CALA Human Resources & Staffing Flashcards
6 cards from real CALA practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 6 CALA Human Resources & Staffing flashcards as text
What is the purpose of an 'employee handbook' in an assisted living facility?
Answer: To document facility policies, procedures, and employee rights and responsibilities
An employee handbook communicates facility policies, workplace expectations, employee rights, and benefits, serving as a reference guide for all staff.
A direct care worker is found to have abused a resident. What is the administrator's immediate legal obligation in most US states?
Answer: Terminate the employee and report to the state registry and appropriate authorities
Most states require administrators to immediately report substantiated abuse to the state adult protective services, licensing agency, and add the perpetrator to the abuse registry, while also terminating employment.
Which staffing metric measures the cost of losing and replacing one employee in an assisted living facility?
Answer: Cost per hire / turnover cost
Turnover cost (or cost per hire) measures all expenses associated with losing and replacing an employee, including recruitment, training, and productivity loss.
What does a Performance Improvement Plan (PIP) typically include for an assisted living employee?
Answer: Specific performance deficiencies, measurable goals, a timeline for improvement, and support provided
A PIP outlines specific performance problems, sets measurable improvement goals with timelines, identifies support resources, and documents consequences if improvement does not occur.
Under OSHA, what is an assisted living administrator's obligation regarding workplace injury recordkeeping?
Answer: Maintain OSHA 300 logs documenting all work-related injuries and illnesses that meet recording criteria
Covered employers must maintain OSHA 300 logs recording work-related injuries and illnesses that meet specific recording criteria, and post the OSHA 300A summary annually.
What is the significance of 'at-will employment' in most US assisted living facilities?
Answer: Either the employer or employee can end the employment relationship at any time, for any lawful reason
In at-will employment states, either the employer or employee may end the employment relationship at any time for any reason that is not illegal (such as discrimination or retaliation).