Several years ago, my colleague Vu T. Do, PreCheck’s Vice President of Compliance, discussed a growing concern for employers as our investigators noticed an uptake in the detection and reporting of diploma mills. Unfortunately, this is not the only trend with which healthcare employers should be concerned.

Vermont’s recreational marijuana law, Act 86, goes into effect on July 1, 2018. While employers still broadly retain their same rights to test for marijuana, prohibit it’s use in the workplace, and discipline based on a marijuana-positive drug test, Act 86 brings about nuances to workplace drug testing in the state that employers should be aware of.

Last week, drug testing expert Nina M. French from the Current Consulting Group presented the important changes affecting healthcare employers’ drug testing programs during PreCheck’s webinar. In case you missed the live presentation, a recorded version is now available from our Resources Library.

Few industries have as vital a need for innovation as healthcare. Spending on healthcare is more than one-sixth of the annual U.S. gross domestic product, and medical errors account for 400,000 deaths per year.

Healthcare providers play a critical role in today’s society – providing care for hundreds of thousands of Americans each year. As an industry, they have seen firsthand the devastating impact of drug use and abuse today. But with higher than average rates of use and addiction in their own employer population, how are employers in healthcare able to manage their own workforce? 

A lot of organizations boast about having a people-centered culture, but how does that apply in the healthcare sector, where outcomes can literally mean life or death, and workers are under constant strain to deliver top-quality care?

At its core, a people-centered culture is one that puts the human element at the top of its strategic priorities — the patients they serve, of course, but also those internally and externally who get the job done of serving those vulnerable populations. It promotes open dialogue, constant feedback, mentorship and transparency.

Healthcare employees often experience personal satisfaction from their work — helping people is a great motivator. But sustaining happiness over time can be a challenge, and the high-pressure environment can put employees at risk for stress and burnout.

The legalization of marijuana and its use in the workplace continues to be a hot topic for employers. As of February 1, 2018, Maine’s recreational marijuana law prohibits employers from taking adverse employment actions for off-premises marijuana use.

Healthcare organizations are facing a wide variety of challenges as the healthcare landscape evolves. As a result, healthcare HR is approaching a crossroads: With the fast-moving changes in how care is provided and paid for, healthcare HR leaders should consider restructuring the work they do to help their organizations succeed.

Every organization has its own success factors. Whether it is from its shared goals and vision or its strategic focus, there is no “one size fits all” solution. Today, employees must feel safe and supported by company leadership, and leaders must establish a culture where employees feel like they can thrive and grow. When workers see no room for development or have no understanding on how they can contribute, they will take the first opportunity from a competitor.

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