Student Resources
Please click link button to view or optionally download the Prefixes, Roots, and Suffixes .PDF
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Please click link button to view or optionally download the Dying Person's Bill of Rights .PDF
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Please click link button to view or optionally download the Abbreviations .PDF
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Please click link button to view or optionally download the ELI Supplemental Skills Checklist .PDF
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Please click link button to view or optionally download the OSHA Quick Card .PDF
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Please click link to view or optionally download the UNIFORM DISCIPLINARY ACT (UDA) .PDF file. Or you may read it here in the text below. Thank you!
Introduction
Your certification is a personal property right, and as such, may be removed through “due process” for violations of the Uniform
Disciplinary Act (UDA). When you are applying for certification, it is critical that you complete the application yourself, and that you
answer all questions accurately. Please do not copy or modify the application form, including the Part D Confidential form. An altered, incomplete, or incorrectly completed application cannot be processed and will delay your possible certification.
1. What is the UDA?
RCW 18.130, or the Uniform Disciplinary Act (UDA), consists of laws governing the licensure and discipline
procedures for health and health-related professionals and businesses. These rules and regulations strengthen
and consolidate disciplinary procedures for licensed and certified health and health care-related professions and
agencies.
2. What is the intent of the UDA?
The legislature created the UDA to provide standardized procedures for the enforcement of laws so as to assure
the public of adequate professional competence and conduct by health care providers.
3. Is the UDA something new?
The UDA has been in place for health care professionals since 1986. In 1992, the legislature incorporated EMS
personnel into the UDA.
4. Who has the authority to enforce the UDA?
The “disciplinary authority” has the responsibility for enforcement. The disciplinary authority means the Department
of Health (DOH) or board, such as the Medical Quality Assurance Commission.
5. What are other functions of the agency or commission under the UDA?
A. To grant or deny licenses/certification.
B. The DOH may enter into a contract with certified personnel for substance abuse treatment and monitoring. In
this fashion, the certified person may be afforded the opportunity to continue his/her practice. In the past,
individuals would have had their certification suspended.
6. In considering the UDA, what kind of questions must the DOH ask when certifying or recertifying
personnel?
A. The DOH must require sufficient information from the individual that would demonstrate his/her ability to comply with the standards, rules and regulations.
B. The DOH must determine no visible threat to public health and safety before certifying or recertifying applicants.
Examples of these questions are as follows:
1. Have you ever been found in any proceeding to have violated any state or federal law or rule regarding
the practice of a health care profession?
2. Have you ever been convicted of abusing a child, developmentally disabled person or vulnerable adult?
7. What are the conditions where a license/certification may be restricted, denied or revoked?
A. Commission of any act involving moral turpitude, dishonesty, or corruption relating to the nature of the person’s profession (whether the act constitutes a crime or not).
B. Misrepresentation or concealment of information in obtaining a license/certification.
C. False or fraudulent advertising.
D. Incompetence, negligence or malpractice which results in injury to the patient.
E. Suspension of a license in any state.
F. The possession, use, prescription for use or distribution of controlled substances or legend drugs.
G. Violation of any state or federal law regulating the profession.
H. Failure to cooperate with the disciplinary authority.
I. Failure to comply with an order by the disciplinary authority.
J. Performing beyond the scope of practice.
K. Misrepresentation or fraud.
L. Failure to adequately supervise staff to the extent of placing health and safety at risk.
M. Contact with the public while suffering from a contagious or infectious disease that involves a serious risk to
public health.
N. Conviction of any gross misdemeanor or felony relating to the practice of a person’s profession.
O. Involvement in criminal abortion.
P. Agreeing to cure or treat a disease by a secret method.
Q. Willful betrayal of practitioner/patient privilege.
R. Interference with an investigation or disciplinary proceeding by willful misrepresentation of facts.
S. Current misuse of alcohol or drugs.
T. Abuse of a client or patient, or sexual contact with the patient or client.
8. What is the responsibility of an agency or individual to report violations of the UDA?
According to the UDA, agencies whose employee(s) may have engaged in A through T above are required to bring
such matters to the attention of the DOH, specifically, EMS Licensing and Certification (the “disciplinary authority”),
within 30 days. The act also requires any person, not just agencies, to bring matters to the attention of the DOH.
Any person means also reporting yourself.
9. Is there any legal protection for individuals acting on behalf of the agency or commission?
Yes, members of commissions or individuals such as the Medical Program Director (MPD) are immune from liability
in any action, civil or criminal, based on any disciplinary proceeding so long as it’s within their duties and
responsibilities.
10. Is there any protection for individuals who bring a complaint to the attention of the DOH regarding
unprofessional conduct or inability to practice with reasonable skill and safety?
Individuals providing such information in good faith to the DOH are granted immunity from civil liability.
11. How is a complaint brought against a health care professional licensed or certified in this state?
If someone believes they have been treated, or observed someone being treated in an unprofessional, unskilled
way, or that the health care provider was impaired, they have a right to bring these concerns before the disciplinary
authority.
12. What is the complaint process?
When a complaint is received, either in writing or over the phone, followed in writing, it is recorded and analyzed to
determine if the DOH has the authority over the complaint. If so, an investigation is conducted to determine if there
is sufficient evidence to proceed with legal action. If there is, a Statement of Charges or a Stipulated Performance
Agreement will be prepared by the Attorney General’s Office to be carried out by the DOH.
13. Does the licensee or certified person have any recourse in this matter?
Yes, the person may enter into a Stipulated Performance Agreement in lieu of a hearing. The other possibility is to
request a formal hearing in 20 days or less wherein the person may contest the allegation(s) contained in the
Statement of Charges.
14. Who are the routine participants in the disciplinary process?
A. The person(s) who is providing the complaint, which may be the MPD.
B. The person whose conduct or performance is identified in the complaint.
C. The person’s supervisor, and most likely the MPD.
D. The DOH Investigations Unit.
E. The DOH EMS Licensing and Certification Section.
F. The State Attorney General.
G. The Judge.
Summary
The intent of the DOH is to enforce the UDA. However, it is also the intent of the DOH to ensure that all
persons are afforded rights under the Administrative Procedures Act (APA) which assures “due process”. The best
protection providers have is to practice within their scope of care; follow medical protocols and procedures; and assure
thorough and accurate documentation of the care provided.
If you have any questions on the UDA, please contact:
EMS Licensing and Certification Section
(360) 236-2845 or 1-800-458-5281, Ext. #1
Rev. 3/06
Please click link to view or optionally download your Student Record Form to fill out. Thank you!
Please come to class having read all the necessary assigned readings by Day ONE. Please read all skills in the WSNA handbook along with the skills supplement handout.
It is your responsibility to have caught up on all reading by class as this is an accelerated format designed to teach theory and lab in two days prior to clinical rotation.
| Unit # | Name of Unit | Assigned Reading | Skills # (WSNA Book) |
| 1 | Vital Signs | Chapter 7: pp 173-186 Workbooks: pp. 57-60 | 6, 7, 23 |
| 2 | Measurement of Height and Weight | Chapter 7: pp 186-188 Workbooks: pp. 60 | 12, 14 |
| 3 | Food & Fluid Intake/Output Measurement | Chapter 7: pp 190-192 Workbooks: pp 62 | 13, 24, 25, 26 |
| 4 | Developmental tasks associated with specific age and stage of development | Chapter 3: pp 66-69 Workbooks: pp 23-24 | No Skills |
| 5 | Use & Care of Prosthetic Devices | Chapter 9: pp 233-234 Workbooks: pp 75 | 27, 5 |
| 6 | Adequate Ventilation, Warmth, Light | Chapter 6: pp 124-125 Chapter 7: 200-202 Workbooks: pp 49 & 63 | No Skills |
| 7 | Principles of Body Mechanics | Chapter 2: pp 31-32 Workbook: pp 12-13 | No Skills |
| 8 | English Competency, Healthcare Terminology, & recording, & reporting observations, actions & information. | Chapter 1: pp 5-7, 17-20 Chapter 2: pp 21-30 Workbook: pp 2-3 | No Skills |
| 9 | The Scope of Practice of Nursing Assistants | Chapter 1: 4-5, 8-10 Workbook: pp 2-4 | No Skills |
| 10 | The Worker’s Right to Know (RTK) and the Uniform Disciplinary Act (UDA) (Ch 18.130 RCW) | Handout: The Uniform Disciplinary Act Handout: Employee Rights Under OSHA Handout: Hazard Pictogram | No Skills |
OSHA
Employee Rights
http://www.rtc4safety.com/htm_pages/employeerighttoknowunderosha.htm
It may not be part of the Constitution, but American workers’ right to a safe and healthy workplace is the law of the land. The Occupational Safety and Health Act of 1970 established OSHA and gave employees the right to seek safety and health on the job without fear of punishment.
OSHA has since spelled out specifics for workers, along with strict prohibitions against penalizing employees who exercise their rights to know, seek information, and call dangerous conditions to OSHA’s attention.
Employers also must inform employees of their rights. They must post the OSHA 2203 Job Safety and Health Protection poster or a comparable state version to inform workers of their OSHA rights and responsibilities. Those rights include requesting a copy of any OSHA regulations that apply to their job and workplace.
Right to Complain
Another right is asking for an investigation if an employee believes there’s a workplace violation of an OSHA regulation (29 CFR 1903.11). During the inspection, the employee or a designated representative may accompany the inspector. Also, any employee can answer the inspector’s questions or call attention to other possible safety and health violations (29 CFR 1903.10).
If there’s an OSHA citation or formal request for more time to make the changes needed to reach OSHA standards, employees have a right to review posted versions. A further right: to contest compliance modification requests to OSHA within 10 working days (29 CFR 1903.14a).
Right to Know
Employees’ right to know (the Hazard Communication Standard) covers potential job hazards and protections, including label and material safety data sheet information and other required safety training (29 CFR 1910.1200). Rights to information and equipment needed to work safely are included in many OSHA regulations on specific tasks, equipment, and substances. Employees (and their agents) have the right to collectively bargain to obtain access to safety and health information not specifically available in OSHA laws.
Employees also have a right to know just how safe their workplace is. From at least February 1—March 1, employers must post a summary of the annual OSHA 200 log of job-related injuries and illnesses, even if none were recorded.
Right to Review Records
Employees or their designated representatives also have a right to review their exposure or medical records (29 CFR 1910.1020(e)(2)) when they’re hired and yearly thereafter. They must know which records exist and where, who’s in charge, and how to gain access to them.
Any current—or past—employee has the right to inspect and copy records that relate to the person’s health on the job. That includes: • Exposure records, such as monitoring results and interpretive information on the amount and nature of an employee’s past, current or (for a new assignment) future exposure to a toxic substance or other harmful agent. An employee who hasn’t been monitored has the right to see records of employees with similar exposure. • Medical records, such as results of personal medical exams, lab tests, or analyses of their exposure or medical records. They have the right to see their own medical complaints, and records of medical diagnoses, opinions, treatments, and prescriptions.
Providing Access
Employers must respond to employee requests for these records within 15 working days or explain why (29 CFR 1910.1020(e)(1)). OSHA does, however, have safeguards to protect trade secrets and certain personal health information. These are legal employee rights, not privileges. That’s probably a good thing for employee and employer alike because, as you know, a well-informed employee is also well-prepared to maintain a safe and healthy workplace.