Hourly rounding to improve nursing responsiveness: The aims of this study were to synthesize the evidence concerning the effect of hourly rounding programs on patient satisfaction with nursing care and discuss implications for nurse administrators. Patient satisfaction is a key metric that influences both hospital ratings and reimbursement.
The updated articles should be read instead of this article which is out of date. The first important item for employers to understand is what counts toward the 30 hours of service threshold that classifies an employee as a full-time employee.
An employee must be credited with an hour of service for each hour the employee is paid or entitled to be paid for the performance of duties on the job.
Additionally, an employee must be credited with an hour of service for each hour the employee is paid or entitled to be paid due to vacation, holiday, illness, incapacity, layoff, jury duty, military duty, or leave of absence.
However, the employer has three options for counting hours of service, if an employee is not an hourly employee. The second option credits an employee with eight hours of service for each day the employee is credited with an hour of service under the hours of service rules discussed above.
The third option credits an employee with 40 hours of service per week for each week the employee is credited with an hour of service under the hours of service rules discussed above. Different rules apply to each employee classification. A new full-time employee is an employee who the employer reasonably expects to accumulate an average of at least 30 hours of service per week.
A calendar month is defined as one of the 12 months such as January, February, or March. Stanley begins working at ABC on March 15, and is required to accumulate 40 hours of service per week under his employment contract. A seasonal employee is not defined in the proposed regulations.
Instead, employers will be permitted to use a reasonable, good faith interpretation of the term seasonal employee through at least If you believe your company has a seasonal employee issue, please contact Moulder Law to discuss various planning issues.
An employee is also considered a variable hour employee if the employee is initially expected to accumulate 30 or more hours of service per week for a limited duration and the employer cannot determine based on the facts and circumstances if the employee will average at least 30 hours of service per week during the Initial Measurement Period a term explained below.
Beginning inan employer will not be allowed to factor in the likelihood that the employee will no longer be employed by the end of the Initial Measurement Period when determining if an employee is a variable hour employee.
The IRS and Treasury recognized this problem and tried to make things simpler for employers by creating a safe harbor. If an employer uses the safe harbor, the employer will be able to adjust the beginning and end of its Measurement Periods discussed below to match payroll periods that are one week, two weeks, or semi-monthly in duration.
This would be a huge challenge as an employer would have to accurately count the hours of service for each employee each month regardless of when the payroll period fell.
This could be an issue for employers using a payroll system that operates every week or two weeks as these payroll periods will frequently overlap into two months. The following describes the safe harbor that has been created to assist employers.
An ongoing employee is an employee who has been employed for at least one Standard Measurement Period. The Standard Measurement Period is a time period chosen by the employer of at least three, but not more than 12 consecutive months.
It makes sense to tie the Standard Measurement Period to the start of a payroll period which is allowed under the proposed regulations. While the employer has a choice when selecting the length of the Standard Measurement Period, there are only two logical options for employers.
The most logical choice for an employer is to select a Standard Measurement Period of 12 months. It is possible an employer has a six month period that requires its workforce to put in a lot of hours and a six month period that requires fewer hours.
An employer with many seasonal employees comes to mind for this scenario. However, for the overwhelming majority of employers the 12 month Standard Measurement Period will be the best option.
The rest of the paper will assume the employer selects a 12 month Standard Measurement Period for its ongoing employees. If you believe your company would benefit from using a six month Standard Measurement Period, please contact Moulder Law to discuss the nuances it presents. The second period associated with the safe harbor is referred to as the Stability Period.
Assuming the Standard Measurement Period is 12 months, the Stability Period will be 12 consecutive calendar months. The final period an employer can utilize under the safe harbor is the Administrative Period. The Administrative Period may last up to 90 days, but may neither reduce nor lengthen the Standard Measurement Period or the Stability Period.
ABC has elected to use a Standard Measurement Period for ongoing employees that begins on November 10 of year one and ends on November 9 of year two.
The corresponding Stability Period runs from January 1 of year three until December 31 or year three assume these are the plan terms all ongoing employees in all of the examples that follow. Holly, an hourly employee, has been employed by ABC for five years and has some years where she averages more than 30 hours of service a week and others where she falls just below the 30 hours of service a week threshold.Failure to do so could result in a violation of the minimum wage law, if the employer doesn’t pay for all hours that an employee was on the job.
This is especially important for employers that pay on an hourly basis, because without a good tracking system, there is a high likelihood of payment errors. Hourly rounding to improve nursing responsiveness: a systematic review.
Mitchell MD(1), Lavenberg JG, Trotta RL, Umscheid CA.
Impactful Rounding. Building a round template can be a daunting task, let alone building an effective rounding template. Make sure your rounding initiatives stick and collect the data you really want by utilizing our Effective Rounding Template how-to guide and printable cheatsheet poster.
In addition to hourly rounding, Sacred Heart Hospital is part of an Ascension system-wide goal to eliminate facility- acquired pressure ulcers as part of the ministry’s “HealthcareThat Is Safe” initiative.
Specifically, the FLSA permits rounding employees’ “starting and stopping times to the nearest five minutes, or to the nearest one-tenth or quarter of an hour.” A suggested approach: Round up and down based on a set increment.
Rounding the Clock – Timekeeping. See’s Candy continues to have a special place in the hearts of Californians. They not only make a great product, but they recently won an appeal of a trial court decision that will make a long time timekeeping practice for all California employers a little less risky.