Transcript Slides - DR
HUMAN RESOURCES HEALTH CARE MANAGEMENT 14 April 2008 HUMAN RESOURCES MANAGEMENT • ACQUISITION • RETENTION & MAINTENANCE • SEPARATION CLINICAL STAFF • HOSPITAL MEDICAL STAFF ARE USUALLY NOT EMPLOYEES • MOST DOCTORS AND VIRTUALLY ALL NURSES AND PHYSICIAN EXTENDERS ARE STRAIGHT EMPLOYEES ACQUISITION • • • • PLANNING RECRUITMENT SELECTION ORIENTATION PRE-EMPLOYMENT • INTERVIEWING • CHECK CREDENTIALS YOURSELF • TESTING – MENTAL OR PHYSICAL – ABILITIES NEEDED TO PERFORM A JOB – ADVERSE IMPACT ON PROTECTED GROUP JOB DESCRIPTIONS • WHERE AND WHAT ARE THE JOB • QUALIFICATIONS – MINIMUM – DESIRABLE • SPECIAL CONDITIONS • BASIC LEGAL DOCUMENT • WITH OR WITHOUT CONTRACT PHYSICAL EXAM • COMMUNICABLE DISEASE - OK • DANGER TO OTHERS - OK • EVERYTHING ELSE – PROBABLY NOT OK • SET UP A MOCK JOB • CHANGE THE JOB PROHIBITED DISCRIMINATION • • • • • • • • RACE COLOR NATIONAL ORIGIN RELIGION GENDER AGE 40 TO 70 PREGNANCY HANDICAPPED STATUS CIVIL RIGHTS ACT TITLE VII • EXEMPTIONS - NOT DISCRIMINATION – BONA FIDE OCCUPATIONAL QUALIFICATION – TESTING & EDUCATIONAL REQUIREMENTS – SENIORITY – AFFIRMATIVE ACTION - MAYBE SEXUAL HARASSMENT • DISCRIMINATION ACCORDING TO COURT RULINGS • SEXUALLY HOSTILE WORK ENVIRONMENT ADA • 43 MILLION AMERICANS IN 1990 • REASONABLE ACCOMMODATION • UNLESS UNDUE HARDSHIP ON THE EMPLOYER • MUST BE OTHERWISE QUALIFIED • DRUG ABUSE AND TESTING ARE NOT COVERED RETENTION • • • • • COMPENSATION BENEFITS EMPLOYEE ASSISTANCE SAFETY & HEALTH CAREER COUNSELING COMPENSATION • BASED ON THE JOB AND PERFORMANCE • SHOULD BE PERCEIVED AS FAIR • MUST BE CONSISTENT AND NOT DISCRIMINATORY FAIR LABOR STANDARDS ACT OF 1938 • 8 HOURS A DAY &/OR 40 HOURS IN 7 DAYS • 80 HOURS IN 14 CONSECUTIVE DAYS • EXEMPT EMPLOYEES • AGE 18 FOR HAZARDOUS WORK – HEALTHCARE IS HAZARDOUS BENEFITS LEGALLY REQUIRED • • • • SOCIAL SECURITY - FICA WORKER’S COMPENSATION UNEMPLOYMENT INSURANCE COBRA (1985) BENEFITS • INSURANCE – HEALTH, DISABILITY, LIFE, ETC • LEAVE – HOLIDAYS, VACATION, SICK, FUNERAL, PERSONAL, EDUCATIONAL • PENSION – EMPLOYER VS EMPLOYEE FAMILY & MEDICAL LEAVE ACT • UNPAID LEAVE • UP TO 12 WEEKS A YEAR • COVERED – NEW CHILD – SERIOUS PERSONAL HEALTH CONDITION – CARE OF A DEPENDENT WITH A SERIOUS HEALTH CONDITION EMPLOYEE ASSISTANCE • STARTED FOR ALCOHOLISM • NOW FOR ALL SUBSTANCE ABUSE • ALSO LEGAL, FINANCIAL, EMOTIONAL PROBLEMS • 15 - 20 % OF WORKFORCE ON DRUGS • HEALTHCARE ABOUT TWICE AS BAD WORKPLACE SAFETY • WORKER’S COMPENSATION – STATE LAW – BENEFITS THE EMPLOYER • OSHA • HOSPITALS HAVE ALL THE HAZARDS SPECIAL SAFETY PROBLEMS • PATIENTS ARE DANGEROUS AND HARD TO HANDLE – BACK INJURIES – ASSAULTS • AIDS/HIV – PROTECTING WORKERS – PROTECTING PATIENTS MAINTENANCE • • • • APPRAISAL TRAINING & CONTINUING ED CORRECTIVE COUNSELING DISCIPLINE PERFORMANCE APPRAISAL • USUALLY A RATING SCALE • DONE EVERY 12 MONTHS • “ALL THE CHILDREN ARE ABOVE AVERAGE” DISCIPLINE • • • • • EVEN HANDED POSITIVE IF POSSIBLE CORRECTIVE COUNSELING WELL DOCUMENTED INCLUDED IN PERFORMANCE EVALUATIONS OF EMPLOYEE AND SUPERVISOR SEPARATION • QUIT – BETTER JOB OR BETTER PLACE • DISCHARGE – FIRING VS LAYOFF • RETIREMENT • DISABILITY • DEATH SEPARATION ACTIVITIES • PRE-RETIREMENT PLANNING – INCOME – INSURANCE • OUTPLACEMENT • EXIT INTERVIEWS