OSHA Compliance in Healthcare

OSHA Compliance in Healthcare: A Smart Investment for Your Practice

November 9, 2023

The following blog was co-written with Abyde’s HR partner, HR for Health. If you would like more information on HR for Health, please click here to visit their website.

As a practice owner or healthcare employer, it is essential to prioritize the safety and well-being of your employees. One effective way to achieve this is by providing your team with proper Occupational Safety and Health Administration (OSHA) training. However, the cost of such training may deter some employers from investing in it.

HR for Health team’s up with compliance partner Abyde to explore the nuances of OSHA training and the benefits of compensating your employees for their time spent training.

OSHA in Healthcare: Navigating the Compliance Maze

OSHA is a federal agency that’s all about keeping workplaces safe and healthy. In the healthcare world, this translates to ensuring the safety of both employees and patients. OSHA sets the rules, regulations, and guidelines that healthcare providers must follow to maintain a safe working environment.

Requirements for Healthcare Providers

Healthcare providers must adhere to OSHA regulations to ensure the well-being of everyone in the facility. This involves a multitude of requirements, from infection control to safe handling of hazardous materials, to reducing workplace violence. Compliance with OSHA standards is not just a box to tick; it’s about safeguarding the lives and health of patients and employees.

The Crucial Connection to Employee Training and Retention

Now, here’s where it gets interesting. Effective training and compliance with OSHA regulations play a pivotal role in employee training and retention. When healthcare providers prioritize OSHA training, they signal a commitment to employee well-being. This commitment, in turn, results in a happier, healthier, and more loyal workforce.

Investing in comprehensive OSHA training demonstrates that you value your employees’ safety. This not only creates a positive work culture but also significantly impacts employee retention. Employees who feel secure and well-cared for are more likely to stay with your healthcare practice, reducing turnover rates and the costly process of recruiting and training new staff.

Additionally, by equipping your employees with the necessary knowledge and skills to work safely, you can significantly reduce the risk of incidents occurring on the job. Consequently, this can save your company money in the long run, as workplace accidents lead to expensive workers’ compensation claims and lost productivity.

The Legal Perspective

According to HR for Health, compensating employees for OSHA training is not only a wise business decision but may also be required by law. Under the Fair Labor Standards Act (FLSA), employers must pay employees for their time spent in training directly related to their job duties. Therefore, if you require employees to complete OSHA training as part of their responsibilities, you must compensate them for the time spent in training.

On the flip side… Employers may choose to provide a different rate of pay for training, but it’s left up to employers to decide if their training falls under certain criteria to provide a different rate of pay versus their regular rate of pay. These are the criteria points that must be met:

Attendance is mandatory;
The meeting, course, or lecture is directly related to the employee’s job; and
The employee who is required to attend such meetings, lectures, or training programs will be notified of the necessity for such attendance by his or her supervisor;
The employee will be paid at the applicable meeting rate for time spent at meetings, lectures, and training programs if the employee does not perform any productive work during such attendance;
Employees who do perform productive work during attendance at meetings, lectures or training programs will be compensated at their regular rate of pay; and
Any hours in excess of eight (8) in a day or forty (40) in a week will be paid at the appropriate overtime rate, based on the weighted average rate or the employee’s normal rate of pay.

It is imperative that you clearly outline the alternate rate of pay in your employee handbook, which cannot be less than minimum wage.

How Abyde Keeps You Compliant

Abyde, a provider of HIPAA compliance solutions, emphasizes the importance of OSHA training for healthcare organizations. In addition to reducing the risk of workplace accidents, OSHA training helps healthcare providers comply with HIPAA regulations. By ensuring that employees are trained on proper handling and disposal of hazardous materials, healthcare organizations can avoid costly fines and penalties for non-compliance.

Abyde’s key features include:

Facility Risk Assessment: Abyde offers comprehensive risk assessment tools to identify potential compliance gaps tailored to your practice’s unique needs.
Customized Policies & Procedures: By providing personalized guidance on required documentation, Abyde streamlines compliance with the latest regulatory requirements.
Team Training: Abyde offers interactive online modules to make OSHA and HIPAA training more engaging and accessible for staff members.
Ongoing Support: Abyde provides ongoing assistance and expert guidance to address compliance questions or concerns.

For more information on Abyde and how they work with your healthcare practice, please visit https://abyde.com/.

Track Employee Training with HR for Health

HR for Health is a comprehensive human resources platform designed specifically for healthcare professionals. Key training tracking features include:

Employee Self-Service Portal: Employees can access their own training records, eliminating employers’ need for manual tracking.
Training Reminders and Notifications: Automated email reminders and notifications ensure employees remain current on their required training.
Comprehensive Reporting: HR for Health’s software allows managers to monitor employee progress and view completed training in real time.

In conclusion, compensating employees for OSHA training is a wise investment for employers who prioritize the safety and well-being of their team members. Not only does it help prevent workplace accidents and injuries, but it also boosts employee morale and job satisfaction. As HR for Health and Abyde suggest, employers should be aware of their legal obligations and take steps to ensure that employees are properly compensated for their time spent in training.

RECENT POSTS

October 24, 2024 There has been a flurry of HIPAA fines in the past few weeks, with over half a million dollars levied in the last month. Just one example is Gums Dental Care, LLC, a small dental practice in Maryland that was fined for a Right of Access violation. Right of Access violations, which involve failing to provide medical records in a timely manner, are a common HIPAA mistake. Another violation for this was issued in August. What Happened? A patient requested her medical records from Gums Dental on April 8, 2019. After not receiving them, she issued a complaint to the OCR in May 2019. The OCR contacted Gums Dental Care for technical assistance and believed the case was over. This was just the beginning. This case spanned years, with a second complaint filed in August 2019 and the OCR sending several data requests through letters and calls to Gums Dental. On October 1, 2020, the OCR sent Gums Dental a proposed resolution agreement and corrective action plan. At the end of the month, Dr. Gums wanted to present her case in front of a judge, believing the patient would commit Medicaid fraud with her records. She also said that the complainant didn’t pay a $25 administrative fee to release the medical records through mail. First, patients should always have access to their medical records, regardless of their reasons. Second, the fee would be waived if the patient requested it digitally, not through mail. In December 2020, the OCR issued a Letter of Opportunity to Gums Dental. At the beginning of the next year, Dr. Gums once again justified her refusal to provide the records since she believed her patient would commit a crime with them. She also believed her website wasn’t secure enough to send them digitally. However, Gums Dental didn’t attempt to send the records at all. By the time the Notice of Proposed Determination was sent in March 2022, roughly three years after the first medical record request, Gums Dental faced a Civil Monetary Penalty fine as high as $7,676,692. However, the OCR ultimately levied a $70,000 fine, recognizing the smaller size of the dental practice. How to Protect Your Practice Common HIPAA fines often involve Right of Access violations. At the federal level, practices are required to provide patients with their medical records within 30 days, and some states have an even shorter timeline. Navigating these unique regulations can be challenging, so having an intelligent solution is crucial. Smart software can streamline compliance for your practice by generating policies and procedures tailored to your needs. These solutions also include access to a team of compliance experts who can help answer your questions and ensure that you are interacting with patients in a HIPAA-compliant manner. To learn more about software solutions, with a compliance expert here.