Recent media accounts of unauthorized disclosures of protected health information (PHI) and other sensitive data underscore the importance of an effective information security program for all healthcare organizations.
Onboarding, a relatively new approach to employee orientation, emphasizes the use of active and informal teaching modes to convey practical knowledge, create workplace connections and increase productivity and commitment.
A well-managed post-lawsuit debriefing can serve as a powerful risk management tool.
To minimize risk, aging services administrators must prepare for large-scale disasters - including floods, wildfires and tornadoes, as well as severe storms - that affect the entire community and may require evacuation of residents and staff. Are you prepared in an event of an emergency? Learn more.
According to the Agency for Healthcare Research and Quality, approximately 6,200 Americans - disproportionately over 65 years of age - are hospitalized each year due to exposure to excessive heat. As heat waves become more frequent and intense, administrators, even in temperate regions should be aware of these risks and their corresponding responsibilities. Learn more.
By accurately assessing prospective residents' needs, administrators maximize individual autonomy, avoid the expense of unnecessary services and reduce the potential for future conflict and litigation. Learn more.
As the baby boom generation advances into retirement, the need for a new and more effective model of aging services has emerged. Consumers are questioning traditional ideas and seeking settings that actively promote resident autonomy and dignity. Transforming the institutional facilities of yesteryear into progressive "organizations of choice" thus represents one of the major challenges now confronting the aging care industry.
This article can help you communicate with the board regarding the fundamental responsibilities of board members, major liability topics, and ways to improve institutional governance. Education in the basics of healthcare risk management (beyond the laymen’s understanding, ) can aid in decision making and prepare the board to respond swiftly to potential liability crises and take preventive action to minimize risk.
One of the myths associated with not-for-profit D&O exposures is that there are few sources of claims since not-for-profits don't have shareholders. not-for-profits serve large and varied constituencies to which their boards owe specific fiduciary duties similar to duties owed by corporate boards. These constituencies are potential plaintiffs in legal actions brought against not-for-profit boards.
An employment application is an information-gathering tool that will assist you in your hiring decisions and should contain language that will reduce employment-related liability exposures.
There are many good reasons, both legal and non-legal, to publish a handbook.
Much information regarding an applicant's past will come not from a criminal background check, but from traditional employment reference checks.
The purpose of an employee background check is twofold: (1) verify the information provided by the applicant, and (2) develop additional relevant information necessary to make an informed decision regarding the appropriateness of the applicant.
Criminal history record checks are important risk management tools but must not replace other risk management strategies designed to lessen the opportunity for abuse of vulnerable service recipients. The following are some of the more frequently asked questions concerning criminal history record checks.
One of the most difficult risks to assess and address in a not-for-profit is the possibility of theft of financial and other assets by insidersâ€”the people the not-for-profit depends on to achieve its mission.
The prevalence of "body modification," like visible tattoos and body piercings, have caused the creation of workplace policies that prohibit or restrict the exhibition of body art in the work place. This has resulted in a growing number of claims of employment discrimination. Employers need to be aware that enforcement of policies regarding body art might give rise to a claim of discrimination, whether based on disability, gender, age, race/national origin or religion.