1. Employer and Employee Rights This Power point is an “interactive” review of the material from Ch. 31

2. What does “At Will” employment mean? Employer or the Employee is free to: Terminate the employment relationship

3. Employer or the Employee is free to Terminate the employment relationship: When? At Any time

4. Employer and / or the Employee is free to Terminate the employment relationship at any time: How? With or Without Cause (a stated reason)

5. Examples of Exceptions to “At Will” Employment? Express contract sets forth terms and conditions of employment including length of time and cause for termination Implied contract: written or oral promises made to employee stating time period of employment and termination for certain reasons/procedures

7. Which “Act” is the older one? OSHA FAIR LABOR STANDARDS ACT 19701938

8. Which “Act” has specific mandates for health care providers? OSHA FAIR LABOR STANDARDS ACT Protect employees from all kinds of hazardous exposures Adequate hand-washing facilities Proper protective equipment Sharps containers Hep B vaccinations Post-exposure evaluations

9. Which “Act” prohibits discrimination or retaliation against an employee who files a complaint? OSHA FAIR LABOR STANDARDS ACT It is unlawful for an employer to terminate an employee who exercises his or her rights under OSHA.

10. Which “Act” sets minimum wages? OSHA FAIR LABOR STANDARDS ACT And this Act sets MAXIMUM hours of employment, including payment of overtime to non-exempt employees Non-exempt are professional employees who are receiving a salary rather than an hourly rate of pay.

11. Family Medical Leave Act, 1993 Organizations/employers with 50 or more employees Must provide 12 weeks paid/unpaid leave for:  Birth of child  Adoption or foster care child placement  Serious medical illness  Care for family with serious illness

13. Which “Act” prohibits an employer from discriminating against someone who encourages/discourages membership in a labor union? Equal Pay Act Age Discrimination in Employment Act Civil Rights Act Americans with Disabilities Act National Labor Relations Act

14. Which “Act” protects both genders so that they receive equal pay for equal work? Equal Pay Act Age Discrimination in Employment Act Civil Rights Act Americans with Disabilities Act National Labor Relations Act

15. Which “Act” protects the employment rights of people over 40 years of age? Equal Pay Act Age Discrimination in Employment Act Civil Rights Act Americans with Disabilities Act National Labor Relations Act

16. Which “Act” requires employers to provide reasonable accommodations for disabled employees? Equal Pay Act Age Discrimination in Employment Act Civil Rights Act Americans with Disabilities Act National Labor Relations Act

18. Chapter 36: Staffing & Floating Employer/Hospitals have the obligation to float nurses to units that are otherwise understaffed if there are no other solutions to the problem. The Joint Commission requires facilities to have a system of cross-training to ensure competency when staff are asked to work on other units.

19. Chapter 36: Staffing & Floating Nurses bear primary responsibility for the nursing care that patients receive and are individually accountable for their own practice. (ANA Code of Ethics (2001))

20. Chapter 36: Staffing & Floating If the nurse is told to provide care for which he/she is unqualified, it’s very important for the nurse to: Ask for supervision/training prior to giving care After this is obtained, the nurse must assess his/her own level of competence in the new skills to determine if he/she is qualified

21. Chapter 36: Staffing & Floating If the nurse determines that his/her level of skills/competence for the task is unsuitable and there is no one available to provide training, the nurse should: Inform the person making the assignment ▫This refusal to take the assignment requires the nurse to provide specific reasons

22. Chapter 36: Staffing & Floating Refusing to float to an unfamiliar assignment should be based on the nurse’s evaluation of his/her level of competence toward the specific skills required in the new assignment. If, by taking the assignment, the nurse understands that he/she could endanger patients, he/she has grounds to refuse the assignment and follow proper notice protocol.