Practice Management

Pre-Covid, a company hired an ultrasound technologist in training with the expectation that once the technologist passes the ARDMS registry exam, she would join its staff as a registered technologist.  Post-hire, the employee advised she was pregnant. In addition, severe business disruption due to COVID led to a furlough of that employee. 

In order to become a registered ultrasound technologist, the ARDMS (American Registry of Diagnostic Medical Sonographers) has a requirement that the candidate must complete "X" hours of hands-on training within "Y" time period before allowing the candidate to test for their registry.  ARDMS does not seem to be willing to grant a waiver of the hours of training time because of COVID. 

Based on this scenario, there are 2 issues with respect to which advice, feedback or similar experiences are sought:

1. Does anyone know of a way to obtain a waiver on the ARDMS time constraint if the delay in satisfying the requirements prior to sitting down for the registry exam arise from the conditions of COVID and/or pregnancy?

1. Because of the need to obtain hands on hours within a limited time, the furloughed staff person wants to come back as a volunteer in order to obtain and satisfy the requirement.  The company is reluctant to permit this, especially with a pregnant person, in a former COVID hot spot where re-emergence is a distinct possibility.  Thought was to have the person sign a COVID waiver and release before coming back.  Does anyone have a template and, if so, do you know if it would hold up to legal challenge?

Pre-Covid, a company hired an ultrasound technologist in training with the expectation that once the technologist passes the ARDMS registry exam, she would join its staff as a registered technologist.  Post-hire, the employee advised she was pregnant. In addition, severe business disruption due to COVID led to a furlough of that employee. 

In order to become a registered ultrasound technologist, the ARDMS (American Registry of Diagnostic Medical Sonographers) has a requirement that the candidate must complete "X" hours of hands-on training within "Y" time period before allowing the candidate to test for their registry.  ARDMS does not seem to be willing to grant a waiver of the hours of training time because of COVID. 

Based on this scenario, there are 2 issues with respect to which advice, feedback or similar experiences are sought:

1. Does anyone know of a way to obtain a waiver on the ARDMS time constraint if the delay in satisfying the requirements prior to sitting down for the registry exam arise from the conditions of COVID and/or pregnancy?

1. Because of the need to obtain hands on hours within a limited time, the furloughed staff person wants to come back as a volunteer in order to obtain and satisfy the requirement.  The company is reluctant to permit this, especially with a pregnant person, in a former COVID hot spot where re-emergence is a distinct possibility.  Thought was to have the person sign a COVID waiver and release before coming back.  Does anyone have a template and, if so, do you know if it would hold up to legal challenge?