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KERN BUSINESS JOURNAL

New IT system manages, secures KMC records

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ern Medical Center in Bakersfield is the first public hospital to adopt a unique health IT system called Pavisse to manage patient safety, privacy and other compliance-related incidents. Developed by RGP Healthcare, a unit of Resources Global Professionals, Pavisse is an end-to-end incident management solution that helps hospitals report, manage and remediate potential violations of any pertinent regulation or standard. “Our partnership with Pavisse has important implications for patient care long-term,� said Kern CEO Paul J. Hensler, who joined RGP Healthcare President Radgia Cook in making the announcement. “As a county hospital our fiscal health impacts taxpayers directly. Hospitals rich and poor, public and private, face rampant regulations, yet every hour spent on compliance is one not spent with patients.� “Like other safety net hospitals, we’re facing stiffer budget cuts, more regulations and an increasingly chronically ill patient population. Pavisse provides a means to understand potential incidents, initiate effective corrective action and automate compliance with Joint Commission surveys and more, while saving time and money—assets better spent on clinical work than paperwork. Reporting is intuitive, realtime and on-demand.� — RGP Healthcare

J U N E / J U LY 2 0 1 3

Reasonable dress code makes summer work ‘no sweat’ By Holly Culhane

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akersfield temperatures will soon be routinely cresting the century mark. And that means, for professional men, the first casualties usually are sport coats. But the heat’s impact on office attire doesn’t stop there. Every year, business clients seek our help in resolving disputes over their employees’ summer (casual) dress. The usual “bad actors� are tank tops, shorts and flip-flops. Employees showing too much skin is also a common complaint. Generally, an employer may establish a dress code that applies to all employees, or employees within certain job categories. Dress codes may vary when they apply to employees who interact with customers and employees who have non-public jobs. A discussion of appropriate office attire should not suddenly crop up when an employee reports to work on a hot summer day in clothing vaguely deemed “inappropriate.� Rather proper office attire should be defined in a written company policy that applies yearHolly Culhane round, including accommodations for climate changes. And, of course, this policy should be understood by all employees and equitably enforced. It is common for companies to make dress code accommodations for climate changes. These accommodations also should be spelled out in the written dress code. With both the year-round dress code and the summer accommodation, it’s helpful for an employer to communicate the justification of the policy guidelines. Generally, there are three business-related reasons for implementing dress codes: To present a professional appearance to customers; to promote a positive work environment and limit distractions; and to ensure workplace safety. When possible, developing a dress code with the assistance of employees can help create “buy in� and reduce enforcement

Business & Entrepreneurship Center

Not business as usual. You need every competitive edge you can find. Like TPDJPFDPOPNJD NPEFMJOH understanding where is your market and what is its demographic makeup. The Business & Entrepreneurship Center can help you with that and more.

What we do Building a bridge to private, public and non-profit organizations, the Business & Entrepreneurship Center taps into an abundance of resources and know-how already in place, thereby enhancing its client businesses’ long-term growth and viability. The Kern BEC strives to TUSFOHUIFO the entrepreneurial spirit, BTTJTU businesses and FYQBOE entrepreneurship throughout California.

problems. Whether creating a policy with or without employee input, consideration should be given to area, industry and safety standards. Companies don’t have to re-invent the wheel when developing a dress code; it’s always beneficial to do a little homework to find out what other companies are doing. Will your company’s summer accommodations be an extension of an existing “casual Fridayâ€? accommodation? Casual Friday attire also should be well-defined in the written dress code. Does acceptable “casualâ€? include jeans and t-shirts? How casual is too casual? How much skin is too much skin? Revealing attire can be distracting and create an unprofessional image to customers. Be sure to define “revealing.â€? That may include skirt hem lengths, as well as cleavage. Often dress codes will define plunging necklines as unacceptable and, yes, this will apply to both women and men. Health and safety concerns often dictate limits on foot gear. Open-webbed sandals and flip-flops may present too casual an image. But they also may not adequately protect workers’ feet. Tattoos and body piercing may become summer problems, as well. Skimpy summer attire may reveal body art that dress codes require be kept under wraps. Don’t wait for employees’ summer dress to become a problem. Be pro-active. Review existing dress codes. Make adjustments, if necessary. Remind workers of your expectations through company meetings or companywide emails. Refer employees to your company’s human resources department if they have questions. Train supervisors to recognize appropriate office attire and intervene when problems are identified. Help them understand what to say and how to say it‌or to seek assistance from their manager or HR. Staying cool and productive this summer will be “no sweatâ€? if your company has a reasonable dress code that is properly enforced.

— Holly Culhane is president of the Bakersfield-based human resources consulting firm P.A.S. Associates and P.A.S. Investigations.

Our services The BEC provides resources of interest to grow your business. We offer a broad scope of fee-based services and assistance relating to: t"DDFTTUP$BQJUBM t.BSLFUJOH3FTFBSDI4USBUFHJFT t0QFSBUJPOT'JOBODJBM"OBMZTJT t"DDFTTUPOFX%PNFTUJDBOE *OUFSOBUJPOBM.BSLFUT t"OENPSFy Call us to see how we can help ZPVS business grow!

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Kern business Journal June 2013  

http://www.kernbusinessjournal.com/

Kern business Journal June 2013  

http://www.kernbusinessjournal.com/