Human Resources Pt 3

Question 1

True or False..
Health Insurance is likely the most expensive employee benefit the practice will offer.

Answer 1

True.

Question 2

True or False…
Health insurance should be re-evaluated annually since premiums and coverage options change frequently.

Answer 2

True.

Question 3

True or False…
When it comes to health insurance, and insurance agent or broker is important to help navigate the various providers and options.

Answer 3

True.

Question 4

The responsibility of Management or The Benefits Administrator when it comes to health coverage for staff are….

Answer 4

*To understand the various types of health coverage available.
*Selecting the best coverage for their practice (Benefit vs Cost)
*Keeping abreast of the rapid changes to benefits and laws.

Question 5

What is a Fee For Service Plan?

Answer 5

Patients visit the physician of their choice and are reimbursed.
*These plans are largely obsolete now.

Question 6

What are the three Managed Care Plans?

Answer 6

*Health Maintenance Organization (HMO) - patients visit physicians and facilities within the HMO “network”. Typically, the plan requires the patient visit their primary care physician first, who will then refer them to others in the network when appropriate.

*Preferred Provider Organization (PPO) - PPO’s are a blend of Fee For Service and HMO’s. THIS IS A NETWORK GROUP. They do not require a visit to a primary care provider prior to to visiting a specialist, although they do have a network of preferred providers and it is more costly to go outside that network.

*Point Of Service Plans (POS) - similar to HMO’s except patients are not required to see their primary care physician prior to visiting a specialist. Offer in network and out of network benefits. You can see any in network providers without a referral, but must have a referral to see out of network providers.

Question 7

Most benefits are not required by law, but they help attract and retain team members. Potential current exceptions include….

Answer 7

COBRA, Family Leave, and Sick Time.
*These are required to be provided to the employee.

Question 8

What factors should be considered when creating a benefits plan?

Answer 8

*The practice budget - what can the practice consistently afford.
*Definition of full-time vs part time employee.
*The IRS considers employee benefits taxable unless specific regulations state differently.

Question 9

What is a section 125 Plan?

Answer 9

A tax savings plan for both the employee and the employer. A section 125 plan allows employees to pay certain expenses, including their portion of the medical premium or other contribution before taxes are deducted from their paycheck. **These accounts can equal substantial saving in payroll taxers for employers.

Question 10

What is a Health Savings Account (HSA) -

Answer 10

A Health Saving Account is to be used in conjunction with high deductible health plans for individuals or families. An HSA can be used to pay for a variety of medical services and supplies. Your HSA is owner by you, the employee.
*In order to qualify, must have a high deductible plan.
*Funds in an HSA roll over from year to year.

Question 11

What is a Flexible Spending Account (FSA)?

Answer 11

A Flexible Spending Account (FSA) - A high deductible medical insurance plan is not a requirement for a FSA. The FSA account has a use it or lose it rule at the end of the year. The FSA is owned by the EMPLOYER, and unused funds at the end of the year belong to the EMPLOYER.

Question 12

Patient Protection and Affordable Care Act (PPACA) of 2010 -

Answer 12

*Typically applies to a business with 50 or more full-time employees.
*Requires businesses to provide group insurance or penalized.
* If your practice does not provide group medical insurance (because there are under 50 full-time employees), employees will need to obtain insurance individually or pay a penalty.
**The Act also places certain caps and conditions on Health Savings Accounts Flexible Spending Accounts.

Question 13

Employee Retirement Income Security Act (ERISA) of 1974 covers funding , vesting, and fuduciary standards applicable to employee benefit plans. ERISA is highly regulated by the government and is inforced by the __________________.

Answer 13

The US Department of Labor.

Question 14

Short Incentive match plan for Employees Individual Retirement Plan (Simple IRA) -

Answer 14

**Established BY EMPLOYERS to allow eligible employees to contribute PRE tax dollars to the plan.
**The EMPLOYER is required to make a dollar to dollar, or specified percentage contribution to the plan also.
**Relatively simple to administer and costs are low.

Question 15

401K Plans….

Answer 15

**Established by EMPLOYERS to allow employees to contribute PRE TAX dollars to the plan.
**Employers are not required to contribute to the plan.
**There can be an added profit sharing component.
**These plans can be more costly administer - requires a professional administrator.

Question 16

Simple Employee Pension Plans (SEPs) -

Answer 16

Think of a profit sharing plan where the EMPLOYER contributes taxed deductible dollars, but the employee doesn’t contribute.
** Similar to profit sharing plans
**Funded by tax deductible employer contributions.
**Employees cannot contribute.

Question 17

What are something’s to consider when creating an employee discount policy for veterinary services and products?

Answer 17

Who is eligible? (Full time, part time, commission employees)
How many pets are covered?
What services and products are covered?

Question 18

Any discount services over ______ is considered a taxable (fringe) benefit and must be reported as such on payroll.

Answer 18

20%

Question 19

True or False…
If a practice offers a larger than 20% discount on services and does not report it, that practice and the employee risks fines and back taxes.

Answer 19

True.

Question 20

Safest and simplest solution for discounts for employees is….

Answer 20

Discount no more than 20% on services and cost plus 10% on products.
**Can offer larger discount as long as it is included as taxable income on employees W2 form. (If practice offers more than 20% discount and does not report it, that practice and employee risks fines and back taxes.

Question 21

What are some common memberships and dues covered by employers ?

Answer 21

*State veterinary medical association membership - VMS
*National Organizations - AVMA, AAFP
*License fees for degrees and certification - such as DVM - CVPM
* Specialty Organization - such as “Fear Free” or whatever your policy covers. Must important make sure it is written down so there is no confusion.

Question 22

It is recommended that practices budget ____ % of gross revenue annually for team development (CE = continuing education).

Answer 22

5%

Question 23

True or false….
Practices that require CE are required by federal law to pay for the time incurred in attending CE programs for all non-exempt employees. Those hours must also be counted in overtime calculations.

Answer 23

True.

Question 24

True or False…
Disability insurance (an employee benefit worth considering) is maintained to protect an employee against an injury or illness that results in the inability to earn a living.

Answer 24

True.

Question 25

Which and are a blend of Fee For Service and HMO medical plans. They do NOT require a visit to a primary care provider prior to visiting a specialist, although they do have a network of preferred providers and it is more costly to go outside that network.

Answer 25

Preferred provider organization plan (PPO).

Question 26

Which addition to medical insurance is owned by the employer.

A.)Health savings account or
B.) Flexible Spending Account

Answer 26

B. Flexible spending account (FSA) - Also can be used to pay for a variety of health care services and supplies. The FSA is owned by your employer.

Question 27

The patient protection and Affordable Care Act requires employers with _____ or more employees to provide group medical insurance or receive a penalty.

A) 20 Full time employees
B.) 50 full time employees
C.) 50 total (part time/ full time) employees

Answer 27

B.) 50 Full-time Employees (per the 2010 Affordable Care Act)

Question 28

What should be included in personnel files?

Answer 28

*Employment Application, Resume, Interview Notes, Background Checks
*Job Description
* Offer of Employment Letter
*Performance Evaluations, Education and Training.
*Disciplinary Documents
*Various federal and state mandated forms EXCEPT the I-9
*Copy of degrees, diplomas, certifications.
*Contracts, agreements, non-compete agreements
*Employee action forms such as change of wage, position, department.
*Leave of absence and attendance records (except FMLA - Fair Medical Leave Act)
*Employee record form showing date of hire, hire on salary, raises, promotions, demotions, emergency contact and other employment details.

Question 29

Payroll files should include ….

Answer 29

*Employees full name, address and social security number.
*Birth date if employee is a minor.
*Work schedules, pay rate, earnings records, and wage deduction.
*Benefit records
*time clock records for each pay period (handwritten “honor system” time records are discouraged.)
Access to the payroll file should be limited and ideally stored in a separate folder.
** A thorough review of record keeping policies and potential federal or state changes should be reviewed with the practice attorney annually.

Question 30

Why should I-9s be stored in a separate file?

Answer 30

If you ever were to have your records audited and your I-9s were requested - you must turn over the folder that contains the I-9 for each employee. **Better to hand over 1 folder containing only I-9s (employee I-9s can all be stored together in one folder) than a pile of folders of everyone’s employee records. There is no sense giving any agency a reason to want to dig deeper into your perfectly created employee files is there?

Question 31

What should not be included in personnel files?

Answer 31

**Any document that cannot be legally used to make a decision in hiring, firing, promotion, demotion, or any other employment decision.
**Documents that contain information about an employees gender, race, religion, veteran status, disability, or national origin
*Garnishment orders or credit reports.
*Investigative documents for any potential criminal action until the case has been concluded.

Question 32

Medical records should be stored in their own file and access limited strictly to those who need to know, records should include…..

Answer 32

*Health and life insurance forms.
*Physician notes, return to work notice, limited duties notice or accommodations.
*Insurance or workers compensation claims.
*Physical exam results.
*Family And Medical Leave Act documentation.

Question 33

What are the five potential employee files used for maintaining confidential employee records

Answer 33

1.) The true personnel file for job related documents
2.) A file for any documents relating to garnishments, background check results, credit checks, and similar documents that have no legal role in hiring, firing, promotion, demotion or other employment decisions. *Background results should NOT BE KEPT IN THIS FILE. It only has a one time hiring or not hiring potential and that is at the beginning of employment.
3.) The employee medical file including Family and Medical Leave Act documentation * Employee medical records should be stored in their own file with extremely limited access to those who NEED to know only. (This file would include Dr. Notes, Health and life insurance forms, Claims, FMLA documents, physician correspondence)
4.) Payroll files
5.) The I-9 folder which can hold of the I-9s together.

Question 34

Our recommended reading list recommends that there be a written policy for employee request to view their file/ personnel records. What is a reasonable time frame to allow that employee to view their file after the request is submitted?

Answer 34

A reasonable time frame to allow an employee to view their file is within 2-5 days of the request.

Question 35

True or False….
It is recommended to have all employees sign an authorization form to release information for future inquires such as employment and wage verifications.

Answer 35

True!
Also remember to release ONLY what the employee has authorized.

Question 36

What is the recommended number of years to keep personnel file documents related to basic employee information such as I 9’s, hiring records, results from tests, employment actions such as hires , separations, re-hire, demotion, lay-off, etc.

Answer 36

3 years from the date of employee termination.

Question 37

What is the recommended number of years to keep personnel file documents related to Tax records, payroll records such as social security card number, pay rate, pension payments, payroll deductions and overtime?

Answer 37

4 years (rolling 4 year basis not related to termination date).

Question 38

What is the recommended number of years to keep personnel file documents related to job injuries or illness?

Answer 38

5 years.

Question 39

What is the recommended number of years to keep personnel file documents related to Medical exam findings, toxic exposure records, and blood borne pathogen exposure records?

Answer 39

30 years

Question 40

Title VII of the Civil Rights Act (non-discrimination), Americans with Disabilities Act, and the Age Discrimination Act require employee personnel records be retained at least _______ year(s) from termination.

Answer 40

1 year

Question 41

Family Medical Leave Act (FMLA) and the Fair Labor Standards Act (FLSA) - the lime limit for filing a claim can be up to 3 years for willful violations, therefore records pertaining to these laws should be retained for a minimum of _______ years after termination.

Answer 41

3 years.

Question 42

Why are employee medical documents stored separately from their main personnel file?

A. While it is sometimes appropriate or necessary for a direct supervisor to see some personnel records, there is rarely a reason for them to see medical records.
B. The ADA and FMLA require that medical records be stored separately.
C. Both A and B
D. Neither A or B

Answer 42

C. Both A and B

**While it is sometimes appropriate or necessary for a direct supervisor to see some personnel records, there is rarely a reason for them to see medical records. Also, The ADA and FMLA require that medical records stored separately.

Question 43

Employee Wage Garnishment Orders and Credit Reports are to be filled;

A. With payroll records
B. With the main employment records
C. Either location is acceptable
D. Neither location is acceptable

Answer 43

D. Neither location is acceptable.
Remember we talked about on that slide that was added, neither location is acceptable. You need to have a separate file for any documents relating to garnishments, background check results, credit checks and similar documents that have no legal role in the hiring, firing, promotion, demotion or any other employment decision.

Question 44

Which entity or entities require employers to keep detailed payroll and benefits data? Access should be limited and ideally stored separately (Multiple Choice).

A. Internal Revenue Code
B. Fair Labor Standards Act
C. Equal Employment Opportunity Commission
D. All of the above

Answer 44

A.) The internal Revenue Code
B.) Fair Labor Standards Act

FYI ** The Equal Employment Opportunity Commission is a federal agency that administers and forces laws against workplace discrimination. It has nothing to do with how employees are paid.

Question 45

What should all job descriptions include…

Answer 45

Position Title : A job title helps to establish identity.
Summary : Brief overview including major goals and objectives.
List duties and responsibilities - Begin with the priority duties and go in defending order. (also list physical duties such as lifting up to a certain weight.) ** List essential and specialized duties and hard and soft skills.

Question 46

How often should job descriptions be evaluated for accuracy?

Answer 46

Annually ( more often in the case of staff reduction or growth) and updated when necessary.

*Some considerations when evaluating them for updates…

Has the practice purchased new equipment?
Have any protocols changed?
Have services been added or removed?

Question 47

What are the three distinctive purposes for hospital manuals?

Answer 47

A reference tool for standards of care and practice guidelines.
Training and instructional tool.
They define a standard to which employees can be held accountable to reach.

Question 48

What is a Hospital operations and procedures manual?

Answer 48

This is a detailed manual that describes the specific processes and system that a company uses to produce its goods and provide its services.

*Some practices will break the operations and procedures manual into various volumes such as reception and front desk operations, kennel procedures, sanitation, or equipment maintenance.

*One way to begin creating an Operations and Procedures manual is to refer to the job description for every position, and use the listed skill sets and tasks as an outline for that departments procedures. Then proceed to detail exactly how to complete a procedure to the standards of the practice.

Question 49

What are the 3 primary functions of the patient and procedure logs?

Answer 49

*They allow the convenient storage of important data
*Improve the quality of patient care and client service.
*Facilitate charge capture and auditing processes.

Question 50

What are the 3 types of patient and procedure logs?

Answer 50

Hybrid Logs - Combination of patient and procedure logs. Example: Final care logs.
Patient Logs - Any record that patients have received a specific service. Example: Laboratory logs.
Procedure Logs - Help ensure that a task has been completed. Example : Autoclave Cleaning Log.

*Logs are designed to solve problems and organize employees and tasks.

Question 51

Safety manuals are incredibly important and revolve around ________________________________.

Answer 51

OSHA’s Hazard Communication Standards and Right to know law.

Question 52

True or False…

Federal law requires that every practice create and implement a written plan (Hospital Safely Manuals (HSM)) that details how that practice complies with OSHA Hazard Communication Standard.

Answer 52

True.

Remember, at the core of any safety plan or manual is the Right To Know law. It states that the employee has the right to know and be informed of any and all potential work place hazards in order to make a decision what risks are acceptable to them.

Question 53

List some things that a Hospital Safety Manual may include….

Answer 53

*Ergonomics. *Dentistry
*Electricity. *Chemotherapy
*Meals, snacks, breaks. *Animal handling, bite prevention and noise risk in kennel
*Natural disasters/Hazardous weather *Accident prevention and response
*Radiation *Bloodborne pathogens and first aid.
*Safety training. * Driving/ operating machinery and equipment
*Security and Violence prevention

Question 54

How often should every practice review OSHA training with every employee ___________.

Answer 54

Annually

Question 55

At the core of any safety plan manual is the ____________ law.

A. OSHA Act
B. Workplace Safety and Health
C. Right to know

Answer 55

C. Right to know

Question 56

A section on chemotherapy should be included in every Veterinary Health Safety Manual regardless of whether that practice performs chemotherapy. True or False?

Answer 56

True - even if you don’t do it at your hospital, people have a Right To Know.

Question 57

One way to begin to create an Operations and Procedure Manual is to refer to the __________of the practice.

A. Job Descriptions
B. Tasks Check lists.
C. Health Safety Manual

Answer 57

C. Job description

Question 58

Licensure / certification consideration …..

Answer 58

*They can be renewed Annually or bi - annually with a fee. Although DEA is every 3 years.
*Practices commonly cover expenses for licensing including DEA licensees and state licenses, as well as any other professional license.
*The total cost of licensure fees and dues to organizations average $1200 / annually. These fees are considered a write off at the end of the year when taxes are being prepared.

Question 59

Which plan enables employees to make their medical insurance premium payment before taxes are deducted from their paycheck, and can also mean substantial pretax savings for employers?

Answer 59

Answer: Section 125 plans - a tax savings plan for both the employee and the employer. A Section 125 allows employees to pay certain expenses, including their portion of the medical premium or other contribution before taxes are deducted from their paycheck. These accounts can equal substantial savings in payroll taxes for employers.

Question 60

Regarding evaluating medical insurance plans; name at least four ingredients that should be included when creating a checklist to aid evaluation.

Answer 60

*Basic type of plan (PPO, HMO, POS).
*Details of coverage
*Size of the providers and related services and facilities within the network.
*Cost to the employer, employees, dependents, and deductibles and co-pays.
*Employee eligibility.
*Simplicity of administration.

Question 61

What common veterinary employee benefit does the IRS require be reported as taxable, and what percent is the cut off for not reporting it?

Answer 61

Answer: The employee pet health discount policy that discounts services at greater than 20%.
All discounts after 20% need to be reported as taxable.

Question 62

Name at least five documents that should be in personnel file.

Answer 62

Employment application, resume , interview notes, background checks.
Job description.
Offer of employment letter.
Performance evaluations, education, and training,
Disciplinary documents.
Emergency contact information.
Tax withholding forms *W-2
Copy of degrees, diplomas, certifications.
Contracts, agreements, non-compete agreements.
Employee action forms such as change of wage, position, and department.
Leave of absence and attendance records (except FMLA).

Question 63

What one personnel file document should be stored away in a separate file of other similar documents?

Answer 63

I-9 (all employee I-9’s can be stored together in a file)

Question 64

Name at least four documents that might be found in an employee medical personnel file.

Answer 64

Health and life insurance forms.
Physician notes, return to work notice, limited duties notice or accommodations.
Insurance or workers compensation claims.
Physical exam results.
Family and Medical Leave Act documentation.

Question 65

What element of a job description can help you avoid hiring someone who is unable to perform essential duties of the position?

Answer 65

Listing what is considered an impediment to satisfactory performance such as being afraid of aggressive pets.

Question 66

What specifics should be included in the accountability section of a job description?

Answer 66

*Where does this position reside in the hierarchy of the practice?
*Who do they report to?
* Who evaluates their performance?
* How much authority does this position have?

Question 67

Job descriptions are required by federal law - True or False?

Answer 67

False.

Question 68

How often should job descriptions be evaluated for accuracy, and what changes to the practice might indicate an update is necessary?

Answer 68

A job description should be evaluated for accuracy annually (more often in the case of staff reduction or growth).

Question 69

What three purposes do hospital manuals serve?

Answer 69

*A reference tool for standards of care and practice guidelines.
*Training and instructional tool.
*They define a standard to which employees can be held accountable to reach.

Question 70

Which of the ten subjects below is not considered a common element in an employee manual?

** Practice Mission
**Laws of importance (ADA, EEOC, FMLA, sexual harassment policy, pregnancy safety and confidentiality.
**Define full-time Vs Part time employees.
**An Organization Chart showing the proper hierarchy of the practice.
**Employee policies - too numerous to list in entirely, but examples include;
**Compensation; overtime, personnel records, payroll schedule.
**Benefits offered
**Non-compete agreement.
**Jury Duty
**Training procedures

Answer 70

An Organizational Chart showing the proper hierarchy of the practice.

Question 71

Explain the difference between the Hospital Operations and Procedures Manual and the Employee Policies, Procedures , and Guidelines Manual.

Answer 71

A Hospital Operations procedures manual is a comprehensive text that details every aspect of specifically how you want work to be done. An Employee Policies, Procedures and Guidelines manual details clarity and purpose to the practice mission and values, and also details expectations, compensation & benefits, legal disclaimers and other details surrounding employee specific policy and procedures.

**Employee procedure manual not only helps train new employees, it also provides a guide to look up procedures as needed.

Question 72

Where is it recommended to keep the Hospital Safety Manual?

Answer 72

In a central location.

Question 73

One test of the FLSA may use in determining an employee from an independent contractor is called the Economic Realities Test turns on whether individual economically dependent on the business for which it renders service.

What six factors are generally considered by the courts in applying the Economic Realities Test under the FLSA?

Answer 73

*The degree of control exercised by the practice over the individuals work performance.
*The extent of the relative investments by the practice and the individual in equipment and supplies used
* The individuals opportunity for profit and loss through managerial skill.
*The skill and initiative required by work. Lower skill requirements weigh toward employee status.
*The performance of the relationship.
*The extent to which the workers services are an integral part of the practice.

Question 74

What test may the Fair Labor Standards Act (FLSA) use in determining an employees from an independent contractor?

Answer 74

The Economic Realities Test

Question 75

The American Animal Hospital Association (AAHA) came up with the CRAFT formula for compliance. The formula demonstrates that veterinarians control three of the four components of compliance.
Define the CRAFT formula for compliance…

Answer 75

C = R + A + FT

C = Compliance standards of care. (Veterinarians set the C )
R = Recommendation. (Veterinarians make the R ).
A = Acceptance (The clients responsibility in the A)
FT = Follow Through (The staff provides the FT) by scheduling the recommended rechecks , recalls, or revisit appointments for patients.

Question 76

In regards to identifying your practices “trade area” there are two common calculations: Radius rings, and Drive Times. Which calculation is considered the best?

Answer 76

Drive Times.
When compared to known trade areas, drive times estimates have been shown to be a better representation than the radius ring.

The Radius Rings - The traditional means of estimating a trade area. While this is an easy method, it does not usually match well when compared with actual client distributions. The problem is that a simple radius does not take into account factors that will impact your clients, such as ease of access (the good and the bad of the community’s road network).

Question 77

Define - Bailment.

Answer 77

A bailment is defined as a delivery of something of a personal nature one party to another to be held according to the purpose or the object of the delivery and to be returned or delivered over when the purpose is accomplished.

Ex. When a veterinarian assumes custody of a clients animal, a bailment takes place. A written boarding agreement is an example of a written bailment.

Question 78

Questions regarding bailments….

When a veterinarian accepts custody of a clients pet; which party is the bailor and which is the bailee ?

Answer 78

Bailor is the client in this example and the veterinarian is the Bailee.

Question 79

questions regarding bailments…

What two elements are essential for the creation of a bailment?

Answer 79

*There must be a physical delivery of the property from the bailor to the Bailee.
*There must be a knowing acceptance of possession of the property by the Bailee.

Question 80

questions regarding bailments…

What is the primary duty of the Bailee in our veterinary example?

A written boarding agreement

Answer 80

To return the animal in at least just as good condition as it was when it was received.

Question 81

questions regarding bailments…

Can a bailment be oral as opposed to written?

Answer 81

Yes.

Question 82

True or false…

“Recruiting, interviewing , and training someone new can cost you more than providing benefits?

Answer 82

True.

Question 83

True or False…

Employees in their late 30’s and older tend to be more concerned with job security; health, life and disability insurance; and profit-sharing or pension plans.

Answer 83

True

Question 84

When hiring associates, what percentage can small animal associates expect to paid by the employer.

Answer 84

17% - 22% of revenue generated by individual small animal associates.

• 22% - 27% for large animal clinicians.

Question 85

True or False…

In some cases Employee turnover is essential to prevent aging employees from receiving salaries and benefits far in excess of their value to the practice.

Answer 85

True.

Question 86

True or false….

Vacation pay is required by law.

Answer 86

False.

Question 87

When is comes to CE requirements, some states have no requirements. While others require ______
Annually.

Answer 87

20 hours.

**Veterinary CE is mandated in nearly 80% of the states.

Question 88

The purpose of the fair medical leave ACT of 1993 (FMLA) is to preserve family integrity. Eligibility requirements include that the individual….

Answer 88

*Has been employed by the employer for at least 12 months.
*Has been employed for at least 1,250 hours of service during the 12 month period.
*Is employed at a worksite where 50 or more employees are employed within a 75 mile of that worksite.

Question 89

True or False…

For the most part, the Family and Medical Leave Act of 1993 (FMLA) is unpaid.

Answer 89

True.

Question 90

How many days prior to taking family and medical leave absence must employees notify their employer?

Answer 90

30 days with a written notice.

Question 91

True or False…

Employee’s are still entitled to the same group health insurance while out on FMLA leave (Family and Medical Leave Act)

Answer 91

True.

Question 92

True or False…

The state will not enforce State Family or Medical Leave laws, and States will not enforce the FMLA (Family and Medical Leave Act)

Answer 92

True.

Question 93

PLIT (Professional liability insurance) is a benefit that is provided to associates. What are some of the important issues to consider ….

Answer 93

*Be sure to purchase liability insurance that covers legal fees, court costs, and damages related to civil suits for personal injuries suffered by clients or bystanders or for the death or injury of animals or animal tissues belonging to clients.

• Determining whether the employee or employer will pay the premium for such coverage.

*Knowing whether the insurance carriers policy allows it to settle a claim on it’s own initiative or only with the consent of the certificate holder, was does an AVMA policy

Question 94

What doesn’t PLIT (Professional Liability Insurance Trust) cover?

Answer 94

• Cost to defend administrate law complaints for fraud, negligence or incompetence brought by state boards of veterinary examiners.

*Settlements involving claims by clients where no evidence of negligence exists.

*Criminal charges alleging animal cruelty filed.

*Liability arising out of the intentional performance of a fraudulent or criminal act or omission or an act of actual malice.

*Liability arising from a veterinary incident caused by a person under the influence of intoxicants.

*Liabilities arising out of agreements wherein the certificate holder guaranteed the results of treatment.

Question 95

Name two examples of associations that offer plans competing with the AVMA (American Veterinary Medical Association) PLIT (Professional Liability Insurance Trust)

Answer 95

The California VMA and American Animal Hospital Association are examples of two associations that offer plans competing with the AVMA PLIT.

Answer 96

A veterinary acupuncturist leases space from a general practice. Does the general practice need to share the hazard assessments from their department, even if the acupuncturist works in a separate part of the building?

Yes. All separate businesses within a shared space must create a hazard assessment for the entire area.

Bonus question: What else might the entities above be required to share or address?

Each separate entity within the hospital will need to provide the other entity with their Safety Data Sheets, or store the safety information in a central location.

Answer 97

P