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Over the past few months we had researched the need and had the
opportunity of listening to medical care providers like yourself some of
whom have utilized a sub-contract pool service. These industry leaders
have asked many thoughtful questions about our operations and service
delivery system. The following questions are those which have been most
often asked. We have included with them our responses in order to help
clarify what services we offer and how we operate. These responses are
meant to convey general operating parameters and are not necessarily
specific to any of our locations.
Q1: How do we schedule our employees?
A1: Our scheduling system is part of an overall management
information system. The scheduling system is based on our practice of
matching the needs and preferences of our employee with the needs of the
client facilities. personnel are asked to state their shift, facility,
and day preferences, as well as when and where they do wish to work.
Likewise, clients are asked to identify, at any time, the personnel
which they prefer to have scheduled. These and other data, including
proximity of employee to client facilities and recent work history, are
used to determine which employee out of the available pool should be
assigned to which facility. Our employees who are available are required
to be "on call". They must call in daily or weekly to verify their
availability. This assures that in most instances requested shifts can
be confirmed immediately. We can provide personnel for short shifts, 8,
12, or 16 hour shifts, weekend and holiday shifts.
Q2: Are staffing coordinators and personnel available 24 hours per
day to assist with staffing?
A2: Our coordinators and personnel are available 24 hours per day,
7 days a week, 365 days per year. Our staffing coordinators are
knowledgeable and experienced in staffing procedures. This allows your
facility to speak directly with a knowledgeable person 24 hours a day.
Q3: How quickly can we confirm placement after a request is placed?
A3: Most placements can be confirmed as the request is being made,
or all can be confirmed within 15 minutes or less.
Q4: What are the policies governing weekend, holiday and shifts?
A4: Policies and employee standards do not vary according to shift,
weekend, or holiday. Pay and billing rates includes shifts and weekend
differentials. Pay and billing rates for the following holidays are
charged at 1.5 times the regular rate if applicable:
Holidays: New Year's Day; President's Day; Memorial Day; Independence
Day; Labor Day; Thanksgiving Day; & Christmas Day; Martin Luther King
Day and other holidays as may be observed by client facilities.
Q5: What is the policy governing overtime?
A5: "Working Time" as defined by FLSA, includes all the time during
which an employee is required to be on duty on the employer's premises
or at a prescribed work place, in excess of 8 hours per day or 40 hours per week is
considered overtime. Employee is paid 1.5 times the regular pay rate and
facility is billed at 1.5 times the regular billing rate. Employee
overtime must be pre-approved by both client and C.W. Healthcare staffing
representative.
Q6: How can facilities determine the skill level and qualification
for the position prior to utilization? Are references provided?
A6: Our employees are screened prior to placement. References and
credentials are checked and a proficiency test is administered. Skills
are carefully surveyed, assessed and verified. Clients needs can best be
served by providing our service organization with equally thorough needs
assessments and careful descriptions of the skills needed for each
requested positions. In the instance of special assignments, such as
block scheduling or long-term placements, interviews and references can
be accommodated.
Q7: What are the criteria used by C.W. Healthcare in determining which
applicants for employment are suitable?
Q8: How are the credentials of employees examined?
A8: As a part of our pre-employment screening, employees are
required to submit the originals of their licenses, CV and certificates
if applicable. Photocopies are made for inclusion in the employee files
and the credentials are verified by telephone through the appropriate
licensing or certification agency. Information regarding
licensing/certification, cpr, aids training, TB tests, Hep B, Criminal
Background Investigation and employment eligibility (I-9) are checked,
reviewed and updated.
Q9: Are employees required to have TB screening and inoculations?
A9: All of our employees are required to have complete medical
screening; PPD tests or chest x-rays, Hepatitis B & Rubella vaccinations
and other such public health requirements as required by Federal and
State law.
Q10: What employee records do we maintain?
A10: We maintain extensive confidential employee records beginning
with those items included in the "New Employee Orientation Checklist".
Additionally, ongoing performance records are maintained which include
information regarding the number of shifts and hours worked, facilities
worked in, attendance record, performance evaluation, and other such
data.
Q11: How often are employee records updated?
Q12: Are employees required to attend orientation and/or in-service
training?
A12: Employees are required to participate in approved orientation or
in-service training as required by client facilities in order to assure
competency and familiarize employee with client protocol.
Q13. Are employees required to attend continuing education programs?
A13. Employees are encourage to participate in approved continuing
training programs in order to keep their skills current and to enhance
their careers.
Q14. Is satisfactory completion of training programs a prerequisite
for salary increases/bonuses?
A14. Satisfactory completion of training programs is but one of the
factors affecting eligibility for salary increases and/or bonuses. Other
factors include job performance as reported by client facilities and
determined by the quality assurance manager in the annual performance
evaluation.
Q15. In the event that facility determines that a personnel does not
match its needs, what procedure will be followed in obtaining a
substitute?
A15. Client's supervisor will contact and inform C.W. Healthcare of
performance evaluation. Meanwhile, a service representative will locate
a replacement who will be on the job asap. The facility will be billed
only for the actual number of hours worked by the replacement employee.
Q16. What is the time limit and circumstances for which personnel can
be called off without a charge?
A16. A facility may cancel a scheduled shift without incurring
liability provided that notice is received two hours prior to the start
of the scheduled shift.
Q17. What is the policy regarding hiring client personnel?
A17. We do not and will not solicit client personnel for employment.
If a client facility employee indicates a desire to enter into part-time
or full time work, we would ask for a release from the client facility
if such is required in the employment agreement between the employee and
the facility.
Q18. Under what circumstances can client hire C.W. Healthcare employees?
A18. The employment agreement between C.W. Healthcare and its employees
require that the employee will not accept employment with clients to
which they have been assigned without the express written consent of the
company.
Q19. What liability and malpractice insurance coverage do we carry?
A19. We maintain a fidelity bond insurance as well as general &
professional liability insurance and State Industrial Insurance
(Worker's Compensation) for all employees.
Q20: Do we consider early payment incentive in pricing of services?
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