cms_WV: 9570
Data source: Big Local News · About: big-local-datasette
| rowid | facility_name | facility_id | address | city | state | zip | inspection_date | deficiency_tag | scope_severity | complaint | standard | eventid | inspection_text | filedate |
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| 9570 | TEAYS VALLEY CENTER | 515106 | 590 NORTH POPLAR FORK ROAD | HURRICANE | WV | 25526 | 2011-07-14 | 225 | D | 0 | 1 | L3JB11 | Part I -- Based on review of the facility's patient / family concern forms, policy review, and staff interview, the facility failed to assure an allegation abuse / neglect was thoroughly investigated and immediately reported to other officials, including the State survey and certification agency, in accordance with State law. In addition, the facility allowed the alleged perpetrator to continue to work at the facility even though their resolution to the concern stated this employee would not be scheduled to work at the facility. This was true for one (1) of twenty (20) patient / family concern forms reviewed. Facility census: 114. Findings include: a) Review of the facility's patient / family concerns reports revealed a concern reported to a staff member on 06/03/11. On 06/03/11, an employee of the ambulance service reported the following: (Name of ambulance service employee) overheard a nurse, (name of nurse) interacting with the above resident. She states the (name of resident) was trying to tell (name of nurse) something and resident was stuttering. She states that the nurse told the resident to spit it out, I don't have time for you. Stated you need to get away. EMT (emergency medical technician) confronted nurse and told her that she didn't need to be rude. The staff member who recorded the concern also wrote: Spoke with EMT's partner, (name of partner). re. (regarding) incident. She states she cannot recall exactly what was said by the nurse but stated that it was basically - I don't have time to deal with you. She stated that the nurse was rude and disrespectful to the resident. Further review of the concern revealed the facility's steps to resolve the problem were: (Name of nurse) has not worked at (name of facility) since 05/20/11. Scheduling manager instructed not to utilize her services in the future. Review of the facility's abuse prohibition policy revealed: Verbal abuse is defined as the use of oral, written or gestured language that willfully includes disparaging and derogatory terms to residents or their families, or within their hearing distance, regardless of their age, ability to comprehend, or disability. 5. Upon receiving a report of suspected or alleged abuse, the Administrator or designee will report as follows: 6.1.1 OHFLAC (Office of Health Facility Licensure and Certification). 6.1.2 DHHR (Department of Health and Human Resources). 6.1.3 Ombudsman Program. The facility's two (2) social workers (Employees #72 and #118), when interviewed on 07/12/11 at 4:30 p.m., were unable to find evidence to reflect the allegation was reported to the proper state authorities. There was also no evidence the alleged perpetrator was made aware of the allegation. Employee #100 (the scheduling manager), when interviewed on 07/12/11 at 4:45 p.m., verified the nurse named in the concern had actually worked at the facility again on 07/05/11. Employee #100 stated she did not schedule the nurse to work, because she was aware of the complaint. She stated another employee had called this nurse into work, because the nurse named in the concern was still on the payroll. During an interview with the director of nursing (DON) on 07/12/11 at 5:15 p.m., she verified the allegation was not reported and verified the nurse named in the concern had worked a shift at the facility since the allegation was made. -- Part II -- Based on review of sampled employees' personnel files, policy review, and staff interview, the facility failed to make reasonable efforts to uncover personal histories of criminal convictions that would indicate unfitness for service in a nursing home for two (2) of ten (10) sampled employees. Employee identifiers: #80 and #59. Facility census: 114. Findings include: a) Employees #80 and #59 On 07/07/11 at approximately 3:00 p.m., personnel file review revealed two (2) of ten (10) employees had insufficient background checks on their personnel file. The personnel file of Employee #59, a housekeeping aide hired on 02/04/08, did not contain evidence of a criminal background check. The payroll clerk (Employee #9) confirmed the criminal background check results were not in the employee's personnel record. -- The personnel file of Employee #80, a nurse aide student hired on 03/25/11, did not contain the results of a fingerprint check completed by the West Virginia State police. Employee #80 listed a previous residence in Florida and also had a copy of his Florida issued driver's license on his personnel record. The facility had not completed any type of background check in the State of Florida. Employee #9 verified the facility had not completed any background check in the State of Florida and also verified the results of the criminal background check completed by the West Virginia State Police were not on the personnel record. -- A review of the facility's abuse prohibition (revised 11/01/09) under the section titled Process found: - The center will screen potential employees for a history of abuse, neglect or mistreating residents, including checking with the appropriate licensing boards and registries. - The center will not employ individuals who: Have been found guilty by a court of law of abusing, neglecting, or mistreating others; or had a finding entered into a state nurse aide registry concerning abuse, neglect, or mistreating of others or misappropriation of property. | 2015-10-01 |