On August 28, 2025, Florida Attorney General James Uthmeier’s Medicaid Fraud Control Unit, in coordination with the Nassau County Sheriff’s Office, announced the arrest of a former assisted living facility employee on one count of Abuse of a Disabled Adult.
The former employee, a Certified Nursing Assistant (CNA), is accused of knowingly grabbing and shoving a disabled resident to the ground.
According to the investigation, the CNA was employed as a healthcare worker at an assisted living facility in Hilliard, which serves adult residents with a myriad of medical conditions, including mental health issues, who require assistance with activities of daily living.
On April 15, 2024, the CNA was observed grabbing the disabled adult’s neck and pushing him forward off his bed and onto the floor. As part of the investigation, law enforcement obtained and reviewed the CNA’s employment file, which showed that he had received a two-hour preservice orientation training on resident rights. He was terminated from his employment after the facility’s internal investigation into the alleged incident.
The CNA faces one count of Abuse of Disabled Adult, a third-degree felony punishable by up to 5 years in prison.
Compliance Perspective
Issue
All care providers serving vulnerable individuals have an obligation to protect them from abuse, neglect, and exploitation. Abuse may be perpetrated by staff, other residents, or even visitors, and can include physical, emotional, or psychological harm. Regardless of intent, any action that results in injury, fear, or distress should be treated seriously. Facilities must have a structured approach to abuse prevention, including clear protocols for responding to allegations, protecting the alleged victim, and conducting thorough investigations. Timely reporting and documentation are essential—not only to comply with state laws and licensing requirements but to ensure the safety and dignity of all individuals in care.
Discussion Points
- Review and update your policies and procedures related to abuse prevention, reporting, and response. Policies should clearly define abuse, outline staff responsibilities, and include timelines for internal reporting and external notifications. Facilities may also benefit from working with an external consultant to evaluate whether their protocols align with current best practices and to help identify any policy gaps that could pose risk. Consider periodic reviews, especially after internal incidents or regulatory changes.
- Provide abuse prevention and response training to all employees during onboarding and at least annually thereafter. Training should include examples of physical, verbal, and emotional abuse, and emphasize that any physical retaliation, even under stress, is not acceptable. Equip staff with strategies for de-escalating challenging behaviors and provide support resources such as incident debriefing or behavioral intervention training. Reinforce the expectation that staff report all suspected abuse immediately, and clarify protections against retaliation for doing so. Med-Net Academy offers the course Elder Physical Abuse, which covers definitions, injury patterns, reporting requirements, and common reasons abuse is underreported.
- Audit staff understanding of abuse prevention procedures, and ensure that care delivery is aligned with your policies. Audits may include staff interviews, direct observation, and review of incident reports or investigations. If trends or recurring issues are identified, consider bringing in an outside expert to conduct a focused mock survey or to assist in evaluating specific areas of concern.
*This news alert has been prepared by Med-Net Concepts, Inc. for informational purposes only and is not intended to provide legal advice.*