Start Your FREE Membership NOW
 Discover Proven Ways to Be a Better Medical Office Manager
 Get Our Weekly eNewsletter, MOMAlert, and MUCH MORE
 Absolutely NO Risk or Obligation on Your Part -- It's FREE!
EMAIL ADDRESS



Upgrade to Premium Membership NOW for Just $90!
Get 3 Months of Full Premium Membership Access
Includes Our Monthly Newsletter, Office Toolbox, Policy Center, and Archives
Plus, You Get FREE Webinars, and MUCH MORE!
TOOL

Model Medical Office Employee Remote Monitoring of Telecommuters Policy

Letting employees telecommute poses significant operational and management challenges to employers, not the least of which is ensuring that employees are actually doing their jobs and meeting expected productivity standards when working from home. Software, apps and other monitoring technology can go a long way in meeting this goal; but it can also get you into hot water under privacy and other laws. The best way to manage privacy liability risk is to include specific language in your telecommuting policies and arrangements that provides for monitoring. The idea is to let employees know exactly what you’re going to do and how, and ensure they don’t have reasonable expectations in the information collected. Here’s some model language you can adapt for your own use.

TOOL

Model Medical Office Enhanced Cleaning and Disinfection Policy

The U.S. Centers for Disease Control and other public health organizations mandate that employers take additional cleaning and hygiene measures during the pandemic. Here’s a Model Policy you can adapt for your own use based on your specific circumstances and applicable local and specialty rules.

Tool: Voluntary COVID-19 Vaccination Policy

It is important to ensure that your medical office staff get vaccinated against COVID-19 to protect not only themselves but also co-workers, patients and others at your facility. But what if workers neglect or just plain refuse to be vaccinated? There are two basic options: Option 1: Require staff to be vaccinated Option 2: Encourage staff to be vaccinated voluntarily Here’s a Model Policy you can use to implement Option 2.

TOOL

Model Social Distancing Policy

As the pandemic drags on, medical offices and other essential businesses that remain open must be scrupulous to ensure employees maintain social distancing both at and away from the workplace. Here’s a Model Policy you can adapt to accomplish that objective in accordance with your specific circumstances and the terms of the latest public health guidelines in effect in your state or city.

TOOL

Medical Office Worker’s Acknowledgement of Decision to Decline COVID-19 Vaccination

It behooves you to ensure that medical office staff get vaccinated against COVID-19 to protect not only themselves but also co-workers, patients and others at your facility. But what if workers neglect or just plain refuse to be vaccinated? There are two basic options: Option 1: Require medical office workers to be vaccinated Option 2: Encourage medical office workers to be vaccinated voluntarily If you select Option 2, require workers to sign a form acknowledging that they were offered the vaccine and voluntarily declined to accept it and list the reasons for doing so. Here’s a Model Policy you can adapt.

TOOL

Tool: Mandatory COVID-19 Vaccination Policy

It’s important to ensure that medical office workers get vaccinated against COVID-19 to protect not only themselves but also co-workers, patients and others at your facility. But what if workers neglect or just plain refuse to be vaccinated? There are two basic options: Option 1: Require medical office workers to be vaccinated option 2: Encourage medical office workers to be vaccinated voluntarily Here’s a Model Policy you can use to implement Option 1.

TOOL

Model visitors’ waiver of COVID-19 infection liability form

As long as COVID-19 remains a threat, you run the risk of being sued by patients, vendors, guests and other visitors (“visitors”) who claim they contracted the virus at your office as a result of your inadequate safety measures. One way to limit liability is having visitors sign a form agreeing to waive their rights to sue you for COVID-19 infections before entering the office. Although there’s no guarantee that a court would enforce such a waiver, the Model Form below uses fairly conservative language that has been found to be enforceable in other situations. Caveat: The inclusion of the phrase purporting to insulate you against your own negligence in Sections 3 and 4 is fairly risky and you may want to talk to counsel about whether to use it… . . . read more.

Tool

Model waiver of COVID-19 infection liability sign to post at your medical office

As long as COVID-19 remains a threat, you run the risk of being sued by clients, vendors, guests and other visitors (“visitors”) who claim they contracted the virus at your office facility as a result of your inadequate safety measures. One way to limit liability is by conspicuously posting a sign at the entry of your facility indicating visitors’ agreement to waive their rights to sue you for COVID-19 infections by entering the office. Although there’s no guarantee that a court would enforce such a waiver, the Model Sign below uses fairly conservative language that has been found to be enforceable in other situations. Caveat: The inclusion of the phrase purporting to insulate you against your own negligence in Sections 3 and 4 is fairly risky and you may want… . . . read more.

CODING

Impact of reimbursement and compliance to WRVU-based compensation

By John McDaniel bio All physician contracts including any form of WRVU based compensation may need to be reviewed and probably amended because of the increase in WRVUʹs (work relative value units) associated with E&M CPT codes effective Jan. 1, 2021. This has been necessitated by CMS whereby the final decision involved eliminating CPT Code 99201 and leaving CPT Code 99211 unchanged. The changes for CPT Codes 99202‐99205 and 99212‐99215 have resulted in increased physician/provider reimbursement since the WRVUs for these codes have been significantly changed. Indeed, this increase in the WRVU component will certainly affect physician compensation. While the major commercial payers have not yet announced their intention to utilize the 2021 E&M codes, those decisions will greatly impact both provider reimbursement and WRVU utilization. It should be noted… . . . read more.

TOOL

Model Substance Abuse and Fitness for Duty Policy

Workplace substance abuse remains a major challenge for workplaces. Although sound in principle, the traditional zero tolerance policy is ill-suited to the legal complexities of the modern world. This is especially true in states that have legalized marijuana. You can still take a clear and firm line on employee drug and alcohol abuse for the purpose of health and safety. But the policy also has to exhibit finesse and sensitivity to legal subtleties. One of the best ways to create an enforceable policy is to base it not on the legality of substance abuse but the undisputable fact that it renders employees unfit for duty to the detriment of safety. Here’s a Model Policy you can adapt.


(-0)