Nurse Staffing Standards for Hospital Patient Safety and Quality Care Act of 2023
Impact
If enacted, SB1113 will amend the Public Health Service Act, compelling hospitals to implement and adhere to outlined staffing plans that ensure a high quality of care to patients. This law is expected to encourage hospitals to better manage their resources to meet these requirements, ultimately improving the patient experience and reducing incidents of care-related errors. Additionally, the bill addresses the registered nurse shortage, likely promoting recruitment and retention of nursing professionals by fostering an environment conducive to safer and more manageable workloads.
Summary
SB1113, known as the 'Nurse Staffing Standards for Hospital Patient Safety and Quality Care Act of 2023', aims to establish minimum direct care registered nurse-to-patient staffing ratios in hospitals. The bill identifies the pivotal role that adequate nurse staffing plays in ensuring quality healthcare and patient safety while setting statutory standards for how many patients can be assigned to a single nurse depending on the unit's specific requirements. The legislation seeks to address a growing concern within healthcare systems regarding inadequate staffing and its correlation with increased medical errors and compromised patient care outcomes.
Contention
Debates surrounding SB1113 typically center on the practicality and enforceability of these mandated staffing ratios. Proponents argue that the bill's provisions are essential for protecting patient health and improving care quality, while opponents express concerns regarding the feasibility of complying with stringent staffing requirements, especially in rural and understaffed urban hospitals. There are also discussions about the implications for hospital administration and funding, as increased staffing needs may result in higher operational costs that could affect hospitals' financial viability.
Legal Workforce Act This bill directs the Department of Homeland Security (DHS) to create an electronic employment eligibility confirmation system modeled after and to replace the E-Verify system, which allows employers and recruiters to verify the immigration status of individuals. The bill also mandates the use of such a system, where currently only some employers, such as those with federal contracts, are required to use E-Verify. The bill specifies documents that can establish an individual's identity and employment authorization. During the period starting when a job offer is made until three business days after hiring, the individual must attest to his or her employment authorization, and the employer or recruiter must attest that it has examined the individual's required documents. Employers shall reverify certain types of employees who were not previously verified using E-verify. The Social Security Administration shall notify employees if their Social Security number has been used multiple times in an unusual manner. DHS shall establish programs for blocking and suspending misused numbers. Employers that are required to use the verification system shall not be liable for any employment-related action based on a good-faith reliance on the information from the system. The bill establishes a phased-in participation deadline for different categories of employers, including agricultural employers. The bill increases civil penalties related to hiring individuals without work authorization. It also preempts state laws relating to hiring and employment eligibility verification, but states may use their authority of business licensing to penalize employers for failing to comply with the bill's provisions.
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