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51 Cards in this Set
- Front
- Back
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The law that governs the physicians and nurses |
Medical practices act/ Nursing practices act |
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This is required to practice a craft or profession. Without it you can’t make a living. |
License |
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Voluntary, average skill, competent, such as the RMA. However, it is unlikely that a person will be hired by a medical provider without one |
Certification |
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More education, additional exams, Expert; not make mistakes. Judge Against other experts |
Board certification |
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Oversee doctors and nurses. Make rules, discipline members. Warning, suspension. Temporary reapply, revoke- take away |
Board or state board of registration |
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Have exhibited minimum competency in the field. It states you are not best nor worst. The person has average skill at the profession. |
Issuance of a license |
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Medical provider is required to tell the state about the medical incident.
Ex. Births, death, crimes of violence, public reporting duties |
Mandatory report |
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Controlled drugs are classified in categories 1-5. Category 1 is the most controlled with little if any medicinal value. Category 5 is the least controlled but does have a risk of dependency. Regulate- narcotics/ non narcotics drugs (allergy medicine) |
Controlled substances acts |
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Employers are governed by both federal and state laws in the area of employment law. Employers may not discriminate in the hiring, firing and terms and condition of employment.
Ex. Core skills, speak French? Job first, physical second, safe company, business – HR |
Employment law |
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An employer has a policy that looks valid on its face. But the policy really is designed to discriminate against a certain group. |
Disparate impact |
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The conduct must be gender-based. If the person makes the same comment to both sexes then it’s probably not |
Sexual-harassment |
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Latin word for "Do for me and I do for you" |
Quid pro quo |
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A formal statement of disapproval |
Censure |
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Touches health care and those who work in the industry are also an important part of that framework. Includes medical practice acts and nursing practice acts. Either do not acknowledge the existence of the medical assisting profession. |
Law and regulation |
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Remember that you work in a field that is highly regulated by |
Federal and state legislation |
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Positions, nurses, and other healthcare professionals are required in most states to report the _______ of children, elderly, and patients |
Abuse |
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what is the important in some state? |
medical office professionals are allowed to write prescription, where MA can't |
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who are agents of the physician? |
MA or medical assistant |
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handled in every state and national level, and virtually every state has some form of law |
elder abuse |
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the statutes create of persons, woman, minorities, and older americans. breaking the glass ceiling is when a protected attains a position not previously achieved by that group in group, risen higher than anyone, before obama, clinton, and palin |
protected class/ glass ceiling |
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one instance is enough |
supervisor to subordinate |
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needs a pattern of conduct |
employee to employee |
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employers use in order to avoid lawsuits for violating the employment statutes ex: group of benefits, leave quietly HI $$, add yrs to age 401k lifetime, HI/pension |
severance package |
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where the complained of conduct impacts the employee's ability to do their job. not all offensive conduct will be |
hostile work environment |
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new jersey has a statute called |
law against discrimination or LAD |
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only have 180 days to file a complaint. right to sue letter |
EEOC or equal employment opportunity commission |
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there is both a state and federal statute. the statute allows an employee to take unpaid leave to care for a sick relative. the federal statute allows to care for yourself. the state does not. new jersey now has a paid law. it allows for 6 weeks of paid leave. there are conditions that apply before an employee can take time off |
FMLA or family medical leave act |
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employer has to make reasonable accommodation for an employees known disability. the issue can be either what accommodation needs to be made or does the person have a disability. the statute is designed to have people with handicaps who are otherwise qualified for the job be employed
ex. bad back, 5 hire/employed, wrong 42- 100/6 /42- 80/4
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ADA or american disabilities act
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age 40 is when a person becomes part of the protected class. a person can not be terminated due to their age ex: 42 vs 42 it's your time in service if an employer fires you and hire someone of same age |
federal age discrimination act |
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after 40hr wk, 1.5 hourly rate salary - 1-100 hrs 38+2=40 biweekly 42+38=80 comp time 1.5 NJ dept of labor wage hour div. law that deals with overpay. after 40hrs a person in entitled to time and half. many employers classify their employees as "exempt" |
fair labor act or fair labor standards act |
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men and women doing equal work must get the same pay |
equal pay act |
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401k investment 6%-6% age 65-70 statement online only DBP-60cd standard work-retire die "80's" |
social security |
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for older americans at age 65. part a-covers hospital, part-b doctors and part-d drug coverage. many carry supplement policy. look back period |
medicare |
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patient confidentiality |
HIPAA |
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government agency that regulates workplace safety. can close down an employer for violations. CLIA- laboratory testing |
OSHA |
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ability to take away job qualified PEDS- psych last hired 1st fired no seniority employee will- leave want/ fire want |
risk management |
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where one person represents many people. one represents many nurses. good benefits. if vote a strike then must strike. bumping rights. and employers deal with each other through a contract |
unions |
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this is a "how to" book. it tells an employee how a specific task needs to be done. example - how to do an intake or discharge; how to bill an insurance company |
procedure manual |
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also called the handbook- outlines the employee-employer relationship. how many weeks vaca, paid holidays. not lifetime employment. also called the employee manual |
personnel of policy manual |
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federal law when a person can't pay their debts liquidation automatic statements discharge notice no collection efforts 341 meeting of creditors debtor is examined under oath by a trustee |
bankruptcy or chapter 7 |
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do it by certified mail and regular mail. must give the patient a reasonable time to find replacement medical care ex. 1.sick 2.clinic 3.record 4.date withdraw sign for it abandonment deserts patient |
termination of MD-patient relationship |
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be given an opportunity for a prompt hearing, and given the rights to confront the accuser a concept process of fundamental fairness |
Due process |
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given opportunity to prove your innocence of charges made against you |
Fundamental fairness |
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employers are allowed to test potential employees as part of the hiring process |
preemployment testing |
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health care insures and group health care plans may not deny coverage or charge higher premiums based on individual's of developing disease in the future |
genetic information nondiscrimination act |
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is a program jointly administrated by the federal government and state government ex: can't afford medicare |
medicaid |
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universal precautions |
blood borne pathogens |
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health info technology paper or electric health records |
hitech act |
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wage
pay parts 12-60 months overtime proof of claim |
Chapter 13 |
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abuse of language when trying to collect a debt threats of violence
harassment by phone calls
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FFDCPA or federal fair debt collection practices act
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gold standard best you can get less money cover's spouse 1.ss 2.401k 6% |
defined benefit plan |
