Average — CMS composite of the measures below.
The next survey window likely opens around January 2027
Estimate from public CMS data, current as of July 2026. Survey timing is at the state agency's discretion.
Citation history
Health deficiencies cited at Regal Heights Rehabilitation And Health Care Ctr during CMS and state inspections, most recent first.
Unsafe Food Storage, Handling, and Temperature Control: Surveyors observed expired refrigerated foods, dirty kitchen equipment, dust-filled fans, and mold on freezer fan vents. A kitchen aide handled garbage and returned to the refrigerator without hand washing, the low-temp dishwasher lacked documented sanitizer calibration, and tray line foods were found outside required temp ranges, with staff stating cold items were left out without ice.
Kitchen Steamtable Not Maintained in Safe Working Condition: During a kitchen tour, a steamtable was observed with rusty brown stains coming up from the base, and the hot water covering the stained areas appeared discolored. The FSD stated the facility was aware of the steamtable’s condition, had discussed it, and that the steamtable needed to be changed. The facility policy stated steam tables are to be cleaned daily and as needed.
Facility administration failed to properly oversee the hiring process for an RN who was hired as an interim DON. The RN’s employment application was accepted despite being incomplete, including a blank response to a criminal history question. Required pre-employment steps—such as contacting prior employers, checking references, verifying the RN’s license for enforcement actions, and conducting exclusion checks through federal and state databases—were not documented. The Administrator, who shares responsibility for hiring with the HR Director, acknowledged that the application should have been reviewed for completeness and that full background screening should have been completed before hire.
Incomplete pre-employment screening for an RN hire: The facility did not fully complete the applicant’s employment application and did not provide evidence of a criminal background check, license disciplinary review, prior employer contact, reference checks, or exclusion database checks before hiring the RN as Interim DON. The facility’s policy required screening for abuse, neglect, exploitation, fraud, and misappropriation, but interviews confirmed the required checks were not documented for this hire.
A resident with ESRD and cognitive impairment did not receive dialysis access care consistent with the physician order and facility policy. Staff were expected to remove the AV shunt dressing 24 hours after dialysis, but the resident reported removing it upon return from dialysis, and the shunt was observed reddened and moist. Nurses said they had been educating the resident to keep the dressing on, but there was no documentation of the behavior, no documented education, and no evidence the MD was notified.
Unsafe Food Storage, Handling, and Temperature Control
Penalty
Summary
Food was not stored, prepared, distributed, and served in accordance with professional standards for food service safety. During a kitchen task, surveyors observed expired food items in the refrigerator, including ham dated 02/02/2026 and turkey dated 02/06/2026. The facility policy required refrigerated foods to be maintained at or below 41 F, frozen foods at or below 0 F, prepared food items to be checked daily, and expired items to be removed immediately. Surveyors also observed two standing fans filled with dust and one walk-in freezer with fan vents covered in black mold. Additional observations showed kitchen staff did not follow hand washing expectations and food temperatures were not maintained within required ranges. Kitchen Aid #8 handled the garbage can lid, discarded garbage, and returned to the refrigerator without washing hands. During tray line observation, regular baked chicken was 134 F, a tuna sandwich was 57 F, and apple juice was 44 F. The low temperature dishwasher was operating with sanitizer, but there was no documented evidence of sanitizer calibration testing, and the Food Service Director stated the machine temperature did not work very well and could not explain the calibration procedure. Kitchen Aid #7 stated hot food should be between 145 and 150 and that cold items were left out without ice because they were nervous.
Kitchen Steamtable Not Maintained in Safe Working Condition
Penalty
Summary
The facility did not ensure kitchen equipment was maintained in a safe working condition when a steamtable was observed with rusty brown stains coming up from the base. During a kitchen tour on 2/10/2026 at 3:15 PM, the steamtable’s hot water covered the stained sections and appeared discolored. The facility policy titled, Cleaning Steamtables, last reviewed 01/2026, stated that steam tables are to be cleaned daily and as needed. At 3:26 PM the Food Service Director stated that the facility was aware of the steamtable’s condition, had discussed it, and that the steamtable needed to be changed.
Failure to Complete Required Pre-Employment Screening for Interim DON
Penalty
Summary
Facility administration failed to ensure proper oversight of the hiring process for a registered nurse who was hired as an Interim Director of Nursing. The facility’s Abuse Prohibition policy, last reviewed in 01/2023, required that all prospective employees be screened prior to employment to rule out any history of abuse, neglect, or mistreatment of residents, including criminal background checks, reference checks, credential and license verification, CNA registry checks as applicable, and exclusion checks through government databases such as SAM, OMIG, and OIG. The Administrator’s job description also required assurance that appropriate identification documents are presented prior to employment and that required documentation is filed in the personnel record, as well as responsibility for recruiting and selecting competent personnel. Record review of the RN’s employee file showed that the employment application submitted on 05/04/2023 was incomplete, specifically leaving blank the question regarding prior criminal convictions, and the facility did not ensure all fields were completed. There was no evidence that previous employers were contacted, references were checked, or that the RN’s professional license was verified for enforcement actions. The facility also could not provide evidence that exclusion checks were conducted to determine whether the RN was barred from working in federally funded health care programs. In an interview, the Administrator stated they oversee the hiring process with the Human Resources Director and confirmed that screening procedures are required for all applicants, but acknowledged that the RN’s application should have been checked for completeness and that thorough background checks should have been conducted, and could not provide details of any screening procedures performed for this RN.
Incomplete Pre-Employment Screening for RN Hire
Penalty
Summary
The facility failed to implement written policies and procedures for screening employees to prevent abuse, neglect, exploitation, and misappropriation of resident property. Record review showed that Registered Nurse #8’s employment application, submitted 05/04/2023, left blank the question asking whether the applicant had ever been convicted of a crime. The file did not contain documented evidence that the facility completed a full criminal background check, verified the RN license for disciplinary actions, checked previous employers, or obtained three references before hiring the individual as Interim Director of Nursing. The facility’s policy titled "Abuse Prohibition" stated that prospective employees would be screened before employment, including criminal background checks as indicated, checking pertinent references, validating credentials and verifying licenses as indicated, checking the CNA registry, and checking appropriate databases for fraud and/or abuse as indicated. During interviews, the Human Resources Director stated they were responsible for coordinating recruitment activities and verifying applications, licenses, and databases, but they were not employed at the time Registered Nurse #8 was hired and did not know why the prior HR Director processed the application without the criminal history information completed or whether the required background checks were done. The Administrator stated that all prospective staff should be screened, including license verification, criminal history checks, references, and database checks, and confirmed that Registered Nurse #8’s application should have been reviewed for completeness and thorough background checks completed prior to hire.
Dialysis Dressing Removal Not Followed
Penalty
Summary
Safe, appropriate dialysis care/services were not provided for a resident who required dialysis. Resident #18 had diagnoses including anemia, hypertension, renal insufficiency, and renal failure/ESRD, and the MDS documented moderate cognitive impairment, substantial assistance with most ADLs, and dialysis use. The resident’s care plan for dialysis included monitoring for complications, checking and changing the access-site dressing daily, and monitoring for signs or symptoms of infection at the access site. The physician’s orders included hemodialysis on Monday, Wednesday, and Friday, and an order dated 07/14/2025 directed that the hemodialysis AV shunt dressing be removed 24 hours post-dialysis. Facility policy stated that the dressing can be removed after 24 hours post-dialysis if there are no complications. On observation, the resident’s dialysis shunt on the left hand appeared reddened with moisture, consistent with signs or symptoms of risk of infection. The resident stated that they removed the dressing themselves when they returned from dialysis and that staff did not apply a dressing on return. Staff interviews showed that nurses were expected to check the shunt site and remove the dressing when the resident returned from dialysis, but they could not explain why the dressing was not applied at the time of interview. One RN stated the resident usually removed the dressing upon return, and another RN stated they had been educating the resident to leave the dressing on until the next day, but there was no documented evidence of this education, no documentation that the resident repeatedly removed the dressing, and no documentation that the physician was notified. The DON stated the unit nurses should have documented the behavior in the 24-hour report so the care plan could be updated, but this had not been done.
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Resident with a documented fall history left unattended on the patio; found on the ground with a hip fracture.
Walk-in cooler logs missing for 12 days; expired supplements in the medication room fridge.
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Nursing homes near Jackson Heights
How nearby facilities compare on the same public inspection record.
| Facility | Distance | Overall rating | Citations, 12 mo | Serious (J–L) |
|---|---|---|---|---|
| Queens Boulevard Extended Care Facility | 1.3 mi | ★★★★★ | 0 | 0 |
| Park Terrace Care Center | 1.5 mi | ★★★★★ | 12 | 0 |
| Rego Park Nursing Home | 1.5 mi | ★★★★★ | 0 | 0 |
| Central Queens Rehab & Nursing Center | 2 mi | ★★★★★ | 0 | 0 |
| Dry Harbor Nursing Home | 2.3 mi | ★★★★★ | 0 | 0 |
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Trusted data, never guesswork. Every citation, penalty, rating and Plan of Correction on this page is sourced from public CMS records (latest release July 2026) and official state health department websites.