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Acknowledgment of Disclosures and Authorization
By proceeding, I agree that I understand the following disclosures:
I. How We Work in Washington. Based on your preferences, we provide you with information about one or more of our contracted senior living providers ("Participating Communities") and provide your Senior Living Care Information to Participating Communities. The Participating Communities may contact you directly regarding their services. APFM does not endorse or recommend any provider. It is your sole responsibility to select the appropriate care for yourself or your loved one. We work with both you and the Participating Communities in your search. We do not permit our Advisors to have an ownership interest in Participating Communities.
II. How We Are Paid. We do not charge you any fee – we are paid by the Participating Communities. Some Participating Communities pay us a percentage of the first month's standard rate for the rent and care services you select. We invoice these fees after the senior moves in.
III. When We Tour. APFM tours certain Participating Communities in Washington (typically more in metropolitan areas than in rural areas.) During the 12 month period prior to December 31, 2017, we toured 86.2% of Participating Communities with capacity for 20 or more residents.
IV. No Obligation or Commitment. You have no obligation to use or to continue to use our services. Because you pay no fee to us, you will never need to ask for a refund.
V. Complaints. Please contact our Family Feedback Line at (866) 584-7340 or ConsumerFeedback@aplaceformom.com to report any complaint. Consumers have many avenues to address a dispute with any referral service company, including the right to file a complaint with the Attorney General's office at: Consumer Protection Division, 800 5th Avenue, Ste. 2000, Seattle, 98104 or 800-551-4636.
VI. No Waiver of Your Rights. APFM does not (and may not) require or even ask consumers seeking senior housing or care services in Washington State to sign waivers of liability for losses of personal property or injury or to sign waivers of any rights established under law.I agree that: A.I authorize A Place For Mom ("APFM") to collect certain personal and contact detail information, as well as relevant health care information about me or from me about the senior family member or relative I am assisting ("Senior Living Care Information"). B.APFM may provide information to me electronically. My electronic signature on agreements and documents has the same effect as if I signed them in ink. C.APFM may send all communications to me electronically via e-mail or by access to an APFM web site. D.If I want a paper copy, I can print a copy of the Disclosures or download the Disclosures for my records. E.This E-Sign Acknowledgement and Authorization applies to these Disclosures and all future Disclosures related to APFM's services, unless I revoke my authorization. You may revoke this authorization in writing at any time (except where we have already disclosed information before receiving your revocation.) This authorization will expire after one year. F.You consent to APFM's reaching out to you using a phone system than can auto-dial numbers (we miss rotary phones, too!), but this consent is not required to use our service.
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I work at a living center where i am a supervisor. I was charged for neglect because I fell to make sure a client line of sight was breeched. However noone informed me of this. What can I do?
Line of sight means where ever the person goes a staff id to be with him or her. But I was not informed that the person needed a staff with him at all times. And my supervisor who had been an investigator at the facility called it in. However, she is the one that should have given me the information. Not only that Adult protection falsefied my interview. And when I were being interview by the APS my supervisor was standing outside the door.
If you have a union, contact the union steward. Ask to see the employee policies at your facility. Usually there is progressive discipline, first offense is a warning, either verbal or written. Ask about the appeals process, there should be a written policy. Present your defense in writing.
This is a question that I don't believe has ever been addressed here, or at least not one that I've seen.
Thinking it over...
If something wasn't done, then there should also be something, such as a manual, which establishes that it should be done and the conditions under which it's appropriate. Is there such a manual for a supervisor? Were you given a copy when you were hired? If not, then you might try addressing the responsbility of whoever should have brief you when you were hired.
Years ago I became aware of a legal doctrine titled "respondeat superior" - the employer is responsible for the actions of people in his/her/its employ. Under that, the owner of the center would be held accountable for the actions of supervisors and employees.
I'm not really clear on what light of sight breeching involves. Could you elaborate? Was it a case in which a client didn't have a clear line of sight to, for example, navigate, get into bed, use the bathroom...something like that that could have contributed to an accident?
In addition, I think there would be a delineation between your responsibility as a supervisor vs. those who report to you, and those to whom you report. Your immediate supervisor should, as I wrote in the first paragraph, have been responsible for making you aware of ALL your responsibilities. Was your supervisor charged with neglect as well?
Who initiated the charge? Who made the complaint? Was it during an oversight agency inspection? Or was it strictly internal? And what are the penalities?
Was it a reprimand or something that affects your employment at this place? And what are the penalties?
I think I'd get this kind of background information - the allegations, the mandates, the complaints, and the potential ramifications, then see an employment law attorney if this will affect not only your position at this facility but your future employment in a similar capacity.
By proceeding, I agree that I understand the following disclosures:
I. How We Work in Washington.
Based on your preferences, we provide you with information about one or more of our contracted senior living providers ("Participating Communities") and provide your Senior Living Care Information to Participating Communities. The Participating Communities may contact you directly regarding their services.
APFM does not endorse or recommend any provider. It is your sole responsibility to select the appropriate care for yourself or your loved one. We work with both you and the Participating Communities in your search. We do not permit our Advisors to have an ownership interest in Participating Communities.
II. How We Are Paid.
We do not charge you any fee – we are paid by the Participating Communities. Some Participating Communities pay us a percentage of the first month's standard rate for the rent and care services you select. We invoice these fees after the senior moves in.
III. When We Tour.
APFM tours certain Participating Communities in Washington (typically more in metropolitan areas than in rural areas.) During the 12 month period prior to December 31, 2017, we toured 86.2% of Participating Communities with capacity for 20 or more residents.
IV. No Obligation or Commitment.
You have no obligation to use or to continue to use our services. Because you pay no fee to us, you will never need to ask for a refund.
V. Complaints.
Please contact our Family Feedback Line at (866) 584-7340 or ConsumerFeedback@aplaceformom.com to report any complaint. Consumers have many avenues to address a dispute with any referral service company, including the right to file a complaint with the Attorney General's office at: Consumer Protection Division, 800 5th Avenue, Ste. 2000, Seattle, 98104 or 800-551-4636.
VI. No Waiver of Your Rights.
APFM does not (and may not) require or even ask consumers seeking senior housing or care services in Washington State to sign waivers of liability for losses of personal property or injury or to sign waivers of any rights established under law.
I agree that:
A.
I authorize A Place For Mom ("APFM") to collect certain personal and contact detail information, as well as relevant health care information about me or from me about the senior family member or relative I am assisting ("Senior Living Care Information").
B.
APFM may provide information to me electronically. My electronic signature on agreements and documents has the same effect as if I signed them in ink.
C.
APFM may send all communications to me electronically via e-mail or by access to an APFM web site.
D.
If I want a paper copy, I can print a copy of the Disclosures or download the Disclosures for my records.
E.
This E-Sign Acknowledgement and Authorization applies to these Disclosures and all future Disclosures related to APFM's services, unless I revoke my authorization. You may revoke this authorization in writing at any time (except where we have already disclosed information before receiving your revocation.) This authorization will expire after one year.
F.
You consent to APFM's reaching out to you using a phone system than can auto-dial numbers (we miss rotary phones, too!), but this consent is not required to use our service.
Thinking it over...
If something wasn't done, then there should also be something, such as a manual, which establishes that it should be done and the conditions under which it's appropriate. Is there such a manual for a supervisor? Were you given a copy when you were hired? If not, then you might try addressing the responsbility of whoever should have brief you when you were hired.
Years ago I became aware of a legal doctrine titled "respondeat superior" - the employer is responsible for the actions of people in his/her/its employ. Under that, the owner of the center would be held accountable for the actions of supervisors and employees.
I'm not really clear on what light of sight breeching involves. Could you elaborate? Was it a case in which a client didn't have a clear line of sight to, for example, navigate, get into bed, use the bathroom...something like that that could have contributed to an accident?
In addition, I think there would be a delineation between your responsibility as a supervisor vs. those who report to you, and those to whom you report. Your immediate supervisor should, as I wrote in the first paragraph, have been responsible for making you aware of ALL your responsibilities. Was your supervisor charged with neglect as well?
Who initiated the charge? Who made the complaint? Was it during an oversight agency inspection? Or was it strictly internal? And what are the penalities?
Was it a reprimand or something that affects your employment at this place?
And what are the penalties?
I think I'd get this kind of background information - the allegations, the mandates, the complaints, and the potential ramifications, then see an employment law attorney if this will affect not only your position at this facility but your future employment in a similar capacity.