Retaining staff and improving outcomes are two goals of any health care organization. Studies have shown that a personalized approach can increase staff satisfaction regarding healthcare employee retention. HCAOA partner Relias offers Competency Evaluations to help identify gaps in knowledge and skills from day one so that you can provide a more tailored approach to onboarding. Members are encouraged to watch this on-demand webinar session with Clark Christian, Senior Product Marketing Manager at Relias, to learn how this tool can help!
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HCAOA’s Georgia Chapter is pleased to report that the House has approved the SFY 2025 budget, and now the budget is in the Senate for consideration. The chapter previously met with the House Appropriations Chair and recently met with the Senate Appropriations Chair to answer questions and advocate for passage of the SFY 2025 with this funding fully intact. The Chapter will continue to follow the budget process in the Senate and are prepared to answer any questions on behalf of the budget request. HCAOA members may have read about the cyber attack on Change Healthcare last week. Many healthcare providers, including those servicing Medicaid or Veterans through the VA Community Care Network, either submit claims to a portal or directly to Change Healthcare, which processes the claims and facilitates payment. In the wake of the attack, Change Healthcare disconnected claim submission platforms.
HCAOA members are invited to register for Polsinelli's Home Care Industry Update on March 14 at 12:00 p.m. ET. HCAOA CEO Jason Lee will participate in a panel discussion with representatives from Polsinelli and The National Association for Home Care & Hospice (NAHC) for a comprehensive overview of the latest legislative and legal developments.
Please enjoy Part 4, the final installment of the four-part video series from CareerPlug. In Part 4, the importance of texting in the interview process will be discussed. Are you texting candidates? Is this something holding you back from making the hires you need? Watch this three-minute video to find out!
Please enjoy Part 3 of this four-part video series from CareerPlug. Part 3 will review where your jobs are posted through your CareerPlug account, why it is important where your jobs are posted, and which websites provide higher quality candidates. Knowing where your applicants are coming from is critical to your hiring process and your future success with recruitment. Watch this four-minute video for tips on finding candidates on the websites where they search for jobs.
Please enjoy Part 2 of this four-part video series from CareerPlug. Part 2 will review best practices on what to include and not include when posting a job. Your job listing should be magnetic, easily found and understood, and showcase everything your agency has to offer an employee. View this four-minute video for tips to optimize your job description.
Members can get their 2024 recruitment plan underway, and on budget with HCAOA partner CareerPlug. All members receive a FREE 14-day Premium Subscription Trial. After the free trial, the member rate is $795 per year for Premium (a discount from the regular rate of $1,495) or $595 per year for Pro (a discount from the regular rate of $1,295). The Pro and Premium plans post to all major job boards like Indeed, ZipRecruiter, and Glassdoor.
Last week, the HCAOA California Chapter hosted its first meeting of 2024, and representatives from the Department of Social Services (DSS) were on hand to discuss upcoming updates. Pallavi Shimoda, Section Chief, Care Provider Management Branch, Home Care Services Bureau, discussed background check best practices, addressing specific questions and issues encountered during the process. Sonya Wilson, Acting Bureau Chief of Home Care Services Bureau, highlighted hiring an enforcement manager for the southern region of California and encouraged businesses to file complaints regarding non-compliance.
Compliance Challenges in Home Care: Strategies for Mitigating Department of Labor Investigations1/24/2024 HCAOA members may have difficulty remaining in compliance with the ever-changing regulations and service requirements required in each state. Compounded by the challenges of a remote workforce can make it difficult for agencies to remain in good standing. Angelo Spinola, Home Health, Home Care & Hospice Chair at Polsinelli, offers strategies for mitigating the effects of a Department of Labor investigation, which can be critical for organizations to practice moving forward.
HCAOA members Jeff Wiberg, CEO of Family Resource Home Care and HCAOA Immediate Past President, and Ari Medoff, CEO of Arosa, were interviewed by Home Health Care News to discuss how home care agencies have long grappled with a gray market, where an unofficial caregiver workforce operates. This "underground" network comprises individuals unconnected to formal home care agencies, often working independently and hired directly by clients or families. With the escalating cost of care provision, home care providers are facing heightened challenges, potentially exacerbating the situation.
Governor Phil Murphy recently signed the New Jersey Domestic Workers' Bill of Rights Act, S-723, aimed at bolstering the rights of domestic workers in the state. The legislation, championed by labor organizations, aims to provide workforce protections for housekeepers, nannies, and caregivers. The HCAOA NJ Chapter successfully advocated for amendments to the bill, mitigating its impact on the home care industry in New Jersey. Through extensive collaborative efforts, including in-person and virtual meetings, testimonies at committee hearings, and communication with legislators and industry partners, the HCAOA NJ Chapter Board of Directors and the HCAOA NJ Chapter lobbyist, Dennis Marco, played a pivotal role in influencing the final provisions of the legislation. As we reported last week, the U.S. Department of Labor (DOL) published its final rule on employee or independent contractor classification under the Fair Labor Standards Act (FLSA) on Jan. 10, 2024. This final rule revises the Department’s guidance on how to analyze who is an employee versus who is an independent contractor, and its release has been anticipated for some time. It is scheduled to go into effect on March 11, 2024. |
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