______________________________________________________________________________

Policy:            Healthcare Staffing Number: 1.000.12

 

Subject:         Selecting and Verifying

 

COMAR: 10.07.03.08B (1) Page: 1 of 4

 

SAMIRRA HEALTHCARE AGENCY LLC is committed to hiring the most qualified clinicians. Clinical staff are hired based solely on job-related qualifications and the requirements established for a particular position. Upon request by a client facility, we will make every effort to match the skill level and experience to the specific needs of the facility. Skills evaluations are performed prior to assignment. Qualified clinicians are assigned, when readily available, to meet the request of a client facility. Samirra Healthcare Agency LLC will not knowingly provide or refer a health care practitioner to render temporary services who is not duly authorized.

 

All eligible candidates seeking employment are entitled to equal opportunity employment. We do not discriminate against any applicant based on race, color, religion, sex, sexual orientation, gender identity or expression, age, physical or mental disabilities. Equal opportunity employment is provided to all applicants at each stage of employment, including recruitment, hiring, placement, training, promotion, layoff, recall, leaves of absence, compensation, discipline, and termination of employment. RSH will not lawfully discriminate against any applicant, and employment decisions are based solely on the individual’s qualifications, experience and background check.

 

 

PURPOSE

To consider for employment only those individuals who exhibit the appropriate license or certification, knowledge, skills, and abilities required in their field of work. In addition, our agency seeks individuals who esteem their associates and clients, uphold our agency’s standard values, and share our commitment to excellence.

 

PROCEDURE

It is the policy of this agency to provide all qualified individuals with the opportunity to seek employment with this agency. No individual will be considered for employment without first submitting a completed Application for Employment. All information submitted during the application process will be maintained securely and confidentially in the candidate’s employment file for 5 years after active employment. Records and credentials are audited routinely to assure current credentialing. Clinical staff will be contacted to submit any required documentation.

 

 

• Job descriptions have been developed for each clinical position for which our agency offers services. HR will have applicants sign an acknowledgment of receipt and understanding of the requirements for their position. Signed acknowledgements are saved to candidate employment file.

• Recruitment is done via online or in person. 

• Application, Resume, credentials, and references are submitted in person or by mail and file kept in office. 

• Applicant Interviews are conducted via Zoom or an in-person meeting with a designated recruitment representative to determine suitability as a great representative of the company.

• Our Sourcing Team will pre-screen all candidates with the same questions during the screening interview. Responses are recorded and included in the candidate employment file.

•   Discipline / Specialty

•       Years of experience

•       Years of current experience in the specialty they are applying for

•       Years of current experience at the bedside in a hospital setting

•       Type of degree

•       CPR, ACLS or BLS

•       Certifications

•       Flu, TB status

•       Previous facilities worked

       Release of Employee Information:

 

• Internal: personnel records are confidential and will be released only to responsible “agency” management “personnel” management for review. Staff members may request to review personnel records by making an appointment at least 24 hours in advance. The record will be reviewed with a supervisor present.

• External: Release of personnel information on current and terminated employees without written authorization from the employee will be limited to verification of date of hire, date of termination, classification, and salary.

• When unemployment or other type of claims filed, the necessary information will be released as required by law.

• Original personnel files shall be retained for a minimum of three (3) years after an employee or contractor ceases to be employed by the agency.

• When the agency contracts care or services through another organization, there will be a signed agreement and proof of current professional liability insurance. The contractor will assume responsibility for maintaining complete personnel records and will make them available immediately upon request.

• The agency will keep personnel records confidential, releasing information only to authorized persons.

• Staff members contracted to the agency through another organization will have the following information available to review in the contracting agency’s personnel record.

•     Signed, date application

•     Personal interview results

•     References and job history

•     Licensure, certification or registrations required

•     Verification of education and training

•       Health status screening

•       Illness record

•       Attendance

•       Works Compensation claims

•       Criminal background (as required), check results.

 

 

Prior to beginning employment, the following requirements and documents must be on file. Requirements may vary based on position:

 

1. PERSONNEL RECORDS:

• Completed Employment Application
• Current BLS Certification (Mandatory for all employees)
• Current State Licensure/Certification – Original documents will be verified by agency personnel
• Federally approved Identification
• Job Offer Letter and Signed Acceptance to include base pay rate, job description and duties

2. Reference Checks:

• Must provide one (1) recent, relevant work-related reference. The reference must be the candidate’s direct supervisor
• One (1) personal reference is also required

3. Review of State and Joint Commission Mandatory In-Services, signed and dated
4. Acknowledgement Forms

• HIPPA
• Universal Precautions
• Substance Abuse
• Age Specific Skills
• Infection Control
• National Patient Safety Goals
• Sexual Harassment in the Workplace

5. Competency Assessment / Skills Assessment
6. Satisfactory Physical within the last 12 months
7. Hepatitis B Vaccination/Declination Form
8. Tuberculosis

• Valid TB Test withing the past year or Chest X-Ray within the past five (5) years
  • Requirements may be different per each facilities’ policies

9. Office of Inspector General Exclusion Report

• Verifies individual is not excluded from participation in federally funded programs  

10. Criminal Background Check

• As required by law, client, or nature of assignment

11. Drug Test

• As required by law, client or nature of assignment

12. On-site Orientation Documentation, as applicable
13. I-9 Documentation, Work Authorization, and Identity Documents
14. W-4 Consent for Federal Income Tax Withholding
15. State and Local tax forms

 

 

Note: State/Local Laws currently in effect may supersede company policies where applicable.

 

_____________________________________________________________________________

Policy:            Healthcare Staffing Number: 1.000.13

 

Subject: Validation

 

COMAR: 10.07.03.08B (2) Page: 1 of 1

 

POLICY: To ensure that all staff hired by SAMIRRA HEALTHCARE AGENCY LLC have the appropriate abilities to perform the duties a client facility requires by corroborating supplied information, and to assure that documents are valid, not falsified, etc. 

 

 

PURPOSE: To determine that standards for competencies, duties, goals, objectives, and performance expectations are met through previous education and experience.

 

 

PROCEDURE: Primary source confirmation of the following: 

• Acquire authorization during the onboarding process from individuals hired.
• Contact previous employers from Application / Resume.

• HR will acquire education transcripts from individuals hired.
• HR will acquire professional references.
• HR will call, email or fax prior employers listed on job applications.

• Using SAMIRRA HEALTHCARE AGENCY LLC’s standard form, all contacts will be asked the same questions.
• HR will document the name of contact, their position, and any remarks made.
• HR will sign and date the form.

• Form will be filed in the employee’s chart.
• Resumes are not a validation of experience. Contact must be made and documented to be considered viable. 

_________________________________________________________________________

Policy:            Healthcare Staffing             Number:   1.000.14

 

Subject: Tracking

 

COMAR: 10.07.03.08B (3)             Page:         1 of 2

 

POLICY

SAMIRRA HEALTHCARE AGENCY LLC has the health, safety and well-being of every client served. All accidents or incidents through complaint or report shall be reviewed, investigated, and tracked.  

 

 

PURPOSE

To assess, prioritize, establish timelines; and to implement and monitor any corrective actions deemed necessary for the ongoing welfare of clients.

 

 

PROCEDURE

 All staff are mandated to report any occurrences that threaten the health, safety, or well-being of a patient.  

The Administrator or a designated representative will:

• Receive reports of accidents, serious incidents, injury, or life-threatening occurrences!

• Review all incidents/occurrences.

• Supervisors will make Assessments of a given situation to determine the course of immediate actions required.

• EMS/911 contacted whenever necessary.
• Client’s representatives are contacted as the situation warrants.

• All pertinent information will be documented on an incident form within 24 hours. 

• Name, address, DOB, etc.
• Date, Time, Location, Type of incident, and Signature are required.
• What happened
• Who was involved?
• Interviews involved parties.

• An immediate investigation will commence.
• Investigations are fact-finding rather than fault-finding.
• Review records.
• Enter all incidents/occurrences into the Tracking Log. 

• Team/ QA meetings will be held during/after and quarterly to assure that there was a thorough investigation, and to make recommendations for systemic, corrective, preventative, or disciplinary actions.
• Resolution / response to complainant
• All incident reports will be kept confidential.

Incident reports will be submitted to the Office of Health Care Quality: Allied Health

The Office of Health Care Quality may also be reached Monday through Friday from 8 am to 5 PM at 410-402-8094. 

 

_____________________________________________________________________________

Policy:            Healthcare Staffing             Number:  1.000.14-1

 

Subject: Action/Condition Reporting 

 

COMAR: 10.07.03.08B (4) Page:         1 of 2

 

POLICY

Samirra Healthcare Agency LLC has developed policies and procedures for reporting   to the Board of Nursing or to the Department, as required by law, information that may be grounds for disciplinary action under the Health Occupations Revision Act or the Certified Nurse Aide regulations.

 

 

PURPOSE

 

All staff will act in a manner that is consistent with their credentials and will accordingly perform the duties of their described position to ensure every effort is put forth to avoid any lapse in the care of clients.

 

 

PROCEDURE

 

• Samirra Healthcare Agency LLC must report any incident or problem to the Department of Health, if that incident is related to the operation or services provided by its employees and if that incident results in injury, illness, harm or the potential for significant harm to any patient or client facility receiving services.

• An Incident Report must be submitted to the Office of Health Care Quality (OHCQ), Allied Health, Administrative Officer with all employees related incidents within 24 hours of Samirra Healthcare Agency LLC learning of the incident. There must be an investigation of the incident with a follow-up report within 5 business days being provided to OHCQ with the results of the investigation upon its completion.

• Any action taken, or any condition affecting the fitness to practice by any licensed healthcare practitioner that might be grounds for enforcement or disciplinary action under the Health Occupations Revision Act, must be reported to the Board of Nursing within fifteen (5) days of Samirra Healthcare Agency LLC’s receipt or development of the information. 

• Any action that might be grounds for listing a health care practitioner on the Abuse registry must be reported to OHCQ  within 24 hours of Samirra Healthcare Agency LLC’ knowledge, receipt, or development of the information.  

All events or occurrences, or suspicions of such that present risk to clients must be reported:

• Notify the Supervisor immediately what was observed/learned.
• Maintain confidentiality.
• Immediately report to the appropriate Board and the Office of Health Care Quality
• Document the incident:

• Name, DOB, phone number or other available identifying information.
• Shift, Location, Type of incident/injury, and Signature are required.
• Conduct a thorough investigation:

• What happened or didn’t happen?
• Who was involved?
• Interview involved parties.

• Review records as applicable: 

• Policies and Procedures
• Employee Handbook
• Patient information
• Incident report and other forms of evidence
• Where applicable, Termination documents

Actions / Conditions that are cause for making a report to a Supervisor Include, but are not limited to:

• Fraudulent or deceptive use of, or any attempt to obtain, a Maryland Board of Nursing license or certification.
• Disclosure of Personal Health Information (PHI) for anyone other than themselves,
• Commission of a felony of moral turpitude.
• Filing a false report or making a false or misleading statement.
• Failure to file required documents.
• Medication errors or events that are not recorded or reported.
• Performing their duties while under the influence of alcohol or illegal drugs
• Failure to contact CPS and file a report as a mandated reporter whenever a need arises.
• Failure to cooperate with a legal 
• Delegates a task to another when it is known that the task/duty is outside their scope of practice.
• Acting in an unethical manner.

• The Maryland Board of Nursing does not accept anonymous complaints

• Once the complaint is received at the Board office, an investigator will be assigned.
• Agency will be notified when the Board makes a final decision.

Complaint Form can be filled out with a computer and saved or printed out and filled in by hand. It can also be saved electronically, and then emailed to:

 mbon.complaintsinvestigations@maryland,gov

 

Complaint reports will be filed in a locked administrative file, not in the clinical record. Records will be retained for 5 years.

Complaints can also be sent via USPS to the address 

 

Maryland Board of Nursing 

Attn: Director of Complaints & Investigations 

4140 Patterson Avenue 

Baltimore, MD 21215-2254

 

_____________________________________________________________________________

Policy:            Healthcare Staffing Number: 1.000.5

 

Subject: Health Screening

 

COMAR: 10.07.03.08B(5)(a) Page: 1 of 3

 

POLICY:

 

To ensure adequate health status of each worker and to ensure quality of each worker to perform essential job functions. 

 

To ensure all Samirra Healthcare Agency LLC employees working under contract are free from communicable disease before providing direct client care. 

 

 

PURPOSE

 

Each employee and independent contractor having direct contact with patients may be required to have documentation of baseline health screening prior to providing care to patients. 

 

 

PROCEDURE:  

• On the date of hire the employee will be asked to furnish a physical that has been completed within the past 6 months if required by the job site. The physical must be performed by a M.D., P.A., D.O. or ARNP and include at a minimum: 

• A statement of good health: the employee can perform the physical tasks associated with the job. 
• A statement that he/she is free of communicable diseases with evidence of TB testing if required by the job site. 
• The employee will be counseled about the potential occupational hazard of Hepatitis exposure. 

• If the employee has been vaccinated, evidence will be entered into the Employee file. A personal statement of vaccination is enough to satisfy this requirement. 
• If the employee has not been vaccinated: 

• The vaccine will be offered at no cost to the employee. 
• If the employee refuses the vaccine, evidence will be entered into the Employee file. 

• If any employee or contractor develops symptoms of an infectious disease, he/she will immediately inform the Administrator. 

Symptoms to be reported include but are not limited to: 

1. Fever
2. Weakness 
3. Unexplained weight loss 
4. Night sweats 
5. Productive cough 
6. Occasional coughing of blood 
7. Chest pain 

He/she will not be allowed to return to the job site until he/she furnishes a Physician’s Statement of Good Health. 

All infections requiring an employee to take antibiotics will be logged. 

All health-related information entered in the Employee file is confidential. Our staffing agency will not release the information unless required by law. 

Employees will be notified via email, special notice posted on the website, and verbally of seasonal availability of the flu vaccine. Employees may be required to receive flu vaccinations on a yearly basis to comply with job site Health Screening Policy. Employees are required to submit proof of vaccination to the Director Administration. 

TB TESTING 

POLICY: 

 

Health care workers may be required to have annual TB screening; no person with active TB will be allowed to see patients at their assigned job site. Applicants provide certification of TB Testing prior to hire and this documentation is filed in the Employee health file. 

 

PROCEDURE: 

 

• Pre-employment physical evaluation questionnaire to be filled out and signed by employees, verifying absence of any signs and symptoms of communicable diseases including: 
  1. Fever 
  2. Weakness 
  3. Unexplained weight loss 
  4. Night sweats 
  5. Productive cough 
  6. Occasional coughing of blood 
  7. Chest pain 

• Employee or contract Employee shall provide documentation of completion of a tuberculin (TB) skin test, via the Mantoux method. 

• Following the baseline tuberculin skin testing, repeat skin testing shall be completed at least once a year, after any possible exposure and as required by the state health department due to local outbreaks of the disease. 
• If the employee has had a significant reaction to a Mantoux test upon employment or within the two (2) years prior to working in a position involving direct client contact or has a significant reaction to a Mantoux test in repeat testing during employment, the employee and the SAMIRRA HEALTHCARE AGENCY LLC must have documentation of a negative chest x-ray. 
• If the employee has had a significant reaction to a Mantoux test more than two (2) years prior to working in a position involving direct client contact, the employee must provide documentation of a non-significant chest x-ray taken within the previous twelve (12) months or documentation that they have completed or are currently completing a course of tuberculosis preventive therapy. 
• Employees who have been exposed to active tuberculosis must document a non-significant result of a Mantoux test or chest x-ray administered no earlier than ten (10) weeks and no later than fourteen (14) weeks after the exposure. 

• If the employee was immunized and has been tested positive over the course of years, they require documentation of a medical evaluation, which may consist of a chest x-ray and/or prophylactic antibiotic therapy. 

_____________________________________________________________________________________

Policy:            Healthcare Staffing Number: 1.000.6

 

Subject: Drug Screening

 

COMAR: 10.07.03.08B(5)(b) Page: 1 of 2

 

POLICY:

Samirra Healthcare Agency LLC seeks to foster the health and safety of all its employees and visitors and therefore is committed to maintaining an ALCOHOL and DRUG-FREE workplace which includes assigned job sites. 

 

In accordance with the Drug Free Workplace Act of 1988, the unlawful use, manufacturing, dispensation, distribution, or possession of a controlled substance is strictly prohibited in the workplace as mandated by law.

Violation of this policy will be a cause for immediate dismissal.

 

PURPOSE: 

To establish for employees and contractors the expectation of Samirra Healthcare Agency LLC regarding their approach to substance use or abuse in a manner that affects their ability to perform the duties of their job or that has the potential to cause untoward outcomes in the workplace.

 

PROCEDURE: 

 

• Samirra Healthcare Agency LLC does not presently perform routine drug screening on its employees at the time of hire but may do so at its discretion or as required by the job site. 

• In the event a client facility requires a drug screen as a condition of employment, the HR person will acquire written consent authorizing the screening, permitting the release of test results to Samirra Healthcare Agency LLC, and will include an addendum that explains that by signing the form, the employee is also aware that they may be required to conform to random drug testing if the employee is deemed to be impaired while on the job.

• The screening will be conducted by a certified laboratory.

• Drug screening will be conducted at the expense of Samirra Healthcare Agency LLC.

• Test results will be maintained in the employee’s confidential employment folder.

• Employees who test positive or admit to substance abuse will be referred to local public agencies that provide rehabilitation and counseling services. The results of all drug testing will be treated confidentially, apart from positive results this agency will report to the appropriate health regulatory board(s) responsible for licensing, certifying, or registering the person to practice. 

• If it is determined that drug screening becomes in the best interests of SAMIRRA HEALTHCARE AGENCY LLC, all employees will be notified in writing of our intention to require drug screening on specific or all categories of Employee. 

_____________________________________________________________________________________

Policy:            Healthcare Staffing Number: 1.000.7

 

Subject: Drug Testing

 

COMAR: 10.07.03.08B(5)(c) Page: 1 of 7

Samirra Healthcare Agency LLC reserves the right to require that applicants and employees submit to drug or alcohol testing in accordance with the provisions of applicable law, this policy represents the notice required under applicable law and a copy will be provide to applicants and employees who are requested to undergo testing, In the event of any conflict between this policy and applicable law in affect at the time of the test, the law will control.

Samirra Healthcare Agency LLC has a zero-tolerance policy of alcohol and/or drug use/abuse by its employees. The agency prohibits the unlawful use, manufacture, dispensation, distribution, or possession of a controlled substance in the workplace as mandated by law. All unauthorized use of alcohol, illegal substances, over-the-counter drugs, or prescription drugs is strictly prohibited. 

To provide a quality-oriented and productive work environment, each employee of this agency will be informed that, in accordance with the substance-free workplace policy, when there is reasonable suspicion of any violation of that policy, the employee will be subject to random drug testing or breathalyzer testing. Any reasonable suspicion of workplace impairment will be identified, staff will be tested, and suspended pending results. 

All agency employees, regardless of rank or position, who violate this policy is subject to disciplinary action up to and including termination.

PURPOSE

In recognition of the need to maintain a substance-free workplace, this policy and these procedures are implemented to promote the health, safety, and productivity of employees, to protect the integrity of this agency, and to safeguard the public interest. 

PROCEDURES

• In the best interest of clients, and upon recommendation by a client facility, an employee may be asked to take a drug test.

• If a staff witnesses substance activity by another staff, they are advised to report the incident(s) to their supervisor who may also request a drug test.

• Reasonable Suspicion / Probable cause includes but is not limited to:

• Direct observation
• Physical symptoms may include:
  • Unsteady gait
  • Unusual sleepiness
  • Slurring of words
• Pattern of abnormal behavior
• Arrest or conviction.
• Unsafe work practices
• Deteriorating work performance
• Excessive absences and/or tardiness
• Information from a credible source
• Employees who violate the agency’s Drug Free Workplace policy, or who show signs of impairment, will be directed to submit to a urinalysis test at a NIDA-approved laboratory for detection of alcohol and/or drugs in their system.
  1. Immediate suspension, without pay, of the employee will commence.
  2. The agency will investigate. The employee may provide an explanation of the situation during their interview.
  3. The employee will complete a consent form at the collection site. Negative results of a drug test allow an employee to be reinstated and paid any lost wages. 
  4. Positive results must be documented and confirmed with chain-of-custody procedures, and written results from the laboratory.
  5. Positive results will be sent to the agency’s administrator or a designated representative to preserve confidentiality.
  6. The Administrator or designated representative will advise the individual of their confirmed test results.
  7. Employees who return a positive result will be offered a referral for treatment, counseling, or rehabilitation. Any such employee who cannot complete their program or cannot maintain a drug free status on the job is subject to disciplinary action, up to and including discharge.
  8. Employees will remain suspended pending testing results, and completion of treatment. 

 

• Reinstatement of an employee having been suspended due to a positive drug test requires a signed release from a medical doctor stating that she/he is fit for work. The employee must submit to another drug test with a negative result within six (6) weeks from the date of their suspension. Refusal to take the test will result in immediate discharge from the agency.  

• An employee who has been suspended for a positive drug test and allowed to return to work will be immediately terminated for a positive result on any subsequent drug test.

• Failure of an employee to submit to the drug testing is considered misconduct and will result in disciplinary action, up to and including termination. 8. 

• This policy is not intended to and shall not limit testing or drug searches authorized by law enforcement personnel in the performance of their duties.

 

 

Who may be Subject to Testing.

• Job Applicants. The Company may require that all applicants for a particular position be tested for drugs or alcohol after receiving a conditional offer of employment. If the applicant tests positive for drugs or alcohol, the conditional offer may be withdrawn.

• Routine Physical Examination Testing. The Company may require employees to undergo a drug or alcohol test once a year as part of a routine physical examination. Affected employees will be given two weeks written notice that they will be tested for drugs or alcohol as part of a routine physical.

• Random Testing. The Company may require employees in safety-sensitive positions to undergo testing on a random selection basis. Once the random selection has been made, the Company will not waive the selection of any employees identified through the random process.

• Reasonable Suspicion Testing. SAMIRRA HEALTHCARE AGENCY LLC may require an employee to undergo drug or alcohol testing if the Company reasonably suspects that the employee: is under the influence of drugs or alcohol. has violated the Company’s written work rules prohibiting drug and alcohol use. has sustained or caused another employee to sustain personal injury as the result, at least in part, of the use of alcohol or drugs; or has caused a work-related accident or was operating or helping to operate machinery, equipment or vehicles involved in a work-related accident, which resulted, at least in part, from the employee’s use of alcohol or drugs.

• Treatment Program Testing. The Company may require an employee who has been referred for chemical dependency treatment or evaluation or is participating in a treatment program under an employee benefit plan to undergo drug or alcohol testing on a random basis and without advance notice during the evaluation or treatment period and for up two years following the completion of any treatment program.

 

CONFIDENTIALITY WILL BE MAINTAINED FOR ALL ASPECTS OF AN EMPLOYEES INVOVLEMENT IN ANY SUSPICION, SUSPENSION, DRUG TESTING, OR SUBSTANCE ABUSE TREATMENT.

 

 

SAMIRRA HEALTHCARE AGENCY LLC 

RECEPT OF DRUG TESTING POLICY

 

I, __________________________ the undersigned have read the above Drug Testing policy of SAMIRRA HEALTHCARE AGENCY LLC.

I understand that at any time during my employment, I may be asked to submit to a drug test. Further, I understand that testing positive of illegal or illicit drug(s) may result in termination of my employment with SAMIRRA HEALTHCARE AGENCY LLC.

____________________________________________________              __________________

Staff Name (Printed)                                                                                          Date

 

____________________________________________________                         ____________

Staff Signature                                                                                                         Date

Administrator’s Signature                                                                                        

_____________________________________________________________________________________

 

Policy:            Healthcare Staffing Number: 1.000.8

 

Subject: Criminal Background

 

COMAR: 10.07.03.08B(5)(d) Page: 1 of 2

 

POLICY:

Samirra Healthcare Agency LLC conducts a criminal history on all candidates for employment to ensure there is not a history of any federal, state, or local convictions or documented and verifiable history of behavior which may negatively affect their ability to work in a healthcare setting, 

 

PURPOSE:

Thorough background verification must be done to protect a vulnerable public and consumer population as well as the provider’s liability. This verification provides information on criminal background, according to law, regulation, agency policy and customer requirements.

 

PROCEDURES:

1. All offers of employment will be contingent on successfully passing a thorough and comprehensive background check.

• Background checks will be performed by CJIS or a reputable private agency.
• Fingerprinting may be required.
• Only candidates that have advanced to the in-person interview stage of consideration will be asked to complete the Background Check Authorization and Disclosure Form.
• Candidates who refuse a background check will be disqualified from further consideration.
• The selected candidate must satisfactorily clear a criminal background prior to starting work.

1. Background checks will be done on all candidates prior to hiring. A minimum of seven (7) years of criminal background checks will be done. This includes minimally: 

• Social Security Number Verification

• HHS/OIG list of excluded individuals

A candidate cannot be excluded, debarred, suspended or appear on the General Service Administration List of Parties Excluded from Federal Programs.

The background check results will be reviewed by the appropriate representative and a decision will be made on whether the candidate is appropriate for hire.

 

If a decision is made to hire knowing a criminal history exists, appropriate documentation must be found defining the nature of the criminal act, the rationale for hiring and the verification of full disclosure to all contracting facilities in the employee’s file if warranted. In addition, the history must have been reported to the licensing authority and the employee’s license must not have any restrictions.

The results of the background checks will be placed in the candidates file or background binder.

________________________________________________________________________

Policy:            Healthcare Staffing Number: 1.000.9

 

Subject: References

 

COMAR: 10.07.03.08B(5)(e) Page: 1 of 1

 

Policy Statement

Primary source verification is necessary to assure employment history is accurately reflected on both the application and resume. This will prevent hiring someone who has misstated, falsified or otherwise modified their application.

 

 

Purpose

To validate the potential employee’s experience as stated on their application.

Procedures/Guidelines

• All the Facts is a company contracted by to obtain primary source verification of all employment history. All work history for the past five (5) years must be verified. In the case of long-term supplemental staff, only verification of the last 3 years assignments is required.

• Verification of history will include duties and responsibilities at each facility or assignment.

• The name of the person performing the check and the date of review will be included.

• The results of work history verification will be evaluated by the appropriate personnel to determine if the applicant is a candidate for hire and placed in his/her file.

• Two references verification is required before assigning employment.

Policy:            Healthcare Staffing Number: 1.000.10

 

Subject: I-9

 

COMAR: 10.07.03.08B(5)(f) Page: 1 of 2

 

POLICY: 

 

I-9 Verification & E-Verify Policy and Procedure  

To comply with federal regulations of the Immigration Reform and Control Act (IRCA), all employees are required to complete an Employment Eligibility Verification form (I-9 form). This law applies to all individuals hired, including part-time/temporary employees and students. Additionally, Samirra Healthcare Agency LLC is an E-Verify employer. E-Verify is a web-based program administered by the U.S. Department of Homeland Security, USCIS Verification Division, and the Social Security Administration that supplements the current I-9 employment eligibility verification process. The program determines whether the information provided by the new hire matches government records and whether the new hire is authorized to work in the United States.  

PROCEDURE

All employees must complete Section 1 of the I-9 form on day one of their employment.  All employees must complete the I-9 form within three (3) business days of the date employment begins by providing appropriate documentation. Any employee who fails to complete the I-9 within the three (3) day-time period will be terminated.  

To maintain compliance, the agency’s designated hiring representative must also certify Section 2 of Form I-9 AND prepare the E-Verify report within three (3) business days of the date of employment. The below procedure outlines the appropriate employer designee based on employee type. 

Form I-9 and E-Verify Procedure 

Administrative/Professional staff – The Hiring department staff completes the I-9 form, obtains supporting documents, and prepares the E-Verify report. The I-9 form, photocopies of the supporting documents, and E-Verify report should be submitted to SAMIRRA HEALTHCARE AGENCY LLC no later than three days after the new employee’s date of hire. All documents are retained by the administrative office of Samirra Healthcare Agency LLC.

Employment Based Visa Hires – Our Administrative Office completes the I-9 form and E-Verify report for all new hires authorized to work in the U.S. The original I-9 form, supporting documents and Verify report are retained by SAMIRRA HEALTHCARE AGENCY LLC. 

 

I-9 Retention 

A  valid Form I-9 must be retained for all active employees.  Once an employee has terminated, I-9s are retained for three years from the original start date or 1 year beyond the employee’s termination date, whichever date is later.  

 

_____________________________________________________________________________________

Policy:            Healthcare Staffing Number: 1.000.11

Subject:         License or Certification

 

COMAR: 10.07.03.08B(5)(g) Page: 1 of 2

 

POLICY

Samirra Healthcare Agency LLC requires that all employees be properly licensed, certified, registered and/or trained to meet specific job requirements and that all necessary licenses, certificates and/or registrations be kept current. 

 

PURPOSE

To ensure that all Employees meet the licensure, certification and/or registration requirements of their job descriptions.

 

DEFINITIONS

Certification/Licensure

Certification/licensure is the successful completion of recognized training and/or examination by an accredited, certifying body, which enables an employee to demonstrate excellence in an area.

Registration

Registration is the recognized, successful completion of mandated requirements for the practice of a profession.

 

PROCEDURES

• Employees shall not commence work until proof of required licenses, certificates and/or registrations is presented.

• Licenses, certificates and registrations shall contain the following:

• name of issuing authority.
• name of the employee. 
• expiration date; and, 
• license number for licenses.

• Manager/Administrator or Supervisor shall verify validity of licensure/certifications and registrations.

• Employees shall be responsible for ensuring licenses, certificates and/or registrations are kept current, in accordance with applicable state laws and regulations.

• Employees shall be responsible for payment of any required fees in the maintenance of licensures, certifications, or registrations. 

• Employees who fail to maintain required licenses, certifications and/or registrations may be subject to disciplinary action or termination for inability to perform the duties of the positions to which they are assigned.

• Proof of current licensures, certifications, and/or registrations shall be kept in the Employee’s Personnel file.

• Employees who are not required to have specific licensure, certification, and/or registration, shall demonstrate competency.

__________________________________________________________________________

Policy:            Healthcare Staffing             Number:   1.000.14-2

 

Subject: Complaint and Grievance Investigation

 

COMAR: 10.07.03.08B6(a) Page:         1 of 3

 

POLICY

To ensure that the rights of patients are paramount in care provision, Samirra Healthcare Agency LLC adheres to swift responsibility in receiving, recording, and investigating complaints and/or grievances.

 

PURPOSE

 

PROCEDURE

• The Director/Administrator will be responsible for receiving and tracking complaints whether received orally or in writing. The Director shall investigate and respond to the complaint within four working days. 

• The investigation shall include, but not be limited to, a review of the written material presented by the Director/Administrator and an interview with the complainant. 

• The complainant shall have the opportunity to express the reason(s) for their dissatisfaction with the Director/Administrator. 
• The Director shall respond to the individual concerned both in written and non-written form, in language that is understandable to the individual. 
• The complainant shall have the opportunity to indicate to the Administrator/ Director whether he/she is satisfied with the response. 
• The complainant will be offered contact information to the Maryland Office of Health Care Quality (OHCQ) and/or the Maryland Board of Nursing (MBON).

• Samirra Healthcare Agency LLC must respond to each complaint within fourteen (14) calendar days of receipt of the complaint, must investigate the complaint within five (5) working days, and upon completion of the investigation provide the complainant and OHCQ with the results of the investigation.

• If the complaint is related to an incident where the operation or services are provided by an agency employee, the incident or problem must be reported to the OHCQ regardless of whether that incident resulted in injury, illness, harm or the potential for significant harm to any patient or client receiving services.

• All complaints, incidents, and investigative activity for each calendar year will be recorded by Samirra Healthcare Agency LLC and will include for each complaint or incident:

• The name, address and phone number of the complainant, if known
  • If the complaint is anonymous, a statement so indicating.
• The date on which the complaint is received.
• The date and time the incident occurred.
• The description of the complaint or incident.
• If necessary, the date and time reported to OHCQ.
• The date on which the complaint or incident investigation is completed.
•    Whether the complaint is substantiated.
• Any subsequent action taken because of the complaint or incident, and the date on which that action is taken.
• Our agency employee may be allowed to work while a complaint is being investigated except for these types of complaints:

* Physically harming others. 

* Verbally abusive behavior. 

* Conduct that is unbecoming of a professional environment regardless of rank/position.

* Using intimidation tactics and making threats.

* Sabotaging another’s work. 

* Stalking others. 

* Making malicious, false and harmful statements about others. 

* Publicly disclosing another’s private information. 

 

• The company prohibits employees from intentionally harming or threatening to harm other employees, individuals, vendors, visitors, or property belonging to any of these parties. 

• Any employee may appeal a decision to the governing body directors in writing within (5) business days of receiving the communication. 

• The President/CEO will promptly respond to all appeals within ten (10) business days of receipt of a written appeal. 
• The President may affirm, reverse, or modify the decision.  
• The decision of the President shall be final and binding.

• All complaint information will be filed, logged, and maintained for at least three (3) years after completion of the investigation.
• In the event of an inspection or investigation by the Office of Health Care Quality, any records requested will be provided within 24 hours of the request when the request is received by phone, fax, or email; any requests made during an on-site visit will be made immediately available upon request.

Addressing Grievances

 

Employees with a work-related problem are encouraged to first discuss the matter with the supervisor for a quick resolution. However, if the problem is not resolved, the employee may contact the administrative office for assistance.  

• Within (7) calendar days, the employee may file a written complaint in accordance with the following procedures.
  • The written employee complaint must include all the details of the matter.
  • The supervisor will provide a written response within (7) calendar days.

• If the employee was dismissed, the timeframe to file a written complaint is fourteen (14) calendar days.
  • If no satisfactory solution is reached within fourteen (14) calendar days a meeting will be established between the former employee, the supervisor, and the Administrator to review the matter.

 

______________________________________________________________________________

Policy:            Healthcare Staffing             Number:  1.000.14-3

 

Subject: Complaint and Investigation to OHCQ

 

COMAR: 10.07.03.08B(6)(b) Page:         1 of 2

 

Policy:

The Office of Health Care Quality (OHCQ) is committed to ensuring that all complaints regarding the quality of care provided by healthcare facilities or professionals are thoroughly investigated and addressed in a timely and professional manner. The purpose of this policy is to provide guidance on how and whom to file a complaint with the OHCQ.

 

Procedures:

• Types of Complaints: The OHCQ accepts complaints related to the quality of care provided by healthcare facilities and professionals, including but not limited to nursing homes, hospitals, and assisted living facilities. Complaints may relate to issues such as abuse, neglect, inadequate staffing, medication errors, improper treatment, or any other issue related to the quality of care provided.

• How to File a Complaint: Complaints may be filed in the following ways:

• Online: Complaints can be filed online through the OHCQ website. The complainant must complete the online form, providing detailed information about the complaint, including the name of the healthcare facility or professional, the date and time of the incident, and any other relevant information.
• By Phone: Complaints can be filed by phone by calling the OHCQ at the toll-free number provided on the website. The complainant will be asked to provide detailed information about the complaint, including the name of the healthcare facility or professional, the date and time of the incident, and any other relevant information.
• By Mail: Complaints can also be filed by mail by sending a written complaint to the address provided on the OHCQ website. The complainant must provide detailed information about the complaint, including the name of the healthcare facility or professional, the date and time of the incident, and any other relevant information.

• Confidentiality All complaints received by the OHCQ are confidential. The identity of the complainant is not disclosed unless required by law. 

• The OHCQ takes appropriate action which may include an investigation which has the potential to include citations, fines, sanctions, or other corrective measures.  

• Timeframe: The OHCQ strives to investigate and resolve complaints in a timely manner. However, the timeframe for investigation and resolution may vary depending on the complexity of the complaint and the availability of resources.

• Record Keeping: The OHCQ maintains strictly confidential records of all complaints received.  At the conclusion of any matter that involves an investigation, public information is available and may be requested. 

*Public Information Act Requests: ohcq.pia@maryland.gov

 

HEALTH CARE STAFF AGENCY HOTLINE

In accordance with State Regulations, the State of Maryland has established a Health Care Agency Staff Hotline. The purpose of the Hotline is:

To receive questions and/or complaints about local Health Care Staffing Agencies.

The HOTLINE phone number is: (800) 492-6005

All voicemail messages will be returned during the next business day. Complaints may also be submitted online through the OHCQ website:

htps://app.smartsheet.com/b/publish?EQBCT=07c94438f6714af1bbfe8ff1037b8b74

 

Written complaints may be submitted to the address below:

Office of Health Care Quality

Administrative Officer for Staffing Agencies

7120 Samuel Morse Drive, Second Floor

Columbia, MD 21046

______________________________________________________________________________

Policy:            Healthcare Staffing Number: 1.000.15

 

Subject: Commitment for Investigating Compliant

 

COMAR: 10.07.03.08B(6)(c) Page: 1 of 1

 

POLICY

All occurrences involving recipients of care services by the Samirra Healthcare Agency LLC will be reviewed, investigated, resolutions sought and plans of correction implemented.  

 

PURPOSE

To conduct thorough and complete investigations into any allegations of incidents whether intentional, or unintentional. To ensure that all staff are made aware of their charge to provide exceptional care which includes reporting, investigating, and contact information for both our agency and The Joint Commission.  

PROCEDURES

 

• The Director or a designated representative of Samirra Healthcare Agency LLC will begin each investigation with a review of the information presented to determine the best course of action. 

• Any incident that occurs at a client facility involving a member of FMHCS must be reported to OHCQ as required by state law. 

• Reporting information: the report must include and identify: 

• The name, address, telephone number
• The nature and extent of complaint
• The person reporting the complaint. 
• When and where the incident occurred (date, time, address, place) 
• Any evidence of previous abuse or neglect 
• Any additional information pertinent to the complaint. 

• All involved parties will be interviewed as applicable / available.  

 

• Staff with allegations of abuse or neglect will be suspended pending the outcome of the investigation.  

 

• Any relevant documents/records will be reviewed. 

 

• Findings will be detailed. Agency will formally respond to complainant in written format. 

A copy of the letter will be included in the Investigative Report. 

 

1. Corrective actions will be determined:  

• Staff measures, including confidentiality for all involved parties, conversation. with staff members and resulting disposition.  
• Documentation measures for inclusion in Investigation Report and personnel file, as is applicable.  
  • Systemic measures – determine whether findings include the need for company-wide policy change.
  • Corrective actions will be implemented. 
  • Responsible Party or Parties will be identified and enlisted.  
  • Criteria will be delegated to all affected staff.  
  • Start Date will be documented.  
  • Completion date will be documented. 

 

• Involved staff will be counseled, disciplined, or terminated as deemed appropriate to the findings of the investigation.  

 

• All final investigation reports will be filed in a locked cabinet to maintain confidentiality, and were applicable, a copy placed in an employee’s file.  

• Samirra Healthcare Agency LLC is aware that they are subject to either announced or unannounced inspections during the hour of operation by properly authorized and identified representatives of agencies / accreditation organizations at the office location. 

• If there is a need for a review during off hours, a business appointment can be scheduled with the administrator.

    

_____________________________________________________________________________                                                                  

Policy:            Healthcare Staffing Number:  1.000.15-1

 

Subject: Mechanism for reporting to the Department (of Health)

 

COMAR: 10.07.03.08B(6)(d) Page: 1 of 2

 

POLICY

 

FW Health Care Services will comply with laws and regulations regarding maintenance of completed investigation reports including providing those documents during announced or unannounced inspections by regulatory authorities.   

During an on-site inspection, information requested by OHCQ must be made available when requested. When OHCQ requests documents during an off-site inspection or investigation, and the request is made by phone, fax, or email, Samirra Healthcare Agency LLC must supply the requested materials within 24 hours of the request.  

 

Purpose 

To comply with State mandates that give State Surveyors the necessary information to conduct a thorough investigation.  

 

PROCEDURES

• Properly authorized and identified representatives of state and federal agencies and survey/ accreditation organizations shall have access to present and past clinical        records on site.

• There will be an Administrative File to house all Investigation Files. The File will always be locked unless there is a need to add or retrieve information during an ongoing investigation or an inspection by the Office of Health Care Quality.  

• All final investigation reports will be filed in the confidential Investigative Files, and where applicable, a copy will be placed in an employee’s file. All such reports will be provided to the Office of Health Care Quality when requested at the time of the request.

• A current set of Agency’s Policies and Procedures will be housed in the Investigation File.

• All documentation, forms utilized, and investigation notes shall be placed into the Investigation File 

• Written complaint 
• Incident Form 
• Administration review designation 
• All parties contacted and content of communication between parties. 
• Copies of record reviews 
• Findings: substantiated/unsubstantiated 
• Resolution determined. 
• Corrective Actions to be implemented – 

• Start and Completion Dates 
• Written Plan of Correction 

• Any Employee actions taken – 

• Assessment / Testing
• Counseling 
• Disciplinary Action 
• Termination 

• Letter to Complainant 

• SAMIRRA HEALTHCARE AGENCY LLC will retain all investigation of complaints and incidents for Inspection during the hour of operation at the office location. If the need for review is after the close of business, an appointment can be scheduled with the administrator.

• All Investigation Files will be held for a period of 5 years. 

• All content in the Investigation Files will remain CONFIDENTIAL. 

• Only information that pertains directly to a member of staff’s involvement, and any actions taken because of that involvement, will be placed in the employee’s file. All other aspects of an investigation are considered confidential and will remain in the locked Administrative File.

Policy:            Healthcare Staffing Number: 1.000.1

 

Subject: Job Descriptions 

 

COMAR: 10.07.03.09E(1)(a) Page: 1 of 18

 

Policy:  

In conjunction with each Client Facility, the SAMIRRA HEALTHCARE AGENCY LLC will acquire their requirements for skilled services, and then develop a listing that describes the necessary credentials, skills, knowledge and abilities for those positions.

 

Purpose:   

To provide quality services to clients through hiring highly competent staff.

 

Procedure:   

• A job description summarizes the essential responsibilities, activities, qualifications, and skills for a role. An effective job description will provide enough detail for candidates to determine whether they are qualified for the position.

• During negotiations with all Client Facilities, and prior to sourcing staff, the SAMIRRA HEALTHCARE AGENCY LLC will discern what those staffing needs are, and then both parties will agree on the job descriptions used to acquire quality staff for those positions.

• Education
• Work Experience / Supervisory Experience
• Credentials

• Licenses
• Certifications
• Skills

• Job Responsibilities

• Qualifications
• Functional Abilities
• Patient / Client Care
• Equipment Used
• Special Requirements

• Delegation / Supervision – To whom position reports or oversees
•  Company Mission, Culture, any benefits

• All employment positions must be listed, classified, and approved for filing prior to hiring for the position.
• All Job Descriptions will be kept in a file corresponding to the Client Facility requesting temporary staffing needs.  RN, LPN, CAN, CMT (etc.)
• All hired staff will review the requirements on the job description during onboarding and sign the same, indicating the employee understands the expectations of the position they’ve undertaken.
• Annual Performance Reviews based on:
  • Observations
  • Reports from Client Facilities

• Job Descriptions describe the general tasks or related duties, and responsibilities of a position. The Job Description will specify the functionary, requirements, and specifications of qualifications or skills needed.

• Positions Samirra Healthcare Agency LLC will provide:

• Registered Nurse
• Licensed Practical Nurse
• Certified Nursing Assistant
• Certified Medication Tech
• Physical Therapist
• Physical Therapist assistant
• Occupational Therapist
• Speech Therapist
• Medical Social Worker

LONG TERM CARE NURSE

 

Qualifications

 

A.D.N. or B.S.N. from accredited College of Nursing, accompanied by current nursing license in each state 

of desired practice.

 

One year of full-time clinical practice in each specialty area. Certifications: Current BLS/CPR training with 

card, any other specialty certifications required for working in specific specialty areas (PALS, ACLS, NRP, 

etc.) . The Registered Nurse will provide supplemental/contract services to our clients, and will strive to 

provide these services in a compassionate, professional, ethical, and knowledgeable fashion.

 

Responsibilities

 

You will work very closely with the entire team of healthcare professionals in the facility you are assigned to and must have a complete understanding of your limitations in turn seeking advice when necessary. 

These are just some of the duties that you will be expected to do, but are not limited to the following: 

• The assessment, planning, implementation, and evaluation of the patients’ status, plan of care, and goal achievement.
• Perform all nursing duties in accordance with the state Nursing Act specific to the state you are working in, while adhering to all facility policies and procedures. 
• Monitor patients progress and identify any changes in status, acting on those changes to insure patient comfort and safety.
• Assist physicians and all healthcare professionals caring for patients, always giving a complete and thorough report on patient status at the end of shift/assignment.
• Perform routine nursing care to assigned patients, while utilizing age specific and universal precaution practices at all times.
• Practice patient teaching/training for patients and families.
• Follow hospital policy when disposing of biohazardous materials, labeling and handling of all materials. Actively demonstrate a working knowledge of nursing theory, techniques, principles, and practice in order to holistically care for the patient. 
• Communicate with all staff, patients, and families with excellent written and verbal skills.
• Consistently seek educational tools in order to broaden the knowledge base of various age groups, diseases, and best practices. 
• Will frequently lift up to 100 or more pounds consistently causing a high volume of stooping, bending, lifting, pulling, and twisting. 
• Will handle and be knowledgeable of all medical equipment utilized in the care of the patient. ¾ Must be able to perform various sensory requirements such as; vision, speech, smell, touch, manual dexterity, fine motor skills, and hearing in order to assess and treat the patient accurately.
• Comply with all facility policy and procedure, while upholding the high expectations of the SAMIRRA HEALTHCARE AGENCY LLC 
• Accountable and responsible for each specific patient assigned while under direct supervision of the facilities Charge Nurse and/or House Supervisor. 
• Is punctual and dependent for assigned/confirmed shifts. 

Special Requirements

 

The Registered Nurse understands that by accepting an assignment, the nurse is aware of the potential 

exposure to internal and external hazardous materials including but not limited to: blood and blood borne 

pathogens, infectious/communicable diseases, noise, excessive physical injury from patients, airborne 

dust, fumes, and gases.

 

Functional Abilities

 

– Able to communicate verbally and in writing to the extent required by the position

 

– Able to physically perform the duties required by the position

 

PRIMARY CARE REGISTERED NURSE

 

The primary function of the Registered Nurse is to provide chronic care management to high-risk patients, perform triage (phone and in-person) and assist in the care of chronic and primary care patients. 

 

Essential Duties and Responsibilities

 

Chronic Care Management

 

• Provide education to all patients having chronic illness to further patient understanding of condition and treatment choices, with an emphasis on patients with diabetes, hypertension, asthma, hyperlipidemia and history of ischemic vascular disease.  (e.g. a typical patient visit may include reviewing Self-Monitored Blood Glucose logs with a diabetic patient, discussing dietary and lifestyle changes, and consulting with a Nurse Practitioner as needed. 
• Provide individual education and shared decision-making sessions with patients identified as high risk for hospitalization or emergency room visits as referred to RN by Nurse Practitioner (NP).

• Review transition of care (TOC) documentation from hospital admissions and ER utilizations. Follow-up of all TOC patients within 2 business days. Assist with needed referrals, appointment with specialists and assist the patient in making medical/nursing follow-up visits.  
• Meet with other multi-disciplinary team members on a monthly basis to review high risk clients and goals. 
• Case Management: Establish / Maintain a tracking system of all chronic care patients, assist in developing established care plans, follow up and retrieval of with specialty appointment correspondence. 

Patient Care

 

• Triage patients over the phone and in-person (walk-in patients).
• Provide direct services as outlined under the protocols for preventative health care.
• Conduct patient education, including: 
  • Dietary and lifestyle modifications related to DM, HTN, HL and other metabolic disorders
  • Medication teaching (primarily for DM, HTN, HL and asthma)
  • Glucometer teaching
  • Asthma education
  • Preventative health screening education (e.g. vaccines, colonoscopy, mammogram, etc.)
• Blood pressure checks
• Administration of vaccines for nurse visits.
• Administer spirometry testing for all asthma and other patients ordered by NP.
• Manage patient medication refills and renewal of medication assistance.
• Participate in community outreach, flu clinics, and education programs as requested.

Management & Supervision

 

• Supervision of Medical Assistants.
• Supervision of students in Medical Assistant and Nursing student interns/externs.
• Oversees the Vaccine inventory / ordering: VFC, 317 and insured. Keeps up to date CDC VIS sheets. Duties may be assigned to Medical Assistants, but oversight is the responsibility of the RN.

Additional Responsibilities

 

• Maintains regular attendance; performs all duties in a timely manner; Attends all meetings as scheduled and/or directed by supervisor or CEO. 
• Follow all procedures and adhere to policies as outlined in the Employee Handbook.
• Social Services and Education as appropriate to ensure efficient integration of services and support.  
• Respect confidentiality at all times.
• Performs other duties as assigned.  Job description is subject to review and may change based on business necessity.

Qualifications

 

• Graduate from an accredited School of Nursing with a Bachelor of Nursing Degree. 
• Holds current or eligible for RN license.

• Public Health/ Community health experience is preferred
• Experience working with a second culture is preferred
• Holds current CPR certification
• Maintains current nursing continuing education credits as mandated by the state including child abuse recognition and training.

Skills

 

• Proficiency in office-based applications:  EMR (experience with Centricity preferred), MS Office (Word, Excel, Access, Power Point, Outlook) and internet use is required.  
• Must possess superior organizational skills, the ability to multitask, and be detail-oriented
• Customer service and therapeutic communication skills (patient, empathetic, responds to patient’s emotional state, excellent patient interview and history taking skills)
• Excellent written and verbal communication skills are required
• Must have excellent interpersonal skills and the ability to be a team player.
• Must be capable of employing time-management skills for projects with varying timelines; must be able to work under pressure

CNA JOB DESCRIPTION

 

Responsibilities

 

• Care for multiple residents in the facility.
• Observe Resident Rights
• Provide personal care and assistance with activities of daily living.
• Bathing; Dressing
• Feeding; Pass and pick-up food trays; Serve nourishments; keep record of intake and output
• Transfer to and from bed or chair or other locations within the facility
• Assist to and from toilet, assist with any toileting needs
• Keep incontinent residents clean
• Monitor and record bowel movements
• Pass and empty bedpans, urinals, and emesis basins; Collect specimens such as urine, stool, and sputum
• Reposition residents in bed or chair
• Assist with personal and dental hygiene
• Assist in ambulation
• Make beds; Change linens
• Answer call bells and make rounds
• Provide Post Mortem Care
• Take and record vital signs; Measure and record height and weight
• Record Activities of Daily living on flow sheets
• Observe residents and note physical condition, attitude, reactions, appetite, etc. and report any changes to the nurse.  
• Use safety devices and standard precautions to prevent the spread of infection and disease
• Monitor the dining room during mealtimes as scheduled.
• Evacuate residents in an emergency, according to fire and evacuation policy. 

Qualifications

 

• Successfully complete a state-approved nurse’s aide-training program.  
• Must understand English both written and spoken.
• Must have current certification and registration with the state Department of Health.
• Must be able to safely and successfully perform job-related functions, with or without reasonable accommodation required by federal, state, or local law.  

Functional Abilities

 

• Assist nurse with admitting, transferring, and discharging residents
• Assist nurse in giving treatments and examining residents
• Assist with restorative and rehab care with proper instruction and supervision

Equipment Used:

• Stethoscope, blood pressure cuff, scale, tray, carts, Hoyer lift, whirlpool tub, wheelchairs, walkers, canes, charts, linens, towels, standard precautions (gloves, goggles, mask, aprons), thermometers, urinals, bed pans, commodes, and personal hygiene supplies.

CERTIFIED MEDICATION TECH

JOB DESCRIPTION

Certified Medication Technician 

In this key role the CMT will be responsible for providing the highest degree of quality care and services by administering medication and treatments in a safe and organized manner in the client/ patient’s home and make sure that all medication given are recorded on the Medication Administration Record Form ( MAR). The CMT will be supervised by the designated Registered Nurse of the client. The CMT has to be already certified and Active in the Maryland Board of Nursing and have experience of at least 6 months, 

 The Other duties responsibilities will be the following: 

1. Conduct routine visits to the Client’s place of residence to provide necessary services outlines by the agency and the client’s/ patient. 
2. Evaluate the client’s needs thoroughly, 
3. Plan and discuss future visits based on a need evaluation covered in later steps
4. Review the level of care and placement instruments

5 Discuss the revised plan with the Nursing Supervisor on a regular basis and keep notes of the changes and progress

6. Prepare progress/ clinical note, review, and initial and date progress note on every client
7. Inform the Registered Nurse, physician, case manager, and other relevant arties of changes in client’s condition
8. Counsel and educate the client and family members on meeting the client’s nursing and related needs
9. Must be able to make choices, decisions and act in the Client’s best interest, have the ability to react and remain calm in difficult situations and possess written and verbal skills for effective communication and level of understanding.

Employee Print: ___________________________________________Date: _________________

 

Employee Signature: _______________________________________Date: _________________

 

Administrator Signature: _____________________________________Date: _________________

 

LICENSED PRACTICAL / VOCATIONAL NURSE

 

The Licensed Practical/Vocational Nurse (LVN/LPN) provides nursing care and teaching to patients and families.  He/She also functions as an Assistant to the physician and Registered Professional Nurse and is supervised by the RN.

 

Qualifications

 

– Graduate of an approved program of practical/vocational Nursing

 

– Licensed as a licensed graduate Practical Nurse in the state where practicing

 

– One (1) year of experience as a nurse

 

Responsibilities

 

– Participates in the planning and coordination of total patients care in conjunction with the RN, facility policies and the physician’s Plan of Care

 

– Follow the nursing care plan for each assigned patient.

 

– Observes the patients; evaluates the care of the patients; applies his/her knowledge of nursing skills to the patients to whom he/she is assigned

 

– Accurately reports and records the patients’ condition and care, including signs and symptoms which may be indicative of change

 

– Prepares clinical/progress notes on the day of the visit and incorporates it in the clinical record weekly; prepares summaries in cooperation with the RN supervisor.

 

– Assists the patients with the activities of daily living while teaching appropriate self-care techniques

 

– Provides and maintains a safe environment for the patients

 

– Provides optimum physical and emotional environment

 

– Assists the physician and Registered Nurse in complex nursing situations and performing specialized procedures

 

– Prepares equipment and materials for treatments observing aseptic technique as required

 

– Participates in case conference, in-service, and other programs and meetings as needed

 

– Performs within limits of preparation and experience

 

– Confirm, on a weekly basis, the scheduling of visits with the nurse to coordinate necessary visits with other personnel

 

– Perform treatments as assigned per physician’s plan of care.  An LVN/LPN may perform only those treatments for which they are qualified by training and experience to perform.  If an LVN/LPN provides IV therapy or other technical procedure not included in routine LVN/LPN training courses, they must first show documentation of competency/experience signed by an RN, physician, or specific training program director

 

– Other duties as assigned

 

Special Requirements  

 

– Must have a car with required insurance coverage and a state driver’s license or reliable transportation

 

Functional Abilities

 

– Able to communicate verbally and in writing to the extent required by the position

 

– Able to physically perform the duties required by the position

 

Position:  Speech Language Pathologist (SLP) / Speech Therapist (ST)

 

Reports to: DON

 

Job Summary: Provide skilled therapy intervention and treatment to patients in the home setting.  This care includes appropriate utilization of treatment plans and assessment skills.  Careful monitoring of the patient’s status, progress toward goals, and compliance with physicians orders are essential components of this position.  Speech language pathologists are responsible for teaching patients and their caregivers while preparing the patient and/or family for discharge as appropriate.

 

Qualifications/Educational Requirements:  

 

1. Graduate of an accredited college with a Master’s degree majoring in speech pathology with a current license.
2. Holds a certificate of clinical competence and licensure granted by the American Speech and Hearing Association.
3. Minimum of one year speech pathology experience.

Responsibilities/essential functions: The person in this position must be able to perform the following essential job functions with or without reasonable accommodations.

 

1. Provide services in speech pathology or audiology in accordance with the physician’s plan of care. *
2. Assist the physician in assessing the client’s level of functioning and the development (and revise as necessary) of the plan of care by applying appropriate tests for speech, hearing and language disorders. *
3. Record and report the client’s reaction to treatment and any changes in the client’s condition to the physician and/or the Director of Nurses. *
4. Instruct and advise the client, family, and other health team personnel in the phases of speech pathology in which they may assist the client. *
5. Recommend hearing tests by audiologist when necessary. Checks hearing aids.*
6. Assess the client’s communication, oral-motor integrity, cognitive status, memory, problem solving activities, hearing, speech fluency, and quality. *
7. Cooperate and consult with appropriate staff to provide education when requested and arranged by the Director of Nursing. *
8. Evaluate and regularly re-evaluate the speech pathology needs of the client; initiate, develop, implement and make necessary revisions to the client’s plan of care. *
9. Initiate diagnostic, preventive, and rehabilitative procedures as appropriate to the client’s care and safety.  Make referrals to other disciplines as indicated by the needs of the client or document rationale for not doing so. *
10. Observe signs and symptoms and report changes in the client’s condition to the physician and/or Director of Nursing. *
11. Teach, supervise, and counsel the client and family regarding home procedures and other care needs as appropriate to the client’s condition. Use agency educational material as appropriate.*
12. Coordinate the total plan of care and maintain continuity of care by communicating with other health professionals.  Attend client care conferences. Initiate client care conferences for complex and/or multidisciplinary clients when needed or helpful to ensure good coordination of care. *
13. Keep abreast of speech therapy trends and knowledge through seminars, CEU’s, self-study and workshops.
14. Participate in in-service programs.

The above list reflects the essential functions and other job functions considered necessary of the job identified, and shall not be construed as a detailed description of all work requirements that may be inherent in the job, or assigned by supervisory personnel.  This job description is used as a guide only and not inclusive of responsibilities and job duties.

 

By my signature, I acknowledge that I have read and understand this job description and its requirement and that I am expected to complete all duties as assigned. I understand the job functions may be altered from time to time.

 

Employee Print: ___________________________________________Date: _________________

 

Employee Signature: _______________________________________Date: _________________

 

Administrator Signature: _____________________________________Date: _________________

 

PHYSICAL THERAPIST

 

The Physical Therapist is a qualified professional person who directs, supervises, evaluates and provides Physical Therapy services to patients in the home as prescribed by the Attending Physician.

 

Qualifications

 

Graduate of a Physical Therapy school approved by:

 

– The American Physical Therapy Association; or

 

– The Council of Medical Education of the A.M.A. in collaboration with the American Physical Therapy Association; or

 

– The Council on Medical Education of Hospitals for the American Medical Association

 

– Licensed or registered by the applicable state

 

– Preference of at least one (2) year of experience

 

Responsibilities

 

– Assists the physician in evaluating patients by applying diagnostic and prognostic muscle, nerve, joint and functional ability tests

 

– Treats patients to relieve pain and/or develop or restore function to maintain maximum performance

 

– Makes arrangements for outpatient services, which cannot be given in the home

 

– Records and reports to the physician the patients’ reaction to treatment and/or any changes in the patients’ condition

 

– Instructs patients and their families in the use of prosthetic, orthotic and assistive devices (canes, walkers, wheelchairs, etc.)

 

– Instructs the family in the patients’ total physical therapy program

 

– Attends Physical Therapy staff meetings and in-service presentations

 

– Attends case conferences and in-service programs as indicated

 

– Supervises the Physical Therapy Assistant, as indicated

 

– Participates in staff and Facility development activities

 

– Communicates effectively with all those providing care

 

– Confirms, on a weekly basis, the scheduling of visits with the DON to coordinate necessary visits with other personnel

 

– Notifies Facility of absences due to illness, emergency leave, normal vacation periods, or special professional meetings which will affect agreed services with the Facility

 

– Participates with staff, patients, and physician in discharge planning activities and completes the Physical Therapy Discharge Summary within the designated framework of Facility policies

 

Special Requirements 

 

– Must have a car with required insurance coverage and a state driver’s license or reliable transportation

 

Functional Abilities

 

– Able to communicate verbally and in writing to the extent required by the position

 

– Able to physically perform the duties required by the position

 

PHYSICAL THERAPY ASSISTANT

 

The Physical Therapy Assistant assists in the implementation of the rehabilitative plan of care under the direction and supervision of a qualified physical Therapist.

 

Qualifications

 

– Graduate of a Physical Therapy Assistant program approved by the American Physical Therapy Association

 

– Registration or certification in the state

 

– One (2) year of experience in a health care setting

 

Responsibilities

 

– Under the supervision of the Physical Therapist, assists in evaluation and development of the rehabilitative plan of care and in periodic re-evaluation as indicated

 

– As directed, performs routine strengthening and therapeutic exercises

 

– Assists in teaching exercise programs to patients and family

 

– Consults with the Therapist regarding the outcome of home visits and reports physical findings in written form

 

– Assists patients in use of self-help devices

 

– Participates in Therapy and other in-service programs

 

– Attends rehabilitation department staff meetings and case conferences

 

– Assumes duties deemed appropriate and necessary by the supervising physical Therapist

 

– Writes daily progress notes on patients, and submits same no less often than weekly, and prepares periodic summary reports as indicated

 

– Communicates effectively with all those providing care

 

– Confirms, on a weekly basis, the scheduling of visits with the Supervisor/DON to coordinate necessary visits with other personnel

 

– Notifies Facility of absences due to illness, emergency leave, normal vacation periods, or special professional meetings which will affect agreed services with the Facility

 

Special Requirements  

 

– Must have a car with required insurance coverage and a state driver’s license or reliable transportation

 

Functional Abilities

 

– Able to communicate verbally and in writing to the extent required by the position

 

– Able to physically perform the duties required by the position

 

OCCUPATIONAL THERAPIST

 

The Occupational Therapist is a qualified professional person who directs, supervises, evaluates, and provides Occupational Therapy Services to patients in the home as prescribed by the Attending Physician.

 

Qualifications

 

– Graduate of an Occupational Therapy school approved by the Council of Medical Education of the A.M.A. in collaboration with the American Occupational Therapy Association or its equivalent

 

– Registered by the American Occupational Therapy Association

 

– Has at least one (2) year of institutional experience

 

– Licensed and/or registered by the applicable state, if required

 

Responsibilities

 

– Evaluates and establishes goals based on the patients’ current level of functioning and potential for improvement and performs re-evaluations as indicated which are documented on the required form(s)

 

– Guides and instructs the patients in prescribed therapeutic, self-care, and creative activities that are directed toward improving independence and physical and mental functioning

 

– Establishes household management routines

 

– Records and reports to the physician the patients’ reaction to the therapy program or any changes in the patients’ condition through periodic written summaries

 

– Instructs patients and their families in the use of prosthetic, orthotic, and assistive devices (canes, walkers, wheelchairs, etc.)

 

– Instructs the family in the patients’ total Occupational Therapy program

 

– Instructs other health team personnel in the care of patients regarding occupational therapy

 

– Attends paramedical service meetings and combined paramedical and nursing service meetings

 

– Prepares clinical/progress notes on the day of the visit which are incorporated in the clinical record weekly

 

– Participates in staff development activities and in-service education

 

– Attends case conferences

 

– Supervises the Occupational Therapy Assistant, as indicated

 

– Attends Paramedical Service meetings and combined Paramedical and Nursing Service meetings

 

– Prepares clinical/progress notes on the day of the visit which are incorporated in the clinical record weekly

 

– Communicates effectively with all those providing care

 

– Confirms, on a weekly basis, the scheduling of visits with the DON to coordinate necessary visits with other personnel

 

– Participates with staff, patients, and physician in discharge activities and completes the Occupational Therapy Discharge Summary within the designated framework of the Facility policies

 

– Notifies Facility of absences due to illness, emergency leave, normal vacation periods, or special professional meetings which will affect agreed services with the Facility

 

Special Requirements  

 

– Must have a car with required insurance coverage and a state driver’s license or reliable transportation

 

Functional Abilities

 

– Able to communicate verbally and in writing to the extent required by the position

 

– Able to physically perform the duties required by the position

 

MEDICAL SOCIAL WORKER

 

The Medical Social Worker is a qualified professional individual who provides medical social services to patients in the home with the physician’s orders and under the supervision of the Director of Nursing or appropriate supervisor.

 

Qualifications

 

– Graduate of a school of Social Work approved by the Council of Social Work Education with a Master’s degree

 

– One (1) year experience in a medical facility (hospital, clinic, rehabilitation center, etc.) where the team approaches to treatment is utilized

 

– A.C.S.W. certification or be in the process of acquiring certification is preferred, but not required

 

– Licensure by the applicable state, if required 

 

Responsibilities

 

– Provides rehabilitative and supportive casework geared to restoring patients to their optimum level of social, emotional and health adjustment.  This includes assisting patients and their families to understand, accept and follow medical recommendations.

 

– Helps patients utilize the resources of their families and the community.  This may be accomplished by either referring the patients to resources or acting as an intermediary on behalf of the patients in their dealings with other health and welfare agencies.

 

– Assists patients and their families with personal and environmental difficulties, which predispose them toward illness or interfere with obtaining maximum benefits from medical care.  These range from counseling members of the patients’ family to assisting patients with admission to a nursing home. 

 

– Consults with the physician and other members of the health team for the purpose of assisting them to understand significant social, emotional and environmental factors related to the patients’ health problems.

 

– Prepares clinical/progress notes on the day of the visit and incorporates the same in the clinical record weekly; provides summaries and re-evaluations if indicated.

 

– Attends case conferences.

 

– Participates in staff development activities and in-service education.

 

– Assists in the development and revision of the physician’s Plan of Care.

 

– Supervises the Social Work Assistant as indicated.

 

– Participates in discharge planning and in-service programs; completes the MSW discharge within the framework of Facility policy.

 

– Acts as a consultant to other facility personnel.

 

– Communicates effectively with all providing care.

 

– Confirms, on a weekly basis, the scheduling of visits with the DON to coordinate necessary visits with other personnel.

 

– Notifies Facility of absences due to illness, emergency leave, planned vacations, or special professional meetings that will affect agreed services with the Facility.

 

Special Requirements  

 

– Must have a car with required insurance coverage and a state driver’s license or reliable transportation

 

Functional Abilities

 

– Able to communicate verbally and in writing to the extent required by the position

 

– Able to physically perform the duties required by the position

 

_____________________________________________________________________________

Policy:            Healthcare Staffing Number: 1.000.2

 

Subject: Qualification/Training

 

COMAR: 10.07.03.09E(1)(b) Page: 1 of 3

 

POLICY: 

In order to comply with state and federal regulations, which mandate that individuals providing services must have completed training and competency, Samirra Healthcare Agency LLC determines fitness by competency testing and skills evaluations as appropriate to the assigned job. 

 

The agency will ensure all health care practitioners who render services are authorized under Health Occupations Article, Annotated Code of Maryland, to practice their profession in Maryland. Only state licenses and certified staff are employed to provide services. 

 

All newly hired staff will receive a minimum of 2 hours of orientation, which will include information on staffing, our agency’s policies and procedures, documentation, communication, and the type of patients served. 

 

PURPOSE:

To ensure that our agency requires qualified and competent staff to deliver quality service to clients. 

 

PROCEDURE: 

Each newly hired Staff will be determined to be competent before being allowed to provide care or services. 

• Individual’s qualification will be verified by:

• Performing an in-person interview for all prospective employees.
• Requiring and verifying personal identification for each applicant for employment prior to hiring applicants.
• Reviewing previous job experience
• Checking references
• Verifying licenses, or/or any required certifications
• Reviewing job description and Samirra Healthcare Agency LLC expectations of each candidate’s position.
• Employees who have accepted an offer must sign and agree to the conditions set forth in their Conditional Job Offer (i.e. Orientation, in-service, training, etc.)
• Orientation
  • All hired staff are required to participate in an orientation program before receiving assignments. 
  • The Director of Nursing or a designated representative is responsible for orientation of newly hired staff on benefits, rights and responsibilities of employees, basic healthcare services provided, and operating policies and procedures of Samirra Healthcare Agency LLC. 

The Director or Supervisor is responsible for ensuring that newly hired staff demonstrate knowledgeable of and /or are competent in the following: 

 

• Staff will be supervised, and competency evaluated for all new tasks delegated to them within 3 months of hire and annually thereafter.
• All staff will receive, at a minimum, three (3) hours of in-service annually.
• All staff must receive orientation prior to beginning their first shift.
• DON is responsible to ensure all newly hired staff are knowledgeable and competent in the following:

• Ability to read, verbalize and write basic English.
• Ability to use Medical Terminology accurately and appropriately.
• Excellent Documentation according to agency and professional standards 
• Identify and communicate significant findings to supervisors. 
• Adherence to Policies and Procedures
• Technical abilities to meet the needs of client/patient.
• Ability to work with diverse populations- Social, cultural, ethnic, economic and psychological factors that influence adjustment to services provided.

; 

 

______________________________________________________________________________

Policy:            Healthcare Staffing Number: 1.000.3

 

Subject: Scope of Service

 

COMAR: 10.07.03.09E(2)(a) Page: 1 of 2

 

POLICY

Samirra Healthcare Agency LLC will develop with all client facilities a set of specific criteria that details their required qualifications to ensure that referred staff are made aware of the scope of their role in providing health care services to their patients.

 

PURPOSE  

To ensure that staff have the proper credentials, qualifications and competencies to provide care to individuals requiring skilled services.

 

PROCEDURE  

Staff will be educated, trained and skills assessed.

Definitions:

Scope of practice describes the services that a qualified health professional is deemed competent to perform and permitted to undertake – in keeping with the terms of their professional license.

 

• Employees will work within the guidelines of their job descriptions which will indicate their responsibilities and obligations defined by their job titles.
• Maryland Nurse Practice Act Standards are to be followed as they identify responsibilities and assume an obligation of trust in adhering to those standards of accountability that are bound to the expectation that all clients will be given a high quality of care.
• Standards include but are not limited to:

• Pertinent objective and subjective data
• Timely communication
• Excellent documentation
• Proper orientation and instruction before implementing unfamiliar practice
• Responsibility for maintaining current knowledge in field of practice
• Non-discrimination of clients
• Safe Nursing practices – and communicate unsafe practices to Supervisor
• Delegation and/or Supervision as applicable
• Protection of Confidentiality including but not limited to: Protected Health Information (PHI), Informed Consents, and Health Insurance Portability and Privacy Act (HIPPA), Medical Directives, etc.

• Newly Hired staff will be determined to be competent prior to providing care or services
  • Staff will receive an Employee Handbook, a set of Policies and Procedures, and sign a statement declaring that the employee has read, understands and will comply with all applicable Samirra Healthcare Agency LLC and client facility policies.
  • Signed Job Description
  • Demonstrate basic verbal and written English communication skills
  • Ability to use medical terminology accurately and appropriately
  • Demonstrate ability to adapt to social, ethnic, economic, and psychological factors that influence services provided.
  • Orientation with SAMIRRA HEALTHCARE AGENCY LLC or Client Facility, and any other ongoing in services, workshops, and/or seminars are required at the time of hire, and as assigned.

	Abuse, Neglect, Exploitation		Alzheimer’s Disease
	Behavior Management		Bloodborne  Pathogens *
	Caring for Residents with Dementia		Child Abuse
	Communication Barriers		Compliance Program*
	Cultural Diversity*		Depression
	Diabetes		Emergency / Disaster Training
	End of Life		Ethics Training*
	Heart Disease		HIPPA*
	HIV Infection		How to Handle Complaints / Grievances
	Incontinence and Constipation		Infection Control*
	Lifting and Transferring		Malnutrition and Dehydration
	Medical Device Reporting		Mental Illness
	Nutrition		Oxygen Training
	Pain Management		Patients’ Rights and Responsibilities
	Personal Care / Skin Care		Psychosocial
	Range of Motion and Positioning		Respiratory Disorders / Tuberculosis
	Seizures and Strokes		Hand Washing
	Visit Bag Techinque		Vital Signs
	Workplace (OSHA) and Patient Safety*

• Staff will be trained on important, relevant matters. A documentation of instructor, date and type of training will be signed, submitted by Supervisors, and then placed in the employee’s file.
• A minimum standard of competency must be met. 
• Competency will be demonstrated in each task.
• Annual performance reviews will be completed
• Observations 

•  

Policy:            Healthcare Staffing Number: 1.000.4

 

Subject: Identifying and Reporting Abuse/Neglect

 

COMAR: 10.07.03.09E(2)(b) Page: 1 of 3

 

POLICY 

Samirra Healthcare Agency LLC recognizes it has a responsibility to clients that care provided them by members of its staff and/or independent contractors is to be free from mental, physical, sexual and verbal abuse, neglect, and exploitation. 

 

Personnel shall assess each client individually to determine the client’s vulnerability to abuse or neglect. All personnel providing service are mandated to report abuse and/or neglect (including suspected abuse or neglect) of the vulnerable adult/child to the appropriate authorities. 

 

PURPOSE 

• To define regulations requiring the reporting of situations or abuse and/or neglect of children or adults. 
• To provide guidelines for identifying and reporting suspected or actual cases of adult/child abuse and/or neglect. 
• To protect those persons who are, either by physical or mental disability or dependence on institutional services, particularly vulnerable to abuse or neglect. 
• To establish guidelines that our agency staff will follow to assure safety of all clients and protection of their rights to refuse care and/or treatment. 

SPECIAL INSTRUCTIONS 

Employee Responsibilities: 

 

• • To assess the vulnerability status of each client upon admission. A client’s susceptibility to abuse, including self-abuse and neglect, includes: 
    • Physical components, such as impairments and the ability of the client and/or caregiver to provide adequate care. 
    • Mental impairments, such as mental retardation, Alzheimer’s disease, disorientation, confusion, etc. 
    • Emotional status, such as passive personality, depression, etc. 
    • Physical environment, such as safety in or outside the home. 
    • Assessment of vulnerabilities is a component of the comprehensive assessment and is incorporated into the clinical record.  
    • When abuse or neglect is suspected or identified, the employee is to report the observations or findings. 
  • Internal reporting: 
    • The employee shall immediately make an oral report by phone or otherwise to the Director of Nursing or Administrator. 

• The employee shall be instructed to complete a written report of the abuse and/or neglect. 

Adult Protective Services

311 West Saratoga Street

Baltimore, MD 21201

(800) 332-6347   TTY (800) 735-2258

Child, Adult & Family Services

Location: 925 Brightseat Rd., Landover, MD 20785
Mailing Address: 805 Brightseat Rd., Landover, MD 20785
Tel: (301) 909-2000
Fax: (301) 909-2200
Hours of Operation: 8:00 a.m. to 5:00 p.m. Monday – Friday

or

Prince George’s County
(301) 909-2450
(301) 699-8605- after hrs
(301) 909-2200 (fax)
805 Brightseat Road
Landover, Maryland 20785 

Adult Abuse and Neglect should be reported to your local DSS Office or by calling 1-800-91-PREVENT or (1-800-917-7383). 

• The Director of Nursing/designee will review the information presented and investigate to determine if this is a reportable incident. If so, the information will then be reported to the appropriate county’s Department of Social Services by the administrator or an appropriate designated agency representative.
• A copy of the report will be sent to either: Adult Protection Services (APS) or Child Protective Services (CPS) as required by state and local law. 
• Reporting information: The report must include and identify: 
  • The vulnerable adult/child (name, address, telephone number) 
  • The caregiver (name, address) 
  • The nature and extent of the suspected abuse or neglect (subjective and objective data) 
  • The person responsible for the abuse or neglect (name, address) 
  • When and where the abuse occurred (date, time, address, place) 
  • Any evidence of previous abuse or neglect 
  • Person making the report (name, address, telephone number) 
  • Any additional information pertinent to the suspected abuse or neglect. 

•  Personnel should use reasonable judgment in reporting, making sure that the abuse or neglect is apparent, and not merely hearsay.

CONTRACTS, BILLING, PAYMENTS

 

1. The SAMIRRA HEALTHCARE AGENCY LLC management is responsible for establishing all contracts with clients.
2. Contractual agreements shall include fee schedules, bill rates, payment schedules, selection processes and replacement policies as negotiated in advance of placement with the client.
3. The director is the designated company representative authorized to enter into any legally binding agreement with any client or business. 
4. When a potential client/business contacts the SAMIRRA HEALTHCARE AGENCY LLC for staffing services, the director will be responsible for Contractual agreements including fee schedules, bill rates, payment schedules, selection processes and replacement policies.
5. The HR department is responsible for the overall management of the selection and hiring processes related to staffing employment openings with clients/business.
6. The SAMIRRA HEALTHCARE AGENCY LLC financial department will routinely bill the client/business based on agreed terms on the contract.