If you’re a patient of Kaweah Delta, you may be wondering how to go about paying your bill. In this blog post, we’ll go over the various options available to you.
Kaweah Delta offers a variety of options for paying your bill. You can pay online, by phone, or by mail. If you have a question about your bill or need help paying, our customer service team is available to assist you.
We understand that medical bills can be overwhelming, but we’re here to help. If you have any questions, please don’t hesitate to contact us.
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Checkout our official kaweah delta links below:
All patient billing payments and questions are available by: Phone: (844) 262-8636 (559) 624-4200. Website: kaweahdelta .org/paymybill. Kaweah Health is …
Statements for services provided at Kaweah Health Rural Health Clinics are printed in orange. Account balances and payment plans for services provided after …
It Didn’t Take Long for the Other Shoe to Drop — Another Lawsuit Against Kaweah Delta for Negligent Hiring / Supervision
On July 17th, I wrote about a patient’s lawsuit alleging that a Kaweah Delta Hospital employee had sexually assaulted her. In that article, it was discussed when an employer is responsible for the actions of its employees. One of these hypotheses holds that the employer is accountable for any actions taken by the employee while they were working for the company. An additional theory of liability is that the employer committed fraud by carelessly selecting or keeping the employee. On July 17th, I made a prediction that Kaweah Delta would experience an increase in lawsuits, with those lawsuits concentrating on the second theory of negligent hiring and supervision.
The next case was filed in a short period of time. A complaint was just made yesterday on behalf of a patient who was there to give birth. The patient allegedly received medication from an employee before being told to take a shower. Once in the shower, the patient was allegedly assaulted. The hospital and other defendants should not have granted the employee any control over female patients, the complaint claims. In other words, the complaint asserts that the defendants forbade the employee from working with women because they knew or ought to have known something about his behavior.
Prior to hiring any new employees, every employer should run a thorough background check on each one. The investigation may involve inquiries into a person’s past employment, criminal history, education, and credit. It’s crucial that the check be carried out by a very skilled independent credit reporting agency. The employer should not conduct the background investigation. There are too many pitfalls. Furthermore, it’s crucial that the credit reporting agency actually confirms the information with the court rather than just looking through an electronic database. Those databases have a dismal reliability rating of 43 percent.
Second, employers must properly supervise and document behavior issues. Too frequently, managers want to avoid the conflict brought on by employee behavior. However, failing to address the problems, enforcing discipline, and then recording the behavior and the discipline results in even more challenging circumstances.
Third, keep in mind the most crucial piece of advice I can offer: problematic employees never improve. If you have a problem employee, let him/her go now. Don’t wait until tomorrow. Take action today. Leaving an employee to carry on with their poor behavior is equivalent to allowing a wound to fester. It just worsens with time.