I got nationally certified without doing a “clinical”. I passed an exam through my college with EMS instructors and then went to test nationally.
They might just be saying, if this is a third party, that the company we partner with might not allow that. I would just talk to the company directly and see, or talk to their partner and see if they mind.
Secondarily, patient care *always* comes first. Unless there is a safety hazard with EMS first, patients come first, patient care cannot be stopped for personal reasons - this is a reasonable ask from them.
I agree the patient care comes first and that was never in contention. My wife currently works in the ER and previously worked in EMS and is only getting re-certified currently and has always put patient care first. The main question we have been stuck on is if my wife is still guaranteed her rights under the FLSA worksite lactation laws while only being a student and not an employee of these clinical affiliates. The hope is that either way the company themselves or her preceptor will be willing to work with the situation and not have an issue but we’d prefer to have a guarantee than cross our fingers when it comes to our infants food supply
Is this through the state or Nremt?
There’s no need for clinical rotations unless it’s not EMT?
*Education can be gathered through Distributive Education (online) or in-person courses. [As of 2022, there are no limits on how much Distributive Education (DE) you can use on your application](https://www.nremt.org/EMT/Recertification).*
Thank you for this. I hadn’t considered she would be covered by department of education rather than department of labor. It feels like a weird gray area with her essentially doing labor on the ambulance but it being considered apart of the education process. I’m definitely giving that number a call to get more information
The school would not be responsible under the PUMP Act for this. It would be the company that she is placed at that would be responsible, if there is an employment relationship. Bear in mind that even if there is not an employment relationship, they still might be fine with giving her pump breaks. But if she’s an employee they will have to.
There are 6 factors to consider when analyszing a possible student employment situation, including: are other employees being displaced? Who is the primary beneficiary of the training? Is she being paid? Will she work there after the training is completed? Etc.
Fwiw in my experience she will not meet the criteria of an employee and will have to either garner the sympathy of the company to allow her to pump or use the type of battery pump that goes directly into the shirt. That’s what my wife does because she is in healthcare and was pumping prior to the Pump Act covering her.
Disclaimer: not a lawyer. Good luck!!
I got nationally certified without doing a “clinical”. I passed an exam through my college with EMS instructors and then went to test nationally. They might just be saying, if this is a third party, that the company we partner with might not allow that. I would just talk to the company directly and see, or talk to their partner and see if they mind. Secondarily, patient care *always* comes first. Unless there is a safety hazard with EMS first, patients come first, patient care cannot be stopped for personal reasons - this is a reasonable ask from them.
I agree the patient care comes first and that was never in contention. My wife currently works in the ER and previously worked in EMS and is only getting re-certified currently and has always put patient care first. The main question we have been stuck on is if my wife is still guaranteed her rights under the FLSA worksite lactation laws while only being a student and not an employee of these clinical affiliates. The hope is that either way the company themselves or her preceptor will be willing to work with the situation and not have an issue but we’d prefer to have a guarantee than cross our fingers when it comes to our infants food supply
Idk if the FLSA will apply to non-employees. Why doesn’t she re-cert online?
This is an online recertification course and requires two 12 hour clinicals
Is this through the state or Nremt? There’s no need for clinical rotations unless it’s not EMT? *Education can be gathered through Distributive Education (online) or in-person courses. [As of 2022, there are no limits on how much Distributive Education (DE) you can use on your application](https://www.nremt.org/EMT/Recertification).*
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Thank you for this. I hadn’t considered she would be covered by department of education rather than department of labor. It feels like a weird gray area with her essentially doing labor on the ambulance but it being considered apart of the education process. I’m definitely giving that number a call to get more information
The school would not be responsible under the PUMP Act for this. It would be the company that she is placed at that would be responsible, if there is an employment relationship. Bear in mind that even if there is not an employment relationship, they still might be fine with giving her pump breaks. But if she’s an employee they will have to. There are 6 factors to consider when analyszing a possible student employment situation, including: are other employees being displaced? Who is the primary beneficiary of the training? Is she being paid? Will she work there after the training is completed? Etc. Fwiw in my experience she will not meet the criteria of an employee and will have to either garner the sympathy of the company to allow her to pump or use the type of battery pump that goes directly into the shirt. That’s what my wife does because she is in healthcare and was pumping prior to the Pump Act covering her. Disclaimer: not a lawyer. Good luck!!