Staffing shortages continue to dominate the industry rendering it difficult for long-term care providers to maintain consistent levels of staff and quality care. Most providers are watching their staff quit the industry entirely or switch over to temporary staffing agencies to make more money. To ease the staffing burden, providers are requesting assistance from staffing agencies. While this is an efficient solution, providers should try and avoid some common pitfalls when it comes to signing staffing agreements.

One continuous knowledge gap identified during this time has been the need for information for front-line healthcare and social services workers to use prior to and during a disaster such as the COVID-19 pandemic to recognize and reduce their stress levels and maintain resilience. These mini-modules are designed for healthcare workers in all settings, but primarily hospital-based providers, staff, and leaders.

Process for dealing with asymptomatic staff who may be exposed to coronavirus

Process for dealing with asymptomatic staff who may be exposed to coronavirus. (Spanish version)

The COVID-19 pandemic has had a major effect on our lives. Many of us are facing challenges that can be stressful, overwhelming, and cause strong emotions in adults and children. Public health actions, such as social distancing, are necessary to reduce the spread of COVID-19, but they can make us feel isolated and lonely and can increase stress and anxiety. Learning to cope with stress in a healthy way will make you, the people you care about, and those around you become more resilient.

Here are some staff considerations during the COVID-19 pandemic:

As a condition of employment, all employees are required to receive the COVID-19 vaccination. Exemptions to this policy will be provided only for employees with an approved medical or religious exemption, as described below. Employees who do not timely receive the vaccine and do not obtain an exemption will be considered to have refused to comply with this policy and to have voluntarily resigned their employment.

Guidance to help employers seek information about an employee’s health that would typically be limited by the ADA, in order to help prevent the spread of COVID-19.

Guidance to help employers seek information about an employee’s health that would typically be limited by the ADA, in order to help prevent the spread of COVID-19. (Spanish version)

Under the ADA, prior to making a conditional job offer to an applicant, disability-related inquiries and medical exams are generally prohibited. They are permitted between the time of the offer and when the applicant begins work, provided they are required for everyone in the same job category.