Airline Job Resume

Airlines job resume can make or break your chances of getting called for an interview and finally getting the job. Since the airlines manufactures encompasses many dissimilar types of jobs, it is hard to speak in general terms of an airlines job resume. You do need to look at the requirements of the exact job posting, such as administration, clerical, data technology, loading, security, pilot or flight attendant. These are just a few of the types of jobs that are ready in the airline manufactures and each one requires dissimilar skills and qualifications.

If you are applying for a position as a flight attendant, for example, your airlines job resume must show that you have perfect interpersonal and communication skills. Since the duties of this position mean you are in constant communication with passengers, this is commonly one of the desired qualities mentioned in such a job posting. However, you also have to contribute details of your training and knowledge of the laws regarding aircraft protection for the passengers.

Nursing Home Administrator Jobs

When you start writing your airlines job resume, consist of an chance statement that tells the prospective owner your full, goal. However, you must show that you have a passion for this type of job, as well. contribute a general overview of your qualifications, highlighting any special skills you have that are pertinent in this position. List your work experience, beginning with your most modern position. As you list the rest of the positions you have held, contribute details of the duties you performed in each one.

Since training and certification is especially important in the airlines industry, your airlines job resume should consist of a faultless listing or all the training and certificates you hold. Bold the name of each one, so that employers can scan the resume to make sure you have all the qualifications needed for such a position. You do have to keep in mind that you resume will probably be one of hundreds for this position, so essentially you have to sell yourself to the owner to accumulate an interview. Although you have to contribute details of your former positions, you should only consist of enough details to show that you can do the job. Providing full details will make the resume lengthy and bore the person who is reading it.

If you are proficient in any languages, make sure you consist of this in your airlines job resume. Speaking more than one language is a skill that will make the owner sit up and take notice.

Copyright 2007 Jay Tokarz career Author

Airline Job Resume

Defining Disaster - Do We Let the Media Pundits Decide?

How do we know what a natural disaster is and what it isn't? How many citizen have to die before it is a critical disaster? What sort of damage needs to take place before everyone decides it is a disaster worthy of taxpayer-funded money from Fema? Would I be too politically incorrect to state that in many regards it's how the media portrays the event which is the choosing factor? Okay so let's talk about this for a moment if we might.

Not long ago, there were wildfires in five states, there was a big one in Colorado, and the president declared a national state of emergency, and a disaster area. I agree with that, but there were other fires in South Dakota, Montana, New Mexico, Arizona, and other places which were also quite significant, but they did not get the funding, or that critical label of; natural disaster. Why do you suppose that is?

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Now then, I am not one to point fingers at the political process, or suggest that the current management decides what is a disaster based on which areas are more likely to vote for him, although I'm sure it has crossed other people's minds. In fact I've heard it stated from citizen that felt slighted over such matters. To be fair, it's been said of other Administrations in the past also.

There is a very good book I'd like to suggest to you, it is one I own personally, as our Think Tank continually studies natural and human disasters to mitigate hereafter challenges to help keep the peace and avow a safe society and civilization, the book is titled;

"Disaster Response - ideas of preparing and Coordination," by Erik Auf der Heide, Mosby Publishing, Baltimore, Md, 1989, 363 pages, Isbn: 0-8016-O385-4.

In the book on page 216 there is a subchapter titled; "Disasters are a Media Event" and it quotes a research paper by Bolduc in 1987 which stated; "from the journalistic point of view, a natural disaster has all the ingredients for the 'prefect media event' (especially for electronic media). It's brief, phenomenal often mysterious, action-oriented, and portrays human suffering and courage."

This book also explains how the media can be a friend by getting the word out to citizen to forestall added carnage and suggest citizen on what to do and where to go, but it can also be a foe by inciting or amplifying looting, fear, and mistakes made by authorities causing the event to take on a new created reality of its own. Sometimes the media makes a big deal out of something that verily isn't a huge natural disaster.

Then the government is forced to act upon it because the squeaky wheel gets the oil, even though there were other citizen who were damaged more significantly, which were not able to get the funding needed to allow their communities, region, or states to recover on a timely basis. I ask that you please think all this and think on it, and understand the value, and the challenges of the way we portray natural disasters in the mass media.

Defining Disaster - Do We Let the Media Pundits Decide?

Tips for Preventing Nursing Home Abuse

We can rest assured that despite headlines in the media, most of our loved ones will be well-cared for in a nursing home or other home-care residence.

This was not the case for my husband and me.

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Family members struggle with the guilt of having to place a loved one or request whether or not they made the right decision. When abuse or neglect rears its ugly head, house members are thrust into a tailspin of worry, stress, and despair.

Only twelve hours after we settled my father, he disappeared from the regain skilled nursing home. Frightened, I was already aware of loved ones wandering off and later found dead; some within a half-mile.

On the day he was admitted, my father left the factory among a handful of visitors. Wandering the roads on that cold February night, he was lost some 2,000 miles away from "home." agreeing to the Sheriff's report, a Samaritan spotted a lone man ambling along the freeway in the Mojave Desert. When he stopped to inquire, he learned that my father was trying to go home to Milwaukee.

When we met the administrator at her office that night, the first words out of her mouth were, "I don't know if we can keep your father here."

"What? After all the questions we asked to ensure his protection and their quality to care for a wanderer? Not even an apology? He could have died! How dare you be so insensitive!"

The next several weeks (it felt more like a year) found us ensnared in a horror fascinating attorneys, the ombudsman, and threats. I emphasized my need to hear them admit their mistake. In my mind, this was less about a lawsuit, which they were afraid of, and more about motivating them to narrate and supervene their carefully designed procedures. Because there was no other favorable place around at this time, I saw this as my father's sole living option.

Undoubtedly, advised by their attorney, they never admitted any wrongdoing. I still kept after them on following procedures. Over time, our confrontational wounds began to heal and my father remained.

I feared my father might be abused.

When incidences like this occur, it is best to stay involved. As uncomfortable as this was, I held the administrator and the staff accountable. Fortunately, the director of nurses and the administrator rarely had direct experience with my father.

Instead, I advanced relationships with the Certified Nurses Assistants (Cnas). They were the ones who spent time caring for my father's day-to-day needs. I learned to look beyond management's rigidity and uncooperative nature to explore the good among the Cnas who provide direct care for our loved ones.

My father's caregivers beloved him and felt awful about what we called "The Great Escape."

Why do incidents go unreported?

Consider our situation.

The nursing home was the only around regain twenty-four-hour factory at the time. Attacking management and trying to seek restitution or other measures of disciplinary action would have likely incensed management and made things worse for my father. Remember, I wanted to determine the situation, because I wanted my father to remain nearby. Other options included fascinating him to someone else city. Instead of development my father suffer, I chose the more difficult route, so my husband and I and our friends could visit him more frequently.

Like a good leader, I held tightly to my foresight of quality care. I monitored staff execution and gave encouraging feedback. So did our friends! The staff learned from us how integral they were to our peace of mind and how much we appreciated how nicely they cared for my father.

Months later, our efforts were rewarded when we learned that management's missteps had gone too far. Eventually, new owners took over and the old management was out.

To show our appreciation, we tried doing special things for the front-line staff. The biggest was our 24-hour delivery service.

24-Hour Pizza Delivery for the Nursing Home Staff

I talked my husband into doing a 24-hour round-the-clock lunch for the care staff. We ordered pizzas and sodas and personally delivered them at lunch time for each of the three shifts. The staff while the night shift greeted us in tears. They explained they rarely see house members, let alone those that treat them to lunch past midnight!

It was a gift the staff talked about for a long time. They felt certainly special - especially, due to our sleepless sacrifice. To this day, I feel their reactions made our efforts worthwhile.

Tips to forestall elder abuse while man else cares for your loved one:

Be present. Visit often - at least twice a week. If you can't, ask a friend to visit. Greet and talk ordinarily with staff members who provide care for your loved one. Make it personal. Paint a picture of your loved one's years as a vibrant and contributing member of society. This will give them a feeling for the whole man for whom they care - not just the impaired one. Bring in treats for the staff every now and then. Treat the staff with respect and express how much you appreciate the care they provide for your loved one--assuming you do! With the midpoint hourly wage for a full-time nursing home caregiver at across the Us (about ,000 a year), many are exhausted; especially, after working at someone else job just to sustain their families. A exiguous and consistent appreciation goes a long way!

Bottom Line: make personal connections with the habitancy you depend upon to provide quality care for your loved one.

Tips for Preventing Nursing Home Abuse

Trusts and Certainty of Intention

This record looks at the requirements and formalities for a valid trust. In Uk law, a trust is an arrangement arresting three classes of people; a Settlor, Trustees and Beneficiaries. The Settlor is the person who transfers property to the Trust. The Trustees are people who legally own the Trust property and administer it for the Beneficiaries. The Trustees' powers are thought about by law and may be defined by a trust agreement. The Beneficiaries are the people for whose advantage the trust property is held, and may receive earnings or capital from the Trust.

"No singular form of expression is primary for the creation of a trust, if on the whole it can be gathered that a trust was intended". This statement gives the impression that no formalities are needed, and could be misleading. Although equity commonly does look to intent rather than form, mere intention in the mind of the property owner is not enough. For a valid trust to exist, the Settlor must have the capacity to originate a trust. He must validly transfer the trust property to a third party trustee or assert himself trustee. Further, he must intend to originate a trust, and must define the trust property and beneficiaries clearly. This is known as the 'three certainties'; certainty of field matter, certainty of objects and certainty of intention.

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Certainty of intention refers to a definite intention by a person to originate a trust arrangement whereby Trustees (which may comprise himself) hold property, not for their own advantage but for the advantage of another person.

It is clear when trusts are created in writing and on the guidance of legal professionals that intention is gift [Re Steele's Will Trusts 1948]. However, no singular form of words is needed for the creation of a trust and here the equitable maxim, "Equity looks to intent rather than form", applies. It is therefore sometimes primary for the Courts to witness the words used by the owner of the Property, and what obligations if any the Owner intended to levy upon those receiving the Property.

It is not primary that the Owner expressly calls the arrangement a trust, or declares himself a trustee. He must any way by his guide demonstrate this intention, and use words which are to the same follow [Richards v Delbridge 1874]. For example, in Paul v Constance 1977, Mr Constance did not expressly assert a trust for himself and his wife, but he did assure his wife that the money was "as much yours as mine". Additionally, their joint bingo winnings were paid into the list and withdrawals were regarded as their joint money. The Court therefore found from Mr Constance's words and guide that he intended a trust.

Certainty of intention is also known as certainty of words, although it has been suggested a trust may be inferred just from conduct. Looking at Re Kayford 1975 1All Er 604, Megarry J says of certainty of words, "the examine is whether in substance a sufficient intention to originate a trust has been manifested". In this case, Kayford Ltd deposited customer's money into a isolate bank list and this was held to be a "useful" indication of an intention to originate a trust, although not conclusive. There was held to be a trust on the basis of conversations between the Company's managing director, accountant and employer so words were primary for the conclusion.

In contrast, where the word 'trust' is expressly used, this is not conclusive evidence of the existence of a Trust - the arrangement may in fact constitute something very separate [Stamp Duties Comr (Queensland) v Jolliffe (1920)]. For example, the deed may comprise wording such as "On trust, with power to appoint my nephews in such shares as my Trustee, Wilfred, shall in his absolute discretion decide, and in default of appointment, to my friend George". Although professing to be a trust, Wilfred is not under an promulgation to appoint the nephews and provision is made for the property to pass to George if he does not. This is therefore a power of appointment, not a trust [eg. Re Leek (deceased) Darwen v Leek and Others [1968] 1 All Er 793].

Sometimes in a will, the owner of property will use 'precatory' words such as expressing a 'wish, hope, belief or desire' that the receiver of property will handle it a certain way. For example, in Re Adams and Kensington Vestry 1884, a husband gave all of his property to his wife, "in full belief that she will do what is right as to the disposal thereof between my children...". The Court held that the wife may have been under a moral promulgation to treat the property a certain way but this was not sufficient to originate a binding trust. Precatory words can still sometimes originate a trust. In Comiskey v Bowring-Hanbury 1905, the words 'in full confidence' were again used, but the will also included further clauses, which were interpreted to originate a trust. The Court will look at the whole of the document to ascertain the testator's intention, rather than dismissing the trust because of personel clauses.

There are further formalities required for certain types of trust property, and for a trust to be valid, title to the trust property must vest in the Trustees, or, the trust must be "constituted". This might be done for example, by delivery for chattels or by deed for land. If the trust is not properly constituted, the supposed beneficiaries have no right to force the Settlor to properly transfer the Property, as 'equity will not assist a volunteer'. The irregularity to this is where the beneficiary has provided notice (including marriage) for the Settlor's promise, in which case, there would be a valid ageement and the Beneficiary could sue for breach.

Where a testamentary trust of land or personalty is purported, the will in which it is contained must be in writing and executed in accordance with Section 9 of the Wills Act 1837, which means the Will must be signed by the Testator in the joint nearnessy of two witnesses, and then signed by the two witnesses in the nearnessy of the Testator.

Where a Settlor wishes to originate an inter vivos trust of personalty, the formalities are minimal. Also the usual requirements for a trust (capacity, the three certainties e.t.c), the Settlor must witness any formalities required to properly transfer the property to the trustees - for example, the carrying out and delivery of a stock transfer form for shares.

To originate an inter vivos trust of land or of an equitable interest in land, in expanding to the formalities of transferring the land, the declaration of trust must be in writing and must be signed by the person able to originate the trust - i.e., the Settlor or his attorney [S.53(1)(b) Law property Act 1925]. Where this formality is not complied, the Trustee would hold the land on trust for the Settlor rather than the Beneficiary. The irregularity is where the rule in Strong v Bird 1874 applies - the Settlor intended to make an immediate unconditional transfer to the Trustees, the intention to do this was unchanged until the Settlor's death, and at least one of the Trustees is the Settlor's administrator or executor. In this case, as the property is automatically vested in the Settlor's personal representatives and the trust is constituted.

It is sometimes stated that no singular form of expression is primary to originate a trust if intention was present. Clearly this is not the case. There are formalities for creating inter vivos land trusts and testamentary trusts and if these are not followed, the trust will fail unless notice has been provided or the rule in Strong v Bird 1874 applies, even if the Trustee had the best intentions. Further, the form of words used in those formalities must be clear and unambiguous, or they may not estimate to a trust. He goes on to say that 'a trust may be created without using the word "trust"' and this is true in that other words and guide to that follow are sufficient. However, the Court does not just regard the 'substance' of the words. If the wording used does not meet the 'three certainties' or, for example, the person making the declaration does not have the capacity to make a trust, the trust will fail. This is clearly not the desired 'effect' and not the owner's intention.

Trusts and Certainty of Intention

Requirements For starting an Adult Day Care business

Starting an adult day care business is not like starting a child care business. Yes, there are similarities because its first of all a business where you are providing a citizen oriented aid so you will need insurance, a building conducive to your state regulations, and the building must be designed for the doing of your business, policies and procedures in accordance with your state regulations. However, that is where the similarities stop.

One should know their audience when starting a aid oriented business, just like in any business. The older generation today, which adult day care centers serve, have been given choices in their life, they need respect and to be respected, both men and women have had careers, they are inspiring and need activities to suit their abilities and interests. They have been members of their community and active their whole lives.

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Further, adult day care clients need to have a care plan to track their develop and illnesses. These care plans also sustain the staff for documenting any changes in health and provides goals for the clients to meet. When starting an adult day care center,One needs a team of hands-on care taker aids, an operation director, a Rn or Lpn, and a consulting doctor, a public laborer in some States is not necessary but it is a good idea. This person can work with the families and the client to make sure they are getting consistent care at home and their home is a place where they are safe and free of corporal hazards such as; too minuscule lighting, stairs without railings, etc.. Also, an administrator is necessary.

Your clients will have a range of conditions either corporal or psychological due to age. These conditions may contain but not minuscule to, Dementia, Alzheimer's, confusion, a feeling of loss of independence and corporal problems. All these need to be accommodated in one way or another. For Alzheimer patients its best to have complicated rooms where they can perambulate in and out of with out disturbing others or a walking track they can walk on and follow.

Others with corporal aliments will need chairs that are not to low or soft so that they are easy to get up from, chairs that fold out to a bed are very useful when person wants to rest. Carpeted floors are always necessary to limit any damage if person should fall. A installation with no stairs is necessary or a ramp must be provided. An outdoor operation area would be nice so everyone gets some sunshine and a gardening area is a great operation when set-up correctly for the elderly. Adult day care costs are in case,granted by Medicaid and secret pay clients. Recovery may be added and billed to Medicare. A great place to get started with the materials and data you need is Adult Day Care Group.

Requirements For starting an Adult Day Care business

Receptionist Job Descriptions

Receptionist jobs are frequently advertised as they are ordinarily sought by clubs and firms. The most important part of a receptionist job report is the status of the job - it can be either full time or part time. It is also important to find out the reporting structure, the overview of the position, the accountabilities, adored knowledge, qualifications and palpate and the location of the job.

There are assorted important requirements that a receptionist job report asks to be fulfilled from those that apply to such jobs. It is important for one applying for a receptionist to be level and productive in running a front desk. The receptionist needs to be able to perform a lot of duties, along with keeping an eye on who comes and goes at the same time an eye on the reception area and guest rooms. Receptionists have to ensure that the appointment books are well maintained and coordinated.

Nursing Home Administrator Job Description

However, their most important job is to speak decorum and a high degree of ability transportation between the assorted parties concerned.

Receptionists are accountable for appointments and scheduling them properly on the days and times specified, as well as reminding population of these appointments. They are required to understand a lot of things about the operations of an office and give facts about the same over the phone. They also have to be sure about using computers and software applications that are necessary for their jobs. They also need to be able to make recommendations and handle complaints and requests in a professional and calm manner.

Often the main knowledge or qualifications asked for in receptionist job descriptions are those pertaining to good transportation skills, presentablity and language skills with the ability to take up roles and responsibilities on a pro-active basis.

In addition to all of this, the most important ability perhaps, is that they need to be sure with organizational ability and also possess the capacity to multi-task. Often receptionists also have to take up tasks connected to selling.

Receptionist Job Descriptions

Nursing Home Administrator - Roles and Responsibilities

Nowadays, nursing homes not only supply care for the aged population but also with younger patients as well. This is true for patients who are physically and mentally impaired. At times, even wholesome adults enter these care facilities because of the physical, occupational, and rehabilitation services that these facilities provide. That is why the need for nursing home administrators is authentically in demand. There are two main tasks in this kind of career. First is to conduct clinical and menagerial relationships and second is to ensure that the other connected services are on the right track.

Typically, the responsibilities of a Nursing Home Administrator is supervising staff and employees, handling financial issues, healing care, healing supplies, facilities and added tasks as demanded. In pursuing this kind of career, good skills in managing people, nursing, financial and healing concerns of the nursing home are vital. Moreover, having population administration skills, as well as sufficient insight about finances, nursing, and healing skills would be essential for an assisted living facility. Additionally, the responsibilities run from patients and staff counselling, administration of budgetary limits of the organization, managing training of staff and welfare programs for patients, and accomplishing the role as a supervisor in the facility. To have a flourishing work as an administrator, reconsider the following guidelines:

Nursing Home Administrator Job Description

Education Requirements

As a Nursing Home Administrator, you need to perfect no less than 4-year, bachelor's degree in the field of condition services administration, social administration, or long-term care administration. An administrator is dedicated in both healing and condition services management. Comparable to any other application for a job, requirements may differ by place of employment or state. If aspiring for a higher place to work in large institution, an extra 2-year or masters' degree in connected field would be required. Some of the usual courses in these kinds of programs are working in basal skills and practices, the science of aging and long-term care, gerontology, and condition behaviour. Once you completed the state-approved program, the next thing to do is to pass the licensing test for the Nursing Home Administrators.

Important Skills Requirements

To be a flourishing administrator and to excel in this kind of profession you should have great skills and insight in condition care and firm fields. If you want an sufficient work as a Nursing Home Administrator, an utmost quality in insight complicated and inconsistent facts would be very helpful, as well as promising and key leader with great transportation skills would be very essential.

Employment And Economic Outlook

After completing all the qualifications, the next step is to post your resume on the internet and register in several job advertisements. The help of the internet is very foremost in your work crusade to find out the distinct job openings both locally and internationally.

Based on the United State Bureau of Labor Statistics (Bls), the Nursing Home Administrators fall into the bigger group of healing and condition services managers, wherein a 16% increase in employment in this field. It will continue to prosper up to 2016. In 2006, the mean income for this work are nearby ,340.

Finally, in any condition care profession it is foremost to institution patience and discipline. If you are lucky to get shortlisted, prepare for a background check performed by every administration on any applicant before finally qualifying them for the job. You will without fail land the job if you have assorted work taste in a hospital environment or connected facility and if you have all the needed skills, certification, and education.

Nursing Home Administrator - Roles and Responsibilities

How Do I change My Home Page To Google

I am often asked the question: How do I turn my home page to google? It is a very easy process to turn your home page on your browser. Most people use either Internet Explorer or Firefox, now, so the following steps will help you turn your home page in either browser you are using to Google.

If you are using Internet Explorer:

Ninemsn Homepage

Launch Internet Explorer Click on the "Tools" tab. For Ie 7, it is now settled on the right hand side of the screen A pop up window will open Click on the "General" tab Where it says "Home Page", then type in the Google website address Click Ok
If you are using Mozilla's Fire Fox:

Launch your Fire Fox browser Click on the "Tools" tab. It will be at the top of the screen Scroll down and click on the "Options" button A pop up window will open Click on the "Main" tab At the top of the window, you will see a "Start up" section Ensure the section: When Firefox starts - says "Show my home page" In the blank below, then type in the Google website address Click Ok

The above method is what I do if I want to turn my home page to Google. And this can absolutely go for any other website as well. Just ensue the same steps, and turn the website to anyone website you want. Now, if your home page changes unexpectedly, then you have spyware or some other schedule on your computer development this happen. Only you should be the one to turn your browser home page.

How Do I change My Home Page To Google

Requirements For Becoming A Dermatologist

The process involved in becoming a dermatologist is going to require a fairly drawn out educational road. This means that you can expect a learning sense that will last a lifetime. Most students who rule to become dermatologists begin the process with a Bachelor of Science degree. These students will enter into healing school from that point. However, students who have earned Bachelor of Arts degrees may still be able to get into healing school. These students, however, must be willing to put a little bit of extra exertion into the application process.

Have you decided to enter into the field of Dermatology?

Nursing Home Administrator Requirements

Before you think entering into healing school, you should get as much sense as you can working with population who need help. Volunteer your time in a hospital, a society town or in a nursing home. You will learn more about becoming a caring physician here than in school.

The Dermatologist's High School Career

If you are still in high school when you rule to become a dermatologist, you can steer your work in the right direction. Take advantage of the occasion to get an early start in the math and science areas of your education while you can. Pick your healing school early, and find out about their admission requirements. You may not be required to get a bachelor's degree before entering into healing school. You may only need two years of undergraduate work in order to be accepted.

Medical School for Dermatology

The next step in the process is to enter in to healing school. healing school for dermatology lasts on midpoint four years. Graduation from an popular ,favorite and accredited healing school will give you an Md title. Md is the thorough title for a healing Doctor. Once you perfect healing school, your long educational road is not yet over. You still have a whole of further avenues for education ahead of you. This is going to contain an internship, and a lengthy duration of residency training. In terms of admission, no residency is more competitive than dermatology.

Post healing School

Your next step is going to be someone else five years of work in the dermatology group of a university college. Three of these years will be spent as a resident, which is an prominent part of your education. You will also spend some time in an internship in one of a range of different niche healing fields. This training is going to focus on the nails, hair, skin and mucus membranes. When you perfect the qualifying license examinations, you will be properly licensed to practice medicine. It is required for you to get the allowable license by the licensing authority in your region.

The hereafter of Your Dermatology Career

It is beyond doubt fairly easy for dermatologists to convert dogs, learn new skills or adopt new patients. Dermatologists can work specifically as surgeons, or hospital administrators, or they can direct research. Dermatologists can also become healing school administrators, or can teach in healing schools. There are a myriad of different professions that a licensed Dermatologist can go into. The possibilities are truly endless when it comes to using a healing degree to find the work of your dreams. Regardless of whether you want to write in healing journals or treat patients hands on in clinics, there is a dream job for you in Dermatology.

Requirements For Becoming A Dermatologist

Pain supervision - Teaching Your patient to Relax

The experience of pain affects every aspect of a person's life along with the person's mental, bodily and emotional state. Those who experience it for a continued period are incapacitated, unable to lead a general life and deal with the requirements of daily reality. continued and persistent pain, needless to say, can cause unbearable anguish and depression.

Kinds of pain

Nursing Home Administrator Requirements

It comes in many forms, and can be classified as chronic, acute or breakthrough. Persisting is the kind of pain that persists for a month or more, or one that persists beyond the general saving time of a single illness. Pain that persists for months or even years as a result of a Persisting health is also classified as chronic, and may vary in intensity; low intensity Persisting pain can also be debilitating. Acute pain is a short-lived one that results from injury or an acute illness. Breakthrough pain is a flash that can vary in intensity, from moderate to severe, typically transitory and occurring in the background of an otherwise controlled pain.

Conscious experience of it

Pain is felt straight through the nervous system. Primarily, it is a strategy of our biological instinct to make us avoid experiences and situations which may cause us harm. However, there are times when the sensation of pain prolongs unnecessarily, when the data of it is no longer beneficial but is still felt. In some illnesses and injuries, the brain receives data about the pain and the person feeling the pain can do very tiny to avoid the stimuli. Also, it may not be just a simple stimulation. The known experience of pain can involve other factors such as emotion, memory, and bodily condition. Some of it may not even have an organic-related cause such as a disease or injury.

As memory

It has been described as a fabricate that involves pain remembered in the past, experienced in the present, and unbelievable in the future. This is the conjecture why Persisting pain can be so debilitating, no matter what intensity. The experience is heightened with the plan and prospect that feeling will be there tomorrow, and the day after that, and so on. Learning to relax and letting go of the fear and prospect can do a lot to convert the experience for the better.

Techniques for alleviating it

For patients who have Persisting pain, getting addicted to narcotic painkillers is the last resort. Natural remedies to help alleviate it are preferred. One of the best ways is to learn how to relax. While this may sound easy, it takes a lot of custom to consciously relax. The best way to go about this is with meditation and breathing exercises. The idea is to focus on the breathing or an object and chant a word such as "Om" until one gets into a trance. an additional one meditative arrival is called osteomyelitis. The goal is to focus all the attention on the pain in a relaxed way as possible. Don't think about negative thoughts about the pain (such as cursing to yourself or pitying yourself or getting angry). Make the pain a focus of your meditation, observed dispassionately for what it is.

Pain supervision - Teaching Your patient to Relax

curative Assistant Job description - Diverse Duties of Cma

The curative assistant job report is quite varying in its list of duties. You would be amazed at what all a curative assistant position entails.

The duties of a curative assistant vary depending on the size and location of the office. For instance, if it is a small rural office, probably the job report includes things like secretarial duties, nursing duties, phlebotomy duties and lab work. Whatever a large staff would do, the curative administrative assistant will be doing in a small rural office.

Nursing Home Administrator Job Description

In a large office, however, duties will contain things like greeting patients, updating outpatient charts, filing outpatient curative records and answering telephones. Scheduling appointments and arranging for admissions to the hospital also fall under the responsibilities of a curative assistant.

The curative assistant job report includes working a full 40-hour week which could contain evenings and weekends depending on the doctor's hours. They also work with citizen every hour of each work day, so if you don't like working with people, this is not the position for you.

Because the position requires so many diverse skills, training is quite extensive. In order to get in, you have to have a high school diploma or a Ged. This will be required of most schools. Employers will prefer that you graduate from a curative assistant training program with at least a certificate if not with an associate degree.

Further, in some states will want the passing of the state certified curative assistant exam. This is because some states want the certification of curative assistants (Cma).

Clinical duties can vary depending on the state laws. In some states, taking vital signs and charting can be done only by the physician or nurses in the office. In others, a Cma can achieve these duties and quite often do. The same goes for explaining procedures to patients and performing easy outpatient tasks.

State laws also stand over lab tasks. Some states allow performing lab tests to be performed by curative assistants, while others do not. If they are allowed, the Cma will not only draw the blood, but achieve the tests.

One thing goes across the board, however. That would be that regardless of the curative assistant job report or state laws, curative assistants should never be confused with physician assistants who not only diagnose but treat patients.

Louis Zhang, Certifiedmedicalassistanttraining dot com

curative Assistant Job description - Diverse Duties of Cma

The Benefits of Nursing Jobs

Nursing jobs are now determined the most sought-after vocation the world over. Population who want to advance in both vocation and financial terms now think taking the nursing path. The worldwide clamor for nursing is backed by some reasons. The nursing vocation is so full of options. As a nurse, you can pick your own specialization, and you can also fit your knowledge and skills to an area of specialization that best suits you. Aside from that, the nursing profession is now one of the most revered and acclaimed professions in the world. vocation advancement is already a given, and it follows, then, that as nurses advance in their careers, they also advance financially.

The ask for nurses in developing nations is quite high. The availability of jobs and the options that surround it are reasons why nursing jobs are now thriving. This fuels the desire of so many Population to think a nursing career. Upon considering it, the rest will literally follow, as it is already so easy to find nursing jobs online. The best thing about nursing jobs is that Population who may not have the skills needed for one area of expertise can literally pick an additional one field to focus on. The wide collection of options also does not make the Population feel like they are forced to take up the nursing profession because it is the vocation of the future. The opening to pick their own specialization will empower them to still make a decision of what they want in life.

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Aside from that, the nursing profession is literally the vocation of the future, because it offers so many opportunities for advancement, in vocation terms. The nursing hierarchy has many levels, all of which offer and advance in nurses' careers. This just goes to show that the nursing profession is not a stagnant one. Getting a nursing job alone can already considerably benefit nurses, but the chances for additional advancement are clearly present. This makes nursing jobs even more enticing than ever.

The nature of nursing jobs also makes it a noble profession to take up. When Population get nursing jobs, they are not the only ones who benefit from their decision. The whole society, perhaps, benefits from Population who come to be nurses. The sudden rise in the estimate of nursing jobs also means that there is a higher opening for the potential of the curative field to improve considerably. As the estimate of nurses increase, the estimate of Population working towards a better condition and curative field also increases.

In addition, nursing jobs also give a someone an emotional fulfillment, aside from fulfillment in vocation and financial terms. The idea of being able to enlarge help to those who need it, as nurses contribute nursing care that is much-needed and very important, the hope of getting nursing jobs shines even brighter. Nursing jobs will allow Population the opening to help others. Some are even able to convert lives.

It is true that nursing jobs are now determined one of the noblest jobs in the world, and a lot of Population are scrambling to join the bandwagon. Doing so is a good choice. Choosing a nursing job is the kind of option that benefits the someone manufacture the choice, the Population nearby him, and the society as well.

The Benefits of Nursing Jobs

Lpn (Licensed Practical Nurse) Job article - They perform a Much Needed service

If it weren't for licensed practical nurses (Lpns), an already overworked staff of registered nurses and nurse practitioners, would find their days even more stressful. Lpns, called Lvns (licensed vocational nurses) in Texas and California can be notion of as those who contribute a very personal level of care to the patient.

While they regularly work under the administration of physicians and Rns, their responsibilities growth as they come to be more proficient. You'll find Lpns taking vitals, monitoring in and out volumes, turning patients to forestall bedsores, treating and/or dressing wounds, providing enemas and much more.

Nursing Home Administrator Job Description

You'll also see Lpns recording vitals, taking measurements of height, weight, temperature, blood pressure, pulse and respiration, giving alcohol rubs, helping patients deal with personal hygiene and providing a kindly face and caring heart as each patient journeys toward recovery.

In the old-time war movies, you'd see wounded soldiers speak of an angel of mercy (meaning a nurse), and while Lpns did not exist in those days; today's Lpns are the ones helping patients on a day-to-day basis, providing the personal care a registered nurse or nurse practitioner might be too busy to provide.

Because state laws vary, you'll find some Lpns administering prescribed medicines, beginning Ivs, while in other states this may not be part of their job description. Because many patients will discontinue their convalescence at home, it's often needful for Lpns to spend time with house members, instructing them in the intricacies of home care for a loved one, providing instructions to house who otherwise might seem overwhelmed.

Lpns and Babies: Because policies often vary from state to state, or in a single hospital, it's difficult to contribute a definitive reply Lpn's job description, some Lpns would be complicated with assisting in the delivery, care and feeding of a newborn.

While most Lpns will find they are generalists, meaning their work is in assorted areas of medicine and healthcare, safe bet Lpns will spend their time in nursing homes, a doctor's office, or home health care. legitimately Lpns have a place in assisted living facilities or nursing homes where they will help in the evaluating of residents, establish plans of care, and of supervise nurses' aides.

You might find an Lpn in a doctor's office or clinic, being responsible for appointments, scheduling flu shots, filing curative charts, etc. Lpns are vital to the smooth flow of the health care profession and without them; Rn and Np would legitimately find their jobs more difficult. While we've sought to give a normal feeling of an Lpn's job description, the particulars may be unique to their place of employment.

Remember this as you reconsider your work as an Lpn. Doctors and administrators may be at the top of the ladder, but nurses and Lpns are the heart and soul of the healthcare industry.

Lpn (Licensed Practical Nurse) Job article - They perform a Much Needed service

Literature reveal For Nursing Stress Interventions

Stress is a customary and identified question within the nursing profession. According to Atkinson stress occurs when one is faced with events or encounters that they realize as an endangerment to their physical or psychological well being (as sited in McGowan, 2001). Additionally stress levels will increase when controllability and predictability in a situation decrease. There is an inverse association in the middle of stress and job satisfaction, as stress goes up, job delight falls. As a result this increased stress could commonly results in decreased job delight and decreased ability of life. This could potentially conduce to nurses leaving the profession and as an end consequence, account for the current nursing shortage.

The cause of stress for nurses has found to be related to the nature of the profession. Included in these stressors are an intense work environment with extended work hours, weekends, night and holidays. According to Ruggiero (2003) stress could be related to variables of shift work, which is both physically and mentally taxing. This study also found varying degrees of depression in nurses fluctuating from mild to severe. Finally this study revealed that nurses were indifferent and disconnected to the job by feeling neither satisfied or unsatisfied with the work. Results such as these expose how large a question stress is for the profession of nursing.

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Factors of the intense emotional withhold that is needed for the inpatient and house is yet someone else burden of stress settled on nurse. In addition, exposures to pain, suffering and traumatic life events that the nurse caress on a daily basis can conduce to stress (Cohen-Katz, Capuano, Baker, & Shapiro, 2005). These concerns can lead to emotional exhaustion for nurses.

The lack of organizational withhold and involvement, which are face of the control of nurses can greatly sway job delight (McGowan, 2001). There is also a lack of control and power in an environment predominantly controlled by physicians. These stressors can conduce to psychological exhaustion and increased stress.

Consequently this leads to the inquire of what supportive interventions have been implemented for nurse, to decrease their stress thereby expanding their coping mechanisms. Would the availability of stress reducing programs conduce to coping mechanism and increase job satisfaction? Additionally how effective are these interventions?

In my preliminary search for stress interventions I encountered many studies settled in the Ovid database that site stress in nursing and other related condition care field. Key words such as stress management, burnout, job satisfaction, nursing retention, ability of life, environment and alternative therapies were utilized for this search. These studies revealed definitions of stress and countless and discrete causes and explanations for the stress experienced by nurses and other condition care workers.

There were comparative studies in the middle of separate nursing backgrounds and environment. For example medical-surgical nursing verses home-health nursing (Salmond & Ropis, 2005), which examined and compared the differences in both backgrounds. Finally it found both areas of practice had their own version of stress and it identified common stressors. Unfortunately no concrete measures were utilized to combat the problem

There were also illustrations comparing separate styles of management and how nursing stress is affected. Magnet organizations were compared with traditional assosication (Upenieks, 2003). The results of this singular study did prove that certain and supportive management could make a distinction in the levels of stress but again no specific stress intervention measures were used

There is a clear recognition and acknowledgement of the question of stress in nursing but there is a considerable lack of data that assuredly addressed the question with inherent certain interventions. The few studies discovered were all found to show certain results to some degree. These findings withhold the certain outcome that the initiation of actual stress interventions or programs within the workplace can offer.

The first study used the physical intervention of massage therapy over a 5 week period for nurses in a hospital premise (Bost & Wallis, 2006). This intervention was identified to sell out stress as well as withhold nurses individually and organizationally. The effects measured were physical and psychological. The study found no change in the physical findings of blood pressure and urinary cortisol levels, any way there was decrease in the State-Trait Anxiety account (Stai) in the medicine group compared to the control group. Although there was no physical benefits measured it did sell out the psychological effects of stress. These results suggest that gift the intervention of massage therapy is useful in decreasing anxiety levels, which in turn could sell out stress.

The other interventions researched complex a more interactive process. These studies called upon the motivation of the participants or nurses to take part in the intervention. The involvement of these nurse participants supports a need to decrease stress by their desire to assist in production changes internally that will sway them externally.

The use of mantra to relieve stress was one of these interventions. This examined the effectiveness of using a mantra or repeated mantra to sway the level of stress and emotional and spiritual well being. Mantra utilization was taught to condition care workers through a 5-part intervention schedule offered through the hospital prior to the study (Bormann et al., 2006). This is a good example of a valid and tangible intervention that can be offered to increase coping mechanism while decreasing stress. The findings supported the certain results of this study by showing a considerable reduction in perceived stress (Perceived Stress Scale), trait anxiety (State-Trait Anxiety Inventory), and trait anger (State-Trait Anger Inventory) post intervention. There was also an increase in ability of life and existential and total spiritual well-being.

Mindfulness-Based Stress reduction (Mbsr) schedule was a series of quantitative and qualitative studies offered and taught within the hospital work environment. This schedule specifically addressed the issue of stress for nurses. Mbsr is based on the belief of becoming mindful and fully gift in the moment without judgment (Cohen-Katz et al., 2005). The study measured levels of burnout, emotional exhaustion, emotional overextension and psychological distress.

This singular intervention schedule not only decreased the stress level post medicine but the control group also experienced a advantage prior to medicine while waiting for the program. This could be related to the desire to sell out stress in expectation of participating in the program. This additional withhold the need nurses have to make changes for the better by decreasing stress levels.

This Mbsr study again found a reduction in emotional exhaustion and an increased feeling of personal accomplishment in the medicine group post intervention. Furthermore these effects led to a decrease in stress that had a persisting sway over a three-month period. This validates the certain effects of the use of this intervention in the reduction of stress.

A third certain interactive intervention study was a program, which offered a conflict-management training class in order to decrease inherent stress for employees in condition care organizations. This singular study also supported the need to offer a way to prevent or decrease stress by creating a certain environment through personal empowerment. There was a considerable reduction pretest and posttest in role overload, interpersonal strain, role boundaries and psychological strain. The participants reported that they were better able to find balance in their position and were able to administrate the demands of their job (Haraway & Haraway, 2005). These findings confirm the need to make available even brief interventions such as this in an effort to sell out conflict. This could in turn sell out stress and increase perceived control and empowerment, which increases job satisfaction. Furthermore this would enhance work environment by production it more supportive

All of these programs discussed, offered intervention for at least one aspect of inherent stress factors. Reducing physical or emotional stress and gift more control and empowerment while creating a more certain working environment are all flourishing interventions to increase job satisfaction. Consequently increased job delight leads to decreased stress. The results of this study suggest a strong link was identified in the middle of the two issues (Ruggiero, 2003).

There is a common thread within all these interventions. They are available and effective interventions that can be implemented to become a part of nursing practice and other condition care workers in many separate condition care settings. These actual structured group interventions could be more effective to generate a decrease in stress individually. Programs such as these have a proven value and are a simple easy and relatively reasonable intervention. gift them to nurses and other condition care employees could be considered a inhibitive part for inherent stress.

In expanding these findings substantiate the need for quarterly stress reduction programs to be offered through hospitals and other curative employment organizations. The use of these and similar programs provide a far reaching advantage for the nursing profession. Anticipatory measures for the reduction of stress can increase job satisfaction, potentially increase nursing retention. Goals for these programs could comprise guidance in the stress management techniques, increase collective support, open communication, role strengthening and empowerment and personel increase to fully utilize certain interventions (Cohen-Katz et al., 2005).

Future studies in programs for stress intervention should comprise additional similar studies offered to a larger sample with long term and ongoing evaluations of their effectiveness. Consideration of other alternative adjunct intervention therapies that assist in stress reduction could be examined such as yoga and mediation. The use of these physically and emotionally stress-reducing techniques may also be effective in stress lessening and coping measures increasing.

It is my hope that in the hereafter interventions to prevent stress in nurses and condition care workers will be offered as a accepted part of a advantage box within all condition care organizations. Stress arresting can be a win-win situation where every person will benefit. Nurses will have decreased stress and increased coping mechanism, which will increase job satisfaction. This could lead to increased nurse retention. Subsequently as result of this contentment and increased ability of life the nurse will be a first-rate laborer and better able to provide care for themselves and their patients.

References
Bormann, J. E., Becker, S., Gershwin, M., Kelly, A., Pada, L., & Smith, T. L. Et al. (2006). association of frequent mantram repetition to emotional and spiritual well-being in healthcare workers. The Journal of persisting schooling in Nursing, 37(5), 218-224. Retrieved October 3, 2006, from Ovid data base
Bost, N., & Wallis, M. (2006). The effectiveness of a 15 tiny weekly massage in reducing physical and psychological stress in nurses. Australian Journal of advanced Nursing, 23(4), 28-33. Retrieved September 6, 2006, from Ovid data base
Cohen-Katz, J., Capuano, T., Baker, D. M., & Shapiro, S. (2005). The effects of mindfulness-based stress reduction on nurse stress and burnout, part Ii. Holistic Nursing Practice, , 26-35. Retrieved September 27, 2006, from Ovid data base
Haraway, D. L., & Haraway, W. M. (2005). Pathology of the result of conflict-management and resolution training on laborer stress at a healthcare organization. Hospital Topics: study and Perspectives on Healthcare, , 11-17. Retrieved October 28, 2006, from Ovid data base
McGowan, B. (2001). Self-reported stress and it's effects on nurses. Nursing Standard, 15(42), 33-38. Retrieved September 28, 2006, from Ovid data base
Ruggiero, J. S. (2003). Health, work variables, and job delight among nurses. Jona, 35(5), 254-263. Retrieved October 3, 2006, from Ovid data base
Salmond, S. & Ropis, P. E. (2005). Job stress and normal well-being: a comparative study of medical-surgical and home care nurses. Retrieved September 28, 2006, from Ovid data base
Upenieks, V. V. (2003). The interrelationship of organizational characteristics of magnet hospitals, nursing leadership, and nursing job satisfaction. condition Care Manager, 22(2), 83-98. Retrieved September 27, 2006, from Ovid data base

Literature reveal For Nursing Stress Interventions

someone Centered Care - From An institution To A Home

Recently, person-centered care in nursing homes has been receiving a great whole of attention. Organizations have advanced with the sole purpose of advancing the doctrine and approaches of this model of care. More nursing homes have undergone culture change by using a person-centered approach. And, there is an addition whole of publications written about person-centered care, person-first care, patient-centered care and resident-centered care in nursing homes. Although the doctrine behind this care model is not new, some of the specific approaches and methods used in nursing homes today are rather new and very exciting. It takes a total commitment, from the administration to floor staff, to make person-centered care work. If there has been some hesitancy in implementing this type of care in your facility, its time to get excited about the best way of delivering the most very individualized care there is. And, yes, you can do it!

First of all, leadership must believe in the person-centered model of care. This is no easy task for some administrators and directors of nursing, who have been used to more former forms of care. It involves more than prettying up the factory with more home-like vertebrate comforts. It is a doctrine of care that truly puts the resident in the town of the care process. Routines, schedules and tasks become secondary to the needs, desires and pace of the resident.

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Second, leadership must get all employees on board with this type of thinking. Nursing, public services, activities, dietary, housekeeping and laundry, and therapies must be educated and shown the benefits of this kind of care in order to believe that it can and will work in their facility. Skilled nursing homes have traditionally in case,granted institutionalized care under the old curative model that places medication passes, treatments, dinning schedules, and pre-scheduled activities before the needs of the resident. Leadership must emphasize that person-centered care essentially turns this old model of care upside down.

Third, leadership must get residents and families complicated in designing, customizing and implementing person-centered care straight through active participation in one-on-one discussions, resident council meetings, and family focus groups. administration and staff cannot make all the decisions that go into care without important input from those they care for. Residents provide important information concerning care issues such as when they like to wake up in the morning and when they like to go to bed, what they like to eat and when they would like to eat, preference of a bath, shower, or some other bathing experience, preference of caregiver, and where they would like to live in the facility. Families offer details on their loved ones history, likes and dislikes, religious and spiritual preferences, past occupations and careers, and hobbies. All of this input helps staff to originate a more unique and individualized resident-centered care environment and experience.

Fourth, leadership gathers all of the ideas and information they have collected from residents, families, and staff and rolls out their special version of person-centered care in their building. Their model of care may consist of breaking down long hospital-like hallways and corridors (which are very base in many nursing homes) into smaller neighborhoods or communities of 6 to 8 residents. They may wish to have caregivers assign themselves to each neighborhood and provide consistent assignments. They may want to provide cross-training for nursing assistants in activities and housekeeping and originate a new position: the person-centered specialist. They may endorse natural waking and retiring, liberalized diets, easy entrance to outdoors, and spontaneous activities 24 hours a day. These are just a few ideas that facilities can consist of in their journey straight through person-centered care.

Last, all employees must feel person-centered care in their hearts. This is where real care from anyway. It can also be where true culture change comes from, turning their once former and institutional factory into a person-centered home where residents want to live, families want to visit and staff want to work. Employees must also understand something else very important about person-centered care: it is not an end unto itself. Instead, it is a process, a ongoing journey, and one in which mistakes will be made and processes changed in order to permanently improve not only the quality of care in nursing homes, but the quality of life itself.

someone Centered Care - From An institution To A Home

The hereafter of the Nursing Profession

What is the hereafter of nursing careers? Predictions are that in 10 or 20 years, it will look nothing like it does today! With new technologies and drugs, changes in assurance and health care policies, and the shortage in nurses, the profession will have to reinvest itself. Many nursing functions will be automated. For example, documentation and updating inpatient records, smart beds to monitor vital signs, bar codes, and self-acting treatment carts could sacrifice the time and errors in dispensing medications, and voice-activated technology would eliminate the need to enduringly write things down. Other nursing task such as serving meals will be taken over by aides. This would give nurses more time to provide a human touch to their patients.

As a supervene of nursing shortages, healthcare facilities will be forced to use their nurses judiciously. Nurses will spend more time at the bedside as educators and care coordinators to refocus on the patient. With the lengths of inpatient stays shortening, nurses will have to make the best use of a shrinking estimate of time hospital stays. Nurses will also spend more time in administration and administration positions. They will need to know how to access knowledge and replacement it to the inpatient and their loved ones.

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The changes in technology will perhaps attract more men and minorities into the profession. Greater emphasis must be placed on supporting teaching careers and recruiting educators from diverse cultural backgrounds to ease the serious shortage of nursing school faculty. Therefore, more loans and scholarships for master's and PhDs would also have to be in place, and the colleges would have to pay the instructors more money.

If the nursing shortage continues, hospitals may have to be reserved only for the very sickest. That means that the estimate of inpatient care will increase, as will the need for home health care nurses. They will also serve more prominent roles in clinics, consulting firms, assurance companies, and software and technology companies. Nurses in the hereafter would probably do much more population-based or community health care. They will identify risks and produce priorities for definite populations and groups. They will provide community schooling and work with employers and assurance payers to produce programs that save money as well as promote health.

Nurse practitioners have a involving hereafter especially in geriatrics and gerontology. With the baby boomer generation reaching retirement, those nurses who are themselves baby boomers but are not yet ready to retire may find themselves in the role of consultants. They would be the geriatric providers of option because they would have a good comprehension of aging.

As technology and research progresses, in linking persisting illnesses to behaviors, nurses would focus more on preventing the illnesses rather than treatment. Also, drugs designed for healthcare that targets diseases before they start, and identifying risks for those diseases will improve preventive care. This means that population are going to have to learn to take care of themselves more. The nursing shortage and rising health care costs will also put pressure on the health care theory to turn from an illness model to a wellness and arresting model.

Therefore, no matter what the hereafter holds, nurses will have be prepared to keep learning, growing, and expanding and changing alongside he transformative role of the healthcare profession. That obviously comes easier when one is passionate about the career.

The hereafter of the Nursing Profession

Hospice Fraud - A relate For Employees, Whistleblowers, Attorneys, Lawyers and Law Firms

Hospice fraud in South Carolina and the United States is an increasing question as the number of hospice patients has exploded over the past few years. From 2004 to 2008, the number of patients receiving hospice care in the United States grew practically 40% to nearly 1.5 million, and of the 2.5 million citizen who died in 2008, nearly one million were hospice patients. The wonderful majority of citizen receiving hospice care receive federal benefits from the federal government through the Medicare or Medicaid programs. The condition care providers who contribute hospice services traditionally enroll in the Medicare and Medicaid programs in order to qualify to receive payments under these government programs for services rendered to Medicare and Medicaid eligible patients.

While most hospice condition care organizations contribute approved and ethical treatment for their hospice patients, because hospice eligibility under Medicare and Medicaid involves clinical judgments which may ensue in the payments of large sums of money from the federal government, there are large opportunities for fraudulent practices and false billing claims by unscrupulous hospice care providers. As modern federal hospice fraud compulsion actions have demonstrated, the number of condition care clubs and individuals who are willing to try to defraud the Medicare and Medicaid hospice benefits programs is on the rise.

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A modern example of hospice fraud appealing a South Carolina hospice is Southern Care, Inc., a hospice company that in 2009 paid .7 million to decree an Fca case. The defendant operated hospices in 14 other states, too, including Alabama, Georgia, Indiana, Iowa, Kansas, Louisiana, Michigan, Mississippi, Missouri, Ohio, Pennsylvania, Texas, Virginia and Wisconsin. The alleged frauds were that patients were not eligible for hospice, to wit, were not terminally ill, lack of documentation of final illnesses, and that the company marketed to possible patients with the promise of free medications, supplies, and the provision of home condition aides. Southern Care also entered into a 5-year Corporate Integrity business agreement with the Oig as part of the settlement. The qui tam relators received practically million.

Understanding the Consequences of Hospice Fraud and Whistleblower Actions

U.S. And South Carolina consumers, including hospice patients and their family members, and condition care employees who are employed in the hospice industry, as well as their Sc lawyers and attorneys, should wise up themselves with the basics of the hospice care industry, hospice eligibility under the Medicare and Medicaid programs, and hospice fraud schemes that have industrialized over the country. Consumers need to safe themselves from unethical hospice providers, and hospice employees need to guard against knowingly or unwittingly participating in condition care fraud against the federal government because they may subject themselves to executive sanctions, including lengthy exclusions from working in an society which receives federal funds, large civil monetary penalties and fines, and criminal sanctions, including incarceration. When a hospice employee discovers fraudulent escort appealing Medicare or Medicaid billings or claims, the employee should not participate in such behavior, and it is imperative that the unlawful escort be reported to law compulsion and/or regulatory authorities. Not only does reporting such fraudulent Medicare or Medicaid practices shield the hospice employee from exposure to the foregoing administrative, civil and criminal sanctions, but hospice fraud whistleblowers may benefit financially under the reward provisions of the federal False Claims Act, 31 U.S.C. §§ 3729-3732, by bringing false claims suits, also known as qui tam or whistleblower suits, against their employers on profit of the United States.

Types of Hospice Care Services

Hospice care is a type of condition care assistance for patients who are terminally ill. Hospices also contribute hold services for the families of terminally ill patients. This care includes corporeal care and counseling. Hospice care is commonly in case,granted by a communal division or incommunicable company popular ,favorite by Medicare and Medicaid. Hospice care is available for all age groups, including children, adults, and the elderly who are in the final stages of life. The purpose of hospice is to contribute care for the terminally ill patient and his or her family and not to cure the final illness.

If a patient qualifies for hospice care, the patient can receive healing and hold services, including nursing care, healing communal services, physician services, counseling, homemaker services, and other types of services. The hospice patient will have a team of doctors, nurses, home condition aides, communal workers, counselors and trained volunteers to help the patient and his or her family members cope with the symptoms and consequences of the final illness. While many hospice patients and their families can receive hospice care in the comfort of their home, if the hospice patient's condition deteriorates, the patient can be transferred to a hospice facility, hospital, or nursing home to receive hospice care.

Hospice Care Statistics

The number of days that a patient receives hospice care is often referenced as the "length of stay" or "length of service." The distance of assistance is dependent on a number of different factors, including but not little to, the type and stage of the disease, the ability of and access to condition care providers before the hospice referral, and the timing of the hospice referral. In 2008, the median distance of stay for hospice patients was about 21 days, the median distance of stay was about 69 days, practically 35% of hospice patients died or were discharged within 7 days of the hospice referral, and only about 12% of hospice patients survived longer than 180 days.

Most hospice care patients receive hospice care in incommunicable homes (40%). Other locations where hospice services are in case,granted are nursing homes (22%), residential facilities (6%), hospice patient facilities (21%), and acute care hospitals (10%). Hospice patients are ordinarily the elderly, and hospice age group percentages are 34 years or less (1%), 35 - 64 years (16%), 65 - 74 years (16%), 75 - 84 years (29%), and over 85 years (38%). As for the final illness resulting in a hospice referral, cancer is the diagnosis for practically 40% of hospice patients, followed by debility unspecified (15%), heart disease (12%), dementia (11%), lung disease (8%), stroke (4%) and kidney disease (3%). Medicare pays the great majority of hospice care expenses (84%), followed by incommunicable guarnatee (8%), Medicaid (5%), charity care (1%) and self pay (1%).

As of 2008, there were practically 4,700 locations which were providing hospice care in the United States, which represented about a 50% increase over ten years. There were about 3,700 clubs and organizations which were providing hospice services in the United States. About half of the hospice care providers in the United States are for-profit organizations, and about half are non-profit organizations.
General overview of the Medicare and Medicaid Programs

In 1965, Congress established the Medicare program to contribute condition guarnatee for the elderly and disabled. Payments from the Medicare program arise from the Medicare Trust fund, which is funded by government contributions and through payroll deductions from American workers. The Centers for Medicare and Medicaid Services (Cms), previously known as the condition Care Financing supervision (Hcfa), is the federal division within the United States division of condition and Human Services (Hhs) that administers the Medicare program and works in partnership with state governments to administer Medicaid.

In 2007, Cms reorganized its ten geography-based field offices to a Consortia structure based on the agency's key lines of business: Medicare condition plans, Medicare financial management, Medicare fee for assistance operations, Medicaid and children's health, peruse & certification and ability improvement. The Cms consortia consist of the following:

• Consortium for Medicare condition Plans Operations
• Consortium for Financial supervision and Fee for assistance Operations
• Consortium for Medicaid and Children's condition Operations
• Consortium for ability revising and peruse & Certification Operations

Each consortium is led by a Consortium Administrator (Ca) who serves as the Cms's national focal point in the field for their company line. Each Ca is responsible for consistent implementation of Cms programs, course and advice over all ten regions for matters pertaining to their company line. In increasing to accountability for a company line, each Ca also serves as the Agency's senior supervision lawful for two or three Regional Offices (Ros), representing the Cms Administrator in external matters and overseeing executive operations.

Much of the daily supervision and carrying out of the Medicare program is managed through incommunicable guarnatee clubs that covenant with the Government. These incommunicable guarnatee companies, sometimes called "Medicare Carriers" or "Fiscal Intermediaries," are charged with and responsible for accepting Medicare claims, determining coverage, and development payments from the Medicare Trust Fund. These carriers, including Palmetto Government Benefits Administrators (hereinafter "Pgba"), a division of Blue Cross and Blue Shield of South Carolina, operate pursuant to 42 U.S.C. §§ 1395h and 1395u and rely on the good faith and faithful representations of condition care providers when processing claims.

Over the past forty years, the Medicare program has enabled the elderly and disabled to secure vital healing services from healing providers throughout the United States. vital to the success of the Medicare program is the underlying conception that condition care providers accurately and assuredly submit claims and bills to the Medicare Trust Fund only for those healing treatments or services that are legitimate, reasonable and medically necessary, in full compliance with all laws, regulations, rules, and conditions of participation, and, further, that healing providers not take benefit of their elderly and disabled patients.

The Medicaid program is available only to clear low-income individuals and families who must meet eligibility requirements set forth by federal and state law. Each state sets its own guidelines with regard to eligibility and services. Although administered by private states, the Medicaid program is funded primarily by the federal government. Medicaid does not pay money to patients; rather, it sends payments directly to the patient's condition care providers. Like Medicare, the Medicaid program depends on condition care providers to accurately and assuredly submit claims and bills to program administrators only for those healing treatments or services that are legitimate, reasonable and medically necessary, in full compliance with all laws, regulations, rules, and conditions of participation, and, further, that healing providers not take benefit of their indigent patients.

Medicare & Medicaid Hospice Laws Which affect Sc Hospices

Hospice fraud occurs when hospice organizations, by and through their employees, agents and owners, knowingly violate the terms and conditions of the applicable Medicare and Medicaid hospice statutes, regulations, rules and conditions of participation. In order to be able to recognize hospice fraud, hospices, hospice patients, hospice employees and their attorneys and lawyers must know the Medicare laws and requirements relating to hospice care benefits.

Medicare's two main sources of authorization for hospice benefits are found in the communal safety Act and the U.S. Code of Federal Regulations. The statutory provisions are primarily found at 42 U.S.C. §§ 1395d, 1395e, 1395f(a)(7), 1395x(d)(d), and 1395y, and the regulatory provisions are found at 42 C.F.R. Part 418.

To be eligible for Medicare benefits for hospice care, the patient must be eligible for Medicare Part A and be terminally ill. 42 C.F.R. § 418.20. final illness is established when "the private has a healing diagnosis that his or her life expectancy is 6 months or less if the illness runs its normal course." 42 C.F.R. § 418.3; 42 U.S.C. § 1395x(d)(d)(3). The patient's physician and the healing director of the hospice must warrant in writing that the patient is "terminally ill." 42 U.S.C. § 1395f(a)(7); 42 C.F.R. § 418.20. After a patient's initial certification, Medicare provides for two ninety-day benefit periods followed by an unlimited number of sixty-day benefit periods. 42 U.S.C. § 1395d(a)(4). At the end of each ninety- or sixty-day period, the patient can be re-certified only if at that time he or she has less than six months to live if the illness runs its normal course. 42 U.S.C. § 1395f(a)(7)(A). The written certification and re-certifications must be maintained in the patient's healing records. 42 C.F.R. § 418.23. A written plan of care must be established for each patient setting forth the types of hospice care services the patient is scheduled to receive, 42 U.S.C. § 1395f(a)(7)(B), and the hospice care has to be in case,granted in accordance with such plan of care. 42 U.S.C. § 1395f(a)(7)(C); 42 C.F.R. § 418.56. Clinical records for each hospice patient must be maintained by the hospice, including plan of care, assessments, clinical notes, signed notice of election, patient responses to medication and therapy, physician certifications and re-certifications, outcome data, expand directives and physician orders. 42 C.F.R. § 418.104.

The hospice must secure a written notice of choosing from the patient to elect to receive Medicare hospice benefits. 42 C.F.R. § 418.24. Importantly, once a patient has elected to receive hospice care benefits, the patient waives Medicare benefits for healing treatment for the final disease upon which is the admitting diagnosis. 42 C.F.R. § 418.24(d).

The hospice must designate an Interdisciplinary Group (Idg) or groups composed of individuals who work together to meet the physical, medical, psychosocial, emotional, and spiritual needs of the hospice patients and families facing final illness and bereavement. 42 C.F.R. § 418.56. The Idg members must contribute the care and services offered by the hospice, and the group, in its entirety, must supervise the care and services. A registered nurse that is a member of the Idg must be designated to contribute coordination of care and to ensure continuous assessment of each patient's and family's needs and implementation of the interdisciplinary plan of care. The interdisciplinary group must include, but is not little to, the following grand and competent professionals: (i) A physician of treatment or osteopathy (who is an employee or under covenant with the hospice); (ii) A registered nurse; (iii) A communal worker; and, (iv) A pastoral or other counselor. 42 C.F.R. § 418.56.

The Medicare hospice regulations, at 42 C.F.R. § 418.200, summarize the requirements for hospice coverage in pertinent part as follows:

To be covered, hospice services must meet the following requirements. They must be reasonable and vital for the palliation and supervision of the final illness as well as related conditions. The private must elect hospice care in accordance with §418.24. A plan of care must be established and periodically reviewed by the attending physician, the healing director, and the interdisciplinary group of the hospice program as set forth in §418.56. That plan of care must be established before hospice care is provided. The services in case,granted must be consistent with the plan of care. A certification that the private is terminally ill must be completed as set forth in section §418.22.

The communal safety Act, at 42 U.S.C. § 1395y(a), limits Medicare hospice benefits, providing in pertinent part as follows: "Notwithstanding any other provision of this title, no cost may be made under part A or part B for any expenses incurred for items or services-... (C) in the case of hospice care, which are not reasonable and vital for the palliation or supervision of final illness...." 42 C.F.R. § 418.50 (hospice care must be "reasonable and vital for the palliation and supervision of final illness"). Palliative care is defined in the regulations as "patient and family-centered care that optimizes ability of life by anticipating, preventing, and treating suffering. Palliative care throughout the continuum of illness involves addressing physical, intellectual, emotional, social, and spiritual needs and to facilitate patient autonomy, access to information, and choice." 42 C.F.R. § 418.3.

Medicare pays hospice agencies a daily rate for each day a beneficiary is enrolled in the hospice benefit and receives hospice care. The daily payments are made regardless of the number of services furnished on a given day and are intended to cover costs that the hospice incurs in furnishing services identified in the patient's plan of care. There are four levels of payments which are made based on the number of care required to meet beneficiary and family needs. 42 C.F.R. § 418.302; Cms Hospice Fact Sheet, November 2009. These four levels, and the corresponding 2010 daily rates, are as follows: habit home care (2.91); continuous home care (4.10); patient respite care (7.83); and, normal patient care (5.74).

The composition every year cap per patient in 2009 was ,014.50. This cap is considered by adjusting the primary hospice patient cap of ,500, set in 1984, by the consumer Price Index. See Cms Internet-Only manual 100-04, lesson 11, section 80.2; 42 U.S.C. § 1395f(i); 42 C.F.R. § 418.309. The Medicare Claims Processing Manual, at lesson 11 - Processing Hospice Claims, in Section 80.2, entitled "Cap on total Hospice Reimbursement," provides in pertinent part as follows: "Any payments in excess of the cap must be refunded by the hospice."

Hospice patients are responsible for Medicare co-insurance payments for drugs and respite care, and the hospice may fee the patient for these co-insurance payments. However, the co-insurance payments for drugs are little to the lesser of or 5% of the cost of the drugs to the hospice, and the co-insurance payments for respite care are ordinarily 5% of the cost made by Medicare for such services. 42 C.F.R. § 418.400.

The Medicare and Medicaid programs want institutional condition care providers, including hospice organizations, to file an enrollment application in order to qualify to receive the programs' benefits. As part of these enrollment applications, the hospice providers warrant that they will comply with Medicare and Medicaid laws, regulations, and program instructions, and additional warrant that they understand that cost of a claim by Medicare and Medicaid is conditioned upon the claim and underlying transaction complying with such program laws and requirements. The Medicare Enrollment Application which hospice providers must execute, Form Cms-855A, states in part as follows: "I agree to abide by the Medicare laws, regulations and program instructions that apply to this provider. The Medicare laws, regulations, and program instructions are available through the Medicare contractor. I understand that cost of a claim by Medicare is conditioned upon the claim and the underlying transaction complying with such laws, regulations, and program instructions (including, but not little to, the Federal Aks and Stark laws), and on the provider's compliance with all applicable conditions of participation in Medicare."

Hospices are ordinarily required to bill Medicare on a monthly basis. See the Medicare Claims Processing Manual, at lesson 11 - Processing Hospice Claims, in Section 90 - Frequency of Billing. Hospices ordinarily file their hospice Medicare claims with their Fiscal Intermediary or Medicare Carrier pursuant to the Cms Claims manual Form Cms 1450 (sometime also called a Form Ub-04 or Form Ub-92), whether in paper or electronic form. These claim forms contain representations and certifications which state in pertinent part that: (1) misrepresentations or falsifications of vital information may serve as the basis for civil monetary penalties and criminal convictions; (2) submission of the claim constitutes certification that the billing information is true, definite and complete; (3) the submitter did not knowingly or recklessly disregard or misrepresent or conceal material facts; (4) all required physician certifications and re-certifications are on file; (5) all required patient signatures are on file; and, (6) for Medicaid purposes, the submitter understands that because cost and satisfaction of this claim will be from Federal and State funds, any false statements, documents, or concealment of a material fact are subject to prosecution under applicable Federal or State Laws.

Hospices must also file with Cms an every year cost and data article of Medicare payments received. 42 U.S.C. § 1395f(i)(3); 42 U.S.C. § 1395x(d)(d)(4). The every year hospice cost and data reports, Form Cms 1984-99, contain representations and certifications which state in pertinent part that: (1) misrepresentations or falsifications of information contained in the cost article may be punishable by criminal, civil and executive actions, including fines and/or imprisonment; (2) if any services identified in the article were the product of a direct or indirect kickback or were otherwise illegal, then criminal, civil and executive actions may result, including fines and/or imprisonment; (3) the article is a true, definite and unblemished statement ready from the books and records of the provider in accordance with applicable instructions, except as noted; and, (4) the signing officer is well-known with the laws and regulations with regard to the provision of condition care services and that the services identified in this cost article were in case,granted in compliance with such laws and regulations.

Hospice Anti-Fraud compulsion Statutes

There are a number of federal criminal, civil and executive compulsion provisions set forth in the Medicare statutes which are aimed at preventing fraudulent conduct, including hospice fraud, and which help maintain program integrity and compliance. Some of the more important compulsion provisions of the Medicare statutes contain the following: 42 U.S.C. § 1320a-7b (Criminal fraud and anti-kickback penalties); 42 U.S.C. § 1320a-7a and 42 U.S.C. § 1320a-8 (Civil monetary penalties for fraud); 42 U.S.C. § 1320a-7 (Administrative exclusions from participation in Medicare/Medicaid programs for fraud); 42 U.S.C. § 1320a-4 (Administrative subpoena power for the Comptroller General).

Other criminal compulsion provisions which are used to combat Medicare and Medicaid fraud, including hospice fraud, contain the following: 18 U.S.C. § 1347 (General condition care fraud criminal statute); 21 U.S.C. §§ 353, 333 (Prescription Drug Marketing Act); 18 U.S.C. § 669 (Theft or Embezzlement in relationship with condition Care); 18 U.S.C. § 1035 (False statements relating to condition Care); 18 U.S.C. § 2 (Aiding and Abetting); 18 U.S.C. § 3 (Accessory after the Fact); 18 U.S.C. § 4 (Misprision of a Felony); 18 U.S.C. § 286 (Conspiracy to defraud the Government with respect to Claims); 18 U.S.C. § 287 (False, Fictitious or Fraudulent Claims); 18 U.S.C. § 371 (Criminal Conspiracy); 18 U.S.C. § 1001 (False Statements); 18 U.S.C. § 1341 (Mail Fraud); 18 U.S.C. § 1343 (Wire Fraud); 18 U.S.C. § 1956 (Money Laundering); 18 U.S.C. § 1957 (Money Laundering); and, 18 U.S.C. § 1964 (Racketeer Influenced and Corrupt Organizations ("Rico")).

The False Claims Act (Fca)

Hospice fraud whistleblowers may benefit financially under the reward provisions of the federal False Claims Act, 31 U.S.C. §§ 3729-3732, by bringing false claims suits, also known as qui tam or whistleblower suits, against their employers on profit of the United States. The plaintiff in a hospice fraud whistleblower suit is also known as a relator. The most base Fca provisions upon which hospice fraud qui tam or whistleblower relators rely are found in 31 U.S.C. § 3729: (A) knowingly presents, or causes to be presented, a false or fraudulent claim for cost or approval; (B) knowingly makes, uses, or causes to be made or used, a false article or statement material to a false or fraudulent claim; (C) conspires to commit a violation of subparagraph (A), (B), (D), (E), (F), or (G);..., and, (G) knowingly makes, uses, or causes to be made or used, a false article or statement material to an compulsion to pay or send money or asset to the Government, or knowingly conceals or knowingly and improperly avoids or decreases an compulsion to pay or send money or asset to the Government.... There is no requirement to prove definite intent to defraud. Rather, it is only vital to prove actual knowledge of the false claims, false statements, or false records, or the defendant's deliberate indifference or reckless disregard of the truth or falsity of the information. 31 U.S.C. § 3729(b).

The Fca anti-retaliation provision protects the hospice whistleblower from retaliation from the hospice when the employee (or a contractor) "is discharged, demoted, suspended, threatened, harassed, or in any other manner discriminated against in the terms and conditions of employment" for taking action to try to stop the fraudulent activity. 31 U.S.C. § 3730(h). A hospice employee's relief includes reinstatement, 2 times the number of back pay, interest on the back pay, and compensation for any extra damages sustained as a ensue of the discrimination or retaliation, including litigation costs and reasonable attorneys' fees.

A Sc hospice fraud Fca whistleblower would initially file a disclosure statement, complaint and supporting documents with the U.S. Attorney's Office in Columbia, South Carolina, and the Us Attorney General. After the disclosures are filed, a federal court complaint can be filed. The Sc division where the frauds occurred, the relator's residence, and the defendant residence, will decree which division the case will be assigned. There are eleven federal court divisions in South Carolina. Once the case has been filed, the government has 60 days to decree whether or not to intervene. While this time, federal government investigators located in South Carolina will explore the claims. If the case complicated Medicaid, Sc Medicaid fraud unit investigators will likely become complicated as well. If the government intervenes in the case, the U.S. Attorney for South Carolina is commonly the lead attorney. If the government does not intervene, the relator's Sc attorney will prosecute the case. In South Carolina, expect a qui tam case to take one to two years to get to trial.

Tips on Recognizing Hospice Fraud Schemes

The Hhs Office of Inspector normal (Oig) has issued extra Fraud Alerts for fraudulent and abusive practices of hospices. U.S. And South Carolina hospices, patients, hospice employees and whistleblowers, their attorneys and lawyers, should be well-known with these hospice fraud practices. Tips on recognizing hospice frauds in South Carolina and the U.S. Are:

• A hospice offering free goods or goods at below market value to induce a nursing home to refer patients to the hospice.
• False representations in a hospice's Medicare/Medicaid enrollment form.
• A hospice paying "room and board" payments to the nursing home in amounts in excess of what the nursing home would have received directly from Medicaid had the patient not been enrolled in the hospice.
• False statements in a hospice's claim form (Cms Forms 1450, Ub-04 or Ub-92).
• A hospice falsely billing for services that were not reasonable or vital for the palliation of the symptoms of a terminally ill patient.
• A hospice paying amounts to the nursing home for "additional" services that Medicaid considered included in its room and board cost to the hospice.
• A hospice paying above fair market value for "additional" non-core services which Medicaid does not consider to be included in its room and board payments to the nursing home.
• A hospice referring patients to a nursing home to induce the nursing home to refer its patients to the hospice.
•A hospice providing free (or below fair market value) care to nursing home patients, for whom the nursing home is receiving Medicare cost under the skilled nursing premise benefit, with the prospect that after the patient exhausts the skilled nursing premise benefit, the patient will receive hospice services from that hospice.
• A hospice providing staff at its charge to the nursing home to achieve duties that otherwise would be performed by the nursing home.
• Incomplete or no written Plan of Care was established or reviewed at definite intervals.
• Plan of Care did not contain an assessment of needs.
• Fraudulent statements in a hospice's cost article to the government.
• notice of choosing was not obtained or was fraudulently obtained.
• Rn supervisory visits were not made for home condition aide services.
• Certification or Re-certification of final illness was not obtained or was fraudulently obtained.
• No Plan of care was included for bereavement services.
• Fraudulent billing for upcoded levels of hospice care.
• Hospice did not escort a self-assessment of ability and care provided.
• Clinical records were not maintained for every patient.
• Interdisciplinary group did not recapitulate and update the plan of care for each patient.

Recent Hospice Fraud compulsion Cases

The Doj and U.S. Attorney's Offices have been active in enforcing hospice fraud cases.

In 2009, Kaiser Foundation Hospitals located an Fca lawsuit by paying .8 million to the federal government. The defendant assertedly failed to secure written certifications of final illness for a number of its patients.

In 2006, Odyssey Healthcare, a national hospice provider, paid .9 million to decree a qui tam suit for false claims under the Fca. The hospice fraud allegations were ordinarily that Odyssey billed Medicare for providing hospice care to patients when they were not terminally ill and ineligible for Medicare hospice benefits. A Corporate Integrity business agreement was also a part of the settlement. The hospice fraud qui tam relator received .3 million for blowing the whistle on the defendant.

In 2005, Faith Hospice, Inc., located claims an Fca claim for 0,000. The hospice fraud allegations were ordinarily that Faith Hospice billed Medicare for providing hospice care to patients more than half of whom were not terminally ill.

In 2005, Home Hospice of North Texas located an Fca claim for 0,000 with regard to allegations of fraudulently billing Medicare for ineligible hospice patients.

In 2000, Michigan osteopath Donald Dreyfuss, who pleaded guilty to criminal fraud charges, including violation of the Aks for receiving illegal kickbacks from a hospice for recommending the hospice to the staff of his nursing home, located an Fca suit for million.

Conclusion

Hospice fraud is a growing question in South Carolina and throughout the United States. South Carolina hospice patients, hospice employees, and their Sc lawyers and attorneys, should be well-known with the basics of the hospice care industry, hospice eligibility under the Medicare and Medicaid programs, and typical hospice fraud schemes. Hospice organizations should take steps to ensure full compliance with Medicare/Medicaid hospice billing requirements to avoid hospice fraud allegations and Fca litigation.

© 2010 Joseph P. Griffith, Jr.

Hospice Fraud - A relate For Employees, Whistleblowers, Attorneys, Lawyers and Law Firms