8 Ways You Can Support Millennials in Your Workplace

Millennials… am I right? That seems to be the most popular punch line when I am sitting around a table with colleagues discussing organizational change or current challenges in EMS, particularly staffing and development. I recently attended a conference focused on leadership in EMS and if there was a session without mention of the dreaded millennial and how awful they are, I missed it. To be honest, it’s getting old and my ability to filter my exasperation is wearing thin, especially as we are now seeing offers of multi-day trainings for how to work with millennials. The entire concept seems quite strange to me… were there classes offered to the Boomers on how to get along with the Generation Xers? The words I usually hear associated with the generation at hand are entitled, needy, whiney, lazy, untalented and impatient. I don’t believe anyone I know well or have worked with over the years would describe me with any of these terms (ok… maybe impatient from time to time), although I am in the generational age range for millennials. In fact, I am willing to bet many of you work with people who are within the age range for millennials, yet...

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Cataldo Ambulance Service Wellness Couch to 5K

In October 2016, Kelli Megill, a Human Resources Generalist at AAA member company, Cataldo Ambulance Service based in Somerville, MA, attended the safety symposium hosted by their worker’s compensation carrier. Much of the symposium focused on why employees get hurt and what employers can do to help stop the trend. A reoccurring thread in all of the most effective injury prevention programs was promoting the fitness and wellness of an organization’s employees. Kelli decided to launch what has been the most embraced wellness initiative in the 40 year history of the company. The Cataldo Couch to 5K Program began about 8 weeks ago and culminating with the 5K road race/walk on June 5th. Kelli pitched the program to the other members of the Human Resources team and Ron Quaranto, the Chief Operating Officer (AAA Region 1 Director). The program now has over 100 employees participating in the program which is more than just the run/walk on June 4th. Cataldo has tackled wellness events in the past, including the company hockey team, Spartan races, and other chartable road races. The company, which provides emergency services to several of the communities along the Boston Marathon route, sponsored several employees to run the...

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Overtime for PTO Bill Passes the House

Yesterday a bill that would possible amend the overtime provisions of the Fair Labor Standards Act passed the House. H.R. 1180, titled the Working Families Flexibility Act of 2017 was introduced by Alabama Representative Martha Roby this past February. The proposed change would permit private employers who currently pay employees overtime for hours worked over 40 during a given week to substitute that overtime pay for compensatory paid time off in the amount of 1.5 hours for each hour of overtime worked. In order to do so, the employee would have to agree in writing with the substitution of PTO for overtime pay prior to working the overtime hours. The agreement must provide that the employee knowingly and voluntarily agrees to the substitution of PTO for overtime pay. In the case of unionized companies, the substitution can only be made if provided under the collective bargaining agreement. To be eligible to substitute PTO for overtime pay, the employee must have worked for the employer for at least 1000 hours during the preceding uninterrupted 12 month period before the agreement is made or the receipt of the compensatory PTO. The Bill provides for limitations to the number of hours that can...

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The Cost of a Bad Hire

Our industry has been struggling with a staffing crisis for several years. We are all looking for ways to attract and hire qualified individuals to staff our ambulances and work in our dispatch and billing offices. This shortage has often resulted in ambulance providers hiring many people who meet the basic qualifications for the position even if they might not be the best fit for the company. There is a strong focus on reducing overtime hours to keep cost in line with shrinking reimbursement dollars. However, when a new person is introduced to the company community and culture, there are impacts that are not always recognized. Our industry has also struggled with the concept of collecting and reporting cost data because there are many dynamics that drive cost for ambulance providers throughout the country. Difficulties with identifying and isolating recruitment and retention costs are no exception to this struggle. An article published by the HR Daily Advisor discusses a recently published survey that studied the financial impacts a bad hire has on an organization. Not only does the organization lose the money associated with onboarding the wrong candidate (interview time, screening costs, orientation costs, uniforms, third ride time, etc.) but (more…)

Maintaining Compliance Within an EMS Service

Maintaining compliance within an EMS service can be a daunting task, especially given the number of regulations that we must follow. One way to look at EMS is if a trucking company married a hospital. There are rules and regulations to abide by for an entire fleet of vehicles, from safe operation guidelines all the way down to the use and color of lights. Then there are requirements for a group of healthcare providers, which include necessary certifications such as CPR and knowledge of pertinent life-saving skills. Not only does maintaining compliance keep vehicles and equipment running smoothly, but it can offer employees valuable peace of mind and keep everyone focused on the same goals of providing the best care possible. I like to consider compliance an investment in common sense. Employees know what is expected of them at all times, and they know what type of support their employer will provide to keep their skills sharp. In turn, an EMS service gains from being in good standing with regulators and from an engaged, confident workforce. The benefits of a strong culture of compliance are immense. An organization that lives and breathes compliance can help ensure a smooth-running operation that...

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New I-9 Form Required

New Form I9 Effective January 22, 2017 All employers are required to begin using the new Form I9 starting on January 22, 2017. The new form can be found on the US Citizenship and Immigration Services (USCIS) website. To ensure that you are utilizing the correct form, an expiration date of August 31, 2019 is in the top right hand corner of the form. Last year we were aware of several ambulance providers who were the subject of Form I9 audits by the USCIS which resulted in technical violations for failing to complete the form correctly. The Form I9 is the document all U.S. employers are required to have completed when hiring a new employee to assure that they are legally eligible to work in the United States. While there has been a reduction in Form I9 Audits from USCIS in 2015, employers should be prepared as the five year trend is on the rise and I am aware of several ambulance providers currently dealing with audits. The Law The Immigration Reform and Control Act (IRCA) of 1986 requires employers to examine documentation from each newly hired employee to prove his or her identity and eligibility to work in the...

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Update on Section 1557 of ACA

This past June the AAA notified our members of the new Non-Discrimination Rules under Section 1557 of the ACA. Under the new rules, covered entities are required to provide auxiliary aides and services for individuals with Limited English Proficiency (LEP) and communications related disabilities. For a full description of all of the Section 1557 requirements, see the AAA Member Advisories. While there is usually a period of time before enforcement actions occur with new Regulations, the Office of Civil Rights published a press release announcing a Voluntary Resolution Agreement between the OCR, the U.S. Attorney’s Office of the District of Connecticut (DOJ), and a healthcare system who is subject to the Section 1557 Rules. The Agreement, which resolved a complaint and subsequent investigation involving a hearing impaired patient who requested auxiliary aides due to a hearing impairment upon arriving at the hospital for care. The patient never received any communication aides during the course of the stay. This should serve as a notice to all ambulance providers that they must comply with all of the requirements of the Section 1557 Rules. For assistance or guidance on the requirements of Section 1557 and how ambulance services can be comply, be sure...

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 Managing Former Peers: Tips for New Supervisors

One of the trickiest transitions in an emergency medical services career is moving from peer to supervisor. The American Ambulance Association’s HR & Operations Consultant, Scott Moore, Esq. shares some tips on redefining relationships with EMTs and Paramedics during the move to management. A must watch for your newer leaders!