There are many laws and regulations to talk about when it comes to the health care industry. All of the laws and regulations must be abided by for the organization to function to the best of its ability. The four employment/employee-related laws or regulations I will talk about in this paper will be Equal Pay Act, Fair Labor Standards Act, Age Discrimination in Employment Act, and the Family and Medical Leave Act. Even with these laws and regulations in play doctors and hospitals still face many challenges.
The Equal Pay Act, or EPA, lets everyone of race, colour, nationality, and gender to be equally paid for all the employees. For example of what the act does is if a man is working on an assembly line and makes 11 dollars an hour, this act will make sure that if a women comes in and does the same job she will get 11 dollars an hour as well. Before 1963 women were being paid a lot less than men. Now today, it’s not as bad but the act helps a lot. The impact of this act on employees is better work will be giving from them. When they know everyone is being paid the same they will be happier to work and do it great. “The Equal Pay Act of 1963 (EPA) was one of the first of the Equal Employment Opportunity (EEO) statutes, and it amended the Fair Labor Standards Act of 1938 (FLSA),” (Kovac, 2004, para. 1).
The Fair Labor Standards Act, or FLSA, sets the standard for minimum wages, overtime pay, and the amount of hours you need to work per week before you can be called working full time. The impact of this on employees is no matter where they decide to work they will get the same set amount to start at unless otherwise posted by the company. This allows people to not be too choosy about where they work. With a set limit on minimum wa...
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...ebruary). The Age Discrimination Act of 1967: issues
Litigated at the Supreme Court Level. Florida Bar, 84(2), 20.
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Kovac, J.C., (2004, October). Equal Pay Act of 1963. WorldatWork, 47(10), 113.
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The Hospitals medical staff including on call- physician and their designees should be made aware of Hospital bylaws or policies and procedures.
Once returning from the workshop, she confronted Michelle that Frostburg Fit might be in violation of The Fair Labor Standards Act. The Fair Labor Standard Act (FLSA) is intended to protect workers against certain unfair pay practices or work regulations. The FLSA is one of the most important laws for employers to understand since it sets out a wide array of regulations for dealing with employees. Under the FLSA, it established minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector and in federal, state, and local governments. It also introduced the 40-hour work week, as well as overtime pay. Employees whose jobs are governed by the FLSA are either "exempt" or "nonexempt." Nonexempt employees are entitled to overtime pay. Exempt employees are not. Laura brought to Michelle’s attention that nonexempt employees, including herself, have been working over 40 hours. Due to the turnover, Frostburg Fit has been understaffed. Employees are not keeping track of the work done outside the facility. Thus, unpaid overtime hours could lead to claims. Frostburg Fit needs to determine areas in need of headcount. Once determined, those positions must be filled in a timely manner to decrease employees working outside their normal work hours. In case employees do need additional time, they must seek approval. Frostburg Fit will need to draft an
U.S. Department of Labor-General Information on the Fair Labor Standards Act (FLSA). United States Department of Labor. Web. 9 May 2014.
Today, many health care organizations have been forced to reduce their workforce due to the downturn of the economy. Marshall and Broas (2009) state that whenever health care organizations conduct a reduction in force (RIF); there is the potential for legal risk. However, with proper planning and implementing, employers can minimize the risk of litigation (Marshall & Broas, 2009; Segal, 2001). Hence, before carrying out a 10% reduction in workforce, there are a number of steps that need to be taken to ensure it is successful.
The Fair Labor Standards Act (FLSA) is administered by the United States Department of Labor Wage and Hour Division. The Act regulates child labor, wages, and hours, it also requires employers to keep proper records and which to maintain (Bennett Alexander, 2004). The Act, now law requires employers to pay employees at the lower end of the pay scale, a certain amount which maintains a minimum standard of living and out of poverty (Bennett Alexander, 2004). That is the law and theory, in actuality the law has caused poverty in certain areas of the employment theatre, keeping those who are at the low end of the pay scale; below the reach of higher paying jobs.
Showalter, J. S. (2007). Southwick’s the law of hospital & health care administration, 5th ed.
Module two deals with external influences in healthcare administration and the conflicts that may cause lack of growth in the organization. External influences can range from society, stakeholders, staff, and patients. Health administrators should be in agreement with staff and physicians to maintain proper ethics and safety for everyone. Society has a big influence of healthcare organizations with spending their money towards health insurance, medication, treatment services and exams. As long the healthcare organization has a well reputation built on trust, then consumers will spend on that healthcare organization. The stakeholders that take part in external influences on ethics are the vendors, technology specialists, maintenance, insurance
The Fair Labor Standards Act (FLSA) was originally enacted in 1938. The law is enforced by the Wage and Hour Division of the U.S. Department of Labor, and includes 5 major provisions that protect employees. (TEXT) The five provisions include: coverage, minimum wage, overtime pay, youth employment, and record keeping. Coverage refers to the types of workers whom are protected by the FLSA. The FLSA also handles compensation issues like minimum wage, commissions, bonuses, expenses like room and board and other various deductions. To ensure that employees receive adequate compensation for working additional hours the FLSA has developed rules governing overtime pay. The Act also created and implemented rules governing youth
Laws and Legislations are in place to promote equality, they apply to everyone and by law every individual must abide by these rules. The purpose of laws and legislations is that every individual is protected by them as others may discriminate against them and by putting these laws in place then it reduces the amount of discriminations and promotes equality. Just like any other setting, laws and legislations apply to hospitals as well. They are vital in a hospital setting as it can affect many factors in the hospital from the way nurses work to how data within computer systems are protected. In this report, I will be explaining how laws and legislations affect hospital setting and how they can bring positive reinforcement into a hospital setting.
In this assignment I am going to describe three different Health and Safety legislations that promote the safety of individuals within a health and social care setting.
When President Franklin D. Roosevelt signed the Fair Labor Standards Act (FLSA) of 1938, he called it ‘the most far-reaching, far-sighted program for the benefit of workers ever adopted in this or any other country.’ The act provided sweeping regulations to protect American workers from exploitation in sweatshops and factories -- Including workplace protection provisions and a ban on child labor -- and created a mandatory Federal minimum wage of 25 cents an hour to maintain ‘a minimum standard of living necessary for health, efficiency, and general well-being, without substantially curtailing employment.’
... of potential threats such as unauthorized access of the patient information. Health care leaders must always remind their employees that casual review for personal interest of patients ' protected health information is unacceptable and against the law just like what happened in the UCLA health systems case (Fiske, 2011). Health care organizations need clear policies and procedures to prevent, detect, contain, and correct security violations. Through policies and procedures, entities covered under HIPAA must reasonably restrict access to patient information to only those employees with a valid reason to view the information and must sanction any employee who is found to have violated these policies.In addition, it is critical that health care organizations should implement awareness and training programs for all members of its workforce (Wager, Lee, & Glaser, 2013).
The FLSA is managed and implemented by the Wage and Hour division of the United States Department of Labor. “The Wage and Hour Division (Wage-Hour) administers and enforces FLSA with respect to private employment, State and local government employment, and Federal employees of the Library of Congress, U.S. Postal Service, and Postal Rate Commission. The FLSA is enforced by the U.S. Office of Personnel Management for employees of other Executive Branch agencies, and by the U.S. Congress for covered employees of the Legislative Branch.” “The law generally applies to all employees of specific enterprises having workers engaged in interstate commerce, producing goods for interstate commerce, or handling, selling, or otherwise working on goods or materials that have been moved in or produced for interstate commerce.” However, workers that are not covered by the FLSA may still be subject to its minimum wage, overtime pay, recording, and child labor provisions if they are individually engaged in interstate commerce or in the production of goods for interstate commerce, or in any closely-related process or occupation directly essential to such production.
The Equal Pay Act (part of the Fair Labor Standards Act), forbids employers to compensate women differently for jobs that are “substantially equal”, that is, almost identical. Traditionally, women have worked in different occupations than men; these occupations tend to be substantially different, pay less and confer less authority.
This paper’s brief intent is to identify the policies and procedures currently being developed at Midwest Hospital. It identifies how the company’s Management Committee was formed and how they problem solved and delegated responsibilities. This paper recognizes the hospital’s greatest attributes and their weakest link. Midwest Hospital hired Dr. Herb Davis to help facilitate the development and implementation of resolutions for each issue.