Kaiser Permanente is a large, nonprofit healthcare organization that operates in eight states across the United States. It is known for its integrated approach to healthcare, which combines medical care, insurance, and other health-related services under one umbrella. In this blog post, we will take a closer look at Kaiser Permanente’s operating structure and how it differs from other healthcare organizations.
Understanding Kaiser Permanente’s Unique Operating Structure
One of the key aspects of Kaiser Permanente’s operating structure is its integrated model of care. This means that all of the organization’s healthcare services are connected and coordinated, with a focus on prevention and wellness. This includes medical care, insurance, and other health-related services such as pharmacy, mental health, and physical therapy. By bringing all of these services together, Kaiser Permanente is able to provide its members with a more holistic approach to healthcare.
Another notable aspect of Kaiser Permanente’s operating structure is its use of electronic medical records (EMR). EMRs are digital versions of a patient’s medical history, which can be accessed by all members of the healthcare team, including doctors, nurses, and specialists. This allows for better communication and coordination among healthcare providers, as well as easier access to a patient’s medical information. Kaiser Permanente was one of the first healthcare organizations to adopt EMRs on a large scale, and it has helped the organization improve patient care and reduce costs.
Another benefit of Kaiser Permanente’s operating structure is its financial stability. As a nonprofit organization, Kaiser Permanente is not driven by the need to generate profits. Instead, it focuses on providing high-quality, affordable healthcare to its members. This has helped the organization weather economic downturns and maintain financial stability over the years.
Kaiser Permanente’s Employment Law Issues
Although Kaiser Permanente’s operating structure allows it to provide quality service to its customers, it’s important to understand that the company does have a history of employment law issues deserving of attention.
One of the main employment law problems faced by Kaiser Permanente is wage and hour disputes. In 2017, the organization settled a class action lawsuit brought by a group of nurses who claimed that they were not properly compensated for overtime work. The settlement, which was worth $15 million, covered nearly 5,000 nurses who had worked at Kaiser Permanente facilities in California.
Another employment law problem faced by Kaiser Permanente is discrimination. In 2018, the organization agreed to pay $2.5 million to settle a discrimination lawsuit brought by the Equal Employment Opportunity Commission (EEOC). The EEOC had accused Kaiser Permanente of discriminating against black and Latino job applicants in the hiring process. As part of the settlement, Kaiser Permanente agreed to implement new hiring and training practices to prevent future discrimination.
In addition to these issues, Kaiser Permanente has also faced criticism for its handling of employee complaints. In 2019, the organization was sued by a group of employees who claimed that they had been retaliated against for reporting safety concerns. The lawsuit, which is still ongoing, has sparked outrage among some employees and advocacy groups, who claim that Kaiser Permanente is more concerned with protecting its reputation than with addressing employee concerns.
Are you an employee or former employee of Kaiser Permanente? Do you believe you have a case against the company? If so, you need legal assistance from a Kaiser Permanente employment law attorney familiar with the company’s unique arbitration process. Learn more by contacting Rager & Yoon – Employment Lawyers online or calling us at 310-527-6994.