Critical Care Case Study

Avoiding Permanent Damage from Temporary Help
A background check, or application confirmation, checks the data given by a job applicant, utilizing free sources, for example, criminal and common court records, former employer’s records, school records, and credit or car purchases reports. Companies, whose workers have contact and a responsibility to the public, or to consumers, should be well aware of the previous actions of their employee, to assure that they will behave as expected. Knowing whether a potential representative has been included in criminal or other wrong action, (for example, drug or other substance misuse, neglectful conduct, untrustworthiness, robbery, or perilous and fierce conduct) permits the executive to figure out whether a candidate is suitable for the targeted workplace. The incompetency of Ms. Ross for the role is evident. Her track record does not speak in her favor, as she failed in the past to show that she is trustworthy in a very sensitive position.
However, companies should be very cautious when performing background checks. All information that are

One case could have set a precedent for determining relationships between. The U. S. District Court for the District of Kansas addressed this issue of an organization 's liability for the actions of a temporary employee in St. Francis Regional Medical Center, Inc. v. Critical Care, Inc., et al.30 St. Francis was a hospital that used temporary nurses supplied by Critical Care, Inc. (CCI).31 A former patient sued the hospital for negligence, and the hospital settled because administrators perceived the care provided by the temporary nurse constituted malpractice and was a significant factor in the patient 's injury.32 After the settlement, the hospital sought indemnification from CCI, the temporary nurse 's employer.33 In denying the hospital 's claim that CCI had an implied obligation of indemnity, the court observed that the temporary nurse was an "employee of both CCI and St.