Posted on: May 30, 2017 by Manchester Specialty
Terminating the employment of someone due to illicit or unethical behavior is a good move, but it is just one step your home healthcare organization must take to protect itself, potential future employers of the person, and prospective patients. Simione Healthcare’s Thomas Boyd, MBA, CFE, CHFP, Vice President of Reimbursable Services has seen such terminations in practice and has some solid advice on the next, important steps to take.
Recently, I learned of an agency having to pay unemployment insurance benefits to an RN employee who was fired for falsifying clinical notes. The agency reported that fact to its state employment office but was still charged for the unemployment claim.
We had a former client who fired its contracted physical therapist because she was having some of her visits done by her cousin, who was a PT assistant and licensed in another state. The client did not bill Medicare for any of her visits.
In both of the above cases, the agency properly fired the caregiver and did not bill for the services the caregiver had provided.
Why stop there? I suggest that both agencies should also:
The caregivers who were terminated will try to go to work for other healthcare providers. They likely will continue their illegal practices. Their practices may cause health problems or complications and even death for the patients they treat.
If I were a successor employer and found myself sued for malpractice or investigated, I would look back at the history of the caregiver and involve former employers to share the responsibility, the blame, and the costs.
When engaged in house cleaning, you don’t sweep the dirt under the rug.
Posted in: Home Healthcare Providers