Regulated Health Professionals Membership

Policy

Category: Human Resources
Subject: Regulated Health Professionals Membership
Division: Administrative Services
Policy Number: CA.52.01.122
Effective Date: October 24, 2017

POLICY STATEMENT

Wellington-Dufferin-Guelph Public Health (WDGPH) requires that all regulated health professionals (RHPs) must maintain current membership status in their respective college or association while actively employed.  In recognition of the health care services offered to the public, WDGPH will require a candidate to provide proof of membership in a RHP body prior to employment. If a candidate is unable to do so they will be ineligible for consideration for employment with WDGPH.

Employees must provide proof of their professional membership status on an annual basis to their immediate supervisor who will forward the information to Human Resources based on the expiration date of the employee’s membership. Proof of professional membership status will be kept on the employee’s personnel file. Failure to provide proof of annual membership as per the respective college specific deadlines and as outlined in this policy may result in suspension, re-assignment or termination. 

Anyone suspended by a RHP college is not eligible to practice as a RHP in Ontario. Suspension of membership may lead to termination of that employee. A full investigation will be conducted prior to termination.

SCOPE

This policy applies to all RHPs which includes:

  • Medical Officer of Health
  • Registered Nurses
  • Public Health Nurses
  • Nursing Supervisors and Nursing Managers
  • Registered Practical Nurses
  • Speech Language Pathologists
  • Dentists
  • Dental Hygienists
  • Dental Assistants
  • Nutritionists
  • Any RHP providing contractual services on behalf of WDGPH. Refer to the employee’s individual college or association for further information regarding professional standards.

DEFINITIONS

College – academic institute providing professional status.

Association – the organization of a regulated health profession.

Health profession – a profession in which a person exercises skill or judgment in providing health care.

Health care – any care, service or procedure:

  • provided to diagnose, treat or maintain an individual’s health;
  • provided to prevent disease or injuries or maintain health; and
  • that affects the structure or function of the body.

Regulated Health Profession – a health profession designated by regulation in which a person exercises skill or judgment in providing health care.

Member – a regulated member and regulated associated member, except where it is otherwise stated, or when it refers to a member of a council, or committee

REFERENCES AND RELATED FORMS, POLICIES AND PROCEDURES

Corresponding Procedure:  CA.52.02.122   Regulated Health Professionals Membership

CONTACT FOR INQUIRIES

Manager, Human Resources

APPROVED BY

Interim Director, Administrative Services  


Procedure

Category: Human Resources
Subject: Regulated Health Professionals Membership
Division: Administrative Services
Procedure Number:  CA.52.02.122
Effective Date: October 24, 2017

PROCEDURE

The following procedures will ensure that all regulated health professionals (RHP) employed by Wellington-Dufferin-Guelph Public Health (WDGPH) maintain their current membership status, appropriate for that profession’s scope of practice, while actively employed.

Verification of membership status prior to hiring

The candidate will verify their membership is in good standing with Human Resources prior to the first day of employment.

Annual verification annual professional membership declaration requirement

In order to protect the safety of clients and employees, WDGPH requires designated positions to provide proof of their professional membership status on an annual basis. They must advise the Agency if they have any terms, limits and conditions, as well as declare that they are not currently being investigated in any disciplinary proceedings within their relevant professional association.

Immediate notification requirement

WDGPH requires designated positions to immediately notify their manager who will then discuss with their director and Human Resources if the following occurs:

  • If their membership is not in good standing;
  • If there are new terms/limitations with their membership;
  • If there are limits and/or conditions that restrict their ability to practice; and
  • If they are currently being investigated in any disciplinary proceedings within their relevant professional association.

Employees that refuse to complete the annual professional membership declaration requirement

Existing employees may, depending upon the needs of the Agency, be given a new work assignment (if one exists) or their employment with WDGPH may be discontinued.  

Designated position incumbents who fail to notify WDGPH and/or provide false information. 

Employees will be subject to corrective action up to and including termination of employment as outlined in policy CA.52.01.142 Progressive Discipline.     

Regulated professional membership standings, terms, limits, restrictions and disciplinary proceedings

The presence of a professional membership change of standing, terms, limits, restrictions and disciplinary proceedings does not automatically remove an employee from a position. WDGPH will assess each situation to determine to what extent this prevents the employee from performing the duties and responsibilities of their job assignment. 

The following will be considered, but will not be limited to:

  • The reason for the suspension (i.e. non-payment vs. disciplinary professional misconduct, etc.) and the length of the suspension (if any);
  • The number of suspension(s) and the record of past behaviour(s);
  • Rehabilitations efforts made by the individual (if any) to remedy the situation;
  • Additional information provided by the employee;
  • The opportunity for the employee to be temporarily reassigned (if appropriate);
  • The severity of the disciplinary proceeding (i.e. CNO sexual abuse investigation, etc.); and
  • The specific duties and responsibilities associated with the position and the relevance of the particular restrictions/terms/conditions, and the risk to the public (if any).

RESPONSIBILITY:

Directors will:

  • Be notified of any terms, limits or conditions placed on their employee’s membership status; and
  • Collaborate with managers and Human Resources to examine each case and determine the impact to continued employment, re-assignment, suspension or termination as deemed appropriate by WDGPH.

Manager will:

  • Maintain up-to-date records of active members’ current status by reviewing original documents except for designated employees as outlined in the policy under the College of Nurses of Ontario which is verified electronically;
  • Ensure employees provide a current copy as proof of membership status to Human Resources for their personnel file; and
  • Be aware of any suspensions, terms, limits or conditions placed on their employee’s membership status and escalate appropriately to their director and Human Resources.

Employees will:

  • Provide up-to-date records as proof of status of membership if part of a regulated health profession; and
  • Advise their manager of any terms, limits or conditions have been placed on their membership status.

Human Resources will:

  • Prepare and send verification lists to managers for designated individuals;
  • Verify designated employees as outlined in the policy who are licensed under the College of Nurses of Ontario;
  • Ensure Human Resources’ records are current with employee’s membership status; and
  • Collect and maintain the master signature lists for employees recognized as a RHP

REFERENCES AND RELATED FORMS, POLICIES AND PROCEDURES

Corresponding Policy:  CA.52.01.122 Regulated Health Professionals Membership
Regulated Health Professionals Act
College of Nurses - Automated Annual Verification of Member Renewal (AAVR)

CONTACT FOR INQUIRIES

Manager, Human Resources

APPROVED BY

Interim Director, Administrative Services