It’s never too late to prepare for a hurricane or other natural disaster. While not every eventuality can be anticipated, there are steps you can take that will give your practice the best chance of returning to normal operations as quickly and completely as possible after a natural disaster.
Utilizing a payroll company to ensure accuracy and save time can be beneficial for many practices. However, utilizing this same company for related services such as workers’ compensation insurance – a move that may save time, but usually doesn’t provide value to the practice – is another story.
MagMutual strives to ensure your healthcare organization has the business policies it needs. These policies help to keep employees informed while protecting your organizations from some of the risks you face as a business. This policy is meant for general use and may not cover all the specific needs of your organization. Please contact us with any questions you may have.
Disciplining/Terminating Employees Who Misuse Social Media
There are many scenarios that may prompt an employer to discipline or terminate an employee for his or her use of social media in the workplace. The most obvious situation is an employee who engages in illegal web-based activity while at work. Another common scenario is an employee who spends the majority of his or her on-duty time using social media sites having nothing to do with his or her job responsibilities.
Employment discrimination legal claims remain high. Each year, nearly 100,000 charges of discrimination are filed with the U.S. Equal Employment Opportunity Commission. According to recent data, the median employment discrimination jury verdict is over $100,000, though that number does not include the amount of money the employer paid its own lawyers.
On December 28, 2017, the Center for Medicare and Medicaid Services (CMS) announced that texting patient information among healthcare providers is acceptable if done through a secure platform, but the texting of orders is prohibited - even if the orders are encrypted.
A clear and effectively implemented anti-harassment policy and complaint procedure helps employers prevent sexual harassment complaints; encourages employees to come forward when they experience harassment; serves as a road map for responding to harassment complaints; and provides an effective defense in litigation over sexual harassment claims.