Physician Burnout Continues to be Real | CMA Wellness is launching a new wellness leadership academy to help clinician leaders obtain higher levels of professional fulfillment and wellness to benefit themselves and their care teams. Clinical Leadership in 2021 & Beyond: Well Self, Well Team, Well Organization is ideal for clinician leaders at all levels in their organization – and particularly physicians. The leadership academy is set apart by its wellness centered approach, highly interactive virtual sessions, individualized content, and unique lectures tailored to each small discussion group.
- Launching: November 4, 2020
- Cohort size: 40 clinician leaders (invited)
- Commitment: Course spans 10 weeks and includes:
- 2-3 hours per week of on-demand curriculum, including readings and videos
- Biweekly, 2-hour virtual live sessions facilitated by wellness and leadership experts with an emphasis on active engagement and small group discussions
- Format: Virtual and on-demand hosted through a Learning Management System and webinar platform (e.g., Zoom) to support live sessions
- CME: Eligible clinicians can earn continuing medical education (CME) credit
- Course Fees: $1,350 for CMA members; $1,500 for nonmembers
- Registration: click here for registration; the registration deadline is November 1st
Below is a fact sheet with additional details, including course objectives and faculty.
Prop 23: Where Do You Stand? | California voters will again weigh in on the quality of care dialysis clinics provide to about 80,000 people in the state with kidney failure.
Proposition 23 would require a doctor or highly trained nurse at each of the state's 600 dialysis clinics whenever patients are being treated to improve patient care. It was placed on the ballot by unions that represent healthcare workers.
Opponents, financed by dialysis clinic companies, say that under that mandate, between two and three doctors would be required at every facility because most are open at least 16 hours a day, creating a financial burden that could lead some clinics to close.
Proposition 23 is the second attempt by the union to increase regulations of dialysis clinics in California, where DaVita Inc. and Fresenius Medical Care — two of the country's largest for-profit dialysis providers — operate about three-quarters of the state's dialysis market. Early voting begins Monday for the Nov. 3 contest.
In 2018, the union-backed Proposition 8, which sought to cap dialysis clinics' profits and force them to invest more of their profits in patient care. Voters rejected the measure but not before it became the most expensive initiative on the 2018 ballot, generating more than $130 million in campaign spending — more than $111 million from dialysis companies to kill the initiative and about $19 million from unions that supported it.
Dialysis providers say most California clinics already offer high-quality care and are regulated by federal and state authorities. They also point out all patients already have a nephrologist — a kidney specialist — who oversees their care and that nephrologists also direct each clinic in California. They say the initiatives are part of a tactic to pressure the dialysis companies to let workers unionize.
Kathy Fairbanks, spokeswoman for the No on Prop 23 coalition which includes CMA, feels it's nothing more than a union organizing battle.
What do you think?
Race Against Time Zoom Series Kicks Off October 20th
The first LACMA’s Health Equity Council is hosting the first “Race Against Time” zoom call on Tuesday, October 20th with Dr. Brian Williams. Dr. Williams is the Associate Professor of Trauma and Acute Care Surgery at the University of Chicago. He graduated from the United States Air Force Academy with a degree in Aeronautical Engineering. After six years on active duty, he followed a different call to serve and enrolled at the University of South Florida Morsani College of Medicine. After obtaining his medical degree, he completed a general surgery residency at Harvard Medical School in Boston, MA, and a fellowship in trauma and surgical critical care at Emory University in Atlanta. Dr. Williams is a nationally respected leader in medicine and racism and how racism impacts access to care, quality of care, life, education and more. I hope you will join us!
To learn more about Dr. Williams click here.
Assembly Bill 1867 | Workwise Law wrote an article on AB 1867, which was signed by Governor Newsom on September 9th. It takes away the FFCRA exclusion to health care workers from paid sick leave which directly impacts our members.
AS THE FFCRA REGULATIONS TURN.....Governor Newsom’s signing of AB 1867 now provides for paid sick leave for California health care workers who were previously excluded.
On September 9, 2020, Governor Newsom signed into law, AB 1867, ostensibly to close the gap on workers who had been excluded from paid sick leave under the Federal Families First Coronavirus Response Act. Previously, employers of health care workers and first responders were allowed to exempt themselves from providing up to 80 hours of paid sick leave nationwide. The intent behind that exclusion was to ensure that there were adequate workforces to treat those in need as the virus spread at alarming numbers across the country. The underlying reason for this new law is to provide health care workers, first responders, and those in the food sector, adequate pay compared to other industries in California.
This bill requires employers of health care providers or emergency responders, as defined under Section 826.30(c) of Title 29 of the Code of Federal Regulations to provide up to 80 hours of COVID-19 supplemental paid sick leave to eligible employees.
WHO IS ELIGIBLE?
A covered worker is eligible for supplemental COVID-19 paid sick leave if they are unable to work for the following reasons:
- (A) The covered worker is subject to a federal, state or local quarantine or isolation order related to COVID-19
- (B) The covered worker is advised by a health care provider to self-quarantine or self-isolate due to concerns related to COVID-19
- (C) The covered worker is prohibited from working by the covered worker’s hiring entity due to health concerns related to the potential transmission of COVID-19.
HOW MANY HOURS OF PAID SICK LEAVE ARE THEY ENTITLED TO?
An employee who the hiring entity considers to work full-time would be eligible for up to 80 hours of paid sick leave, at their regular rate of pay, up to a daily maximum amount of $511 or $5,110 in the aggregate.
The bill considers “full-time” to mean that the worker was scheduled to work an average at least 40 hours per week in the two weeks preceding the date the worker took COVID-19 supplemental paid sick leave).
A part-time worker is eligible for the total number of hours the covered worker is normally scheduled to work for the employer over two weeks. If the number is variable, the employer should calculate 14 times the average number of hours the covered worker worked each day in the six months preceding the date the employee took COVID-19 supplemental paid sick leave.
WHEN DOES THIS LAW GO INTO EFFECT?
This law went into effect immediately on September 9, 2020, though the Labor Commissioner will not begin enforcement of this provision until the next full pay period following the date of enactment of this law.
WHAT IF YOU PREVIOUSLY ALLOWED A HEALTH CARE WORKER PAID TIME OFF, DO YOU HAVE TO GIVE MORE PAID LEAVE?
No, if you previously provided a health care worker with a supplemental benefit, such as paid leave (that is different from California paid sick leave under Labor Code Section 246) and that amount would compensate the employee at an amount equal to or greater than the amount of compensation for COVID-19 supplemental paid sick leave, then the employer may count the hours of the other paid benefit or leave towards the total number of hours of COVID-19 supplemental paid sick leave. If the amount of paid sick leave benefit that you provided between March 4, 2020, and September 9, 2020, did not compensate the worker at an amount equal or greater to the amount they are now entitled to, the employer “may retroactively provide supplemental pay to the covered worker to satisfy the compensation requirements.
HOW DO I TELL MY EMPLOYEES ABOUT THIS NEW LAW?
The Labor Commissioner will provide a model notice for purposes of this law by September 16, 2020. If your employees do not frequent the workplace (i.e. they are teleworking at home) you may send this notice through electronic means. Otherwise, you should post the notice next to your labor posters in a conspicuous place.
This law will stay in effect until December 31, 2020. If you need assistance with the application of this law to your practice, please feel free to reach out to WorkWise Law, PC at (818) 591-6724. We are also offering a customized FFCRA paid sick leave policy and request form at a flat fee of $120 for LACMA members.
Navigating the New Normal - CME Provider Conference
Join CMA for its CME Provider Annual Conference held virtually!
CMA CME encourages those currently accredited, and those seeking accreditation, to attend and learn about the innovative work in California CME.
- Develop strategies to promote the value and growth of their CME program.
- Assess compliance with the accreditation requirements.
- Incorporate best practices into the planning, conducting and evaluating of CME activities in virtual formats.
- Implement at least one improvement in planning CME activities and/or evaluating learner changes.
- Integrate the new commendation criteria into your CME program.
- Describe California's requirement for Cultural and Linguistic Competency and Implicit Bias.
- Develop strategies to highlight the importance of CME with organization leadership.
The conference is free, but registration is required sign up today!
Date: Tuesday, October 6, 2020
Time: 8:30 am - 12:30 pm
"Change is the law of life. And those who look only to the past and present are certain to miss the future."
Chief Executive Officer
Los Angeles County Medical Association
“If it matters to our LACMA members, it matters to me.”