How Healthcare Staffing Agencies Can Prevent Claims

Author, Jack Marrs, Associate Account Executive, Rancho Mesa Insurance Services, Inc.

Healthcare staffing agencies play a vital role in maintaining patient care standards. That is why it is critical for staffing agencies’ employees to be properly vetted, kept informed, and trained prior to being placed to reduce the likelihood of claims. Preventing such claims requires a collaboration between the healthcare staffing agency and the facility where employees are being placed. Healthcare staffing agencies can take steps to prevent claims and protect their operations.

Employee Screening

A best practice for preventing claims is to ensure that the healthcare professionals being placed are highly qualified and have the required credentials. Proper vetting includes verifying licenses, certifications, and prior work experience. If the potential employee is not properly screened and is hired, it not only is putting the patients in danger but it can result in malpractice claims.

Collective Intelligence, a professional screening service, states that “up to 30% of job applications contain false statements.” The company notes that “by using a healthcare professional screening service, you can rest assured that you are mitigating the risks associated with theft, negligent hiring lawsuits, poor employee retention and fees associated with non-compliance.”

Properly screening potential employees can reduce the risk of unintentionally bringing on unqualified people who could put the organization at risk.

Clear Communication of Job Roles and Responsibilities

Miscommunication or misunderstanding of job roles can lead to situations where healthcare professionals make decisions outside of their job roles. This not only puts the patient at risk but can also expose the agency to liability claims. To prevent this, the agency must clearly outline the roles, responsibilities, and limitations of the healthcare professionals that are being placed in the facility. Healthcare staffing agencies and the healthcare provider that hires them need to make sure that everyone involved knows exactly what the healthcare professional is responsible for at the facility. 

Effective Safety Training

The healthcare industry is physically demanding, and healthcare professionals are prone to injuries, whether from lifting patients, long shifts, or a slip and fall. Healthcare staffing agencies are also prone to high turnover which can lead to workers being less familiar with their workplace and safety protocols, thus increasing the risk of accidents.

Healthcare staffing agencies must protect themselves from workers’ compensation, general liability, and medical malpractice claims. One way to do this is by partnering with the facilities where the employees are placed and formally agree to share responsibility for training and safety.

While staffing agencies should provide proper training, client facilities should also offer site-specific training related to their own operations and protocols. Clear agreements between the agency and the client facility regarding training responsibilities will help minimize the risk of claims.

Preventing claims in the healthcare staffing industry is an ongoing process that requires attention to detail, ongoing training, and partnerships with healthcare facilities. By taking these steps, agencies can protect themselves from the financial damage associated with claims and the general safety of their employees.

To learn more about how your healthcare staffing agency can reduce risk, contact me at jmarrs@ranchomesa.com or (619) 486-6569.

Preventing Stress Claims

Author, Jack Marrs, Associate Account Executive, Human Services Group, Rancho Mesa Insurance Services, Inc.

Specializing in non-profit insurance has opened my eyes to how difficult it is for some non-profit employees to deal with the stress related to their jobs. It’s the nature of the work. Helping people through difficult situations can be rewarding for an employee, but it can also be emotionally draining when they become invested in their clients to the point where it can lead to burnout.

Employees can suffer from emotional and mental illness as a result of their working environments, which can lead them to file workers’ compensation claims. Depending on the nature of the non-profit’s mission, employees may witness a variety of disturbing realities that the general public isn’t used to experiencing.

Since psychiatric injuries are based on an employees' personal experience, it’s much more difficult for physicians to verify these types of claims. Plus, these conditions can also develop from multiple stressors in an employee’s professional and personal life like when they are dealing with a death, going through a divorce, or filing for bankruptcy. So, it’s hard to determine what percentage of the claim is work-related and what percentage is caused by outside factors.

Workplace stress can trigger mental and physical illnesses and injuries, so identifying and correcting stressful situations early, can prevent costly health care costs and workers’ compensation claims.

Managers should periodically check in with their employees to see how they are doing with regards to their workload, relationships with clients, co-workers and vendors, etc., but also their personal lives. If there is an issue in the workplace, it can be addressed quickly before it causes extreme stress to the employee. If something is happening at home, it could be affecting their productivity and performance on the job. And, the employer may be able to refer their employee to resources to assist them as they deal with whatever stressors are in their personal lives. This also helps to establish if the stress felt by the employee is work-related or personal.

Employers can reduce workplace stress by ensuring effective communication from supervisors to employees. Whether the communication is about job duties and expectations, career growth within the organization, or a traumatic event and relevant resources to help employees cope, being transparent with employees can relieve some stress caused by not knowing what’s to come.

Stress claims take a tremendous toll on both employees working for non-profits and the organizations themselves. Rancho Mesa provides an extensive library of training offered through our Risk Management Center and the RM365 HRAdvantage™ Portal. These trainings can be easily accessed and allow for our non-profit clients to be proactive in mitigating the severe impact of stress claims. 

Contact me at jmarrs@ranchomesa.com or (619) 486-6569 to learn more about these options.

Advances in Active Shooter Coverage Leads to More Protections Against Broader Violent Events

The need for insurance to cover workplace violence is at an all-time high. Traditionally, this type of insurance policy has been referred to as Active Shooter Coverage in response to situations involving mass shootings. As its name implies, the overage responded only to active shooter scenarios. They did not cover other types of workplace violence that can occur. As unique acts of violence occur, coverage continues to change to cover a broader spectrum of events.

Active Violence Coverage offers protection when an event may or may not involve a shooter. One important development in this new coverage is that it also responses to threats of violence. A heated interaction, though no physical harm occurred, could still be damaging to those involved and have the potential to develop into something larger over time. This type of coverage will cover the costs for hired security, grief counseling and mediation, coverage of employee salaries for lost time, business interruption costs and security consultants.

This subtle change in coverage can make a significant difference to the safety and well being of the people in your organization.

To learn more about Active Violence Coverage for your organization, contact Rancho Mesa Insurance Services, Inc. at (619) 937-0164.

Cyberbulling: Identify and Prevent

Author, Sam Brown, Vice President, Human Services Group, Rancho Mesa Insurance Services, Inc.

While schools and nonprofit agencies serving youth are typically very serious about preserving child safety, organizations’ leaders may not understand the risk factors or have a plan in place to prevent a growing threat: cyberbullying. The Cyberbullying Research Center states that about 28% of recently surveyed youth and teens have been the victim of cyberbullying in their lifetime, and 16% admitted to participating in cyberbullying. This article will define cyberbullying, identify risk factors, and list preventative measures.

Defining Cyberbullying

The Cyberbullying Research Center defines cyberbullying as “willful and repeated harm inflicted through the use of computers, cell phones, and other electronic devices.”

Identifying Risk Factors

According to the U.S. Department of Health and Human Services, young people who have difficulty interacting with others in-person are the most likely to participate in risky online behavior. According to StopBullying.gov, these are the following warning signs that a child is being cyberbullied or is cyberbullying others:

• Noticeable increases or decreases in devise use, including texting.

• A child exhibits emotional responses to what is happening on the device.

• A child hides their screen or device when others are near, and avoids discussion about what they are doing on their device.

• Social media accounts are shut down or new ones appear.

• A child starts to avoid social situations, even those that were enjoyed in the past.

• A child becomes withdrawn or depressed, or loses interest in people and activities.

Preventative Measures

In the Nonprofit Risk Management Center’s article entitled “Cyberbullying and Cyber Threats to Young People,” Lexie Williams lists useful preventative measures. This list includes:

• Reparative Justice: Rule violations result in a concerted effort to repair damaged relationships between all impacted individuals. This approach has the potential to help the cyberbullying victim as well as the bully, reducing the likelihood of repeat incidents.

• Behavior contracts for youth and teens, served by the organization, should explain how cyberbullying will be handled, and require a signature prior to an individual being allowed to use the Internet. This effort can be supported with training and supervision.

• Establish consequences for youth who misuse technology, and follow a process for parent notification.

• Reassure youth that being bullied is never their fault and provide training on what to do when they are the victim of bullying.

• Keep computers and other technology in a shared and supervised area.

• Convey to program participants the negative effects cyberbullying has on victims and perpetrators.

Bullying of any sort has negative effects on a nonprofit or school’s youth participants. Cyberbullying is the latest version, so an organization’s leaders must adapt to today’s tech savvy kids and the inherent risks technology can present.

Please contact Rancho Mesa Insurance Services, Inc. at (619) 438-6869 to access the “My Risk Assessment” tool and learn how to better protect your youth participants.