Baltimore hospital settles allegations of disability discrimination with $180,000 payment | Legal Newsline

BALTIMORE (Legal Newsline) — The U.S. Equal Employment Opportunity Commission (EEOC) announced April 27 that Harbor Hospital Inc., trading as MedStar Hospital, will pay $179,576 after allegations of federal disability discrimination.

Source: Baltimore hospital settles allegations of disability discrimination with $180,000 payment | Legal Newsline

“Health care providers, like all employers, must be mindful of the obligation to provide a reasonable accommodation that allows an employee with a disability to remain employed,” said EEOC Philadelphia district office director Spencer H. Lewis Jr. “It’s not only a good employment practice to retain loyal and productive workers; it’s required by federal law.”

According to EEOC, MedStar Harbor Hospital violated the Americans with Disabilities Act (ADA) when it fired Jerome Alston, a respiratory therapist, because of his disability. Alston had had a kidney transplant and needs to take medications. These medications weaken his immune system. Alston asked for a “work-around” accommodation, so that he would not have to work in isolation rooms with a mechanical ventilation system designed to trap infectious airborne materials. MedStar did not grant him the accommodation and fired him instead, EEOC said.

“An employer must provide a reasonable accommodation to an employee with a disability such as renal failure, whether it is needed because of limitations caused by the disability itself or by the side effects of medication or treatment for the disability,” said EEOC regional attorney Debra M. Lawrence. “We are pleased that MedStar Harbor Hospital took these claims seriously, cooperated in resolving this matter, and agreed to make meaningful policy changes to ensure that its employees and applicants are protected from disability discrimination and receive the accommodations to which they are entitled under the ADA.”

Lessons from High Performing Hospitals: Achieving Patient and Family-Centered Care

Source: Lessons from High Performing Hospitals

Lessons from High Performing Hospitals: Achieving Patient and Family-Centered Care

Patient-Centered Care In A Nutshell

  • Providers partner with patients to anticipate and satisfy the full range of patient needs and preferences
  • Hospitals support staff in achieving their professional aspirations and personal goals

A Consistent Finding: It’s All About Culture

  • High performing sites credited their HCAHPS success not to specific practices, but to a well-established culture of patient-centered care
  • High performing sites had implemented a comprehensive approach to patient engagement, family involvement and staff engagement
  • Improvement Guide reflects this key finding, providing guidance for implementing practices within a broader framework of organizational culture change

Disability Rights and Accommodations: Setting A Standard of Care

APHA 2014 Poster Presentation

Tanya Friese, DNP(c), RN, CNL, Department of Community, Systems, and Mental Health Nursing, Rush University College of Nursing, Chicago, IL
Shelia Dugan, MD , Department of Neurosurgery and the Department of Preventive Medicine, Rush University Medical Center, Chicago, IL
Sarah Ailey, PhD, RN, CDDN, APHN-BC , College of Nursing, Community, Systems and Mental Health Nursing, Rush University, Chicago, IL
Paula Brown, MBA , Office for Equal Opportunity, Rush University Medical Center, Chicago, IL

Background: 
In 1991, Rush University Medical Center (RUMC) chartered the ADA Task Force with a charge to implement policies for individuals with disabilities, champion inclusion, and educate people on how working with and hiring persons with disabilities enriches our global village.
Methods: 
The Task Force meets monthly with members including administrators, staff, faculty, and inter professional students.  Purposefully the task force includes decision makers in human resources, patient services, transportation, building and maintenance, and curriculum, among others, in order to facilitate implementation of solutions to issues with access, discrimination, and accommodation.