This article is sponsored by ShiftKey. In this Voices article, Skilled Nursing News sits down with Regan Parker, General Counsel & Chief Public Affairs Officer, ShiftKey, to learn about the ‘empowerment’ aspect of independent work, and why it’s needed to build a more sustainable and inclusive health care workforce. She breaks down some of the misconceptions that exist about independent contractors in health care, and she also explains what both workers and facility leaders need to understand about worker classification, and vendors or partners when engaging in outside work.
Skilled Nursing News: What career experiences do you most draw from in your role today?
Regan Parker: ShiftKey is a two-sided marketplace that matches independent health care professionals with open shifts at long-term care facilities and post-acute settings. Personally, meeting the professionals whose lives we’ve changed through our model and technology platform is what I love most about my job. It’s truly impactful when I interact with a single mom or a person with a disability who tells me, “Through your technology, I can work, provide for my family, and have true independence because I can work when I want to.” Those are the things that have the greatest impact, and that keep me motivated when challenges come up at work. I always remember why I’m here and who I do it for.
Talk about the ‘empowerment’ aspect of independent work and why it’s needed to build a more sustainable and inclusive health care workforce. What needs to change at the policy level to help realize this vision?
Empowered and independent work is crucial for the future, especially in health care. Bringing more people into the workforce is necessary to support the aging population. The COVID pandemic worsened underlying issues of burnout, being overworked and underappreciated, leading many nurses to leave the workforce entirely. Most of those who left, in my opinion, did not leave because they disliked the work, but rather due to the dynamics of full-time employment, overtime and rigid schedules.
Our vision to help solve the health care crisis involves giving power back to workers by recognizing and valuing their contributions. We believe workers should choose how, when and where to work. By doing so, we see more people returning to the workforce because they are truly passionate about patient care. It is the administrative burdens that pushed them away from it in the first place.
We’ve built a model that supports and enables people to work on their own terms, which I believe is the only way to solve the health care workforce crisis. Regarding policy changes, there’s a misconception that independent workers lack the necessary skills and qualifications, which is not true. These individuals have the same certifications and credentials as everybody else, and they bring valuable experience. All they want is the ability to work on their own terms.
From a worker policy perspective, we need laws that better support this model. The independent contractor versus employee classification laws are really gray, which makes it a little bit challenging to operate. We want to do the right thing. We want to support workers. We want to give them this alternative model. But looking ahead, the goal is to continue to create clear and consistent legislation, policies and options that make independent contract work more accessible for those who want to pursue it
How can independent contract options bring more licensed professionals back into the workforce, and how is that addressing some of the challenges we’re seeing in the health care space today? Where does ShiftKey fit into that equation?
Many workers chose to leave the workforce, and a younger generation is now emerging with a different mindset. They want to make work fit their life, not the other way around. This younger generation wants the freedom and flexibility to work on their own terms, wherever and whenever they want, and for the pay they believe they deserve. Our technology facilitates that.
The health care industry, in particular, has to embrace a new type of worker. It needs to recognize the benefits of highly trained, highly qualified workers who are passionate about what they do and can provide excellent care for residents and patients. Without getting creative and embracing technology in these new models of work, we cannot solve the crisis in health care. It’s just not possible.
What are some of the misconceptions that exist around independent contractors in health care?
I think there are a lot. I think the health care industry is still getting used to the idea. There are some misconceptions that independent contractors are less committed to their job and their patients — that they’re less skilled or trained, and that’s just not true. These individuals have chosen to work on their own terms, which is the only difference. They provide excellent services to patients and residents, but the way they work is different. There is nothing different with their credentials, skills or training.
Another misconception we often see is that independent contractors are somehow being taken advantage of, and nobody in their right mind would choose to be a contractor instead of an employee. We fundamentally disagree with this notion. All workers and professionals are intelligent enough to make an informed decision about whether to be an independent contractor or an employee. It’s a choice, and these smart individuals can opt to work independently if they wish to do so. They can also choose full-time employment, which is always an available option. We simply provide another choice.
What do facility leaders need to understand about worker classification and vendors or partners when engaging in outside work?
We’ve seen scare tactics surrounding our model, stemming from miseducation. To prevent these fears, the best thing facility and community owners can do is research and ensure they partner with a company like ShiftKey, that understands this business and the associated misclassification risks inside and out. We were aware of these risks from the start, and have developed products, processes, technologies and in-house expertise to minimize risks for ShiftKey and all our clients.
We see ourselves as partners with our clients and we have a stake in protecting them from as much risk as we can. It’s crucial to evaluate the practices of the companies you’re considering and partnering with, ensuring they understand this issue. I joined ShiftKey because I love what we do and I love technology. They brought me on for my expertise in this area, and I am deeply involved in developing products, processes, and policies to ensure we operate ethically. Not all companies prioritize this, so it’s important to ask questions and thoroughly investigate potential partners.
What do licensed professionals need to know about worker classification and how different groups may categorize workforces? What about the protections associated with different workforce groups?
When you’re a licensed professional using a platform like ShiftKey, it’s really important to understand what’s different about that relationship. You’re basically in business for yourself. The good part about that is you can deduct expenses, which is great on your taxes. But overall it is a different relationship. You’re not guaranteed work. We don’t take taxes out of your check. You’re going to have to pay those on your own in quarterly installments as the IRS requires you.
Another benefit of being an independent contractor with ShiftKey is the ability to carry your own insurance. You can bring your own or purchase it through our platform. Additionally, we’ve developed a wonderful partnership with Stride Health to provide access to benefits like health care and disability coverage, which aren’t typically available to contractors. Stride Health helps you find suitable plans, including health and dental insurance, to support our community.
One of the policy challenges that frustrates me most is that current US laws tie worker benefits and protections to employment status. As a company, we’re unable to provide benefits and protections to workers due to these laws. We’re working on finding new ways to support our workers and provide access to benefits, even if it means pulling together different options. Our goal is to ensure our workers feel informed, supported, and have access to necessary benefits. We’re trying to envision a different way of doing things.
Finish this sentence: “In the skilled nursing industry, 2023 will be the year of…”
…transformation.
Editor’s Note: This interview has been edited for length and clarity.
ShiftKey enables providers to empower caregivers with real-time access to thousands of open PRN shifts so they can build their ideal schedules. To learn more about how ShiftKey can help providers enable caregivers to choose from shifts based on their current or preferred location and bid their desired rate, visit https://www.shiftkey.com/.
The Voices Series is a sponsored content program featuring leading executives discussing trends, topics and more shaping their industry in a question-and-answer format. For more information on Voices, please contact [email protected].
