Monitoring Human Resources of a Public Health-Care System through
HUMAN RESOURCES HEALTH CARE MANAGEMENT 14 April 2008.
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Transcript of HUMAN RESOURCES HEALTH CARE MANAGEMENT 14 April 2008.
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 ACTTITLE 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
BENEFITSLEGALLY 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