INSIDE:Defense Against Infection Control 08Finding Qualified

Health Care Employees 10Guideline on New

Overtime Pay Rules 12

Fall/Winter 2016 Volume 19, Issue 2

Buyers’ Guide 17

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Long-term care is no longer synonymous with ‘geriatric care.’ Younger adults (ages 31 to 64) are the fastest growing population in Post-Acute/Long-Term Care (PA/LTC) today, doubling in population size over the past 20 years. These younger residents typically present psychological, social, psychiatric, and sexual needs and issues very differently from other PA/LTC patients, presenting unique challenges to providers of how to properly care for these patients while integrating them into a community or facility.

The Centers for Medicare and Medicaid Services (CMS) and CMS Region IV have recognized the need for a customized training curriculum for skilled nursing facility (SNF) interprofessional teams that effectively addresses the unique requirements of this growing LTC population. AMDA—The Society for Post-Acute and Long-Term Care Medicine was granted funding to develop and deliver a customized training curriculum and program for clinical practitioners and staff to enhance knowledge in caring for younger adults in the PA/LTC setting. Specialized training is necessary for the interprofessional team to manage the unique care needs and/or goals of younger adults. This emerging practice training is currently available to CMS certified nursing homes in Alabama, Florida, Georgia, Kentucky, Mississippi, and South Carolina.

The Lead Consultant and Instructor of the AMDA training program, Rebecca L. Ferrini, MD, MPH, CMD, states that a historic level of younger,

physically disabled patients are in need of long-term care, “and they are living longer than ever. We are also seeing a growing patient population with brain injuries and mental illness. Facilities have to be ready, because these patients are coming and this setting isn’t designed with them in mind.” Training is organized around real cases of younger adults, the challenges they face, and strategies to successfully integrate younger adults into the life of the facility.

Whether you have one or 100 younger residents, this training will provide important information, tips and emerging practices that will maximize safety, comfort, and quality of life for residents at your facility.

Did You Know That Younger Adults Ages 18–64 Are The Fastest Growing Population in Nursing Homes Today?

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4

6 Chair’s Message Don’t Miss Opportunities to Bond With Your Colleagues By Debra Finneran

7 President’s Message Summer Means Rest, Relaxation … and Workforce By Betsy Johnson

14 Association News • Five Kentucky Long-Term

and Post-Acute Care Providers Recognized

• Crystal Janes Chosen as a Future Leader

• KAHCF New Members15 Marketplaces16 Education Calendar18 Index of Advertisers

8 The Front Line of Defense Against Infection Control By Brian Henriott, Healthcare Services Group In the skilled nursing facility world, infection control is vital in keeping our residents healthy and safe – and the laundry and housekeeping departments are often the front lines of defense.

10 Use Free KCC Resources, Services to Find Qualified Health Services Employees Contributed by Kentucky Career Centers Health care jobs are among Kentucky’s fastest growing careers. As the population ages, the number of openings at health care facilities will continue to grow.

12 How Business Owners Can Prepare for the New Overtime Pay Rules By Chad Halvorson The U.S. Department of Labor recently announced new regulations that will double the salary threshold for overtime pay. The new rule takes effect on December 1, 2016.

17 KAHCF Vendor Members/Buyers’ Guide

CareLink is published biannually for: the Kentucky Association of Health Care Facilities 9403 Mill Brook Road Louisville, KY 40223 Phone: (502) 425-5000 Fax: (502) 425-3431 www.kahcf.org

Published by:

5950 NW 1st Place Gainesville, FL 32607 Phone: (800) 369-6220 Fax: (352) 332-3331 www.naylor.com

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Editor: Shani Calvo

Project Manager: SaraCatherine Goodwin

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Marketing: Austin Dunn

Sales Representatives: Heidi Burgess, Steven Faulkner, Sean Moffett, Scott Pauquette, Jamie Williams

Layout & Design: Rajeev Mishra

©2016 Naylor, LLC. All rights reserved. The contents of this publication may not be reproduced by any means, in whole or in part, without the prior written consent of the publisher.

PUBLISHED SEPTEMBER 2016/KAH-B0216/2276

FeaturesDepartments

Fall/Winter 2016

5

Chair’s Message

By Debra FinneranKAHCF Board Chair

No one else understands the special calling we have embraced. The long hours. The working weekends and

holidays. The frustrations we share in facing the everyday challenges of providing quality care.

Because of that common bond we share, it is even more important for us to gather together to grow as individuals and as professionals. And thanks to the outstanding educational sessions the Association provides year-round, we have ample opportunities to do just that – bond together and grow in knowledge of new trends and upcoming changes to our profession.

One of the best opportunities we have is coming in November with our Annual Meeting and Trade Show, November 1-3 at the Galt House in Louisville. It is earlier in the month than usual so be sure you have marked your calendars.

Facilities can bring up to 10 people for $775 if you register by October 10. What a bargain to attend this event, the highlight of each year. And we have lined up some great speakers focusing on topics near and dear to our profession, like workforce retention and hiring, regulatory and life safety code changes and leadership.

You will notice a theme running through many of our speakers, especially our general sessions. One of the biggest challenges I believe our profession, like many others, faces is finding and keeping quality workers. The Association recently surveyed its membership about workforce issues, and the results showed that it is becoming more challenging to find LPNs, retain quality employees and connect with a younger generation that has different goals and expectations about their careers. Part of finding success is developing leadership qualities that communicate with the different generations in our workplace.

With that in mind, the Association has scheduled three general session speakers that focus on these issues:• Tuesday, November 1 – Zap the

Gap: Meagan Johnson, known as the “Generational Humorist,” has an outspoken, take-no-prisoners Gen X attitude and challenges her audiences to think differently and act decisively when dealing with multiple generations. Meagan’s “Zap the Gap” presentation helps participants to think more about the methods they use to reach out to the

New Millennium, Gen X and Baby Boomer generations.

• Wednesday, November 2 – #Notarule: The Art of Winning at Business and Life by Breaking Rules That Don’t Exist: Jason Kotecki works with participants to uncover and annihilate the old rules that are holding us back.

• Thursday, November 3 – Sizzle or Fizzle, Recipe for Leadership Country Style: Dr. Dale Henry helps leaders energize themselves and others around them to lead by listening and communicating.Our breakout sessions will have

something for everyone. Life Safety code changes, transforming activity and dining programs to meet the needs of a changing resident population highlight the agenda.

While we need the education, it is also important to take these opportunities to recharge and reinvigorate. It is during these times we can freely exchange ideas and learn from each other’s experiences.

And of course we have the fitting end to our Annual Meeting, the Quality Awards Banquet. We have so much to celebrate in our profession, and there is no better setting than the Awards Banquet. Our Public Relations Committee has done a wonderful job of changing the dynamics of the banquet and making it an exciting night to honor the best caregivers, nurses and facilities in Kentucky. We deserve to be proud of the outstanding work we perform every day in caring for our elders and this is the perfect setting. Be sure to attend.

Because of that common bond we share, it is even more important for us to gather together to grow as individuals and as a professionals.

Don’t Miss Opportunities to Bond With Your ColleaguesLong-term care providers are a unique fraternity of people.

6

President’s Message

By Betsy JohnsonKAHCF President

Summer Means Rest, Relaxation … and Workforce

Many employers stress about workforce issues during the summer when employees want to take family vacations.

Balancing requests for time off and maintaining proper staffing are not unique to any industry, profession or business. However, with the long-term care profession, maintaining an adequate workforce is always on the mind – and the failure to do so can have serious consequences.

The Association recently surveyed its membership on workforce issues and found that workforce is definitely on the collective mind of Kentucky’s long-term care profession. Of the 67 facilities responding to the survey, 52 said that hiring direct care staff such as RNs, LPNs and CNAs is the most difficult. The top reason given for the difficulty in hiring new employees is lack of applicants. Quality of applicants and competition among other employers in the community were also top barriers

to hiring new employees. The top three reasons for turnover cited by facilities responding to the survey included: (1) employee finds other work; (2) the work is too exhausting mentally and/or physically, and (3) lack of competitive pay.

The Association launched several efforts to help members address workforce issues. In June, the Association hosted a workforce summit. The summit focused on how to address generational differences within the workplace as well as how to recruit and retain qualified applicants. At the Summit, the Kentucky Career Center demonstrated online services that they provide to employers looking to hire. In August, I volunteered to sit on a panel with Association state executives from Kansas, West Virginia, and Kansas at the annual Affiliated State Health Care Association Executives meeting to discuss workforce issues. The good news is that Kentucky is not alone – the bad news is the workforce

shortage in long-term care is not going to be easily solved.

To close the summer, Association staff met with Hal Heiner, the Secretary of the Education and Workforce Cabinet to discuss job opportunities in long-term care. The Association also reached out to stakeholders to develop lasting partnerships so that we can join efforts in addressing the long-term care workforce shortage.

With fall fast approaching, many employees are settling back into a more predictable routine. However, in long-term care, our workforce issues and concerns remain with us. The newly reconfigured KAHCF Human Resources Committee chaired by Conjuna Collier, Masonic Home of Shelbyville, will convene soon to start the hard task of finding creative solutions to the long-term care workforce shortage in Kentucky.

Our Association is committed to tackling the workforce issue head-on – and we never back down from a challenge!

CareLink is available online, as well. To access the digital version and the archives, visit:www.naylornetwork.com/kah-nxt

Visit Us Online!

The top three reasons for turnover cited by facilities responding to the survey included: (1) employee finds other work; (2) the work is too exhausting mentally and/or physically, and (3) lack of competitive pay.

7

In the skilled nursing facility world, infection control is vital in keeping our residents healthy and safe. As everyone knows, infection control

needs to be a team effort from all departments in the facility as well as educating those who visit their friends and loved ones. Sometimes overlooked, but by no means unimportant in keeping residents healthy and safe, housekeeping and laundry is often the front line in infection prevention and control.

Educate StaffWhen looking at resident interaction

throughout a day, the people in our centers who spend the most time with residents may very well be the housekeepers. Throughout a typical day, housekeeping staff have a number of tasks that include: taking trash out, wiping down bedframes, sweeping, mopping, answering calls. A housekeeper could be in a resident’s

Infection ControlThe Front Line of Defense Against

Don’t overlook laundry and housekeeping departments in preventing infectionBy Brian Henriott, Regional Director, Healthcare Services Group

room from as little as six times to as many as 15 times or more.

With all that time in a resident’s room, it just makes sense to educate housekeeping staff on infection control. Facilities and department heads must make certain staff are trained and educated on everything from the basics to how to properly handle a clostridium difficile (C. difficile or C. diff) room. Basic training of a frontline housekeeper would include, but are not limited to: glove wearing and how often to change them, properly disposing of trash, how often to change mop water, proper chemical usage, proper utilization of PPE (personal protective equipment) and resident interaction. And it just isn’t educating staff, but also documentation of that education. Supervisors should take the initiative of quizzing their staff weekly to make sure they are aware of how to handle an isolation room.

Use Chemicals WiselyProper chemical usage is vital in

preventing an outbreak in a facility. Most commonly, facilities will use a bleach solution of 1-to-10, but utilizing pre-packaged, OIG-approved, chemical wipes can take away any question as to whether it has been diluted properly. Pre-packaged chemical wipes can also provide a safer environment for staff who would have had to mix the bleach solution as well. On a day-to-day basis, housekeeping needs to be using an

approved disinfectant and not simply a chemical that “smells nice.”

Chemicals used in the laundry department will typically destroy any virus that may be present, especially in terms of sheets, fitted sheets, pillow cases and blankets. Where facilities need to educate and follow up are personal clothing and slings. As most providers know, these two items do not use bleach and facilities need to make sure the temperature cycles in both washing and drying reach degrees that will eliminate any potential viruses.

Maximize the Laundry FacilitiesAn ideal laundry room should have

a designated area for soiled linen, clean linen and folding area. Should a facility have a “shared” laundry room, the laundry staff need to be educated on how to properly organize the items that need to be washed. Bags of linen cannot be on the ground at any time, personal protective equipment needs to be utilized every wash, proper amounts of chemicals need to be in each wash, and linen needs to be dried at a temperature of 140 degrees for no less than 20 minutes.

Work as a TeamQuestions are often raised as to

which areas in a facility tend to be the dirtiest and which would be the cleanest. Honestly, this varies from facility to facility. The “dirtiest” areas, or those areas that have the most likelihood of

8

containing items that promote germs, would be: soiled utility closets, shower rooms and laundry rooms.

What is important is that the facility works as a team to keep infection issues at a minimum. The nursing department needs to properly handle and dispose used briefs. Tying the briefs in a disposable bag must be a priority, both in terms of infection control as well as preventing odors throughout the facility. Shower rooms are notorious for the growth of unknown black/brown substances. Housekeeping and nursing need to work together and make certain the shower rooms are cleaned throughout the day and a terminal clean takes place after the last shower of the day. As mentioned earlier, laundry rooms contain soiled linen and need constant oversight to make sure linen and clothing can be placed in the washers as soon as possible. While waiting for the washers to be available, soiled linen should be placed in a container with a closed lid.

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No facility will ever be free and clear  of infections and outbreaks. Education and training in all departments are key in preventing an outbreak. Infection control is an uphill

battle that can only be fought with the facility working as a team. The more the frontline staff is trained on infection control, the less chance of there being a problem.

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Health care jobs are among Kentucky’s fastest growing careers. As the population ages, the number of openings at health care facilities will continue to grow. According to the U.S. Department of Labor, health care

employment in Kentucky has risen by nearly 10 percent in the last 10 years.

Finding the right employees can be one of the most challenging aspects of running any business, but in the health care industry hiring the best people is vital to the well-being of patients. The Kentucky Career Center (KCC) can help make the daunting tasks of recruiting, screening and hiring the best qualified employees for your health care facility easier and quicker without costs associated with a private employment company.

KCC is a state employment agency offering employers the tools, services and resources needed to recruit and hire professionals in this competitive field. Free services include online, self-help employer services and onsite resources across Kentucky.

Services for businesses include talent recruitment assistance; candidate pre-screening and assessment; free use of onsite conference space to conduct interviews; coordination of job fairs and hiring events; tax credit incentive programs; free access to Focus Talent, Kentucky’s online job posting portal; and business services representatives who provide personalized support.

Employers can start with KCC’s easy-to-use website at www.kcc.ky.gov for access to a large repository of qualified job seekers through the Focus Talent job-match system. They also can upload an existing job description or use the Focus Talent job post wizard to build the description with a skills questionnaire. Resumes are then automatically matched to the employer’s job opening and ranked by skill level.

Through Focus Talent, employers can post job openings and search resumes for the best candidates. They can save the search and be notified of new resumes matching their postings through email.

They also can find valuable labor market information such as data on economic conditions in an area, population, education levels and wages for the same job in another part of the state.

In addition, employers can go to a local center where staff can assist them with job order writing, screening and the referral

Contributed by Kentucky Career Centers

of qualified applicants. Local center contact information is available at http://kcc.ky.gov/Pages/Locations.aspx.

KCC also offers skill enhancing assessments for job candidates that measure their abilities and can help employers  make more informed hiring decisions. This gives employers a comprehensive data set of skills in the candidate and/or the employee. Some of the assessments and resources include a Comprehensive Ability Battery; Test of Adult Basic Education; typing and clerical tests; the Worldwide Interactive Network (WIN) and the National Career Readiness Certificate (NCRC).

WIN is a credentialing tool that tests job applicants’ abilities and work habits before they are hired. It can also serve as a customized training resource to assist employers looking to address soft skill needs within their organization. The WIN Career Readiness Courseware is a skills-based, online instructional tool created to help learners build the skills necessary to get the jobs they want.

The WIN courseware measures real world skills employers believe are critical to job success. WIN is used nationally along with Career Readiness Certification programs helping individuals build and certify skills. Free through KCC courseware, it includes foundation skills instruction in 10 career-oriented skill and proficiency areas. Many employers request important soft skills certification that WIN offers.

Work Habits modules covering professionalism, communication, collaboration and problem solving additional contextualized learning modules in 19 fast-growing occupational areas. Successful completion of this module can lead to the Kentucky Essential Skills Certificate.

NCRC is a pre-employment industry-recognized, portable, evidence-based credential certifying essential skills necessary for workplace success. This credential is used across all sectors of the economy and verifies the following cognitive skills:• reading and using work-related text;• using information from workplace documents to solve

problems;• applying mathematical reasoning to work-related problems;• setting up and performing work-related mathematics

calculations;• locating, synthesizing and applying graphic information; and• comparing, summarizing and analyzing information

presented in multiple related graphics.

Use Free KCC Resources, Services to FindQualified Health Services Employees

10

In addition, employers can take advantage of work-based training programs through the federal Workforce Innovation and Opportunities Act (WIOA) including internships, customized training, on-the-job training and registered apprenticeships.

KCC also administers several employer tax credit programs.The Work Opportunity Tax Credit is a federal program

for employers to receive a tax credit for hiring employees in certain target groups. Employers may receive this tax credit – ranging from $1,200 to $9,600 – by hiring and retaining qualified employees from these specified target groups that have consistently faced significant barriers to employment.

The state-funded Kentucky Unemployment Tax Credit program provides a state tax credit against the income tax liability of Kentucky employers that hire qualified, unemployed individuals. Employers may claim a $100 credit for each eligible employee.

For more details on these and other tax credits available to Kentucky employers, visit www.kentuckycareercenter.com under the “employer section,” and click on “tax credits.”

“KCC employer services strive to deliver the difference in helping employers find, train and keep the best talent and assist Kentuckians finding, obtaining and keeping the very best jobs,” said Michelle DeJohn, KCC Employer Customer Services branch manager.

For more information on how KCC can help health care facilities attract and hire the best job candidates, contact Michelle DeJohn at 502-564-7456.

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By Chad Halvorson, When I Work

The U.S. Department of Labor recently announced new regulations that will double the salary threshold

for overtime pay from $23,660 to $47,476. The new rule, which takes effect on December 1, 2016, will create overtime pay eligibility for 4.2 million more workers across the United States (55,000 in Kentucky).

For business owners, the regulations create new challenges that require immediate attention. In order to comply by December, businesses employing both hourly and full-time workers will need to make significant changes in terms of how they manage workers, track time and pay wages.

Before making any changes to your business, it’s important that you take some time to understand the facts surrounding the new overtime rules. Here’s a quick summary of the most relevant information:• Historically, the percentage of the U.S.

workforce who qualify for overtime has fallen from 62% in 1975 to 7% today. The new regulations presented by the Department of Labor will now bring that number up to 35%, according to a report from USA Today.

• The new rules will raise the salary threshold indicating eligibility from $455/week to $913 ($47,476 per year), offering new protections to 4.2 million additional workers.

About New Overtime Rules

How Business Owners Can Prepare for the New Overtime Pay Rules

• The salary threshold will be updated every three years based on wage growth over time, with the first update coming on January 1, 2020, when the threshold will be raised to $51,000.

• The final rule will, as stated in a report from the Department of Labor, “allow up to 10 percent of the salary threshold for non-HCE (Highly Compensated Employee) employees to be met by non-discretionary bonuses, incentive pay, or commissions, provided these payments are made on at least a quarterly basis.”

• No changes will be made to the “duties test” that determines whether white collar salaried workers earning more than the salary threshold are ineligible for overtime pay.

• For a more detailed summary of the final ruling, visit the DOL website: www.dol.gov/featured/overtime/.

This article appeared as a blog post on www.wheniwork.com/blog/ and has been reprinted by permission.

The final rule will become

effective on December 1,

2016.

12

3You could pay overtime in addition to the employee’s current salary when necessary. If your employees are being paid a salary and they only work overtime on rare, sporadic or predictable occasions, you could continue to pay your newly-eligible employees the same salary and pay them overtime wages as needed. This option would work best for a business that can predict or plan for occasional spikes throughout the year in which employees tend to work more than usual and in turn can budget accordingly.

Example #1: Alexa, a manager at a long-term care facility, earns a fixed salary of $41,600 per year ($800 per week) for a 40-hour work week. Because her salary is for 40 hours per week, Alexa’s regular rate is $20 per hour. If Alexa works 45 hours one particular week, the employer would pay time and one-half (overtime premium) for five hours at a rate of $30 per hour. Thus, for that week, Alexa should be paid $950, consisting of her $800 per week salary and $150 overtime compensation.

You could raise salaries to the new threshold and keep your employees exempt from overtime. If your employees are being paid a salary close to the new threshold, they regularly work overtime, and they meet the duties tests, you could simply raise their salaries to above the new threshold. This would make them exempt from overtime and allow you to better predict and manage your budget for paying wages.

Example #2:An operations manager at an international corporation is paid a salary of $45,000 a year. Her job duties qualify her for the administrative exemption. The manager’s job requires regularly working overtime to direct business operations in multiple time zones. The employer may choose to raise the manager’s salary to at or above $47,476 a year to maintain the manager’s administrative exemption salary and $150 overtime compensation.

You could evaluate and realign hours and staff workload. If you want to prevent your employees from working too many overtime shifts, you can use employee scheduling software and time tracking software to monitor schedules and attendance more diligently. This will allow you to realign employee hours when needed, or encourage you to hire more employees to redistribute the workload each week.

Example #3:John, a manager for a health care facility who satisfies the duties test for the executive exemption, currently begins work at 9 a.m. Monday through Friday. Under the Final Rule’s new salary level, he would be newly entitled to overtime compensation. John usually works until 7 p.m. The facility may wish to adjust John’s schedule such that he doesn’t need to begin work until 10 a.m., thus limiting the number of overtime hours he works.

You could adjust wages to account for overtime. For example, you could adjust earnings to reallocate it between regular wages and overtime so that the total amount paid to the employee remains largely the same.

keep track of the hours that non-exempt employee hours work in order to ensure they are being paid fairly (i.e. above the minimum wage and for overtime hours).

The FLSA does not specify the tools or require certain methods that employers must use to track employee time – they simply require you to keep accurate records.

Resources for Overtime Rule• General Info: www.dol.gov/featured/overtime/• Frequently Asked Questions: http://bit.ly/2016OvertimeRule• Guidance for Private Employers: http://bit.ly/OvertimeGuidance

Chad Halvorson is founder and CEO of When I Work, an employee scheduling app that more than 50,000 businesses and over half a million people rely on for employee scheduling, time clock and communication. It utilizes the web, mobile apps, text messaging, social media, and email to make teams more efficient, more accountable, and better prepared. www.wheniwork.com.

1

2 4Example #4:Assume a supervisor who satisfies the duties test for the executive exemption earns $37,000 per year ($711.54 per week). The supervisor regularly works 45 hours per week. The employer may choose to instead pay the employee an hourly rate of $15 and pay time and one-half for the 5 overtime hours worked each week.In the example above, the new adjustments would work out like this:[$600.00 (40 hours × $15 / hour + $112.50 (5 OT hours × $15 × 1.5) = $712.50 per week]

The option you ultimately choose will depend largely on the work habits of your employees, your budget and the flexibility of your team.

How to Comply: 4 Recommended OptionsWhen it comes to developing a plan for your business that meets the expectation of the new rules

set by the Department of Labor, you have a few options:

The Easiest Way to Manage & Track Employee Hours

Under the Fair Labor Standards Act (FLSA), employers must consistently

13

Five Kentucky long-term and post-acute care members were recognized with a 2016 Bronze - Commitment to Quality Award by

the American Health Care Association and National Center for Assisted Living (AHCA/NCAL) for their dedication to quality care. The National Quality Award Program by AHCA/NCAL spotlights providers across the country that have demonstrated their commitment to delivering quality care for seniors and persons with disabilities.

The Kentucky facilities honored are Crestview Center, Shelbyville; Hillcrest Health and Rehabilitation, Corbin; Hyden Health and Rehabilitation, Hyden; Williamsburg Health and Rehabilitation, Williamsburg; and Kindred Hospital Louisville-Subacute Unit, Louisville.

“We are pleased five of our members have earned the Bronze Quality Award

from AHCA. Our members are dedicated to improving the lives of the residents they care for every day,” said Betsy Johnson, KAHCF President. “Being recognized for their hard work and commitment is well deserved.”

Implemented by AHCA/NCAL in 1996, the National Quality Award Program is centered on the core values and criteria of the Baldrige Performance Excellence Program, which is the foundation of the metric-based AHCA/NCAL Quality Initiative. The program assists providers of long-term and post-acute care services in achieving their performance excellence goals.

The program has three levels: Bronze, Silver and Gold. Providers begin the quality improvement process at the Bronze level, where they develop an organizational profile with essential performance elements such as vision and mission statements and an assessment

of customers’ expectations. Bronze applicants must also demonstrate their ability to implement a performance improvement system. Trained Examiners review each Bronze application to determine if the center has met the demands of the criteria. Recipients of the Bronze - Commitment to Quality Award may now move forward in developing approaches and achieving performance levels that meet the criteria required for the Silver - Achievement in Quality Award.

The awards will be presented during AHCA/NCAL’s 67th Annual Convention and Exposition in Nashville, Tennessee, October 16-19, 2016.

Five Kentucky Long-Term and Post-Acute Care Providers Recognized for Quality of Care

Association News

Crystal Janes, administrator at Green Acres Health Care, has been chosen by the American Health Care Association and

the National Center for Assisted Living (AHCA/NCAL) as a future leader in long-term and post-acute care. Janes will join AHCA’s Future Leaders program, a year-long program that offers training and guidance for long-term and post-acute care professionals.

“I am looking forward to the next year serving as a Future Leader in Long Term Care,” Janes said. “This is an excellent opportunity to learn about new ideas and ways to provide quality care, and I look forward to sharing my experience with my Kentucky colleagues.”

“We are pleased that Crystal was chosen to participate in this professional development program that will help her become a state leader in long-term care issues,” said KAHCF President Betsy Johnson. “She will share ideas and learn from other national leader that will benefit current and future residents in

Green Acres Administrator Crystal Janes Chosen as a Future Leader

KAHCF New MembersFacilitiesWindsor Care Center

Platinum MembersExpress Mobile Diagnostics

Gold MembersAccessRNCalderon TextilesMobile Images of Kentucky

Silver MembersStan Sims LawWaller Lansden Dortch and Davis, LLP

Student MembersMallory Runnels

our facilities. These ideas are all vital to promoting a high standard quality of care as our profession faces a growing number of challenges.”

Crystal began her long-term care career in 2006 as a Director of Admissions and Marketing, and joined Green Acres in September of 2014 as Social Services Director and became Administrator in October of 2015.

“AHCA/NCAL is dedicated to offering skilled nursing professionals who are providing high quality care the opportunity to enhance their leadership skills,” said Mark Parkinson, President & CEO of AHCA/NCAL. “We look forward to seeing Crystal and the entire Future Leaders class apply these newly-acquired skills to improve the well-being of individuals within long-term and post-acute care.”

Since 2004, AHCA/NCAL has hosted long-term and post-acute care professionals in the Future Leaders program. The program covers the latest theories and practical applications in quality

management, customer satisfaction, and leadership. The year-long program kicks off with a two-day symposium, “Future Leaders of Long Term Care in America,” held each year in Washington, D.C. This year’s symposium will take place September 21-23, 2016.

14

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Pertinent Educational SeminarsFulfilling the continuing education

needs of Kentucky’s long-term care professionals is an essential service provided to KAHCF’s membership. In today’s dynamic professional environment, KAHCF has endeavored to identify, develop and offer a wide variety of innovative and relevant educational opportunities that truly satisfy the educational needs of our members and their staffs. The programs are planned by the Education/Convention Committee, which identifies timely needs of the profession.

In addition to the offerings at our Annual Meeting and Spring Training, KAHCF offers a number of educational programs throughout the year including: LTC Management Training (course for New Department Heads in LTC including Administrators and DON), RAI/MDS Basic and Advanced Training Programs, State Training Course for Activity Coordinators, Nurse Aide Training “Method of Instruction” Course, plus a number of freestanding seminars on the current “hot” topics in long-term care.

Annual Convention and Trade Show

KAHCF holds the largest convention and trade show in Kentucky for the long- term care professional. The event includes over 30 educational sessions covering the spectrum of long-term care topics. Continuing education credits are offered for administrators, social workers, registered nurses, activity directors,

2016 Education Calendar

This calendar is tentative and subject to change.

For more information or details on a specific program please contact, Angela Porter, Director of Professional Development at KAHCF: 502-425-5000 or aporter@kahcf.org.

September 2016

13-14 Advanced Social Services, Louisville

13 KAHCF Webinar-MDS 3.0, Oct. 1

14 KAHCF Webinar-Pressure Ulcers

October 2016 5 KAHCF and KBN partner to offer

Nursing Leadership Program: An Overview of the KY Nursing Laws and the Kentucky Board of Nursing

7 KAHCF LTC Dietary Symposium

12 KAHCF Webinar-Pain Assessment and Management

November 2016 1-3 2016 Annual Meeting,

Louisville, KY

9 KAHCF webinar-Supporting SNF Stay through IDT Documentation

December 2016 7 KAHCF Workforces Summit

(tentative)

14 KAHCF Webinar-Admission with the DC Processes

February 2017 7-8 Method of Instruction

Training, Louisville

21-22 Basic MDS 3.0 Training, Louisville

23 Advanced MDS 3.0 Training, Louisville

March 201713-16 State Training for Activity

Directors, Louisville

April 201725-26 Quality Symposium, Lexington

KAHCF Educational Offerings

Are you interested in presenting a program for the Kentucky Association of Health Care Facilities? In addition to our fall Annual Meeting and Spring Training conference seminars, KAHCF offers over 20 freestanding educational programs each year on a variety of topics and for a wide range of audiences.

We invite you to become a part of our educational programs by submitting your presentation for consideration. Requests for Presentation will be reviewed for inclusion at the Annual Meeting and other KAHCF educational seminars offered throughout the year. All presentations will be kept on file and, if not selected for the Annual Meeting, will be considered for other speaking opportunities.

The Request for Presentation form is available at www.kahcf.org

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Social and entertainment events are scheduled for fun and networking. We also recognize the state’s top volunteers, administrators and other staff members, and facilities through our Annual Awards Competition. Our trade show features over 100 exhibitors showcasing the latest technology and services available to long-term care professionals.

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16

ACCOUNTING/FINANCIAL SERVICESBKD, LLP Marjorie Hull mhull@bkd.com 502-581-0723Blue and Co., LLC Nancy Hublar nhublar@blueandco.com 502-992-3528Dean Dorton Allen Ford, PLLC Adam Shewmaker ashewmaker@deandorton.com 502-589-6050Deming Malone Livesay & Ostroff CPAs Jennifer Hughes jhughes@dmlo.com 502-426-9660Hargis & Associates, LLC Melodie Bingham mbingham@ hargisandassociates.com 270-726-4033Jones, Nale & Mattingly Kathy Chlon kathy@jnmcpa.com 502-583-0248Management and Network Services, LLC Christine Buckendahl cbuckendahl@mnsnetwork.com 614-339-4292Mountjoy Chilton Medley LLP Cris Miller cris.miller@mcmcpa.com 502-749-1900Plante Moran, PLLC Jane Belt, MS, RN, CS jane.belt@plantemoran.com 614-222-9020Quality Provider Services, Inc. Debbie Embree, CMRS dembree@ qualityproviderservice.com 859-623-0912

COMPUTER SERVICES/SOFTWAREAmerican HealthTech Don Stewart don.stewart@healthtech.net 502-386-8112COMS Interactive, LLC Dave Luna dluna@comsllc.com 330-650-9900MatrixCare Andy Wendorf andy.wendorf@matrixcare.com 866-469-3766PointClickCare Sarah Smith sarah.smith@pointclickcare.com 905-858-8885

CONSULTANTSDietary Consultants, Inc. Megan Finnie RD, CSG, LD mfinnie@dietaryconsultants.com 859-623-5096Exceptional Living Centers Tom Emberton tom.emberton@ exceptionallivingcenters.com 859-255-0075 x345Harmony Healthcare International Kris Mastrangelo kmastrangelo@ harmony-heatlhcare.com 978-887-8919Lacy Beyl & Company, Inc. Donna Lacy Beyl dlacybeyl@lacybeyl.com 317-845-4256

KAHCF Vendor Members/Buyers’ GuideProactive Medical Review Amie Martin amartin@ proactivemedicalreview.com 812-431-4804Tolliver Management Group Leah Tolliver leahtolliver@tolliverreport.com 859-333-1748

DIETARY SUPPLIES/SERVICESDinex Carlisle Bob Stefka BobS@zinkmarketing.com 502-773-9652Gordon Food Service Rayona Baker, RD, LD rayona.baker@gfs.com 800-968-7500Martha Gregory & Associates, Inc. Lois Gates lgates@mganda.com 502-458-4588Nutritious Lifestyles Mike McKee mike.mckee@ nutritiouslifestyles.com 407-894-1444SimplyThick Eileen Hahn eileen.hahn@simplythick.com 800-205-7115Sysco Louisville, Inc. Louella Burch burch.louella@lou.sysco.com 800-669-1236

DURABLE MEDICAL EQUIPMENTDavid Storm & Associates David Storm stormoffice@frontier.com 931-528-3299

EDUCATION/TRAININGHealth Education Center Judy Bowman contact@healtheducationcenter.us 502-762-5151Healthcare Academy Judy Hoff jhoff@healthcareacademy.com 507-748-3310

EQUIPMENT/SUPPLIESC & T Design and Equipment Company Mike Spillman mspillman@c-tdesign.com 502-633-8030Express Mobile Diagnostic Services, LLC C G King cking@exmds.com 812-589-9003Mobile Images of Kentucky Tom Dodd rick@mobileimages.org 877-887-3829Mobilex USA Missy Kubasek missy.kubasek@mobilexusa.com 440-645-7844REM Company Rod Burton rod.burton@remlaundry.com 859-873-8812SafeCare Kentucky Michael Parsons michael.parsons@safecarecorp.com 502-233-4404Schryver Medical, LLC Chip Conner chip.connor@schryvermedical.com 615-391-4515

FURNISHINGS/INTERIORS/LINENSCalderon Textiles Angie Wright awright@calderontextiles.com 317-275-77890Logan’s Healthcare Linen Systems Julie Clemmons jclemmons@loganslinens.com 800-928-0808

GROUP PURCHASINGHPSI Purchasing Services Tim Copeland timc@hpsionline.com 502-494-5782NAPA HealthCare Connection, LLC Gary Hill ghill@napahc.com 859-623-2040Navigator Group Purchasing, Inc. Nick Carroscia nick.carroscia@navigatorgpo.com 502-526-7990

INFORMATION/TECHNOLOGYWindstream Communications Amanda Embry amanda.embry@windstream.com 502-736-2250

INSURANCE SERVICESAssured Partners NL John Kernohan john.kernohan@assuredptrnl.com 888-824-1842Statewide Insurance Services Karen Bass kbass@statewide.org 502-394-0015USI Insurance Services Rick Houze rick.houze@usi.biz 502-815-5207

INVESTMENT BANKING/LENDINGBOK Financial Christopher Rollmann crollmann@bokf.com 918-295-0462FirstMerit Bank, N.A. Donald Woods donald.woods@firstmerit.com 216-514-5403Greystone Servicing Corporation, Inc. Jonathan Propst jpropst@greystoneusa.com 678-495-9829Lancaster Pollard & Co. Chris Blanda cblanda@lancasterpollard.com 614-224-8800Red Capital Group Jason Smeck jdsmeck@redcapitalgroup.com 614-857-1665Republic Bank & Trust Company Kyle Kulyan kkulyan@republicbank.com 502-381-9200

JANITORIAL/HOUSEKEEPING/LAUNDRY

Healthcare Services Group Brian Henroitt brian.henriott@hcsgcorp.com 336-905-0700

LABORATORY SERVICESForcht Diagnostic Laboratory Margaret McClellan mmcclellan@forchtlab.com 859-335-0970

LEGAL SERVICESBaker Donelson Bearman Caldwell & Berkowitz Christy Crider ccrider@bakerdonelson.com 615-726-5608Cull & Hayden, P.S.C. Marian Hayden marianhayden@chvlaw.com 502-226-4157Dzenitis Newman PLLC Emily Newman enewman@dznlaw.com 502-614-8485Fisher Phillips Abby Tasman atasman@laborlawyers.com 502-561-9330Gwin Steinmetz & Baird, PLLC Michael Sutton msutton@gsblegal.com 502-618-5700Hall, Render, Killian, Heath & Lyman, PSC Samual H. DeShazer sdeshazer@hallrender.com 502-568-1890Rendigs, Fry, Kiely & Dennis, LLP Jessica Pratt cjp@rendigs.com 513-381-9200Stan Sims Law Sherry House sherry@stansimslaw.com 502-491-0600Stites & Harbison Janet Craig jcraig@stites.com 859-226-2377Waller Lansden Dortch and Davis, LLP Kayln Dennis kalyn.dennis@wallerlaw.com 615-850-8726

MEDICAL SERVICES/SUPPLIESAccessRN Jeff Condon jeffreycondon@accessrn.net 866-900-1988Advanced Lifeline Services, Inc. Julie Hinson jhinson@alsvents.com 502-426-1958American Medical Technologies Terry Vinson terry.vinson@amtwoundcare.com 615-970-7661Caregivers Health Network Susan Hinkel susan.hinkel@ caregivershealthnetwork.com 502-423-4336First Quality Products Larry Raymer lraymer@firstquality.com 570-295-2517McKesson Lee Ann Beck leeann.beck@mckesson.com 270-303-7316Medline Industries, Inc. Shane Mason dsmason@medline.com 502-618-1604Novo Nordisk Lauren Owens laow@novonordisk.com 502-269-8796Premier Medical Partner Keith Wells kwells@premiermedicalpartner.com 800-434-3494

Continued on page 18

17

Contact Margaret L. McClellan, MT (AMT)Laboratory Director

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SCA Personal Care -Tena Carmen Williams carmen.williams@sca.com 502-475-9534SCM True Air Technologies Dick Dearing dickd@scmtrueair.com 502-368-0000

PAYROLL SERVICESAbacus Paysystems Jim Nale jim@abacuspaysystems.com 270-200-4414

PEST CONTROL SERVICESOPC Services Donnie Blake donnieblake@opcpest.com 502-969-9635

PHARMACY/ PHARMACEUTICAL SERVICES

Danhauer Drug Co., Inc Jeffrey W. Danhauer, RPh jdanhauer@ccol.net 270-684-2341Forcht Pharmacy Inc. Larry Hill lahill@forchtpharmacy.com 606-528-4380Med Care Pharmacy Jeff Arnold jarnold@gomedcare.com 800-231-9070Medicine Shoppe Long Term Care Jim Cherry 0534@medicineshoppe.com 606-679-9227Neil Medical Group Rick Emerson ricke@neilmedical.com 800-735-9111NuScriptRX Vince Da Grava vince.degrava@nuscriptrx.com 615-557-5906Omnicare, Inc. Amy Roberts amy.roberts@omnicare.com 513-205-8808

Continued from page 17Index of Advertisers PCA Pharmacy Peter Hovis peterhovis@pcapharmacy.com 502-638-0051PharMerica Jeremy Briley jeremy.briley@pharmerica.com 502-525-7842

REHABILITATION/ THERAPY SERVICES

Aegis Therapies Sheila Bess sheila.bess@aegistherapies.com 606-584-1169Encore Rehabilitation Services Ryan Jones rjones@encorerehabilitation.com 502-400-6373Healthcare Therapy Services, Inc. Kerry Wright kwright@htstherapy.com 800-486-4449 x138Heritage Healthcare, Inc. Al Eads aeads@heritage-healthcare.com 877-508-3237Paragon Rehabilitation Services Paula Rabbeth paula.rabbeth@paragonrehab.com 502-550-6918RehabCare Jen Humphrey jen.humphrey@rehabcare.com 800-545-0749Vertis Therapy Paul Riccio paul.riccio@vertistherapy.com 317-501-4071

SPECIALIZED CARE/SERVICES360Care Thomas Jones tjones@260care.com 855-259-9183

STAFFINGAMS Temporaries, Inc. Linda Smith amstemp@amstemporaries.com 502-581-1725

ATTORNEYSCull & Hayden, P.S.C ............................15 www.chv.comStites & Harbison ........ Inside Back Cover www.stites.com

EDUCATIONAL FACILITYHealth Education Center ........................4 www.healtheducationcenter.us

GROUP SERVICES PURCHASING & PROGRAMSInnovatix LLC. ........................................4 www.innovatix.com

LABORATORY SERVICESForcht Group of Kentucky-Forcht Laboratory ............. 18 www.forchtlab.com

LAUNDRY EQUIPMENTO'Dell Equipment & Supply....................4 www.milnor.com/miltouchREM Company, Inc. ............................. 11 www.remlaundry.com

LONG-TERM CARE FACILITIESCampbellsville Nursing and Rehabilitation Center ...........................4 www.campbellsvillenursing andrehabilitation.comMasonic Homes of Kentucky, Inc ........ 15 www.masonichomesky.com/rehab

MANAGED CAREManagement and Network Services.....11 mnsnetwork.com

MEDICAL EQUIPMENT & SUPPLIESDanhauer Drug Company ....................16 www.danhauerpharmacy.com

PHARMACEUTICAL SUPPLIESNeil Medical Group ..............................15 www.neilmedical.com

PHARMACY SERVICESOmnicare Pharmacies of Kentucky ............Outside Back Cover www.omnicare.com

PHYSICAL THERAPYHealthcare Therapy Services, Inc. ............ Inside Front Cover www.htstherapy.com

REHABILITATION SERVICESHealthcare Therapy Services, Inc. ............ Inside Front Cover www.htstherapy.com

RETIREMENT COMMUNITIESMayfair Village Retirement Center ...... 18 www.mayfairseniors.com

SKILLED NURSING FACILITYCambridge Place .................................15 www.cambridgepl.com

STAFFINGHealthcare Therapy Services, Inc. ............ Inside Front Cover www.htstherapy.com

TELECOMMUNICATIONSSprint Nextel Corporation ......................9 www.sprint.com

THERAPY SERVICESVertis Therapy ............ Inside Back Cover www.vertistherapy.com

TRAININGAMDA - The Society of Post Acute Care & LTC Medicine.........3 bit.ly/TRAINKY

18

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According to the most reliable studies, turnover amongst therapists in long-term care averages 25% (AHCA 2013 Quality Report). In addition to the hidden costs of employee turnover (orientation, lost productivity, training), several studies link higher turnover rates to poorer resident outcomes. Conversely, studies show lower turnover rates improve not only staff satisfaction, but also resident satisfaction and quality of care. What are the most successful strategies to lowering turnover, and thus maintaining continuity of care and interdisciplinary communication within the rehab department?

In our 9 year history, Vertis Therapy has maintained an average turnover of close to 6% vs. the 25% industry average. Geographically competitive wages and benefits are necessary. Beyond that however, specific strategies have led to this success:

Staff retention starts at the hiring process. Communication with recruiting to set the tone of respect for our residents and understanding of our organization. Multiple senior managers involved in the hiring and orientation process to foster relationship and a solid understanding of our processes and culture.Our organization believes we are family, and holds events every year to show appreciation for our team members as well as their families.Goal setting is individualized for personal and professional growth. Yearly reviews are more than "you showed up and were productive". Rather, we invest in each employee's personal and professional goals.Realistic patient care time expectations for facility communication and documentation to reduce stress and increase outcomes in the daily workflow.Internal education plus allocated CEU dollars for every employee to foster growth in the passions of our clinicians.

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