Category: Provider Magazine

Important Compliance and Regulatory Reminders

Background Checks – Compliance Reminder

The U.S. Department of Health and Human Services Office of Inspector General (OIG) recently released an audit report which reviewed compliance with background checks and abuse-registry requirements in skilled nursing facilities. The audit identified instances where staff began working before these required screenings were completed. 

This serves as an important reminder for providers: federal and state regulations require background checks and registry screenings to be completed and documented before an individual begins working in a long-term care facility.  

Regulatory Reminders

F-Tag F606 – Not Employ/Engage Staff with Adverse Actions 

The regulation applies to all staff including employees, contractors, consultants, volunteers, students, and medical directors.  

​F606 requires facilities to not hire or engage individuals with: 

  • Court findings of abuse, neglect, exploitation, misappropriation, or mistreatment. 
  • State nurse aide registry listings with findings of abuse, neglect, exploitation, misappropriation, or mistreatment 
  • Active disciplinary actions against professional licenses for abuse, neglect, exploitation, misappropriation, or mistreatment  

Fair Credit Reporting Act Section 606 – If an investigative background report is ordered, the facility must provide the applicant with a stand-alone written disclosure within three days of requesting the report, along with a summary of their rights under the FCRA. 

Take Action Now

  1. Review compliance policies – Confirm that background checks and registry queries are completed before the first day of work. 
  2. Update onboarding workflows – Build pre-start verification steps into your hiring process. 
  3. Educate hiring teams – Train managers and HR staff on the scope of F-Tag F606, registry checklist requirements, and FCRA timing/disclosure rules. 
  4. Include all worker types – Screen not only direct care staff, but also volunteers, contractors, consultants, students, and medical directors. 
  5. Document verification efforts – Keep clear records of checks performed for every staff member. 
  6. Audit regularly – Conduct routine internal reviews to identify and correct any gaps in compliance. 

Please send any questions to regulatory@ahca.org​. 

Resident-Centered Documentation Is More Than a Chart

At the end of a long shift, the nurse documents that Mrs. Smith “refused her shower again this morning.” However, if we spoke to Mrs. Smith, we would learn she prefers her showers in the afternoon because mornings are painful due to her arthritis. That single sentence in the chart misses the full picture, along with an opportunity to honor this resident’s voice, dignity, and autonomy.

In long term and post-acute care, where residents often live for extended periods of time, documentation should do more than track clinical tasks. It must tell the resident’s narrative, support informed and tailored care, and reflect the heart of resident-centered practice. Simply put, documentation goes beyond the chart. Rather, it’s a reflection of the resident’s care journey.

Read more at https://www.providermagazine.com/Pages/Resident-Centered-Documentation-Is-More-Than-a-Chart.aspx

9 Ways to Retain and Inspire Your Workforce

Aging demographics in this country are setting the stage for a future where there is a significant need for long term care, and a shrinking workforce of care providers. Within ten years, older adults will outnumber children in the U.S. More than half of individuals turning 65 today are projected to require some form of long term care during their lifetimes.

While the long term care industry needs to add more workers through training and recruiting, there are other ways health care leaders can maintain and inspire their workforces. Here are the nine principles that I’ve found truly make a difference.

Read the entire article at https://www.providermagazine.com/Articles/Pages/9-Ways-to-Retain-and-Inspire-Your-Workforce.aspx

 

Leading Today’s Multigenerational Workforce in Long Term Care

The organizational approaches that worked for generations are no longer the most effective to attract, retain, and engage today’s ever-evolving, multigenerational workforce.

The workforce used to be full of “tree” employees who were deep-rooted and stable at one organization for their careers. Just like trees who survive despite drought, storm, or rain, the tree-filled workforce responded well to a one-size-fits-all approach. That management approach worked until it didn’t.

Read the full article at https://www.providermagazine.com/Articles/Pages/Leading-Today’s-Multigenerational-Workforce-in-Long-Term-Care.aspx

Leadership Approaches to Address Tech Anxiety

“Tech anxiety” has become a staple in our professional lexicon. Once a buzzword, it has now evolved into a deeply ingrained feeling that employees—from front-line caregivers to administrators—grapple with regularly. As leaders, we’re tasked not only with driving digital transformation but also with guiding our teams through the psychological challenges that come with it.

After decades of navigating the business world’s evolving digital landscape, I can tell you this: tech anxiety isn’t going anywhere. However, what can—and must—change is how we approach it as leaders. Here’s how forward-thinking leadership strategies can make a lasting difference in managing tech anxiety within organizations.

Read more at https://www.providermagazine.com/Articles/Pages/Leadership-Approaches-to-Address-Tech-Anxiety.aspx

Why Orientation and Ongoing Training Matter for Reducing Turnover.

Onboarding isn’t just a checklist of HR paperwork and a quick tour of the building. It’s the first impression new employees get of the organization’s culture, and it can set the tone for whether they stay or leave. Research indicates that 69 percent of employees are more likely to remain with a company for at least three years if they experience a positive onboarding process.

Read the complete article at https://www.providermagazine.com/Articles/Pages/Why-Orientation-and-Ongoing-Training-Matter-for-Reducing-Turnover.aspx

 

How to Structure Your Compliance Program

Nursing, assisted living, and post-acute facilities have long been an area of scrutiny by the Office on Inspector General (OIG) as they are high-risk areas. It is important that an organization have a formal compliance program as proactive and preventive; a structure to address issues; and as a mitigating factor should compliance violations be identified by regulatory agencies.

OIG recognizes a common structure for compliance programs centered around seven elements. They are:

  • Written policies, procedures, and standards of conduct
  1. How accessible are they to all employees?
  2. How often are they reviewed?
  3. What is the process/procedure for review and approval?
  4. Are they written in understandable language?

Find out more by going to https://www.providermagazine.com/Articles/Pages/How-to-Structure-Your-Compliance-Program.aspx