates| ask if would reemploy|10 Intervewing What are the methods of interviewing? Ans- 1. non directive open ended questions; give problem and ask how handled|2. in-depth (directed) - ask specific questions|3. patterned - use list of sequential, detailed questions (some think it is more reliable)|4. know job requirements ahead of time|5. things cannot ask as may be discriminating|6. do not discuss job itself until you have information on applicant - will tailor answers to what job requirements are.|7. interview all applicants - major error is hiring first one who is well qualified|8. applicant with DISABILITY - must interview differently ( see ADA)| pre-employment tests Ans- personality, interest, ability, work sample- must be done by qualified examiners. READING test by use of application. Personality and interest test not usually good predictor; ability test and work sample can be. No test given that has adverse impact on minorities or women (title VII) pre-employment tests: construct validity Ans- measures traits or behaviors of people need for the job. pre-employment tests: content validity Ans- measures skills, knowledge, and performance requirements medical exams Ans- pre-employment physicals only after job offer. Physician only gives findings, no recommendation or decision on employment. Drug and Alcohol testing Ans- generally permissible. obtain written consent of applicant. paid for by facility. dress requirements Ans- if uniform required, employer must pay if cost places employee below minimum wage. |CAN BE TOLD WHAT NOT TO WEAR employing supervisors Ans- resumes done by professionals, don't oversell job; tell some problems, give scenarios and ask how would handle; first impression not always best wage and hour division Ans- part of Dept of Labor - Fair Labor Standards Act standard work week - Ans- 40 hours and 8/80 value of 8/80 Ans- helps in scheduling payroll, etc. Scheduling-holidays, leave weekend, etc. May require much thought and innovative ideas in order to prevent overtime minimum wages Ans- $7.25 child labor Ans- work permit required. |if hire, get birth certificate| hours hwen under 17| no hazardous equipment (when under 17), e.g. buffer, meat slicer, no laundry work, lawnmowers, etc. penalties Ans- fine up to $10,000 and up to 6 mos in prison Payroll records Ans- WH recommends keeping at least 3 years||(time cards: 2 years) full time equivalents Ans- FTEs are budgetary numbers used to determine the number of individual employees are needed to fully staff the facility without putting it in overtime situation. Today, these numbers are typically calculated by using software programs. formulas for FTE Ans- # of positions x (1.4) ||assumed position is for 7 days a week long version formula of FTE Ans- # of positions x # of days/week X 20% What is the purpose of EEOC Ans- no discrimination in employment and use of facilities EEOC: Title VII Ans- race, religion, sex, national origin EEOC: Title VI Ans- use of facilities, activities, bed assignments EEOC: Sex Ans- substantially equal work, equal pay EEOC: sexual harassment Ans- Employee comes to NHA, She/He should investigate, take action, document. Tort action frequent. EEOC: Age Ans- over 40 EEOC: pregnancy Ans- same benefits as all other employees. Sick Leave. EEOC: veterans Ans- disabled Vietnam veterans EEOC: Handicapped REHABILITATION ACT OF 1973. Ans- no discrimination if employer receives federal funsd; no discrimination in hiring or use of facilities by handicapped in programs using federal funds. Also requires Affirmative Action in federally-funded programs. Americans with Disabilities Act Ans- job description set up to show essential and marginal tasks - may not ask if have handicap how is covered in ADA? Ans- physical, mental or psychological disability, obese, AIDS victims, and others.|| who is not covered under ADA? Ans- current alcoholic and drug addicts, homosexuals, bisexuals, kleptomaniacs. ADA job descriptions (3) Ans- a. classify tasks as essential - ask how they would do|b. reasonable accommodations|c. penalties - depend on number of employees ( legal form of all-purpose extortion)| Immigration and Naturalization Form 1-9 Ans- since Nov 1989. Every employee must have one on file. Employee compensation Ans- pay scales related to level of authority, training required, supervisory duties, skill|. ||Key to good pays system is to start with fair wage standard - prevailing wage paid by other facilities. Increment pay plan Ans- beginning pay with regular increases-||1. seniority, merit, mixed, job-based|2. shift differentials. Employee benefits Ans- SS, Medicare, workers comp., unemployment insurance and FMLA are required||1. other - vacation, sick, breaks, holidays, PTO, etc.|2. Most costly-usually vacation leave|3. total cost of benefits may be 25 - 40 percent of base pay| factors in setting up employee compensation programs are: Ans- 1. supervisory duties|2. level of authority|3. knowledge required|4. necessary skills FMLA of Feb 1993 Ans- provisions- leave without pay must be granted| 1. leave must be granted to fathers in case of newborn child;| 2. leave granted for placement of child for adoption;| 3. leave granted to care for spouse, child, or parent with serious health condition| 4. UP TO 12 WEEKS PER YEAR; DOES NOT HAVE TO BE ALL AT ONCE. | 5. ELIGIBILITY- MUST HAVE WORKED 1,250 HOURS DURING THE PAST 12 MONTHS, INCLUDES PERSON, WORKING PART-TIME. (AT LEAST 60%)| 6. Employer qualifies if it employs at least 50 people for at least 20 weeks per year. Staff Development: orientation Ans- facility, staff, personnel policies and procedures (handbook). documentation Staff Development: training Ans- Depends on duties- aides train in lifting, ambulating, falling, communication with residents (one of the biggest problems for CNAs)| Program not required by CMS - except for CNAs(must have 12 hours CE per year ( will look for if staff is not knowledgeable Staff Development :Facility-wide program Ans- planned, have responsible person or committee, supported by administrator; provide space, time, materials, trainers, and monitor results Staff Development: content for facility wide program Ans- 1. FIRE PREVENTION - NUMBER ONE FOR ALL|2. INFECTION CONTROL - NUMBER ONE FOR DIETARY|3. residents' rights|4. safety-accident prevention|5. work attitudes - team, cooperation, (TQM, Quality assessment)|6. Individual job skills|7. CNAs, communication with residents.|8. Cultural Diversity|9. FALSE CLAIMS ACT as mandated by the Deficit Reduction Act of 2005 (whistleblower act)| Dietary in-services Ans- fire control and infection control are required programs. |Other programs taught but not mandated include food portioning, food prep and temperatures. ||effective when employees are capable of learning and motivated; and when ADMINISTRATOR support program define absenteeism Ans- temporarily absent turnover - permanent Ans- 1. costs of recruiting, hiring, orienting, raining can be extremely high. Promotes research studies. |2. Other negative factors - supervisors tire of training, residents affected, poor or inadequate care.|3. Major reason - do not feel appreciated, job dissatisfaction. |4. rule - if 35% or more, in trouble. How to figure: number leaving divided by number of positions:|| # leaving | _______| # positions|5. exit interview - help pinpoint problem areas, why leaving|6. solutions - supervision, more input, training, and advancement, pay discipline and Counseling Ans- rules of behavior must be clear and understood; penalties must be equally clear||purpose is to change employee behavior to acceptable and improve work performance Types of Discipline - Ans- oral, written, suspension, docking pay