| Q |
How do you schedule your employees? |
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| A |
The scheduling system is based on our practice of matching the needs and preferences of our employee with the needs of the client facilities. Personnel are asked to state their shift, facility and day preferences, as well as when and where they want to work.
Likewise, healthcare facilities can identify, at any time, the personnel they prefer to have scheduled. These and other data, including proximity of employee to client facilities and recent work history, are used to determine which employee out of the available pool should be assigned to a facility. Our employees who are available are required to be on call. They must call in daily or weekly to verify their availability. This assures that in most cases requested shifts can be confirmed immediately. |
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| Q |
What is your policy on overtime? |
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| A |
"Working Time" as defined by FLSA, includes all the time during which an employee is required to be on duty on the employer's premises or at a prescribed work place. Any work in excess of 40 hours per week is considered overtime. Employees are paid 1.5 times the regular pay rate and the facility is billed at 1.5 times the regular billing rate. Employee overtime must be pre-approved by both client and a Promed staffing representative. |
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| Q |
What are your policies governing weekends, holidays and shifts? |
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| A |
Policies and employee standards do not vary according to shift, weekend or holiday. Pay and billing rates include shifts and weekend differentials. Pay and billing rates for the following holidays are charged at 1.5 times the regular rate if applicable:
Holidays: New Year's Day; President's Day; Memorial Day; Independence Day; Labor Day; Thanksgiving Day; and Christmas Day; Martin Luther King Jr. Day and other holidays as may be observed by client facilities can be included. |
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| Q |
What employee records do you maintain? |
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| A |
Ongoing performance records are maintained that include information on the number of shifts and hours worked, facilities worked in, attendance record, performance evaluations and other such data. |
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| Q |
What professional criteria does Promed use to determine which applicants are suitable for employment? |
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| A |
The following criteria are used in determining suitability:
- Unrestricted OBRA licensed record
- Minimum competency test scores of 80%
- Verifiable references for experience in hospitals and/or long-term facilities
- Specialty certification and verifiable references for experience in specialty units
- Positive supervisor and peer references
- Excellent client or employee referral
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| Q |
Are employees required to attend orientation and/or in-service training? |
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| A |
Employees are required to participate in approved orientation or in-service training as required by client facilities in order to assure competency and familiarize employee with client protocol. |
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| Q |
Are employees required to attend continuing education programs? |
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| A |
Employees are encouraged to participate in approved continuing training programs in order to keep their skills current and to assure availability of suitable placements. |
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| Q |
Are employees required to have TB screening and inoculations? |
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| A |
All of our employees are required to have complete medical screening; PPD tests or chest x-rays, hepatitis B & rubella vaccinations and other such public health requirements as required by federal and state law. |
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| Q |
Is satisfactory completion of training programs a prerequisite for salary increases/bonuses? |
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| A |
Satisfactory completion of training programs is but one of the factors affecting eligibility for salary increases and/or bonuses. Other factors include job performance as reported by client facilities and determined by the quality assurance manager in the annual performance evaluation. |
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| Q |
Under what circumstances can a healthcare facility hire a Promed employee? |
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| A |
Promed employees can not accept employment from Promed clients to which they have been assigned without the written consent of the company. |
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