HR, payroll, and finance leaders at post-acute and long-term care providers need to translate changing labor constraints (minimum wage rules, shift differentials, benefits, on-call stipends, and pay models like per-visit vs hourly) into a defensible staffing strategy and plan. The problem is choosing and operationalizing the right staffing models/policies while protecting margin, coverage, compliance, and retention across home care, home health, hospice, pediatric home care, skilled nursing, assisted living, and ABA therapy organizations.
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This information is for educational purposes only, and not to provide specific legal advice. This may not reflect the most recent developments in the law and may not be applicable to a particular situation or jurisdiction.