“The licensee shall not work in any practice setting without workplace monitoring. The constant physical presence of the monitor/supervisor is not required. However, workplace monitoring requires that the monitor/supervisor be always readily available and accessible to the licensee via communication device. If you have any questions regarding this change, please contact your PNAP case manager for clarification.”
A recent appeal case we won shows you always have a chance if a licensing board attempts to stop you from practicing your profession. The case involved a physician denied a license to practice in Philadelphia over a conviction for conspiracy to possess and distribute...
The VRP terms and conditions are based upon licensees admitting to an addiction or impairment. Any licensee who agrees to the terms of this pre-Board ordered program without clearly understanding what they are doing risks their entire career.
I write extensively about medical marijuana and health care related employment. https://www.phila-criminal-lawyer.com/medical-marijuana/I write extensively about Pennsylvania’s Medical Marijuana Act and issues associated with securing a Medical Marijuana Card in...
On June 24 2020, the General Assembly enacted Senate Bill 637 which reforms occupational licensing by getting rid of outdated criminal record restrictions for the professions and occupations which are regulated by boards and commissions within the Bureau of...
Recidivist sentencing enhancement statutes continue to be declared unconstitutional based upon relatively recent US Supreme Court cases. In 2000 the U.S. Supreme Court decided State v. Apprendi. There the Court states a criminal sentence must be based upon facts the...
A long-term client called me today, and related the following story: Before Covid, she worked an average of three, 8 hour shifts for 24 hours. After Covid, she worked five or six, 12 hour shifts, routinely working 55 or 60 hours a week. However, her nursing home employer was still only paying her 24 hours a week.
This is illegal. Pennsylvania’s Wage Payment and Collection Law gives powers and duties to every employee for the civil collection of wages. Pennsylvania Wage Payment and Collection Law provides for civil and criminal penalties including 10% and 25% escalating penalties for employers who fail to properly pay wages absent any good faith dispute.
Interim U.S. Guidance for Risk Assessment and Public Health Management of Healthcare Personnel with Potential Exposure in a Healthcare Setting to Patients with Coronavirus Disease 2019 (COVID-19) Update: This Interim Guidance was updated and archived on April 12,...
March 22, 2020 Pennsylvania Suspends Certain Licensure Requirements for State Board of Psychology, and State Board of Social Work, Marriage and Family Therapy, and Professional Counselors In order to increase the number of health-care practitioners available to...
March 27, 2020 State Board of Nursing: Additional Temporary Waivers Summary: The Department of State’s Bureau of Professional and Occupational Affairs (BPOA) requested, and Governor Wolf granted, waivers to several regulatory/statutory provisions related to the...
