Gallatin Center For Rehabilitation And Healing
Inspection history, citations, penalties and survey trends for this long-term care facility in Gallatin, Tennessee.
- Location
- 438 North Water Ave, Gallatin, Tennessee 37066
- CMS Provider Number
- 445183
- Inspections on file
- 17
- Latest survey
- April 24, 2025
- Citations (last 12 mo.)
- 0
Citation history
Health deficiencies cited at Gallatin Center For Rehabilitation And Healing during CMS and state inspections, most recent first.
The facility did not properly manage resident trust funds, resulting in multiple residents accumulating balances far above the allowable limit. Despite policy requirements, staff failed to monitor and address these overages for residents with various chronic conditions until the issue was recently discovered by a new business office consultant.
A nurse diverted controlled medications intended for three residents by signing out opioid pain medications on days not worked and documenting unauthorized doses, despite facility policies requiring strict narcotic handling and documentation. The affected residents, who had chronic medical conditions and regular pain assessments, did not report issues with pain management during the period of diversion. The nurse later admitted to taking the medications for personal use.
Two residents who required substantial assistance with ADLs did not consistently receive or have documentation of required bathing over a multi-week period, despite facility policy and care plans. Observations confirmed strong body odor and poor hygiene, and staff interviews acknowledged the lack of documentation and care.
The facility failed to ensure that medications, including narcotics and psychotropics, were administered according to physician orders for four residents. In several cases, an LPN gave medications at incorrect intervals, after orders had expired, or at unscheduled times, resulting in multiple medication errors. Documentation and interviews confirmed that these actions did not follow prescribed protocols, although no adverse outcomes were observed for the residents involved.
A resident with multiple medical conditions, including dementia and heart failure, was observed receiving oxygen at 4 L/min despite a physician's order for 2 L/min via nasal cannula as needed. Facility staff confirmed the oxygen was not set according to the order, resulting in a failure to follow prescribed respiratory care.
A resident receiving opioid pain medication had multiple doses documented as wasted by an LPN without a second licensed nurse present to witness the destruction, as required by facility policy. The witness field was left blank on the controlled drug administration record, and interviews confirmed that no other nurse was asked to witness the process.
An opened and undated Ipratropium-Albuterol Solution was found on a medication cart during a med pass for a resident with COPD and depression. An LPN and LPN Manager confirmed the medication was not properly labeled and disposed of it in the med cart's trash bag, which was later acknowledged as an inappropriate disposal method. The DON confirmed that medication packaging should not be opened and left undated, reflecting a lapse in medication storage and labeling procedures.
A resident with multiple medical conditions and ongoing dental issues was not provided with routine or emergency dental care, despite being scheduled for several onsite dental appointments. Documentation showed the resident was not brought to the clinic, and interviews confirmed staff responsibility for ensuring attendance, but no evidence was found that the resident received the necessary dental services.
A resident with multiple medical conditions and intact cognition was scheduled for several dental appointments, but documentation showed the resident was not seen because they did not present or were not brought to the clinic. The facility was unable to provide records explaining the missed appointments or evidence of rescheduling, despite policy requiring such documentation.
Staff failed to follow infection control protocols, including improper hand hygiene, lack of disinfection of reusable equipment, and failure to use required PPE in both contact isolation and enhanced barrier precaution situations. An LPN did not clean equipment or perform hand hygiene, a CNA entered a contact isolation room without PPE and did not sanitize hands, and an RN provided care to a resident with a PICC line without wearing a gown, all in violation of facility policy.
Failure to Safeguard and Manage Resident Personal Funds
Penalty
Summary
The facility failed in its fiduciary responsibility to properly hold, safeguard, manage, and account for the personal funds of 13 residents whose trust fund balances significantly exceeded the allowable limit of $2,900. Policy review confirmed that the facility was required to manage resident funds in accordance with local, state, and federal regulations. However, quarterly statements for multiple residents revealed balances ranging from $266.38 to $10,267.48 over the permitted threshold. These overages were identified through a review of financial documents and medical records for residents with various diagnoses, including diabetes, dementia, heart failure, and other chronic conditions. Interviews with facility staff indicated that the Regional Business Office Consultant (RBOC) only became aware of the excessive balances after assuming responsibilities from the previous Business Office Manager. The RBOC acknowledged that action to address the overages was not initiated until the week of the interview, despite the ongoing accumulation of funds beyond regulatory limits. This lapse demonstrates a failure to monitor and manage resident trust accounts in accordance with established policy and regulatory requirements.
Failure to Prevent Diversion of Controlled Medications by Nursing Staff
Penalty
Summary
The facility failed to protect residents from the misappropriation of their property, specifically the diversion of controlled medications by a registered nurse (RN). Facility policy required strict compliance with laws and regulations regarding the handling, storage, and documentation of controlled substances, including shift-to-shift narcotic counts and immediate reporting and investigation of discrepancies. Despite these policies, a review of controlled drug administration records revealed that the RN signed out and documented the administration of opioid medications to three residents on days when the RN was not scheduled to work. In several instances, the RN signed out extra doses, documented medication wastage with unverified witnesses, and duplicated entries for the same medication, indicating unauthorized removal of controlled substances. The three residents affected had significant medical histories, including chronic pain, orthopedic aftercare, diabetes, dementia, heart failure, and hypertension. Their medical records showed regular physician orders for opioid pain medications, and medication administration records indicated that pain levels were assessed every shift. However, discrepancies in the controlled drug records showed that the RN diverted medications intended for these residents, sometimes signing out doses that were not administered or were not witnessed by appropriate staff. In one case, the RN admitted to taking a total of 11 tablets from three different residents for personal use. The facility's investigation included audits of narcotic records, resident assessments to ensure pain control, and interviews with involved staff. The RN, who was known to be participating in a professional assistance program for substance use, admitted to the diversion of medications. The facility notified law enforcement and the provider pharmacy regarding the missing medications. Despite the diversion, documentation indicated that residents did not report issues with pain management or distress during the period in question.
Failure to Provide and Document Required Bathing and Personal Hygiene
Penalty
Summary
The facility failed to provide adequate personal hygiene and bathing assistance to two residents who required substantial or maximal help with activities of daily living (ADLs). Facility policy required that residents be offered the required number of showers each week and that cleanliness be promoted. For one resident with cerebral infarction, gastrostomy, anxiety, and depression, who was cognitively intact and dependent on staff for bathing and transfers, documentation showed that bathing was not provided or not documented for 35 out of 53 days reviewed. Observations over several days revealed a strong foul smell of body odor in the resident's room. For another resident with Alzheimer's disease, diabetes, and COPD, who was severely cognitively impaired and also dependent on staff for bathing and transfers, documentation indicated that bathing was not provided or not documented for 37 out of 53 days reviewed. This resident was also observed to have a strong foul smell of body odor and dirty, disheveled hair during multiple visits. Interviews with facility staff confirmed that residents should be offered showers on scheduled dates and that care provided or refused should be documented. The Director of Nursing acknowledged the expectation for documentation, and an LPN confirmed the presence of a strong, unpleasant odor in the residents' rooms, which could be attributed to body odor. The facility was unable to provide documentation that the affected residents were offered or received bathing as required by policy and care plans.
Failure to Follow Physician Orders for Medication Administration
Penalty
Summary
The facility failed to follow physician's orders regarding the administration of narcotic and psychotropic medications for four residents. In multiple instances, medications were administered at incorrect intervals or after the orders had been discontinued. For example, one resident with chronic pain and moderate cognitive impairment received Hydrocodone-Acetaminophen every 6 hours instead of the ordered every 8 hours, resulting in two medication errors. Documentation confirmed that the medication was not administered according to the prescribed schedule, although no side effects were noted during the review period. Another resident with a history of dementia and a femur fracture received Hydrocodone after the order had expired, with the medication being administered five times without a valid physician's order. The resident was also receiving other pain management medications, and records indicated that the resident was monitored for pain and did not appear to be in distress during this period. The nurse responsible for these errors was suspended and later terminated following the investigation. Additional deficiencies were identified for two other residents. One resident with dementia and a history of anxiety received Ativan at intervals shorter than prescribed, with doses given five hours apart instead of twice daily as ordered. Another resident with severe cognitive impairment received Trazodone at 2:00 AM instead of at bedtime as ordered. In all cases, the medication administration records and interviews confirmed that the nurses did not follow the physician's orders, resulting in medication errors. The medical director and administrator both acknowledged these errors and confirmed that the facility's expectation is for licensed nurses to adhere strictly to physician orders when administering medications.
Failure to Follow Physician Orders for Oxygen Administration
Penalty
Summary
The facility failed to follow physician orders for oxygen administration for one resident. According to facility policy, medications and treatments, including oxygen, must be administered as prescribed by the physician. The resident, who had diagnoses including volvulus, diabetes, dysphagia, colostomy, dementia, and heart failure, had a physician's order for oxygen at 2 liters per minute via nasal cannula as needed. However, during multiple observations over several days, the resident's oxygen was found set at 4 liters per minute, which was not in accordance with the physician's order. This discrepancy was confirmed by both the Director of Nursing and a registered nurse during interviews.
Failure to Properly Witness and Document Narcotic Medication Destruction
Penalty
Summary
The facility failed to follow its policy regarding the destruction of controlled substances for a resident who was prescribed Hydrocodone-Acetaminophen for pain management. According to the facility's policy, controlled substances must be destroyed or wasted in the presence of two licensed nurses, with proper documentation reflecting this process. However, medical record review showed that multiple entries for the wasting of the narcotic medication were documented by a single LPN, with the witness field left blank each time. The LPN wrote 'wasted' by hand but did not have a second licensed nurse present to witness the destruction, as required by policy. Interviews confirmed that the LPN responsible for administering and wasting the medication did not request another nurse to witness the process during the relevant shifts. The nurse working the same shift on an adjacent hallway stated she was not asked to witness any medication destruction. Both the Medical Director and the Administrator confirmed that the facility's policy was not followed, as the destruction of the narcotic medication was not witnessed by a second licensed nurse.
Failure to Properly Store and Label Medication on Medication Cart
Penalty
Summary
A deficiency occurred when medications were not properly stored according to facility policy and professional standards. During a medication pass, an opened and undated Ipratropium-Albuterol Solution was found on a medication cart. The facility's policy requires that medications be stored securely and properly, following manufacturer recommendations, and that any outdated, contaminated, or improperly labeled medications be removed from stock and disposed of according to procedure. The opened and undated medication was confirmed by an LPN and the LPN Manager, who instructed that it be disposed of. However, the medication was placed in the med cart's trash bag, which was later confirmed by the LPN Manager as not being an appropriate disposal method. The incident involved a resident with diagnoses of Chronic Obstructive Pulmonary Disease and Depression, who had intact cognition as indicated by a BIMS score of 15. The physician's order specified the use of Ipratropium-Albuterol Solution via nebulizer for bronchospasm. The Director of Nursing confirmed that the medication packaging should not have been opened and left undated, indicating a failure to adhere to proper medication storage and labeling protocols.
Failure to Provide Dental Services for Resident with Ongoing Dental Concerns
Penalty
Summary
The facility failed to provide routine and emergency dental care for a resident with a history of hemiplegia/hemiparesis, cerebral atherosclerosis, atrial fibrillation, and anemia. Despite the facility's policy stating that dental services are available through an onsite dentist and that all dental services are to be documented in the medical record, the resident was not seen by a dentist for increasing dental concerns since a previous visit in July. Multiple scheduled onsite dental clinics were documented, and the resident was listed for appointments, but progress notes repeatedly indicated the resident was not brought to the clinic or did not present. There was no documentation that the resident received the necessary dental care during this period. The resident, who was cognitively intact and required setup for oral and personal hygiene, reported ongoing dental issues and pain, stating that despite being told of good dental insurance, they had not seen a dentist and continued to experience mouth pain. Interviews with the Social Service Director and Administrator confirmed that floor staff are responsible for ensuring residents attend dental appointments and that the interdisciplinary team is expected to collaborate to ensure appointments are kept and rescheduled if missed. However, there was no evidence that these processes were effectively implemented for this resident.
Failure to Maintain Accurate Dental Appointment Records
Penalty
Summary
The facility failed to maintain accurate and complete medical records regarding dental appointments for a resident with multiple diagnoses, including hemiplegia/hemiparesis, cerebral atherosclerosis, atrial fibrillation, and anemia. The resident was cognitively intact and required set-up assistance for oral and personal hygiene. Documentation showed that the resident was scheduled for several dental appointments, both onsite and offsite, as indicated by transportation lists and ancillary service calendars. However, progress notes from the dental service repeatedly stated that the resident was not seen because they did not present to the clinic or were not brought to the clinic. Despite these missed appointments, the facility was unable to provide documentation in the resident's medical record explaining the reasons for the resident's absence from the dental clinic or any evidence that the appointments were rescheduled. Interviews with the Social Service Director and the Administrator confirmed that such documentation should have been present in the medical record but was not. This lack of documentation is inconsistent with the facility's policy, which requires all dental services provided to be recorded in the resident's medical record.
Failure to Follow Infection Control Practices and PPE Use
Penalty
Summary
The facility failed to ensure proper infection prevention and control practices were followed by staff, as evidenced by multiple observed deficiencies. One LPN did not perform hand hygiene after touching her face and before providing care, failed to disinfect reusable equipment such as a pulse oximeter and stethoscope before and after use, and did not properly rinse or store a nebulizer mouthpiece after treatment. These actions were in direct violation of the facility's policies regarding hand hygiene and cleaning/disinfection of resident-care items. Additionally, a CNA entered the room of a resident on contact isolation for Clostridium Difficile without wearing required personal protective equipment (PPE), left the door open, and handled the resident's meal tray and personal items without performing hand hygiene after touching potentially contaminated objects. The CNA acknowledged awareness of the contact precautions signage and the requirement to wear gown and gloves, as well as the need to remove PPE and perform hand hygiene before leaving the room. A further deficiency was observed when an RN provided direct care to a resident with a PICC line under enhanced barrier precautions without wearing a gown, contrary to facility policy. The RN stated that a gown and gloves were not necessary for this care, which was later contradicted by the Director of Nursing, who confirmed that staff should wear a gown and gloves when providing direct care to residents with wounds or indwelling medical devices. These failures were confirmed through interviews and policy reviews.
Latest citations in Tennessee
Surveyors found that staff did not follow the facility’s infection prevention policies, including Enhanced Barrier Precautions (EBP), hand hygiene, and urinary catheter management. A respiratory therapist performed trach care and suctioning for two residents with tracheostomies without donning required gowns or masks, placed supplies and an inner cannula on the resident’s abdomen and linens, and left a room wearing contaminated gloves. An RN administered meds via a feeding tube for a resident with a gastrostomy, then performed eyelid scrubs without changing gloves or performing hand hygiene between routes of care and without using a gown despite EBP signage. CNAs delivered and set up lunch trays for three residents who required at least some assistance with hygiene or meals but did not offer hand hygiene before eating, contrary to policy. In addition, a resident with a urinary catheter was observed in bed with the drainage bag lying on the floor, rather than suspended from the bed as confirmed by nursing staff and the IP.
Administration allowed an unqualified individual to be hired and work as an LPN by failing to verify licensure and reconcile name discrepancies across hiring documents. The individual’s I-9, birth certificate, and out-of-state driver’s license reflected one last name, while the TN LPN license verification on file belonged to a different nurse with the same first name but a different last name. Abuse registry checks were completed under both names, but no national background check or documentation explaining the differing names was present. The person was offered a temporary/contract LPN position, worked multiple shifts, and had conflicting separation notices, with no documentation of a formal rehire. The HR Director confirmed there was no hiring policy and that the individual worked onsite as an LPN before being terminated for failure to attend or complete training.
Administration failed to ensure nursing services were provided by qualified personnel when an unlicensed individual was hired and allowed to work as an RN and Unit Manager using another nurse’s license. Pre-employment documents for this staff member contained inconsistent SSNs and birth dates across the application, background check, W-4, and I-9, and the background report noted the SSN could not be validated. No abuse registry check or RN license verification was completed before hire, and a later license verification showed the last name on the RN license did not match the individual’s last name. The imposter, a walk-in applicant without a resume, worked multiple shifts providing nursing services before being separated as a voluntary termination, and facility staff did not question the documented discrepancies.
Administration allowed an unlicensed individual to be hired twice and function as an LPN using another LPN’s Tennessee license. During the first hire, conflicting SSNs appeared on the application and tax forms, the I‑9 identified the imposter by her own name and out‑of‑state driver’s license, and the license verification was for a different nurse with only the same first name; no Tennessee Abuse Registry check was documented, and the imposter worked multiple shifts before resigning. During the second hire, a different SSN was used, no I‑9 or supporting identity documents were on file, and the same other nurse’s license was again used for verification; the imposter worked several days before resigning. The Administrator reported that the same resume was used for both hires and that the facility had no formal hiring policy, only a checklist.
Administration failed to ensure nursing services were provided by qualified personnel when an unlicensed individual was hired and worked as an RN using another nurse’s license. The facility’s own employment policy requiring HR completion of I-9 Section 2, consistent SSN use, and verification of license and abuse registry status was not followed. The imposter’s application and background check contained conflicting SSNs, names, and birthdates, and the I-9 was not signed by HR. An abuse registry check was run only on one SSN, and discrepancies were not investigated. Time records showed the imposter worked several shifts and had patient access, while leadership later confirmed she remained on the books until being treated as a voluntary termination for not picking up shifts.
Administration failed to ensure nursing services were provided by qualified personnel when an unlicensed individual was hired and worked as an RN under another nurse’s license. Facility records showed multiple unexplained discrepancies in the individual’s name, SSN, and birthdate across the background check, I-9, W-4, Consumer Information Sheet, and separation notice, and the I-9 was never completed or signed by facility staff. Time records confirmed the imposter worked several shifts as an RN before being terminated for no call/no show, and an abuse registry check was not completed until long after termination. The facility did not produce hiring policies or documentation that anyone questioned the conflicting identification information before or during this person’s employment.
Staff failed to honor a resident’s right to refuse care when CNAs proceeded with a scheduled shower despite the resident verbally declining. The resident, who had severe dementia with agitation and was dependent on staff for bathing, had a care plan directing staff to discuss objections, inform of risks, offer choices, and accept refusals. Instead, after the resident said they did not want a shower, one CNA pulled off the covers, and the CNAs placed the resident in a shower chair and continued with the shower because it was the resident’s assigned shower day, contrary to facility policy and the care plan.
A resident with severe cognitive impairment and multiple comorbidities was admitted for rehab and had clearly documented full code status in the face sheet, care plan, and physician orders. During the night, the resident was last observed awake and later found unresponsive with no heart sounds, pulse, or respirations. Staff initiated CPR and continued until the resident was pronounced deceased, but the record contained no evidence that EMS/911 was contacted or that an AED was obtained or used, despite facility policy and leadership expectations that full code residents receive CPR with 911 activation and AED use, and despite the presence of two AEDs in the facility.
A resident with severe cognitive impairment, type 2 DM, CKD, and a history of falls had physician orders for blood glucose checks before meals and at bedtime and for sliding scale insulin aspart four times daily. Facility policy required verification of insulin orders, blood glucose monitoring per orders, and documentation of results and doses. However, after an NP attempted to edit the sliding scale order in the EHR, the order remained unsigned and inactive in the queue, preventing it from appearing on the MAR. Nursing staff did not identify that the insulin order was missing, resulting in multiple missed blood glucose checks and insulin doses over several days, despite the resident’s care plan directing staff to follow physician orders for diabetes management.
The facility failed to maintain a clean and sanitary environment in multiple resident rooms and bathrooms, despite policies requiring routine cleaning and disinfection. Observations over several days found a motorized wheelchair and another wheelchair with attached cushion soiled with dried, multi-colored debris. Several resident bathrooms had unclean conditions, including a trash can without a liner and with dried brown residue, toilets with dried yellow residue on the seats, and yellow/orange or brown substances around the bases of multiple toilets. During an on-site check, the Administrator confirmed that the residue around one toilet could be wiped away and that the area was not clean.
Failure to Follow EBP, Hand Hygiene, and Catheter Practices During Respiratory, Enteral, and Daily Care
Penalty
Summary
The deficiency involves the facility’s failure to follow its own infection prevention and control policies, including Enhanced Barrier Precautions (EBP), hand hygiene, and urinary catheter management. The facility’s EBP policy required staff to perform hand hygiene, review EBP signage, and don gown and gloves prior to high-contact resident care activities such as tracheostomy care, suctioning, and device care, then remove PPE and perform hand hygiene before leaving the resident’s room. For Resident #1, who had epilepsy, acute on chronic respiratory failure, a tracheostomy, and ventilator dependence, a respiratory therapist entered the room where EBP signage was posted, used pocket hand sanitizer, and donned gloves but did not don a gown or mask. The therapist placed clean gauze and used split gauze directly on the resident’s abdomen, allowed the tracheostomy inner cannula to roll from the abdomen onto the linens, and then left the room carrying a box while still wearing the same contaminated gloves, only discarding them later at the respiratory therapy cart. The therapist acknowledged not setting up supplies appropriately, not discarding gloves and performing hand hygiene before leaving the room, and not following EBP, stating she believed EBP was only required for residents with an active infection. For Resident #8, who had traumatic brain injury, quadriplegia, acute respiratory failure, and a tracheostomy, the same respiratory therapist again entered a room with EBP signage and donned gloves but no gown or mask before performing tracheal suctioning using an in-line suction catheter. The resident had reflex coughing during suctioning. After completing suctioning, the therapist discarded gloves and used pocket hand sanitizer but again did not follow the full EBP requirements. The infection preventionist later confirmed that EBP was required for high-contact care such as tracheal care and suctioning, and that gloves should be discarded before leaving the room with hand hygiene performed each time gloves are removed. The facility also failed to follow EBP and hand hygiene practices during medication administration for Resident #22, who had chronic respiratory failure, quadriplegia, tracheostomy status, and gastrostomy status, and who had long- and short-term memory deficits with severely impaired decision-making. A registered nurse entered the resident’s room, where EBP signage was posted, donned gloves but not a gown, and administered medications via the gastrostomy tube using a piston syringe, flushing with water as ordered. With the same used gloves still on, the nurse rinsed the piston syringe in the room sink, set it on paper towels to dry, and then performed OcuSoft eyelid scrubs to both eyes without changing gloves or performing hand hygiene between the different routes of care. The nurse confirmed she did not don a gown and did not perform hand hygiene or change gloves between the feeding tube medication administration and the eye care, and the infection preventionist confirmed that EBP and hand hygiene with glove changes were expected between administering medications by different routes. Additional deficiencies were identified in hand hygiene assistance before meals and urinary catheter management. The facility’s resident handwashing policy required staff to offer hand hygiene before meals. Resident #47, who had acute and chronic respiratory failure, epilepsy, atrial fibrillation, and chronic pulmonary edema and was dependent for hygiene and feeding assistance, received a lunch tray from a CNA who set up the tray and left without offering hand hygiene assistance. Resident #31, with COPD, acute and chronic respiratory failure, morbid obesity, and a care plan indicating partial to moderate assistance with hygiene, also had a lunch tray delivered and set up by a CNA who exited without offering hand hygiene. Resident #66, with COPD, chronic respiratory failure, generalized muscle weakness, and substantial to maximal ADL needs including meal assistance, likewise had a lunch tray delivered and set up without being offered hand hygiene. One CNA acknowledged residents were to be offered hand hygiene before meals, and another stated she had not offered hand hygiene unless residents mentioned it. The infection preventionist confirmed staff were expected to offer hand hygiene assistance to all residents prior to meals. The facility further failed to maintain proper urinary catheter bag positioning for Resident #15, who had chronic osteomyelitis, depression, anxiety, paraplegia, and required assistance with ADLs, including urinary catheter care per orders and protocol. During observation, the resident was in bed with the urinary catheter drainage bag lying on the floor beside the bed. A licensed practical nurse confirmed the catheter bag should be hung from the bed, and the infection preventionist confirmed catheter bags were to be suspended off the ground to prevent infection. These observations demonstrated non-adherence to the facility’s infection prevention and control practices related to EBP, hand hygiene, and catheter management across multiple residents and care situations.
Imposter Hired and Employed as LPN Without Proper License Verification
Penalty
Summary
Administration failed to ensure that nursing services were provided by qualified personnel when an unlicensed individual was hired and worked as an LPN using another nurse’s Tennessee license. Personnel file review showed that the individual, referred to as Imposter Nurse A, had an I-9 form completed with her legal first and last name, supported by a birth certificate and an out-of-state driver’s license, and a Tennessee Criminal History Record Request indicating no Tennessee criminal history under that name. However, the nursing license verification in the file was for a different person, an LPN with the same first name but a different last name (LPN C). Two Tennessee Abuse Registry checks were present, one under LPN C’s name and one under Imposter Nurse A’s name, but there was no documentation explaining or reconciling the name discrepancies between the I-9, the license verification, and other employment documents. There was also no national background check in the personnel file. The facility issued an offer letter to Imposter Nurse A for a temporary/contract LPN position, and time sheets showed she worked multiple shifts on several dates. Two separation notices documented voluntary separation without notice, with differing last days worked, and there was no paperwork provided to explain her apparent rehire after the first termination. During interview, the Human Resource Director acknowledged there was no hiring policy, confirmed that Imposter Nurse A worked onsite as an LPN, and stated she was terminated for failure to attend or complete training and for failure to come in as needed. No information was provided to surveyors showing any cross-check or investigation of the inconsistent names across the employment application, I-9 form, and nursing license verification, resulting in the facility employing an unqualified person in an LPN role.
Imposter RN Hired and Allowed to Function Without Proper Verification
Penalty
Summary
Administration failed to ensure that nursing services were provided by qualified personnel when an unlicensed individual was hired and worked as an RN using another nurse’s Tennessee license. Facility policy titled “Abuse Program Policy” required pre-employment screening, including obtaining a copy of the state license for licensed positions and completing a criminal background check per state statute. The application for employment for the imposter nurse contained a scratched-out Social Security Number (SSN) with a different SSN written above that did not match the SSN on the I-9 form, and the birth date on the application also did not match the I-9. The background screening report showed an SSN and birth date that did not match the I-9 and included a note stating “UNABLE TO VALIDATE SSN.” A W-4 form contained an SSN that did not match the background check. The I-9 form listed the imposter’s legal first and last name, with a Social Security card and valid Tennessee driver’s license, but the birth date on the I-9 differed from the birth date on the background check. Review of the personnel file revealed no evidence that an abuse registry check was completed prior to hire, and there was no evidence that a license verification was done before the imposter nurse’s start date. Time cards showed the imposter worked multiple days in February and March as a Unit Manager. A later QuickConfirm license verification showed that the last name on the validated RN license did not match the imposter’s last name. Interviews with the DON, HR representative, and Administrator confirmed that the imposter was a walk-in applicant who did not provide a resume, that in-house HR was responsible for ordering background checks with corporate as backup, and that the imposter worked in the facility as a Unit Manager and was only separated as a voluntary termination for inability to uphold weekend schedule obligations. There was no evidence that the facility questioned the discrepancies in names, birth dates, or SSNs on the pre-employment documents, resulting in the employment of an unqualified person to render nursing services as an RN.
Imposter Nurse Hired Twice and Allowed to Function as LPN Without Proper Verification
Penalty
Summary
Administration failed to ensure that nursing services were provided by qualified personnel when an unlicensed individual was hired and allowed to function as an LPN on two separate occasions using another nurse’s Tennessee license. For the first hire, the personnel file showed an employment application dated 02/08/2023 with a Social Security Number (SSN) that did not match the SSN on the W‑4 form dated 02/13/2023. The I‑9 form dated 02/13/2023 listed the imposter’s legal first and last name, supported by a birth certificate and an out‑of‑state driver’s license, and the last name on the I‑9 matched the driver’s license. However, the license verification form in the file was for a different individual, an LPN with the same first name but a different last name, and there was no evidence that a Tennessee Abuse Registry check was completed prior to the 02/13/2023 hire date. Time punch records showed the imposter worked multiple shifts in February, March, April, and May 2023 before being terminated on 06/06/2023, with the termination form citing voluntary resignation due to chronic absenteeism and tardiness. For the second hire, the imposter was rehired with a personnel file showing that the SSN on the employment application, W‑4, and background check matched each other but differed from the two SSNs used during the first hire, meaning three different SSNs were used across the two employment periods. There was no I‑9 form or supporting identity documents in the file for the rehire. A license verification form again showed a nursing license in the name of the same LPN whose license had been used previously, with the same first name as the imposter but a different last name and a later expiration date. The background screening report dated 02/13/2024 used the SSN from the employee application, which did not match the SSN previously submitted on the I‑9 form from the first hire. Time punch data showed the imposter worked several days in May 2024 before a termination dated 06/24/2024, which documented voluntary resignation after failing to provide a schedule and not returning after orientation. In an interview, the Administrator stated the facility used the same resume for both hires and that the facility did not have a hiring policy, only a checklist.
Imposter RN Hired and Allowed to Work Without Proper License Verification
Penalty
Summary
Administration failed to ensure that nursing services were provided by qualified personnel when an unlicensed individual was hired and worked as an RN using another nurse’s Tennessee RN license. The facility’s Employment policy required the HR Director to complete Section 2 of the I-9, conduct background investigations, and verify licenses and abuse registry status using the applicant’s registration or Social Security number. Review of the imposter’s employment application showed a Social Security number scratched out and replaced with another number that did not match the SSN used on the background check. The background check listed both the imposter’s name and the legitimate RN’s name, and it showed the legitimate RN’s license number. The birthdate on the I-9 did not match the birthdate on the background check, and Section 2 of the I-9 was not signed by the HR Director as required by policy. Further review showed that an abuse registry search was completed using the SSN from the Social Security card submitted with the I-9, but no search was conducted using the SSN listed on the background check. The separation notice for the imposter listed her real first and last name with an SSN that again did not match the SSN on the background check, and documented employment from mid-June to late November with the reason for termination as voluntary due to not picking up shifts for over three months. Employee time entries showed the imposter worked multiple days in June and one day in July. The DON confirmed that the imposter used an online artificial intelligence website for charting and stated the imposter had access to patients for one day in July. The Administrator confirmed the imposter was considered employed during the stated period and was not formally fired or documented as having quit. There was no evidence that the facility questioned the discrepancies in names, birthdates, or Social Security numbers on the pre-employment documents, resulting in the employment of an unqualified person as an RN.
Imposter RN Hired and Allowed to Work Despite Multiple Identification Discrepancies
Penalty
Summary
Administration failed to ensure that nursing services were provided by qualified personnel when an unlicensed individual was hired and worked as an RN using another nurse’s Tennessee license. Personnel file and document review showed multiple inconsistencies in the imposter nurse’s identifying information that were not questioned by the facility. The background check dated 06/14/2024 used a Social Security Number (SSN) that did not match the SSN on the Social Security card submitted. The I-9 form dated 06/15/2024 listed the imposter’s legal first and last name, with a copy of her Social Security card and a valid Tennessee driver’s license, but the SSN on the I-9 did not match the SSN on the Social Security card. The I-9 form was not completed, signed, or dated by any facility representative. Time punch data showed the imposter nurse worked multiple days in June and July 2024. A separation notice dated 07/31/2024 listed the imposter’s real first and last name with an SSN that did not match the SSN on the I-9 form, and documented employment dates from 06/12/2024 to 07/31/2024 with termination for no call/no show. An undated Consumer Information Sheet listed the imposter’s first and last name with the legitimate RN’s last name as her middle name, a birth year that did not match the I-9, and an SSN that did not match the SSN on the W-4 form or the separation notice. The abuse registry check for the imposter was not completed until 08/04/2025, after termination. The facility did not provide any hiring policies and there was no evidence that staff questioned the discrepancies in names, birth dates, or SSNs on the pre-employment forms, resulting in the employment of an unqualified person as an RN.
Failure to Honor Resident’s Refusal of Shower and Right to Self-Determination
Penalty
Summary
The deficiency involves staff failure to honor a resident’s right to self-determination and refusal of treatment, specifically related to bathing. Facility policy on Resident Rights and Responsibilities states that residents have the right to refuse treatment and to be informed of the medical consequences of such refusal, and to exercise their rights without discrimination or reprisal. Resident #31, admitted in late 2023, had severe dementia with agitation, a BIMS score of 3 indicating severe cognitive impairment, and was dependent on staff for showering and personal hygiene. The resident’s care plan identified behavior problems and resistance to care related to dementia, knowledge deficit, denial of illness and risk factors, and mental/emotional illness, with interventions directing staff to discuss objections and fears, inform the resident of risks of non-compliance, offer choices, and accept and respect the resident’s right to refuse care. Despite these policies and care plan interventions, staff proceeded with a shower after the resident refused. A CNA assigned to the resident reported that the resident had refused a shower, and another CNA responded that it was the resident’s shower day and that the shower should be provided. According to written statements, when the CNAs entered the room and informed the resident it was shower day, the resident stated, “No I don’t want a shower.” One CNA then told the resident they were getting a shower and pulled the covers off the resident. The CNAs placed the resident in a shower chair and continued with the shower despite the expressed refusal. During a later interview, the CNA confirmed instructing the other staff member to go ahead and provide the shower because it was the resident’s scheduled shower day, demonstrating that the resident’s right to refuse care and the care plan interventions to respect refusals were not followed.
Failure to Contact EMS and Use AED During CPR for a Full Code Resident
Penalty
Summary
The deficiency involves the facility’s failure to follow its CPR and emergency response policy for a resident who was a documented full code. Facility policy required staff to call 911 for resident emergencies, obtain and use an AED, and initiate CPR for full code residents unless there was a POST form or other physician order to withhold CPR, or the resident showed American Heart Association (AHA) signs of clinical death. The 2020 AHA Adult Basic Life Support Algorithm directs healthcare providers to activate the emergency response system, obtain an AED, and use it as soon as available when a person has no breathing or only gasping and no pulse. The facility had two AEDs and staff were educated on AED use as part of CPR training. Resident #78 was admitted for rehabilitation and 24-hour skilled nursing care following a hospitalization due to a fall at home and had a medical history including atrial fibrillation with multiple cardioversions, dysphagia, chronic kidney disease, mild cognitive impairment with memory loss, hypertension, UTI, influenza, and type 2 diabetes mellitus. The resident’s profile, care plan, and physician’s orders all documented full code status. A 5-day MDS showed a BIMS score of 4, indicating severe cognitive impairment. On the evening prior to the event, an RN documented that the resident was sitting in a wheelchair watching television at 8:20 PM, was assisted to the bathroom at 10:00 PM, and was checked again at 12:00 AM. At approximately 2:00 AM, a CNA found the resident unresponsive and notified the RN, who assessed the resident and documented no heart sounds, pulse, or respirations. Staff initiated CPR and continued efforts until the RN pronounced the resident deceased at 2:45 AM. There was no documentation in the medical record that EMS/911 was contacted or that an AED was used during the resuscitation attempt, despite facility policy and the expectations stated by the DON, LPN, NP, and Medical Director that staff should call 911, obtain and use an AED, and continue CPR until EMS arrival for a full code resident. An email from the local fire department indicated there were no EMS reports for the resident on the date in question, and the DON stated she had no evidence to verify that EMS was contacted and no AED log to show whether an AED was used. The Administrator stated she expected staff to follow the CPR policy and properly document all care and services provided, but the record lacked evidence of EMS notification or AED utilization for this full code resident.
Failure to Activate and Follow Sliding Scale Insulin and Blood Glucose Orders
Penalty
Summary
The deficiency involves the facility’s failure to activate and carry out physician orders for blood glucose monitoring and sliding scale insulin for a resident with type 2 diabetes. Facility policy on insulin administration required verification that insulin type, dosage, strength, and method of administration corresponded with the physician’s order, checking blood glucose per physician order or facility protocol, and documenting blood glucose results and insulin doses. The resident’s care plan for diabetes directed staff to check blood sugar levels via fingerstick per physician orders and to administer medications per physician orders. The resident was admitted for rehabilitation and 24-hour skilled nursing care following a hospitalization due to a fall at home and had a medical history that included chronic kidney disease and type 2 diabetes mellitus. A 5-day MDS showed severe cognitive impairment with a BIMS score of 4 and an active diagnosis of type 2 diabetes, with insulin injections received. Physician orders directed staff to check the resident’s blood sugar before meals and at bedtime, four times a day, and to administer insulin aspart via a sliding scale four times a day. These orders were in place with a specified stop date and then renewed. Despite these orders, the medication record for the resident showed no documentation of blood sugar levels or administration of insulin aspart at multiple ordered times over several days. A family member reported concern that the resident’s blood sugar levels had not been checked for the past couple of days and that the resident was not on a short-acting insulin. A medication error report later identified that the NP had updated the sliding scale insulin order, but the update was not signed and remained in the unsigned order queue, leaving the insulin aspart order inactive on the MAR. As a result, nursing staff could not see the updated order and missed multiple doses of insulin aspart. The NP stated that she had intended to edit, not discontinue, the sliding scale order, but the electronic medical record required her to unsign the order to edit it, and she failed to reactivate it. The DON stated that nursing staff failed to identify that the insulin aspart order was missing and remained in the queue awaiting reactivation, and the Administrator stated that her expectation was for staff to follow company policy and for the DON or designee to verify that all active orders were visible for nurses when a plan of correction for missing insulin doses had been implemented. A physician statement documented that the resident had uncontrolled type 2 diabetes mellitus, CKD stage III, and hyperlipidemia, and that the resident received sliding scale insulin on one day but did not receive any sliding scale insulin on the following two days. The physician noted that the resident’s blood glucose reached a maximum level of 343 mg/dL during this period and that the sliding scale insulin order was later replaced and resumed. These findings collectively show that the facility did not provide treatment and care according to physician orders and the resident’s care plan for diabetes management, due to the failure to activate and monitor the sliding scale insulin and blood glucose orders in the electronic system and to recognize and correct the missing active order on the MAR.
Failure to Maintain Clean and Sanitary Resident Rooms and Bathrooms
Penalty
Summary
The deficiency involves the facility’s failure to maintain a clean and sanitary environment in multiple resident rooms and bathrooms, contrary to its own policies on routine bathroom cleaning and routine cleaning and disinfection. The facility’s policies, dated 6/2025, required providing a clean and sanitary environment, cleaning the entire toilet including the handle and underside of the flush rim with disinfectant and appropriate contact time, and reporting damaged items in need of repair. Observations conducted on several days showed that in one room, a motorized wheelchair had dried debris on the cushion, arms, and a large amount of multi-colored debris on the undercarriage. In another room, a wheelchair with a fabric heel protector cushion used as an armrest was spattered with small to pea-sized unknown multi-colored particles. Additional observations revealed that several resident bathrooms were not maintained in a sanitary condition. One bathroom had a trash can without a bag and with a dried brown substance on the outside, rim, and inside of the can, as well as a toilet seat with two areas of dried yellow residue and a yellow/orange substance around the base of the toilet. Other bathrooms in different rooms had yellow/orange or brown residue around or at the front base of the toilets. During an observation and interview in one of the bathrooms, the Administrator initially suggested the substance around the toilets might be related to the wax ring, but after wiping a small area with a wet wipe, the yellow/orange substance was easily removed, and the Administrator confirmed the area around the toilet was not clean.
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