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Arkansas Nursing Home Settles EEOC Sexual Harassment Suit for $100,000

Arkansas Nursing Home Settles EEOC Sexual Harassment Suit for $100,000 After receiving complaints from numerous employees that the management of the nursing home was ignoring  complaints about sexual harassment, the U.S. Equal Employment Opportunity Commission (EEOC) sued the owner of an Arkansas Nursing home last year. Although the company owning the nursing home continues to deny any wrongdoing, the suit was recently settled in a U.S. District Court when the owners agreed to pay $100,000 to several former employees and to provide sexual harassment and retaliation prevention training for its

Nation’s Largest Ambulance Company Sued by EEOC for Pregnancy Discrimination

Nation’s Largest Ambulance Company Sued by EEOC for Pregnancy Discrimination After a paramedic who worked for an ambulance company requested light duty for the last part of her pregnancy, the company denied her request and directed her to take unpaid leave or to work without any restrictions. The U.S. Equal Employment Opportunity Commission (EEOC) brought suit against the ambulance company for refusing to provide light duty to a pregnant employee when similarly abled, non-pregnant employees were allowed light duty, in violation of Title VII of the Civil Rights

Oregon Medical Documentation Service Company Will Pay $80,000 in EEOC Pregnancy Discrimination Suit

Oregon Medical Documentation Service Company Will Pay $80,000 in EEOC Pregnancy Discrimination Suit An EEOC pregnancy discrimination lawsuit filed against an Oregon medical documentation service was settled after the company agreed to pay $80,000 and implement substantial changes in its policies and hiring practices. The lawsuit was filed after completion of an EEOC investigation into allegations from a 28-year-old woman who applied online for a position with the company, received an offer, and completed all the pre-hiring screenings. However, when the woman informed the company that she was pregnant, the CEO

New York Nursing Home Makes Improvements in Challenging Environment

New York Nursing Home Makes Improvements in Challenging Environment HR Perspective Often complaints or issues raised by residents or family members can be minimized with open and honest communication. We don’t have to be perfect, but we must make an effort to understand issues presented and do our best to address them in a timely manner After residents’ families demanded a sit-down with administrators of a New York nursing home over quality of care, the company that runs the facility made a series of changes and upgrades,

Dealing Realistically with Workplace Relationships

Dealing Realistically with Workplace Relationships HR Perspective Policies and procedures should cover employee dating with clear communication to ensure employee direction and understanding Romantic relationships between employees can lead to disruption in the workplace when the relationships end, and can adversely affect employee morale and productivity. They may also lead to claims of favoritism or sexual harassment. Practical experience has shown that rules “outlawing” such relationships are often ignored, so it is important for companies to have policy guidelines in place to regulate such relationships. These regulations—which should be part

Nurse Sues Pennsylvania Nursing Home, Claiming She was Terminated Due to Her Disability

Nurse Sues Pennsylvania Nursing Home, Claiming She was Terminated Due to Her Disability HR Perspective All employee requests for accommodation should be reviewed and considered, with appropriate documentation provided A nurse is suing a Pennsylvania nursing home, citing alleged disability discrimination, retaliation, and wrongful discharge. According to the complaint, she was suspended until investigations into two alleged incidents were completed, one in which a bottle of medication was mislabeled, and a second in which she was accused of failing to follow policy. The

New York Hospital Delayed Investigating 33 Complaints against a Doctor

New York Hospital Delayed Investigating 33 Complaints against a Doctor HR Perspective Each complaint should be investigated and, if substantiated, corrective action taken regardless of the position of either party A New York community hospital delayed investigating one of its doctors for months, according to federal regulators. The doctor was accused of sexually harassing employees and providing questionable medical care. The hospital put “patients at risk for harm” by not promptly and thoroughly investigating 33 complaints against the doctor, according to the inspection report. When the hospital

Kansas Nurse Found Guilty of Medicaid Fraud, Drug Crimes, and Related Charges in Three Counties

Human Resources Perspective Policy/Procedure: Policies and procedures need to be up-to-date and meet current guidelines, including resident rights. Training: Educate all staff responsible for administering medications about proper procedure, including the five rights (right medication, right person, right dose, right route, right time). Staff should be trained on medication diversion signs and authorized to report concerns to senior management. Audit: Periodically perform internal and external audits of the medication administration, documentation, and secure storage process. A Kansas nurse was found guilty of Medicaid

nurse handcuffed

A.G. Underwood Announces Arrest of Rochester Nurse Charged with Grand Larceny and Working with a Suspended License

Human Resources Perspective Policy/Procedure: Policies and procedures need to be up-to-date and meet current guidelines, including appropriate certification and licensure. When using agency staff, the same requirements apply. Training: Appropriate certification and licensure need to be evidenced before staff are allowed to work in any facility. The same requirement is in place for all agency staffing. Audit: Periodically perform internal and external audits of the presence of evidence of current licensure for all staff who work in roles for which licensure or registrations

Housekeeping Company Hit with Privacy Suit over Fingerprinting

Risk Management / HR Perspective Policy/Procedure: Policies and procedures need to be up-to-date and meet current guidelines. Senior management need to be able to make appropriate system changes to meet current laws and regulations. Implementation: Educate staff during new hire orientation, and periodically, regarding related laws, regulations, and any changes. Objections need to be considered and discussed with senior management for direction. Audit: Facility management should periodically survey staff for concerns. Internal and external audits should ensure that all requests for accommodation have