Textbook of Urgent Care Management: Chapter 15, Human Resources Overview: Key Labor and Employment Issues

CHAPTER 15

Human Resources Overview: Key Labor and Employment Issues

Laura Schiesl

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CHAPTER 15

Human Resources Overview: Key Labor and Employment Issues

Laura Schiesl

THIS CHAPTER OUTLINES SOME key labor and employment issues that are relevant to the urgent care employer. The intent is to set forth some of the best employment practices that are instrumental in the urgent care marketplace and to suggest policies and procedures accordingly. No matter how big or small the urgent care company, having employee policies in place provides structure to the working relationship between the organization and its employees. Once the proper policies are in place, employee expectations are clearer, confusion about proper workplace conduct is decreased, and the company has more of a foundation to defend against disputes that may arise from the employment relationship. The policy suggestions and other best practices recommendations below in no way encompass the entire universe of employment practices that an urgent care employer should implement; however, these are necessary proactive steps to afford the employer and employee some of the important and required protections.

FAMILY AND MEDICAL LEAVE ACT

The Family and Medical Leave Act (FMLA) generally requires providing qualified employees up to 12 weeks of unpaid leave per year for the birth of a child; adoption of a child or placement of a foster child; care of a spouse, parent, or child with a serious health condition; or recovery from an employee’s own serious health condition. Employers with 50 or more employees are covered by the FMLA. In addition to FMLA protections, employees may also qualify for additional state protections. For example, qualified employees in California are also covered by the California Family Rights Act and the California Pregnancy Discrimination Act.

Employees are covered if they have