Author Question: A nurse manager is working with staff nurses regarding the types and frequency of documentation ... (Read 57 times)

V@ndy87 · **on:** Jun 25, 2018

A nurse manager is working with staff nurses regarding the types and frequency of documentation required for clients being cared for in long-term care facilities.

Which laws contribute to the specific documentation required for client's in long-term care facilities?
Select all that apply.
A) Kardex
B) Omnibus Budget Reconciliation Act (OBRA)
C) Health Care Financing Administration Act
D) Minimum Data Set (MDS)
E) Charting by exception (CBE)

Question 2

The medical-surgical nurse is habitually late and often leaves work for nurses on the other shift to complete. The nurse has been reprimanded for this behavior. Which action is required by the nurse in order to retain employment?

A) The nurse must take responsibility and accept any corrective action.
B) The nurse must continue the same behaviors.
C) The nurse must have a positive attitude.
D) The nurse must trade shifts in order to be on time.

Sassygurl126 · **Reply #1 on:** Jun 25, 2018

Answer to Question 1

Answer: B, C

Laws influencing the kind and frequency of documentation required are the Health Care Financing Administration and the Omnibus Budget Reconciliation Act (OBRA) of 1987. It is under the OBRA law that the Minimum Data Set (MDS) is identified. With charting by exception (CBE) only abnormal or significant findings or exceptions to norms are recorded. The Kardex is a system of organizing client information so it can be accessed quickly and is usually used in the acute care area.

Answer to Question 2

Answer: A

Being reliable and being accountable are key factors in professionalism. From a systems perspective, each nurse is responsible for completing the duties of the job appropriately so that others can complete their work, too. Almost everyone must miss work or arrive late on occasion. But when poor attendance or lack of punctuality becomes a habit, it also becomes a performance issue and possible grounds for corrective action (steps taken to overcome a job performance problem) or dismissal (termination of employment).