Examples of Human Resource Management (HRM) Duties
The National Union of Healthcare Workers (NUW) has filed a grievance against three healthcare professionals. The union is challenging the discharge of an Alzheimer’s disease patient from a Long Island, New York hospital. The patient was discharged after he failed to follow the rules of the hospital’s written contract for services. According to the grievance letter obtained by the NUW, this individual had verbally agreed to accept his discharge, but later exhibited “erratic behavior” and “acted in a violent manner.” He was ultimately discharged without any notice at all.
One of the three healthcare workers involved in this incident is identified as “PC.” PC is a nurse practitioner. The grievance letter indicates that after the doctor failed to complete his final course of treatment, PC went to a bar with two other individuals. After consuming alcohol, PC became distracted and saw a patient who needed more medical attention than he currently did. Before he could complete the final course of his treatment, PC began to physically fall backwards, fell down a flight of stairs, and hit his head on a glass door.
In this case, the employer has provided for retroactive termination. According to the grievance letter obtained by the NUW, PC did not receive a notice of final discharge until twelve days after the final post-treatment visit physician disability insurance. This violates the Fair Labor Standards Act (FLSA) and the Personal Responsibility Rule (PCR). As a result, the NUW is seeking a $1 million dollar judgment against PC’s employer, the unidentified treating doctor, and the nursing home that PC worked for. Specifically, the NUW is challenging the discharge because it is the duty of a healthcare professional to promptly notify their employer when they observe a patient who requires additional care. Failure to do so constitutes a violation of their professional responsibilities.
The same complaint was filed against a nurse practitioner in Florida who failed to provide for supervision when another staff member began lifting an obese patient’s belongings onto the floor. The obese patient choked to death on the hoarder’s belongings, as the other staff member continued to lift them. The Florida Nurses Association claimed that the breach of the PCR meant that this qualified as a Gross negligence or breach of the duties of a nursing staff. The U.S. Department of Labor claims that the FLSA’s claim to have merit, as the Office of Special Counsel (OSC) determined that the act of lifting the belongings was neither” willful disregard” nor a “conscious disregard” of the potential harm. Further, OSC found that the weight of the objects was significantly less than what would be required for them to effectively fall to the floor, as demonstrated by the position of the objects on the floor when the pile was removed. The court found these facts to have occurred due to the “utter lack of substantial and practical guidance” by PC’s supervisor.
In the UK, an employee was found to have stacked tin cans above his head and onto the ground in order to hide them from his supervisors. The employee later told colleagues that he felt uncomfortable about his actions and felt “frightened” by some of the comments made about him. Another nurse reported that she had witnessed a male nurse kick a bucket of old food down the toilet during a scrum, but was unsure whether he had actually fallen on the bucket or had been pushed over it. A junior doctor was reprimanded for slipping whilst “walking back” in order to use a bin in the walk-in ward. A nurse was found to have removed her top while helping a patient into a ward through the use of her fingers, which resulted in a patient becoming severely ill after inhaling her fingernails.
It is clear from the above examples that this form of offending can be incredibly damaging to a person’s career and can put their health at extreme risk. Healthcare professionals should be aware that they have a legal and professional duty to make sure they are performing their duties in a reliable manner. There is many Disability Insurance Options available, and an employers liability policy can help protect employers against claims made as a result of actions taken within the workplace.