Will New Regulations Affect Nursing Home Employee Benefits Liability?

Will New Regulations Affect Nursing Home Employee Benefits Liability Will New Regulations Affect Nursing Home Employee Benefits Liability?

On Tuesday, July 22nd, Reps. George Miller (D-Calif.) and Rosa DeLauro (D-Conn.) introduced the “Schedules that Work” Act, intended to provide federal guidelines for making sure that employers offer fair, flexible and reliable schedules for working families who are often left in difficult situations due to erratic employer scheduling. As far as nursing homes go, some “cleaning employees” are among the covered workers of this bill, so nursing homes may be facing more stringent scheduling requirements for housekeeping workers very soon.

Under this bill, nursing home administrators may be on the hook to compensate their housekeeping staff for last-minute shift changes, and will be required to inform these employees in writing of the “minimum expected” work hours each month. Not only this, but employers will be required to provide a work schedule two weeks in advance and certain payment requirements would kick in for last-minute scheduling changes.

Though nursing home directors and officers may meet some challenges with the implementation of these regulations, the bill itself is designed to improve the lives of working families by giving employees the right to ask for schedules that better meet their professional and family needs, giving employees with specific needs more protections, and protecting workers from retaliation should make a particular work scheduling request. These are just a few of the requirements that employers will face that will benefit these workers.

Nursing home administrators should be aware of what new requirements they will face, and how violating these terms could mean facing nursing home employee benefits liability risks. For example, employers will be required to pay workers for reporting to work for a scheduled shift, even if they are sent home. The same applies to a call-in shift or a split shift. Proper compensation will not only be expected, but required.

As with any new legislation, there will be supporters and there will be those who oppose the idea. Overall though, proponents of the bill strongly believe that it will benefit the economy, as making schedules more reliable would help reduce employee turnover and could help encourage better workforce productivity. Advocates also believe that in the long run, this bill will benefit the businesses that have to implement them, as more reliable schedules would contribute to higher job satisfaction, higher organizational loyalty, higher work performance, and lower absenteeism.

The nursing home industry regularly faces risks affecting not only the residents of senior living facilities, but also the staff. While taking steps to reduce these risks in imperative to the success of a nursing home, it’s more important to be financially prepared should a risk turn into a legal claim.

At DigniCARE, we provide coverage solutions specially tailored for nursing homes. We offer comprehensive programs, including nursing home employee benefits liability coverage, general liability, workers compensation, and more. Please contact us today for more information at (855) 883-6306.

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