There are new rules and regulations on Hospital Readmissions that will now push Hospitals and Nursing facilities to work side by side to avoid penalties and loss of profit from CMS’ (Center for Medicare and Medicaid Service) One out of every five Medicare beneficiaries discharged from the hospital is readmitted within 30 days, which costs Medicare more than $17 billion a year, CMS is about to put a stop (Readmissions Reduction Program) to this. Readmissions are an issue between nursing facilities and Hospitals. If a Medicare patient discharged from a hospital, the odds are about 1 in 5 that they will end up back in the hospital within 30 days. CMS is stepping in because Healthcare costs are rising and CMS is going to start by holding hospitals and nursing facilities accountable for readmissions. The Hospital Readmission Reduction Program (Affordable Care Act) From Oct 2011- Oct 2012, CMS is tracking each hospital’s readmission rate.
The employee will receive an acknowledgment of receipt by the manager within five working days, inviting them to a grievance meeting. The grievance meeting will take place within 14 days of the written acknowledgement. At the meeting the employee will be asked to explain the nature of the complaint and what actions should be done to solve the matter. Stage 2; If the employee is still aggrieved, they may write to a nominated manager within five working days of the date of the decision under stage 1, exercising their right to appeal. This will need to be passed to a more senior manager.
The committee came to the conclusions that the existing policies were not sufficient to address the circumstances that lead to Mr. B’s demise. The professional nurse will lead this team through the process. The nurse will ensure, via CNO, that the clinical managers of the nursing units as well as department heads of non-nursing units, address this process at weekly unit meetings. The nurse will be testing awareness of the process by performing a random sampling questionnaire one time in one month. The nurse will also increase awareness by speaking to the process in Shared Governance meetings.
You must formally respond to at least 5 of the 10 questions. Your responses should be in your own words and express your own ideas. If you include the words and/or ideas of someone else, please cite your source properly. Each response should be approximately 200 words in length.You must post your response by the end of the week (midnight Sunday). To do this, create your own thread (do not simply reply to a peer's response).Response question for Chapter 2: What factors might affect the age at which people get married today?
After the interview process if the candidate is successful the person will have an observation day shadowing staff and if they are happy, Management request proof of address, two references and an application form to be filled in by the candidate, they will then be invited to come for four induction days which will give the person an induction into how the company is run and for the staff to observe the person and decide whether they have meet the expectations of the job role, during these four days observations are completed, a thorough induction into each care home is given, Firstly a tour of the building is done, then the fire exits and how to evacuate if there is an emergency. The candidate will then read up on our Emergency plan and the policies and procedures. We have an employee handbook that is also available for the candidate to read as it will give an insight to all the entitlements the person will be entitled to within the job. The candidate will then fill out declarations and after the candidate will then sit with the management and will be given a brief induction of each of our service users and a little on their history. An introduction to our care management system will be shown and also the service users care plans will be given to the candidate to
Consent from any Service users must be sought before sharing information, or their representatives depending upon their situation or capacity at any given time. General complaints or criticisms are usually made verbally and dealt with straight away as a verbal communication to front line staff. This should still be recorded on the complaint record and entered onto the Corporate Governance system. If a problem can be resolved immediately, this should happen. When a complaint is more complex, it should be recorded and signed by both the complainant and the complainer and handed to a senior member of staff who should attempt to resolve the complaint the next working dat.
Legal issues could be risky as, well. In my telephone interview with the assistant human resource assistant, Druselle Price, There’s been some major changes in the effectiveness of handling discipline problems at Facey. Now has in-service training regarding discipline issues and employees must attend ten meetings per year this attendance also, affects the employee’s chances for raises and transfer status. There has also, been implemented into the company a training software system that has every discipline issue and the policies ,practices that facey uses to reprimand behavioral problem employees and the consequences that
This second stage should be completed and a meeting held within 14 days of the complaint being logged. Third stage, Review: The senior manager and the deputy Manager will meet with a senior member of staff (Director) who will review the complaint and the findings of the investigation. They will look again to see if the complaint could be dealt with through negotiation, arbitration or mediation, they will also decide whether an independent advocate needs to be introduced to examine the complaint and its investigation. The Senior manager or independent advocate will then meet with the complainant and discuss
It is expected that the manager should attempt to resolve the matter and inform the employee, if the grievance is aimed towards the manager than the employee should write to the appropriate manager or director above. If expectations of the employee are not met, they may refer to a director, in writing, restating the grievance and the reason why they believe it was not an satisfactory outcome in the first stage. The employee should expect to be invited to an appeal hearing, the director will consider their grievance and contact and inform the employee within five working days, this is considered to be the final outcome. Bvi – The role of a support worker contributes towards the delivery of the service provided as Support workers are on workers on the front line, they are the staff, service users have the most contact with and rely on. Care companies rely on support workers to for fill their job role in order to achieve.
Title VII and its amendments have made specific requirements to be upheld in regards to affirmative action and employer restrictions. Below are specified tips for management to abide by to avoid violations to Title VII. Organization must guarantee that the hiring, promotion, training, are understand and accessible to all employees equally. “If an affirmative action plan is to be adopted voluntarily, work with the union and other employee groups to try to ensure fairness and get early approval from the constituencies affected to ward off potential litigation” (Bennett-Alexander & Hartman, 2007, p. 219). Secondly, organizations must ensure voluntary affirmative action plans follow court ordered requirements.