Physical Therapy Management

198 Physical Therapy Management When making photocopies of your records, we have your folder in our sight at all times until we file it away with other folders. The medical records area is limited to employees only. When we send your PHI by fax, we ensure to the maximal extent possible that the receiving fax is secure. All other uses of your PHI require your written authorization, including sharing your PHI with family members or others. You have the right to revoke any authorization in writing, and we have the legal duty to comply with such a revocation, except to the extent that we have used your information in reliance on your previous authorization, or as required by law. Patients have the right to see, copy, and amend their medical records. To take advantage of this right, please present your request in writing to the clinic Privacy Officer (discussed in more detail later). You have the right to see your medical records. We will try to give you access as quickly as possible, depending on our load. Within 1 week of your request, you may see your records in one of our offices, with the assistance of one of our employees. You have the right to make copies of your records. We have the right to charge for those copies. You may also request that the Privacy Officer honor special limitations on the uses and communications of your PHI. We are not obliged to comply with such requests. If we agree, we have to comply with the request until you advise us in writing otherwise. You have the right to receive a copy of this notice, which we offer to you on your first visit. This notice, which is subject to change, is posted prominently in our waiting area. Privacy Officer: The Privacy Officer for the clinic is _______ ________, PT, OCS. Please, speak with this employee about any question or complaint that you may have about your PHI. You may make special requests concerning your PHI. Correspondence with the patient: We will send correspondence to the address that you have given us, but you have the right to ask that we send correspondence to a different address. Complaints: If you feel that your PHI has not been treated with privacy, you may communicate this concern to the clinic Privacy Officer. You also have the right to communicate any problem to the Secretary of Health and Human Services (a division of the federal government) without being worried about retaliation by this clinic. We ask, though, that you first discuss and try to resolve any problem with our Privacy Officer. Thanks, and welcome to XYZ Clinic!

APPENDIX HIPAA Privacy Notification, B Spanish Version Clínica ABC de Rehabilitación 123 Main Street Anytown, USA 65432 (333) 555-HELP NORMA DE PRIVACIDAD DE LA CLÍNICA Fech efectiva: April 16, 2003 ESTA NOTICIA LE INFORMA SOBRE LAS PROTECCIONES QUE TOMAMOS CON SU INFORMACIÓN MÉDICA PROTEGIDA. HAZ EL FAVOR DE LEERLO CON CUIDADO. Intento: HIPAA, el Health Insurance Portability and Accountability Act of 1996, es una ley federal que trata con la privacidad y protección de información médica protegida (IMP). Esta ley le da a usted, el paciente, derechos nuevos significantes sobre cómo se utiliza su IMP. HIPAA provee por penas por el mal uso de IMP. Como es requisito por HIPAA, esta norma explica cómo estamos obligados a mantener la privacidad de su IMP y cómo estamos permitidos, por la ley, usar y comunicar su IMP. Mantenimiento de los documentos: Utilizamos y comunicamos su IMP por las razones siguientes: el tratamiento, el pago y las operaciones administrativas médicas. El tratamiento incluye servicios médicos entregados por profesionales. Ejemplo: evaluación por un médico o una enfermera. El pago incluye actividades requeridas para el reembolso de servicios, incluyendo, entre otras cosas, confirmar los seguros, mandar facturas y coleccionarlas, y análisis de utilización. Ejemplo: mandando una factura a su compañía de seguro para pagar por servicios. Las operaciones administrativas médicas incluyen el negocio de administrar la clínica, incluyendo, entre otras cosas, el mejoramiento de la calidad de servicios, hacer auditorías, y servicio de clientes. Ejemplo: encuestas de satisfacción. También podemos hacer y distribuir información médica anónima por quitar todas referencias a la IMP. Todos los empleados de esta clínica pueden ver sus documentos, si necesitan verlos. Usamos planillas de firmar al entrar y salir que contienen los nombres de 199

200 Physical Therapy Management nuestros pacientes en la sala de espera, y llamamos a pacientes para recordarles de sus citas. Pondremos su carpeta de documentos en un caja plástica (con nombre escondido) en el pasillo de su cuarto de tratamiento. Al hacer copias de sus documentos, tendremos la carpeta en nuestra vista hasta que lo guardamos con las otras carpetas. La área en que guardamos las carpetas está limitada a sólo los empleados. Cuando mandamos sus documentos por fax, nos aseguramos lo más posible que el fax a donde los mandamos está seguro. Todos los otros usos de su IMP requieren su autorización escrita, incluyendo el compartimiento de su IMP con familiares u otras personas. Tiene el derecho de revocar su autorización en escrito, y tenemos la responsabilidad de cumplir con tal revocación, excepto al punto que ya hemos usado la información dependiente de su autorización anterior, o cuando tenemos que comunicar información según la ley. El derecho de los pacientes a ver, copiar y enmendar sus documentos médicos: Para ejecutar estos derechos, por favor presente su petición en escrito al Oficial de la Privacidad de la clínica (vea abajo). Usted tiene el derecho de ver sus documentos médicos. Trataremos de rápidamente darle acceso, dependiente en lo ocupado que estemos. Dentro de una semana después de su solicitud, podrá ver los documentos en una sala de esta oficina, con la asistencia de un empleado. Tendrá el derecho de hacer copias. Tenemos el derecho de cobrar por las copias. También puede pedir al Oficial de la Privacidad peticiones especiales sobre los usos y comunicaciones de su IMP. No tenemos que cumplir con estas peticiones. Si estamos de acuerdo, tenemos que seguir con la petición hasta que usted acuerde en escrito de quitarla. Tiene el derecho de tener una copia de esta noticia que le ofrecemos en su primera visita a la clínica. Esta noticia, que se puede cambiar, está puesta prominentemente en la sala de recepción. Oficial de la Privacidad: El Oficial de la Privacidad de la clinica es _______ ________, PT, OCS. Por favor, hable con este empleado sobre cualquiera pregunta o queja que tenga sobre su IMP. Puede pedirle cosas en especial sobre su IMP. Correspondencia al paciente: Mandaremos cartas a la dirección que usted nos ha dado, pero tiene el derecho de pedir que las mandemos a otra dirección. Quejas: Si usted piensa que su IMP no ha sido tratado con privacidad, usted puede comunicar este problema al Oficial de la Privacidad de la clínica. También tiene el derecho de comunicar cualquier problema al Secretario de Health and Human Services (división del gobierno federal) sin preocupaciones de retaliación de esta clínica. Le rogamos que hable primeramente con el Oficial de la Privacidad para resolver problemas. Gracias y bienvenido a la clínica XYZ!

APPENDIXC Patient Bill of Rights and Responsibilities, Brooke Army Medical Center, San Antonio, Texas, English Version Patients’ Rights and Responsibilities Brooke Army Medical Center Fort Sam Houston, Texas We at Brooke Army Medical Center (BAMC) hold the welfare and safety of the patient as our highest priority. The most important person in this medical center is you, our patient. Our goal is to provide you with the best medical care available. Our success will be reflected in your satisfaction with the treatment you receive. We regard your basic human rights with great importance. You have the right to freedom of expression, to make your own decisions, and to know that your human rights will be preserved and respected. The following is a list of patient rights and responsibilities. YOUR RIGHTS AS A PATIENT ● You have the right to receive respectful, considerate, and supportive treatment and service. ● We will do our best to provide you with compassionate and respectful care at all times. ● We will do everything possible to provide a safe hospital environment. ● We will be attentive to your specific needs and requests, understanding that they should not interfere with medical care for you or for others. ● In providing you with care, we will not discriminate on the basis of race, ethnicity, national origin, religion, gender, age, mental or physical disability, genetic information, sexual orientation, or source of payment. ● You have the right to be involved in all aspects of your care. ● We will make sure that you know which physician or care provider is primarily responsible for your care. We will explain the professional status and the role of persons who help in your care. ● We will keep you fully informed about your condition, the results of tests we perform, and the treatment you receive. 201

202 Physical Therapy Management ● We will clearly explain to you any treatments or procedures that we propose. We will request your written consent for procedures that carry more than minimal risk. ● We will make sure that you are part of the decision-making process in your care. When there are dilemmas or differences over care decisions, we will include you in resolving them. ● We will honor your right to refuse the care that we advise. (In some circumstances, especially for active duty patients, laws and regulations may override this right.) ● We will honor your Advance Directive or Medical Power of Attorney regarding limits to the care that you wish to receive. ● You have the right to receive timely and appropriate assessment and management of your pain. ● We will routinely ask if you are suffering pain. If you are, we will evaluate it further and help you get relief. ● You have the right to have your personal needs respected. ● We will respect the confidentiality of your personal information throughout the institution. (For those on active duty, complete confidentiality may not be possible because of requirements to report some conditions or findings.) We will respect your need for privacy in conversations, examinations, information sharing, and procedures. Also, you may request that a chaperone be present during an examination or procedure. ● We will communicate with you in a language that you understand. ● We will respect your need to feel safe and secure throughout the facility. Hospital employees will be identifiable with badges or nameplates. ● We will take your concerns and complaints seriously and will work hard to resolve them. ● We will respect your need for pastoral care and other spiritual services. Our chaplain service is on call at all times. Other spiritual support is welcome, as long as it does not interfere with patient care or hospital function. ● We will respect your need to communicate with others, both family and friends. If it is medically necessary to limit your communications with others, we will tell you and your family why. ● We will use soft fabric restraints, with close and frequent monitoring, if you become so confused that you are in danger of hurting yourself or others. We will untie the restraints as soon as we safely can do so. ● You have the right to receive information on how to contact protective services. ● At your request, we will give you information on how you may contact protective services for children, adults, or the elderly. We will do this confidentially. ● You have the right to participate in clinical research when it is appropriate. ● Your care provider will discuss this with you when it is appropriate. The Institutional Review Board, a committee that includes people from many parts of this community, monitors all research at BAMC. We will thoroughly explain the proposed research to you and ask your written permission to take part. If you choose not to take part in the research, it will not affect the care that we give you. Participation is completely voluntary.

A P P E N D I X C ■ Patient Bill of Rights and Responsibilities 203 ● You have the right to speak to a BAMC patient representative regarding any aspect of your care. ● We encourage patients and families to speak directly with ward of clinic personnel if there is a problem. However, if these people cannot solve it, you may contact the patient representative at 916-2330 (clinics) or 916-2200 (inpatient tower). ● You have the right to expect that this institution will operate according to a code of ethical behavior. ● The Command at BAMC is firmly committed to managing this hospital according to the highest traditions of the military and medical professionalism and ethics. In addition, our Institutional Bioethics Committee meets regularly to review ethical topics, including organizational ethics. This committee is available to you and to our employees if a serious ethical dilemma comes up in either patient care or service. ● You have a right to receive a personal copy of these patient rights. ● Copies of these patient rights are available on any ward and in any clinic at BAMC. If you cannot locate a copy for yourself, ask ward or clinic personnel. If you have any questions or comments regarding rights, we encourage you to contact a BAMC Patient Representative at 916-2330 or 916-2200. YOUR RESPONSIBILITES AS A PATIENT ● You are responsible for maximizing your own healthy behaviors. ● You are responsible for taking an active part in decisions about your health care. ● You are responsible for providing us with accurate and complete information about your health and your condition. ● You are responsible for showing courtesy and respect for other patients, families, hospital staff, and visitors. This includes personal and hospital property. ● You are responsible for keeping your scheduled appointments on time and for giving us advance notice if you must cancel or reschedule. ● You are responsible for providing us with you current address and means of contact (such as a home phone or cell phone). ● You are responsible for providing us with current information regarding any other health insurance coverage you have. ● You are responsible for keeping yourself informed of the coverage, options, and policies of the TRICARE plan that you subscribe to as a military beneficiary. This information is available in the TRICARE Service Office. (Beneficiary Line: 1-800-406-2832).

APPENDIX Patient Bill of Rights and Responsibilities, Brooke D Army Medical Center, San Antonio, Texas, Spanish Version Derechos y Responsabilidades de los Pacientes Brooke Army Medical Center Fort Sam Houston, Texas En Brooke Army Medical Center (BAMC) consideramos que el bienestar y seguridad del paciente es nuestra mayor prioridad. La persona más importante en este centro médico es usted, nuestro paciente. Nuestro objetivo es brindarle la major atención médica disponible. Nuestro éxito se verá reflejado en su satisfacción con el tratamiento que recibe. Le damos una gran importancia a sus derechos humanos básicos. Usted tiene el derecho a la libertad de expresíon, a tomar sus propias decisiones y a saber que sus derechos humanos serán preservados y respetados. La siguiente es una lista de derechos y responsabilidades de los pacientes. SUS DERECHOS COMO PACIENTE ● Usted tiene el derecho a recibir un tratamiento y servicio respetuoso, considerado y sustentador. ● Daremos lo mejor de nosotros para brindarle una atención respetuosa y compasiva en todo momento. ● Haremos todo lo possible para brindarle un ambiente hospitalario seguro. ● Estaremos atentos a sus necesidades y pedidos específicos, entendiendo que no deberían interferir con la atención médica para usted y los demás. ● No discriminaremos para brindarle la atención de la mejor calidad posible en función de: raza, etnia, origen nacional, religión, género, edad, incapacidad física o mental, información genética, orientación sexual o fuente de pago. ● Usted tiene el derecho a involucrarse en todos los aspectos de su atención. ● Nos aseguramos de que sepa qué médico o proveedor de atención es principalmente responsable por su atención. Explicaremos la posición profesional y el rol de las personas que ayudan en su atención. ● Lo mantendremos totalmente informado de su estado, de los resultados de exámenes que hacemos, y de el tratamiento que recise. ● Le explicaremos claramente todos los tratamientos o procedimientos que propongamos. Solicitaremos su consentimiento por escrito para los procedimientos que implican más que un riesgo minimo. 205

206 Physical Therapy Management ● Nos aseguraremos de que usted participe en el proceso de toma de decisiones sobre su atención. Cuando haya dilemas o diferencias en las decisiones sobre su atención, lo incluiremos a usted para resolvarlas. ● Respetaremos su derecho a rechazar la atención que aconsejamos. (En algunas circunstancias, especialmente para los pacientes en servicio activo, las leyes a reglamentos pueden anular este derecho.) ● Respetaremos su Directiva Anticipada o Poder Médico con respecto a los límites para la atención que usted desea recibir. ● Usted tiene derecho a recibir una evaluación y manejo oportuno y apropriado de su dolor. ● Le preguntaremos sistemáticamente si siente dolor. En caso afirmativo, lo evaluaremos y lo ayudaremos a obtener alivio. ● Usted tiene derecho a que se respeten sus necesidades personales. ● Respetaremos la confidencialidad de su información personal en toda la institución. (Para las personas en servicio activo, puede no ser posible mantener la confidencialidad completa, conforme a los requisitos de informar algunas condiciones y hallazgos.) Respetaremos su necesidad de privacidad en las conversaciones, estudios, información compartida y procedimientos. Asimismo, puede solicitar la presencia de un acompañante durante un estudio o procedimiento. ● Nos comunicaremos con usted en el idioma que pueda comprender. ● Respetaremos su necesidad de sentirse seguro en todas las instalaciones. Los empleados del hospital serán identificables a través de distintivos o credenciales. ● Tomaremos sus dudas y reclamos con seriedad y trabajaremos duro para solucionarlos. ● Respetaremos su necesidad de atención pastoral y otros servicios espirituales. Nuestro servicio pastoral está a su servicio a cualquier hora. Ademas, a pedido, coordinaremos otro apoyo espiritual que usted solicite siempre que no interfiera con su atención médica y la de otros pacientes o el funcionamiento del hospital. ● Respetaremos su necesidad de comunicarse con otros, tanto familiares como amigos. Si es clínicamente necesario limitar su comunicación con otros, los mantendremos a usted y a su familia informado del motivo. ● Utilizaremos dispositivos de restricción física de tela suave con su monitoreo estricto y frecuente, si usted se encuentra en un estado de confusión tal que corra peligro de lastimarse a sí misma o a otros. Quitaremos la restricción en cuanto podamos hacerlo con seguridad. ● Usted tiene derecho a recibir información sobre cómo contactar los servicios de protección. ● Si la solicita, le brindaremos información sobre cómo puede contactar los servicios de protección para niños, adultos o ancianos. Lo haremos confidencialmente. ● Usted tiene derecho a participar en investigaciones clínicas cuando sea apropriado. ● Su proveedor de atención alanizará esto cuando sea apropriado. La Junta de Revisión Institucional, un comité que incluye a personas de muchas partes de esta

A P P E N D I X D ■ Patient Bill of Rights and Responsibilities 207 comunidad, monitorea toda la investigación realizada en el BAMC. Le explicaremos detalladamente la investigación propuesta y solicitaremos su autorización escrita para participar. Si decide no participar en la investigación, esto no afectará la atención que le brindamos. La participación es completamente voluntaria. ● Usted tiene el derecho a hablar con un Representante de Pacientes de BAMC con respecto a cualquier aspecto de su atención. ● Alentamos a los pacientes y sus familias a hablar directamente con el personal clínica o de guardia si hay un problema. No obstante, si estas personas no pueden resolverlo, puede comunicarse con el Representante de Pacientes al 916-2330 (clínica) o al 916-2200 (torre de pacientes internos). ● Usted tiene el derecho a esperar que esta institución funcione conforme a un código de comportamiento ético. ● BAMC está firmemente comprometido a manejar este hospital conforme a las más elevadas tradiciones de profesionalismo y ética militar y médica. Ademas, nuestro Comité de Bioética Institucional se reune con regularidad para revisar temas éticos, incluyendo la ética organizacional. Este comité está a su disposición y la de nuestros empleados si surge un dilema ético serio en la atención o los servicios de cualquier paciente. ● Usted tiene derecho a recibir una copia personal de estos derechos de los pacientes. ● Las copias de estos derechos y responsabilidades de los pacientes están disponibles en todas las guardias y clínicas de BAMC. Si no puede encontrar una copia, solicítela al personal de guardia o de clínicas. Si tiene alguna pregunta o comentario con respecto a los derechos o responsabilidades de los pacientes, lo alentamos a que se comunique con un Representante de Pacientes de BAMC al 916-2330 (clínica) o al 916-2200. SUS RESPONSABILIDADES COMO PACIENTE ● Usted es responsable de maximizar sus propios comportamientos saludables. ● Usted es responsable de tomar parte activa en las decisiones sobre la atención de su salud. ● Usted es responsable de brindarnos información precisa y completa sobre su salud y su estado. ● Usted es responsable de mostrar cortesía y respeto hacia los otros pacientes, familias, personal del hospital y visitantes. Esto incluye los bienes personales y los del hospital. ● Usted es responsable de ser punctual para sus citas programadas y de avisarnos con anticipación si debe cancelar o reprogramar una cita. ● Usted es responsable de brindarnos su domicilio actual y los médicos de contacto (tales como teléfono particular o celular). ● Usted es responsable de brindarnos información actual sobre cualquier otra cobertura de seguro de salud que posea.

208 Physical Therapy Management ● Usted es responsible de mantenerse informado de la cobertura, opciones y políticas del plan TRICARE a que usted suscribe como beneficiario militar. Esta información se encuentra disponible en la Oficina de Servicios de TRICARE (Línea para beneficiarios: 1-800-406-2832).

Epilogue It is evident from the comprehensive range of variegated responsibilities presented in this book that physical therapy clinical services management is complex and time- and energy-intensive. Hopefully, the material in the chapters and the related cases, exercises, and questions have given you the basic tools you need to start or, if you are already a manager, to continue forward. In a New York Times Prospects article titled “Making Health Care the Engine That Drives the Economy” (Aug. 22, 2006, D5), Kolata aptly pointed out that by 2030, 25% of the gross domestic product will be spent on health care. He equated health care to the railroads of the nineteenth and early twentieth centuries—the driving force behind prosperity and individual well-being. As clinical managers, you are in the cockpit, controlling the speed and fuel expenditure of this economic engine. It is up to you to be not only astute clinical managers but also innovative, politically proactive, creative, and inventive, so that the power of health care service delivery will not overwhelm the rest of the economy. In a May 2006 Harvard Business Review article titled “Why Innovation in Health Care Is So Hard” (May 2006, 58-66), Herlinger argued that health care desperately requires an infusion of creativity in order to thrive. She encouraged clinical managers to become more inclusive of professionals from diverse disciplines and to work to halt destructive turf wars that cripple progress and unity. As physical therapy clinical services managers, you already know how to orchestrate and synthesize the efforts of diverse primary and support professionals in support of optimal patient outcomes. You must continue to bring diverse clinicians together for the common good of patients and society. Your role as health care clinical manager is most important and your efforts are most appreciated. Again, best wishes for continuing success in all that you do to serve patients under your care! 209

Index A American Physical Therapy Association (APTA)—cont’d Abandonment, 118 Abuse Standard of Ethical Conduct for Physical Therapy Assistant, 157–158 against the elderly, 120–121, 121b substance, 142 See also Code of Ethics Accommodation, 17 Americans with Disabilities Act of 1990 Accounts receivable (AR), 94 Achiever, 26 accommodation pursuant to, 56 Activity, major life, 139, 142 overview of, 138 Acute care (AC) setting, 78 prohibition of employment Administration, top-down, 7 Administrative authority, 4 discrimination, 45, 136 Advanced beneficiary notice (ABN), 74 qualification for disability, 140 Affirmative defense, 125 terminating employees in violation Age Discrimination in Employment of, 130 Act of 1967, 45, 130, 136 titles of, 139 Age Discrimination in Employment Analysis comparative, 72 Act of 1973 (ADEA), 137–138 cost-volume-profit, 87 Agreement, contractual, 25, 73 Analysis, comparative, 94 Albertsons, Inc. v. Kirkingburg, 143 Ancillary job function, 56 Alchemist, 27 Appeal, 71 Alternative dispute resolution (ADR), 18 Applicant Ambulatory care, 81–82 background investigation of, 50 American Medical Association (AMA), 87 screening of, 49–50 American Physical Therapy Association Arbitration, 18, 129 Aristotle, 108 (APTA), 11 Assault, 120 Code of Ethics, 147–148 Asset Guide for Conduct of the Affiliate converting to cash, 91 effective use of, 94 Member, 158–162 loss of, 89 Guide for Professional Conduct, rate earned on, 94–95 as resource owned by practice, 90 148–156 Athlete, 82–83 guidelines for performance appraisal, 53 Authority, 18 guidelines for pre-employment contracting, 51 All page numbers followed by f indicate figures; by t indicate tables; and by b indicate boxes. 211

212 Index Authority, administrative, 4 Bush, George W., 176 Authority hierarchy, 4 Business management, 38 Autocratic leadership, 23 Autonomy, ethical theory of, 116, 150 C Avoiding, 17, 18 Axiomatic theory, Hage’s, 5, 6 Cafeteria benefits, 60 Capital budget forecast, 98f B Capital stock, 91 Capitated contract, 109 Background investigation, 50 Capitation, 85 Balanced Budget Act (BBA), 72 Cardiac Care Unit (CCU), 78 Balance sheet, 89, 90–91, 92f Career orientation, 8 Bargained-for exchange, 134 Carter, Jimmy, 24 Battery, 120 Cash flow, statement of, 89, 91, 93f Behavior Causation, 115 Centers for Medicare and Medicaid continuum of leadership, 24 formal and informal rules of, 6 Services (CMS), 87, 184 inappropriate in workplace, Centralization, 7 Change 126, 165–166 legal responsibility for, 191 bureaucracy unresponsiveness to, 8 reporting unethical, 109, 161 controlled versus uncontrolled, 12 understanding organizational, 10 stages of, 13 See also Code of Ethics; Ethical Chapter Ethics Committee, 107 Child behavior health insurance for, 72 Behaviorally anchored rating scale, 55, 55f parental access to child health Beneficence, 109 Benefits, 41, 59–60 information, 177 Benevolent authoritative leadership, 23 Choice, 112 Bertalanfy’s system model, 57 Civil liability, 190 Black Lung Benefits Act, 179 Civil Rights Act of 1964 Blake, Robert, 17 Blue Cross plan, 71 overview of, 136 Bona fide occupational qualification, 137 prohibition of employment Bona fide occupational qualification discrimination, 45, 59, 123 (BFOQ), 136 terminating employees in violation Boss-centered leadership, 24 Bragdon v. Abbott, 142 of, 130 Breach of duty, 114–115 Civil Rights Act of 1991, 136–137 Break-even analysis, 86 Claim, 71 Budget Claims-made policy, 192 Climate, definition of, 12 computer-based, 95, 97 Clinical Performance Instrument creation of, 89 definition of, 95 (CPI), 55 income statement format for, 96f Clinton, William Jefferson, 122–123, preparation of, 97 Bureaucracy 143–144 as feature of modern organization, 4 Closed organization organizational means and ends of, 5–6 problem with, 3 advantages and disadvantages of, 8 Bureaucratic structure, 4 characteristics of, 5b efficiency and productivity of, 6 movement toward, 4 2006 CNA Physical Therapy Claims Study, 173

Index 213 Coaching approach, 23–24 Compliance, 105 Code of Ethics Comprehensive Outpatient Rehabilitation of American Physical Therapy Facility (CORF), 82 Association (APTA), 147–148 Compromise, 17 Computer-based budgeting, 95, 97 exercising professional judgment, 109 Conduct. See Code of Ethics; Ethical informed consent, 116 reimbursement of services, 73 behavior sexual relationship with patient, 106 Confidentiality update of (2000), 108 Coinsurance, 74 consent for release of, 159 Collaboration disclosure of, 150 among supervisors and subordinates, 8 minimizing risk of disclosure of, 173 as negotiation technique, 17 redacting names and personal Collection procedure, 94 Collective bargaining agreement, 128 identifiers, 55 Collins, Jim, 26 See also Privacy Commission on Accreditation of Confinement, 121 Conflict Rehabilitation Facilities (CARF), five modes of addressing, 17 183, 184 using mediation and arbitration Common law duty, 188 Common Procedural Terminology Code to resolve, 18 (CPT code), 87 Conflict management Common-size statement, 92 Communication communication and, 15–16 competence in, 15–16 negotiation as foundation of, 16–18 defamatory, 130 Conflict of interest, 112 established channels of, 2 Consensual relations. See Sexual importance of, 8, 13 modes contributing to information misconduct overload, 14 Consent, informed, 112, 116–118 practitioner’s failure to, 112 Consent to treat, 117 privacy concerns with, 173 Consideration, concept of, 134 Comparative analysis, 94 Consolidated Omnibus Budget Comparative statement, 92 Compassion, 112 Reconciliation Act of 1985 Compensation (COBRA), 72 competitiveness of, 59 Consultation services, 84, 156 piece-rate incentive, 39 Consultative leadership, 23 Compensation management, 42, 59 Contingency approach, 24 Compensation package, 59 Contingency theory, 23 Competence, 112, 152, 160 Continuity, 112 Competition Continuum of care, 74–75 affecting organizational structure, 9 Continuum of Leadership Behavior, 24 as mode of addressing conflict, 17 Contract Complaint covenant not to compete, 133 dealing with, 126–127 restrictive covenants in employment, 50 investigation of, 167–168 Contract for term, 128–129 procedure for reporting, 166–167 Contractor, 42 resolution of, 168–169 Contract review, 105 Contractual agreement, 25, 73 Controlled change, 12–13 Coordination of benefits (COB), 72 Co-payment, 74 Core job function, 56

214 Index Cost Deontological theory, 108 of health care, 71–74 Departmental budgeting, 97 incurring in practice, 89 Department of Transportation (DOT), 20 Design, organizational, 2 Cost analysis methods, 86 Designators for level of care and Cost containment, 109 Cost-plus pricing, 86 prevention, 84b Cost-volume-profit analysis, 87 Development, employee, 57–58, 57f Cost-volume relationship, 86 Developmental action logics, 26 Counseling Diagnostic-Related Groups (DRG), 78 Differentiation, work, 6, 7 discipline and, 62 Diplomat, 26 during employee rating period, 56 Directive leadership, 23–24 sample employee form for, 63f Director Country club management, 22 Covenant, 50 accountability to, 7 Covenant not to compete, 50, 50b, responsibilities of, 21 Disability 133–134 discrimination against, 140 Critical Care Unit (CCU), 78 employment and, 138 Cross-training of duties, 7 permanent, 115 Cue, verbal and nonverbal, 15 requirements under ADA, 139 Cultural diversity, 64–65 Disability Employment Policy, Office Culture of, 141 change in leadership altering, 12 Discipline definition of, 10 group dynamics and, 12 approaches to, 61 of physical therapy practice, 11 counseling and, 62 Customary charge, 86 Disclosure, 154, 177, 180 Discrimination D age in employment, 45, 62, 130, Damages, 115–116 136, 137–138 Dating sexual harassment as form of, 164 See also Americans with Disabilities among employees, 62 sexual relationship with patient, 106 Act; Disabilities Decentralized business, 7 Dismissal Decision making control over, 7 procedures for employee dismissal, decentralizing, 8 62, 64 Deductible, 74 Defamation for résumé fraud, 62 claims for, 130–131 steps for discharging employees, 64b letters of recommendation and, 132 Disparagement, 156 Defense, affirmative, 125 Dispute resolution, alternative, 18 Deficit Reduction Act of 1984 Dividend, 90 Drucker, Peter, 56 (DEFRA), 72 Drug-Free Workplace Act of 1988, Delegating approach, 23, 24 Demands, employee, 43 19–20 Deming, Edward, 10 Drug labeling, 187 Deming, W. Edwards, 183 Drug testing, 19–20 Democratic leadership, 23 Durable medical equipment (DME), 78 Denial, 71 Duty of care, 114 to patient, 107

Index 215 E Employees’ Compensation Act, 179 Employer Education continuation of, 152–153 avoiding sexual harassment liability, 125 of employee, 57–58, 57f considerations in hiring, 142 pro bono work, 83 making promises to employee, 129 reference for, 53 negligent hiring, 131–132 pre-employment contracting, 50–51 Elder abuse, 120–121, 121b See also Liability Electronic medical records, 173 Employment Electronic monitoring system, 188 adverse decisions of, 123 Electronic Signatures Act, 173 background investigation for, 50 2000 Electronic Signatures in Global based on sexual conduct of and National Commerce Act, 173 employee, 164 Ellerth v. Burlington Industries, 125 on condition of medical Emergency Room (ER), 78 Emotional abuse, 120 examination, 142 Emotional distress, 133 discriminatory practices in, 49 Employee essential function of, 140, 141 reasonable accommodations for allegations of sexual misconduct, 126–127 disabled, 138, 141 reference for, 53 assessing demands of, 43 undue hardship, 141 background investigation of, 50 See also Human resource management; benefits for, 59–60 budgetary suggestions from, 98 Staffing issues compensation for work performed, 39 Employment at will, 128–130 complexity of relationships among, 6 Employment contract, 50, 133 cultural diversity in, 64–65 Endorsement, 154 dating among, 62 Energy Employees’ Occupational Illness discipline of, 61–62 drug testing for, 19–20 Compensation Program Act, 179 emotional distress on, 133 Environmental assessment, 29 independent contractor versus, 130 Equal Employment Opportunity making promises to, 129 performance of, 26 Commission (EEOC), 45, 49, 123 procedures for dismissal of, 62, 64, 64b Equal Opportunities Commission recruitment of, 43–44 retention issues, 51–52 (EEOC), 136 role of human resource manager in Equal Pay Act of 1963, 45, 59 Essential function satisfying, 41 sharing compensation packages, 59 determination of, 141 stock ownership plan, 60 as fundamental duties of survey for capital budget forecast, 98f termination of, 128–130 employment, 140 training, education, and development, Ethical behavior 57–58, 57f as basis for moral belief system, 107 voluntary and mandatory overtime, 44 establishing policy for, 105 Employee assistance program (EAP), 60 Ethical theory Employee Retirement Income Security of autonomy, 116 types of, 108 Act of 1974, 72 Ethics, concept of, 108 Ethics and Judicial Committee, 107 Evaluation, formative and summative, 31 Executive Order 13145, 175 Expense, 89

216 Index Expert, 26 French, John, 16 Expert testimony, 113, 115, 116, 190 Functional capacity evaluation (FCE) Explanation of benefits (EOB), 71 Exploitive authoritative leadership, 23 package, 86 Express agreement, 189 G F General Dynamics Land Systems Inc. Failure mode and effect analysis (FMEA), v. Cline et al, 137 184 Generally accepted accounting principles Fair Labor Standards Act, 59 (GAAP), 89 False Claims Act, 129 False-positive reference, 132 Gift, 152, 161 Family Education Rights and Privacy Gilbreth, Frank and Lillian, 39 Goal achievement, 2 Act, 175 Good to Great, 26 Family Medical Leave Act (FMLA), Government health insurance system 136, 143–144 advanced beneficiary notice (ABN), 74 Farragher v. Boca Raton, 125 regulation of, 87 Fayol, Henri, 3 as secondary payer of health care Federal Employees’ Compensation costs, 72 Act, 179 Graphic rating scale, 55, 55f Federal laws, 136 Great Depression, 71 Fee-for-service, 82, 85, 86 Greenleaf, Robert, 27 Fee schedule, 88 Griswold v. Connecticut, 175 Fidelity duty, 188 Gross revenue, 89 Fiduciary, 85 Group dynamics, 12 Fiduciary duty Guide for Conduct of the Affiliate breach of, 111 Member, 108 to patients and clients, 188–189 Guide for Conduct of the Affiliate Financial management, 85 Financial statement Member, 158–162 analysis of, 91 Guide for Professional Conduct assessing health of practice, 92–93 periodic preparation of, 89 principles of, 148–156 Fixed cost, 86 prohibition of overutilization and Food and Drug Administration underutilization, 110–111 (FDA), 187 prohibition of sexual relationship with Forced-choice appraisal rating patient, 122 instrument, 54, 54f purpose of, 108, 148 Forecasting solving ethical dilemmas, 109 The Guide to Physical Therapist as human resource management responsibility, 41 Practice, 115 Guide to Physical Therapy Practice, Markov analysis as method of, 43 Foreseeable consequence, 115 31, 75 Formalization, physical therapy H practice, 6–7 Formative evaluation, 31 Hage’s axiomatic theory, 5, 6 Four-fifths rule, 49 Harassment, sexual, 121–122 Fraternization, 166 Hawthorne study, 40 Fraud, résumé, 62 Health care cost of, 71–74 malpractice civil case, 190 reimbursement for, 74–75

Index 217 Health care delivery paradigm HMO Act of 1973, 72 change in, 9 Homebound, 81 gaps in quality of, 184 Home health agency (HHA), 81 obligation to participants within, 188 Home health care, 81 quality in, 183 Home health resource group Health care malpractice, 113–118, 173 (HHRG), 81 Health care organization Horizontal analysis, 89, 91, 92, 94 Hospice care, payment for, 81 accreditation bodies, 183 Hospice Wage Index, 81 ethical issues involving incentives, 60 Hospital, admission to, 78 evaluation of, 184 Hostile environment, 123, 164 management of information, 172 House, Robert, 24 quality initiatives in, 186 Human relations model, 41 responsibility for employee Human relations movement, 40 Human resource management conduct, 191 Health insurance approaches to employee discipline, 61–62 for children, 72 employer payment of, 70–71 confidentiality issues and, 55 level of coverage, 73 employee training, education, and prepayment plan for, 71 Health Insurance Portability and development, 57–58 functional role of, 41, 41b Accountability Act of 1996 (HIPAA) importance of, 38 classifications of PHI disclosures, 177 management-labor relations, 60–61 limiting disclosure of PHI, 180 personnel management versus, 39 patient care documentation and, 173 philosophy of, 40 Privacy Rule, 177, 179 procedures for employee dismissal, purpose of, 176 requirements for written complaint, 62, 64, 64b quality management and, 183 180–181, 180b role in compensation management, 59 sanctions for violation of, 181 Standard operating procedures, 178 I transferability of health care Impairment benefits, 72 employment and, 138 Health Maintenance Organization requirements under ADA, 139 Supreme Court interpreting, 142 (HMO) development of, 72 Implied-law duty, 189 limiting patient visits, 109–110 Improvement of organizational rewarding physicians, 112 Health Plan Employer Data and performance, 183 Incentive Information Set (HEDIS), 184 Herzberg, Frederick, 25 categories of, 60 Hierarchy of needs, 25 compensation for work performed, 39 HIPPA Privacy Notification for employee retention, 51 ethical issues involving, 60 English version, 197–198 for increasing work performance, 40 Spanish version, 199–200 Incident reporting Hiring as risk management tool, 181 discriminatory practices in, 49 template for, 182f negligence in, 49–50 Income statement, 89, 90f, 91, 96f See also Human resource management; Indemnity payment, 113 Staffing issues

218 Index Independent contractor, 130 Investigation Indicator, 184 of abuse, neglect or exploitation, 121 Individualist, 26 background of employee, 43 Individualized Education Program of sexual harassment complaint, 167–168 (IEP), 82 of sexual misconduct complaint, Individuals with Disabilities Education 126–127 Improvement Act of 2004 J (IDEIA), 82 Industrial revolution Japanese management style, 10 development of personnel Job Accommodation Network (JAN), management, 39 theories of leadership, 21 141 Industry-based personnel Job description, 56 management, 39 Job sharing, 51 Infection, nosocomial, 187–188 The Joint Commission (TJC), 183 Information Joint Commission on Accreditation privacy of, 175 rapid transfer of, 14 of Healthcare Organizations Information management, 172 (JCAHO), 183 Information management systems, 172 Jones, Paula, 122–123 Informed consent choice of provider and practice K setting, 112 as effective risk management Kaizen, 183 strategy, 127 Kilmann, Ralph, 17 to health care intervention, 175 Kouzes, James, 26 overview of, 116–118 Kraybill, Ron, 18 Inquiry, precautionary, 45–46, 46b Kraybill Conflict Style Inventory, 18, 21 Institution, culture of, 10 Insurance L as employee benefit, 70 types for clinical professionals, 192 Labor, unionized and nonunionized, Integration, work, 6, 7 60–61 Intensive Care Unit (ICU), 78 Intentional conduct, 119 Laissez-faire leadership, 23 Internal Revenue Service, employee Law, employment, 128–134 classification, 130 Lawsuit, wrongful termination, 129 International Classification of Leader Functioning, Disability, and Health (ICIDH-2), 75 applying vision of organization, 28 Interpersonal relationship, 18 characteristics of, 21 Intervention. See Physical Therapy responsibilities of, 7 Continuum of Care (PTCC) Leader-Member Exchange Model model Interview (LMX), 25 format of, 49 Leader-participation model, 24 guidelines for, 45 Leadership prohibited inquiries for, 46b purpose of, 48 approaches to, 23 change altering culture and climate, 12 contingency approach to, 24 importance of, 21 path-goal theory of, 24 performance as method to classify, 26 theories of, 21 traits of, 22–23

Index 219 Leadership model, 23–24 Management—cont’d Legal cause, 115 human relations movement, 40 Legal duty, breach of, 190 human resource, 38 Letter of recommendation, 52–53, 53b, industry-based personnel, 39 Japanese style of, 10 132 middle of the road, 22 Leverage, 95 of power, 16 Liability principles of, 3b responsibilities of, 21 circumstances for escaping, 191 science of, 2 as debt owed, 91 styles of, 22 insurance for, 181, 191–192 theories of, 10, 11 legal bases for, 190b See also Human resource management; malpractice as cause of, 113–118 Physical therapy management for physical and psychological injury, Management by exception (MBE), 56 190 Management by objective (MBO), 56 prevention and consequences of, Management-labor relations, 42, 60–61 Manager 189–190 of unlicensed practice, 174 complying with scientific principles, 3 vicarious, 191 functional role in human resources, Liability risk management future direction of, 193 41, 41b principles of, 192 sensitivity to cultural diversity, 64–65 strategies and tactics for, 193 success of, 27 Likert, Rensis, 23 See also Management Long Shore and Harbor Workers’ Managerial accounting, 89 Managerial Grid Model, 17, 21–22, 22f Compensation Act, 179 Mandatory overtime, 44 Market-based pricing, 86 M Markov analysis, 43 Maslow, Abraham, 25 Macroenvironmental influence, 30 Mayo, Elton, 10, 40 Major life activity Mediation, 8, 18, 169 Medicaid definition of, 139 establishment of, 71 Supreme Court interpreting, 142 financial burden on taxpayers, 72 Malpractice, medical, 113–118, 190 Medical equipment, durable, 78 Malpractice insurance, 113 Medical malpractice, 113–118, 173, 190 Managed care organization (MCO) Medical negligence, 111 controlling cost of health care, 73 Medical professionalism, 107 ethical issues involving incentives, 60 Medicare evaluation and accreditation of, 184 advanced beneficiary notice (ABN), 74 limiting referrals to specialist, 109 CORF as certified facility for, 82 Managed care plan, 109 establishment of, 71 Managed health care, 72 financial burden on taxpayers, 72 Managed payment, 109 reimbursement affecting company Management as administrative, bureaucratic operations, 12 Medicare Balanced Budget Refinement function, 20–21 business, 38 Act of 1999, 72 compensation, 42, 59 Mentorship program, 11 contingency approach to, 24 country club, 22 by exception, 25

220 Index Microenvironmental influence, 29–30 O Middle of the road management, 22 Military, 45 O’Connor v. Consolidated Coin Caterers Minimum Data Set (MDS), 81 Corp., 137 Mission compression, 44 Mission statement, 27–28 Objective of organization, 11 Mitigating measure, 143 Occupational Safety and Health Act of Monetary incentive. See Incentive Morals, 107 1970, 20 Motivation Hygiene Theory, 25 Occurrence policy, 192 Mouton, Jane, 17 Office dating, 62 Multiculturalism, 64–65 Office of Disability Employment Murphy v. United Parcel Service, Inc., 142 Policy, 141 N Ohio State Leadership Studies, 22–23 Oncale v. Sundowner Offshore National Committee for Quality Assurance (NCQA), 183, 184 Enterprises, Inc., 124 Open-book management, 98 National Convention of Insurance Open organization Commissioners, 70 advantages and disadvantages of, 8 National Foundation for Infantile characteristics of, 5b Paralysis (NFIP), 71 employee satisfaction, 6 focus of, 4 National Practitioner Data Bank, 50, 191 organizational means and ends of, 5–6 National War Labor Board, 70 Open reduction internal fixation Needs, hierarchy of, 25 Negligence (ORIF), 84 Operation, control of, 6 elements of proof in patient-initiated Opportunist, 26 lawsuit, 190b Ordinary negligence, 191 Organization medical claim for, 111 medical malpractice, 113–114 allocating tasks within, 3 non-care related injuries, 191 bureaucracy as feature of, 4 permanent disability in absence change in leadership or ownership as of, 115 effect on, 12 Negligence standard, 125 communication within, 8, 13 Negligent hiring, 131 culture of, 11 Negotiation development of communities in, 27 employee loyalty to, 8 as foundation of conflict exceeding budget, 97 management, 16 inattentiveness to strategic plan, 31 mission statement of, 27 managers working through, 18 open and closed, 4 process of, 17 servant leadership and, 27 using in interpersonal relationships, 18 showcasing for new employees, 48 Net income, 89, 90 as top-down administration, 7 Net loss, 90 understanding values of, 28b New York Times v. Sullivan, 131 vision statement of, 28 Noncompete clause, 133 Organizational behavior Nondelegable duty, 191 for Cs of, 14 Nondirective interview, 49 understanding of, 10 Nonsolicitation clause, 50 Organizational chart, 7 Nonverbal cue, 15 Organizational design, 2 Nosocomial infection, 187–188

Index 221 Organizational employment, 161–162 Patient Bill of Rights and Responsibilities Organizational performance, English version, 201–203 Spanish version, 205–208 improvement to, 183 Organizational structure Patient care documentation, 173, 181 Patient Statement of Rights and efficiency, effectiveness and adaptability of, 9 Responsibilities posting by physical therapy enacting rules of behavior, 6 focus of, 3 management, 188 macroeconomic and microeconomic Patient/Therapist relationship, 149 Pay crises of, 9 Ouchi, William, 10 forms of incentives, 60 Outcome and Assessment Information performance appraisal to evaluate Set (OASIS), 81 increase in, 53 Overhead, 89 See also Compensation Overtime, voluntary and mandatory, 44 Payment, definition of, 179 Overutilization, 110 Pediatric development test, 86 Owner’s equity, 90, 91 Pension plan, 72 People management P human relations model for, 41 philosophy of, 40 Paid time off (PTO), 42, 60 Performance Parental access, child health assessment of, 39 as method to classify leadership, 26 information, 177 motivating employees to improve, 59 Participative leadership, 23 work-arounds, 186 Path-goal theory of leadership, 24 Performance appraisal Patient conforming to ethical standards, accurate and relevant information 53–54 to, 155 observation of patient care activity, 40 process of, 56 avoiding allegations of sexual sandwich technique, 57 misconduct from, 127 tools for, 54–56 Performance assessment, 184 benefits and risks of telehealth, 174 Performance measure, 184 breach of confidentiality, 172–174 Permanent disability, 115 contracting nosocomial infection, Personnel management, 39 PEST (political, environmental, 187–188 contractual agreement, 73 sociocultural, technological documenting care of, 173 forces), 30 lack of insurance, 88 Philosophical statement, 28b out-of-pocket health care costs, 73 Physical abuse, 120 physical therapy satisfaction survey Physical impairment. See Impairment Physical therapist (English), 185f attitude of, 149 physical therapy satisfaction survey fiduciary duty to patient, 107 as professional, 106–107 (Spanish), 186f risk of medical malpractice, 113 privacy of, 174–175 Physical therapist continuum of care safety of, 161 (PTCC), 69 sexual relationship with clinician, 106, 121–122 termination of care, 118 See also Informed consent; Physical Therapy Continuum of Care (PTCC) model

222 Index Physical therapist-patient relations, Physical therapy management—cont’d 55, 55f steps to understanding finances of practice, 89 Physical therapy assistant, standards of See also Human resource management; ethical conduct for, 157–158 Staffing issues zero-tolerance policy, 126 Physical Therapy Claims Study, 173 Physical Therapy Continuum of Care Physical therapy practice asset management, 94–95 (PTCC) model blending of law and professional ethics, efficacy of, 84 105, 105f individual settings within levels business and employment practice, 153–154 of, 77f competitiveness of compensation, 59 levels of intervention in, 75, 76f, 77, core values of, 28b culture of, 11 78, 81–84 earning revenue, 89 reimbursement structure for levels efficiency, effectiveness and adaptability of, 9 of, 79t–80t expenses of, 89 Physical Therapy Magazine, 110 federal laws and, 136 Physical therapy management fee schedule for, 88 finances of, 85–88 applying situational leadership model, formalization of, 6–7 24 guide to, 31 impact of controlled health care costs, 72 avoiding abandonment claims, 118 implementing leadership theories, 25 budget allocation from investigating allegation of sexual misconduct, 126–127 administration, 97 legal and ethical health care four- consulting with legal counsel, 171 quadrant grid, 106f consulting with reimbursement macroeconomic and microeconomic crises of, 9 specialist, 88 offering consultation service, 84 documentation and billing as open and closed structure, 4 pro bono work, 83, 155 requirements, 74 profitability measures for, 94 effective budgeting, 95 revision of mission statement, 29 employment law considerations, satisfaction survey (English), 185f satisfaction survey (Spanish), 186f 128–134 solvency measures for, 93–94 ensuring practitioner knowledge of specialized settings for, 82–83 termination of services, 118 proper coding, 87–88 unionization in, 61 establishing performance appraisal Physician Fee Schedule (PFS), 87 system, 54 Physician-patient relationship, 112 establishing policy for ethical noncompete clause affecting, 133 behavior, 105 Piece-rate incentive compensation, 39 ethical conduct and guidance Porter, Michael, 29 Posner, Barry, 26 from, 108 fiduciary duty of, 85 informed consent policy, 116 legal and ethical issues, 103 letters of recommendation, 52–53, 53b, 132 making promises to employee, 129 managerial accounting, 89 Patient Statement of Rights and Responsibilities, 188 quality management and, 183 reporting sexual harassment, 124 resolving conflict, 18

Index 223 Power Protected health information (PHI) concept of, 21 classifications of disclosures, 177 in conflict situation, 17–18 physical therapy managers complying management of, 16 with, 171 safeguarding patient, 176 Power differential existence in bureaucratic organization, 8 Provider-patient care contract, 189 influencing job productivity, 16 Proximate cause, 115 participative leadership using, 23 Public, accurate and relevant information Practice-building behavior, 126 to, 155 Precautionary inquiry, 45–46, 46b Pre-employment contract, 50 Q Pre-employment interview. See Interview Preferred provider organization (PPO), 73 Qualified disability, 143 Premises liability theory, 113 Qualitative productivity, 40 Prevailing charge, 86 Quality Preventative care, 83–84 Prevention designator, 84 definition of, 181 Price setting, 85 measures of, 184 Primary care provider, 83 principles of, 183 Primary prevention, 84 Quality management Privacy importance of, 183 levels of improvement, 187 concerns with, 173 philosophy of, 184 invasion of, 132–133 risk management as component of, 192 See also Confidentiality Quantitative productivity, 40 Privacy Act, 175 Quid pro quo, 123, 127, 164 Privacy Rule Qui tam, 129 parental access to child health R information, 177 workers’ compensation and, 179 Raven, Betram, 16 Pro bono work Reagan, Ronald for marketing purposes, 38 for patients lacking ability to pay, 155 firing air traffic controllers, 61 Procedural Document on Disciplinary leadership style of, 24 Reasonable accommodations, 138, 141 Action, 107 Recommendation, letter of, 52–53, Procedure, collection, 94 Process action team (PAT), 60–61 53b, 132 Professional, 105, 106–107 Reconstruction aide, 71 Professional education, 152–153 Recruitment Professional liability insurance, 181, as human resource management 191–192 responsibility, 41 Professional negligence, 173 Professional standards, 152 of new employees, 43 Profitability measure, 94 within organization, 44 Progressive Care Unit (PCU), 78 steps in process of, 44b Progressive discipline, 61–62 Reference Promise, making to employee, 129 for employment or education, 53 Promissory Estoppel, 129 false-positive, 132 Prospective payment system (PPS), 72 Rehabilitation Act of 1973, 138 Protected class, 136 Reimbursement policies, 74–75 Relationship among employees, 6 among supervisors and subordinates, 8

224 Index Research Scientific management APTA Code of Ethics, 153 as industry-based personnel funding for, 83 management, 39 principles of, 2 Resource-Based Relative-Value System (RBRVS), 87 Scope of competence, 152 Secondary care provider, 83 Resource Utilization Group Secondary prevention, 84 (RUG), 81 Self-assessment, 152, 161 Self-determination, 116 Restrictive covenant, 50, 133, 134 Self-regulation, 107 Résumé Semistructured interview, 49 Semivariable cost, 86 discarding noncompliant, 46 Servant leadership, 27 fraud in, 62 Sexual harassment Retained earnings statement, 89, 90, behavior considered as, 123 91, 91f claims of, 122–123 Retention definition of, 165 federal legislation relating to, 122 as human resource management policy for, 126, 164–169 responsibility, 41 prevention of, 163 risk of allegations from patient, issues in, 51–52 Retention liability, 49–50 121–122 Retrospective payment system, 71 same-gender, 124–125 Revenue, 87 statement of business philosophy, 165 in workplace, 124 distribution of, 90 Sexual misconduct earnings for physical therapy allegations of, 118, 122–123 investing allegations of, 126–127 practice, 89 relationship with patient, 106, generation of, 89 procuring increased, 71 121–122 Revolution, industrial, 21 Situational leadership, 23 Risk management Skilled Nursing Facility (SNF), 81 avoiding negligent hiring, 131–132 Slander, 130 communication as tool for, 112 SMART, 30 as component of quality Social Security Act of 1935, 71 Society for Human Resource management, 192 effective strategies for, 127 Management, 62 future direction of, 193 Solvency measure, 93–94 incident reporting, 181 Specialization, 8 principles of, 192 Spend-it-or-lose-it policy, 98 professional liability issues, 189–190 Staffing issues reducing chance of lawsuit, 122 strategies and tactics for, 193 alternatives to hiring new Robinson-Patman Act of 1936, 88 employees, 44 Roe v. Wade, 175 Rooke, David, 26 forecasting employment needs, 42–43 Routine uses, 177 types of, 41 Routinization, 25 Standard of care, 113, 114, 115, 116, S 191 Standard of Ethical Conduct for Physical Same-gender sexual harassment, 124–125 Therapy Assistant, 157–158 Sandwich technique, 57 Scandal, Tailhook, 122

Index 225 Standards of Ethical Conduct for the Teleological theory, 108 Physical Therapist Assistant, 108 Tertiary care provider, 83 Tertiary prevention, 84 Statement Theory X of cash flow, 89, 91, 93f comparative, 92 comparing to theories Y and Z, 11b State of Health Care Quality, 184 State Practice Act, 108 concept of, 10 Stockholder’s equity, 91 Theory Y Stock ownership plan, 60 Strategic planning comparing to theories X and Z, 11b developing goals and objectives, 30 environmental assessment, 29–30 concept of, 10 examination and evaluation of, 31 Theory Z management of controlled change, 13 objective of, 31 comparing to theories X and Y, 11b reviewing mission and vision concept of, 10 Third-party payer (TTP) statement, 29 allowable charges, 88 steps in, 29b as factor effecting need for physical Strategist, 26 Structured interview, 49 therapy professionals, 42 Sub-Acute Care, 81 limiting patient visits, 109–110 Subordinate-centered leadership, 24 Third-party payment system, 70–71 Substance abuse, 142 Thomas, Clarence, 122 Substantial limitation Thomas, Kenneth, 17 meeting ADA definition of disability, Thomas-Kilmann Conflict Mode 142–143 Instrument, 17, 21 Supreme Court interpreting, 142 Time-and-motion study, 39–40 Summative evaluation, 31 Top-down administration, 7 Supervision of physical therapy Torbert, William, 26 Tort, employment-related, 130 assistant, 160 Total quality management (TQM), 184 Supporting approach, 23, 24 Towne, Henry R., 2 Supreme Court Toyota Motor Manufacturing v. Williams, interpretation of major life activity, 142 143 See also specific cases Training, 57–58, 57f Survival ethos, 112 Transactional leadership theory, 25 Sutton v. United Air Lines, Inc., 142 Transformational leadership theory, Swing Bed Hospital, 81 SWOB analysis strengths, weaknesses, 25–26 Truthfulness, 149, 159 opportunities, barriers), 29 SWOT analysis (strengths, weaknesses, U opportunities, threats), 29 Uncontrolled change, 12–13 Underutilization, 110 T Undue hardship, 138, 141 Union contract, 128 Tailhook scandal, 122 Union Electronic Transaction Act, 173 Taylor, Frederick W., 2, 3, 10, 39 Unionization, 60–61 Team management, 22 Union representation, 62 Team player, 26 38 United States Code 2021, 45 Telehealth, 174 Unstructured interview, 49 Telemedicine, 174 Utilitarianism, 108

226 Index V Whistleblower, 129 Win-lose situation, 17 Value, 10, 28b Win-win situation, 17 Variable cost, 86 Work Venn diagram, 105, 105f Verbal cue, 15 differentiation and integration of, 6, 7 Vertical analysis, 89, 92 stages to manage, 2 Vertical Dyad Linkage Theory, 25 Work-arounds, 186 Vicarious liability, 191 Workers’ compensation, 179 Virtue, 108 Work-life balance, 51 Vision statement, 11, 28 World War II Visiting Nurses Association development of human resource (VNA), 131 management, 40–41 Voluntary overtime, 44 employee benefits before, 59–60 Wrongful termination, 129 W Y Wage. See Pay Wage freeze, 70 Yield ratio, 45 Ward v. Trusted Health, 131–132 Weber, Max, 3, 4 Z Weingarten rule, 62 Welfare plan, 72 Zero-based budgeting, 95 Zero-tolerance policy, 126