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Researchers hope leaders can use these data to decide what resources to devote to ethics consultation.
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Numerous real-life examples of artificial intelligence in healthcare already pose difficult ethical questions: Informed consent, patient privacy, transparency, allocation, and safety are a few. The authors of a recent paper argued artificial intelligence-related ethics training should begin in medical school.
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Despite ongoing efforts to address disparities in Alzheimer’s disease and dementia care, much work remains. The authors of a recent report identified some of the barriers diverse populations are facing in accessing and receiving dementia care.
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The first new Alzheimer’s drug to be approved in almost 20 years has sparked a major ethical controversy, leading to protest resignations, criticism, qualifying statements, and even calls for investigations.
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This case demonstrates both procedural and substantive defenses for physicians and care providers. For the procedural side, the reversal by the appellate court reveals defendants in malpractice cases need not always wait for a jury to determine the care provider did not act negligently.
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In this case, the physician’s liability was a case of failure to diagnose, a particularly concerning result given the physician’s treatment of the patient over the course of more than four years. A failure to diagnose, or a delayed diagnosis, can cause significant injuries or dramatically worsen the patient’s condition.
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Virginia Mason Franciscan Health — which operates 11 hospitals and more than 300 care sites in the Puget Sound region of Washington — is reporting success with addressing hospital quality and safety measures, the result of bringing together two organizations with a strong history of patient care.
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Critical care often is overlooked in disaster planning. Risk managers should ensure this component is fully included. Critical care must ramp up quickly in a disaster, the same as the emergency department.
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The Equal Employment Opportunity Commission guidance includes two important exceptions. Employers remain limited by the provisions of Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act. Title VII requires employers to provide exemptions from any vaccine requirement to employees with sincerely held religious beliefs preventing them from taking the vaccine. Further, the ADA requires employers to provide exemptions from any vaccine requirement to employees with a disability that prevents them from taking the vaccine.
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Guidance from the Equal Employment Opportunity Commission indicates healthcare employers can require employees to receive a COVID-19 vaccine. These mandates come with some obligations and risks.
