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2601 > Chpt 8 > Flashcards

Chpt 8 Flashcards

1
Q

Administrative data

A
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2
Q

Americans with Disabilities Act

A

A federal law that outlines the legal rights of persons with disabilities

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3
Q

Background check

A

Verification of any arrests or criminal convictions in an applicant’s history
Done at state or federal level
Reviews:
CORI: criminal offender record information
SORI: sexual offender recorder information

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4
Q

Clinical duties

A

Back-office duties, including hands-in patient care
Include taking medical history and recording vital signs

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5
Q

Employment firm

A

An agency that specializes on n matching job applicants with employers
Paid: 1. By the applicant
2. The firm once an employee is offered a position

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6
Q

Interview

A

The process of asking and answering questions of an applicant to determine suitability for hire

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7
Q

Litigation

A

The act of filing a lawsuit against someone.

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8
Q

Mentor

A

An established employee who is assigned to train a new employee

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9
Q

Orientation

A

A period of time for training new employees

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10
Q

Resume

A

Job applicant’s list of educational and work experience, including skills and talent

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11
Q

Salary

A
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12
Q

Shadow

A

To watch a person perform his or her job in order to learn how to do that job

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13
Q

Slander

A

The act of harming another person’s reputation by stating something untruthful.

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14
Q

Triage

A

The process of determining the medical nature and urgency of a patient’s condition

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15
Q

Verbal warning

A

The process of giving notice of disciplinary action to an employee verbally
After first counseling that didn’t help
Must be documented with signed copy of receipt of the warning placed in the employee’s hands
Name and date
Description of infraction
Ramifications of actions
Document employee’s response
Action plan for improvement
Follow-up date to discuss progress

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16
Q

Volunteer

A
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17
Q

Written warning

A

The process of giving notice of disciplinary action to an employee in written form, typically more severe than a verbal warning
Make employee aware of expectations and consequences if not met
Employee signs, gets copy
Date set for follow-up

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18
Q

Management of personnel is who’s responsibility

A

Medical office manager

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19
Q

Know state laws

A

Determine skill each clinical staff member is trained and/or licensed to perform

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20
Q

Staffing type and number

A

Compose a list of services offered
Determine type and number of staff needed to perform each service
Determine number of patients seen on an average day

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21
Q

Physician moves quickly

A

Shouldn’t have to wait for clinical support staff to finish tasks and move on to the next patient

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22
Q

Number of administrative staff

A

Determine number of patients being seen and the administrative duties that need to be performed

23
Q

Administrative duties

A

Clerical duties, such as answering the phone and scheduling appointments

24
Q

Writing a job description

A

Comprehensive description including physical requirements of the position as well as the skills needed to perform the job

25
Q

Job description/ disciplinary

A

Counsel employee on work needed and reference the job description where the tasks are listed

26
Q

Provide applicant with job description

A
27
Q

Advertising for employees

A

Local paper, internet- maybe firm website, employment firm
Local associations
Colleges

28
Q

Employment firm advantage

A

Don’t need to test or check references

29
Q

Resume red flagd

A

Short stays of employment
Gaps in employment listed- enquire about the gap
Volunteer-good
High GPA for recent graduates-good
Long terms of employment-good

30
Q

Telephone interviews

A

Good candidates get in person interview
Can’t see professionalism or performance under the stress of the interview

31
Q

HR Department to screen applicants in large facilities

A
32
Q

Interviews done by

A

Manager or manager plus other medical office staff

33
Q

Note attire and mannerisms
Use a preprinted sheet of questions
Look at energy level and mood

A
34
Q

Tour the clinic after interview

A
35
Q

Ask if the applicant has questions

A

Beware if they are only about pay, time off and benefits

36
Q

Illegal interview questions

A

Race, color, ethnicity, country of origin
Religion
Marital status
Birthplace
Age
Disaby
Can be sued for discrimination

37
Q

Calling for references

A

Speak to the person to whom the applicant reported
If applicant worked in healthcare, call employers for the last 5 years at a minimum
For recent grads can call former instructors

38
Q

Verify education that is relevant

A
39
Q

Be aware of processes in the office

A

How to use the time clock
How to request time off
How to call in ill
What to do in the event of an emergency
How to exit the building in the event of a fire

40
Q

Probationary status

A

Usually 90 days
Employer or employee can decide the employee is not a good fit
Usually a 90 day evaluation

41
Q

Be clear on the goals of the training

A

Clear and concise written orientation plan
Training checklist

42
Q

Employment at will

A

State law
Terminate employment at any time for any legal reason
Not able to terminate for a legally protected reason- ethnicity, marital status, age

43
Q

90 day evaluation

A

Improvement plans for employee if necessary with time element
Then at 6 months
Get input from mentors and coworkers
6 months review good for all employees

44
Q

Evaluations

A

Should never include information new to the employee
Give feedback
Set goals for next review- specific

45
Q

360 degree evaluation

A

Gather feedback from coworkers and persons who report to the staff member being evaluated
Don’t use direct quotes
Gather feedback from the employee also

46
Q

Expectations

A

Shift time
Dress code
Use of equipment

47
Q

Employee assistance program (EAP)

A

Help the employee to take care of the temporary stressor in their life
If this doesn’t get the employee to perform well then disciplinary action ensues

48
Q

Immediate termination

A

Drugs or alcohol during work or arriving at work under the influence
Abuse or assault of a patient or coworker
Stealing office supplies
Intentionally misusing or damaging equipment
Breach of patient privacy (HIPAA)

49
Q

Sexual harassment

A

Federal law protects against this

50
Q

Employee reference

A

Any information given must be factual
May not give out information unless it has been documented.
Review the file of the employee to be sure the information given is factual.

51
Q

Letters of recommendation

A

Should contain only factual information or the recipient may have grounds to sue.

52
Q

Employee personnel file

A

Copy of SSN, passport or other id
Employee’s application or resume
All performance evaluations
Any disciplinary actions and performance improvement plans
Copies of certifications or licenses
CEUs if applicable
Information about Family Medical Leave Act (FMLA) leaves

53
Q

Personnel files

A

Confidential
Only available to manager
After employee leaves, file is moved but not destroyed

2601 (15 decks)

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