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BILLING & CODING

Telehealth policy to change after the COVID-19 public health emergency

The COVID-19 public health emergency has been extended to Oct. 13. Of particular interest to medical practices is the continuation of telehealth flexibilities, which will expire at the end of the public health emergency. US Department of Health and Human Services Secretary Xavier Becerra officially renewed the declaration in mid-August. The emergency declaration has been in place since January 2020, and the latest renewal came as the Omicron offshoot BA.5, the most contagious variant yet, continues to stake its claim in the US. Daily case rates, though vastly undercounted, are the highest they’ve been in months, as are COVID-19 hospitalizations and deaths. Data published in August by the US Centers for Disease Control and Prevention shows that more than half of the country’s population lives in a county with a… . . . read more.

DATA SECURITY

4 ways your managed IT provider can help with HIPAA

By Ron Slyker Healthcare IT can best be explained  as technology that allows the secure exchange of medical and patient information between healthcare providers, patients, insurers, and other administrative operations. With the rapid increase of healthcare companies adopting cloud technology to share files and store private data, the need to involve managed service providers to assure full compliance of HIPAA is essential. Here are four ways that your managed services IT provider should be expected to help maintain HIPAA compliance: Encryption. Your managed services provider should make sure that all your devices—including laptops, tablets, and mobile devices—are encrypted. This is the best way to secure your data. And, given that mobile malware is on the rise, you will want to make it a top priority. Set up a reporting process…. . . . read more.

RISK MANAGEMENT

How to handle office romance in 2022

By Lynne Curry Three potential hot messes. In company Z, a senior manager considered his workplace a dating pool in which he fished. When he put the moves on a new female employee, the workplace grapevine ignited. In company Y, the head of marketing had serial crushes on one after another of the male management trainees. Because she was attractive and personable, several of them developed crushes in return. One put the moves on her when they worked all weekend on a project. In company X, the Chief Operating Office and Chief Financial Officer had a not-so-secret affair. Although he hated to, the Chief Executive Officer called them into his office and said, “One of you needs to resign. Unless this happens, we’ll have no defense if we fire someone… . . . read more.

TOOL

Love contracts: Help for hot messes

They arrive at work separately. They never touch each other in your presence. Then, as you chair a meeting, you see his gray eyes seek hers out across the conference table. She returns his gaze; her eyes linger. Suddenly you know. The senior manager, despite all the sexual harassment seminars he’s attended, appears romantically intertwined with an accounting clerk. If you’re in charge, how do you handle this hot mess?  The reality Some managers and supervisors would never have an affair with an employee they oversee or an employee in their company. Others consider the workplace a dating pond in which they fish. Still others fall into a relationship that makes them disregard risks. According to a recent survey by the Society for Human Resource Management, one in three U.S…. . . . read more.

COMPLIANCE

5 ways your medical office can violate HIPAA

The HIPAA Privacy Act is a federal law that was established in 1996 to set provisions and standards for the protection of personal health information. The rule puts limits and conditions on the use and disclosure of patient medical information. It also gives patients the right to obtain a copy, examine, and request corrections to their records. Though most medical practices are very careful to keep their patients’ private health information secure, violations of this act can be costly with penalties ranging from $100 to 1.5 million per incident. Regular and ongoing compliance training for all employees is one of the easiest ways to prevent the improper use of PHI and reduce the risk of a violation. Below are a few common HIPAA violations and steps that can be taken… . . . read more.

EMPLOYMENT LAW UPDATE

Civility & conduct rules, marijuana, and website access & ADA on the HR radar

By Mike O’Brien Get ready to take a new look at your employee handbook. The National Labor Relations Board (NLRB) is widely expected to issue a decision soon that will mean increased scrutiny of common types of workplace rules, including civility and conduct rules. In a case pending before the Board, its General Counsel submitted a brief last month urging a return to an Obama-era standard for assessing the lawfulness of employer rules. A quick primer may be helpful. The NLRB is the federal agency charged with enforcing the National Labor Relations Act (NLRA). Section 7 of the Act gives employees the right to discuss pay and other terms and conditions of employment, and to engage in concerted activity to improve them. A common misunderstanding is a notion that the… . . . read more.

MOM WEBINAR

Learn about changes and updates to telehealth

There’s a lot you need to know about telehealth. That’s why Medical Office Manager is offering a webinar, Telehealth—What Managers Need to Know, on April 6. It’s free to Medical Office Manager members. Presenter Jen Bell of Karen Zupko and Associates will give you the tools and knowledge you need to comply with new telehealth regulations. Meanwhile here is Jen’s update on telehealth changes to early 2022. POS 10 Telehealth Provided in Patient’s Home Patient is located in their home (which is a location other than a hospital or other facility where the patient receives care in a private residence) when receiving health services or health related services through telecommunication technology. Home may be defined to include temporary lodging (hotels, homeless shelters) and patient travels of short distance from the exact… . . . read more.

HARASSMENT

Russian-American workplace discrimination: It’s a thing now

By Lynne Curry Question: Like many other employees that need highly skilled employees and want to diversify their labor pool, ours has hired several Russian emigrants. Other than coworkers complaining that these employees’ accents make understanding them difficult, we had no problems—until Russia invaded Ukraine. At first, nothing occurred that created worry. Many of our employees knew little about Ukraine and so peppered the emigrants with questions. But as the horror of what was happening in Ukraine continued, our employees grew angrier. Several employees asked their Russian-born coworkers how they could possibly “defend” what was going on. Things got worse when one of the emigrants defended Putin, calling him a strong leader. How much trouble do we get into if we fire this one employee? While she’s technically skilled, she’s… . . . read more.

DRUGS & ALCOHOL

High at work: Anyone else smell that?

By Paul Edwards More often than you would think, we get calls from managers wondering what they can do about someone whom they think is impaired at work. When that happens, we immediately go into crisis control mode because, well, impairment at work is never acceptable. In this article, we are going to discuss impairment and odors from the perspective of marijuana legalization. From job candidates showing up to interviews smelling like a skunk to employees showing up to their shift distracted with bloodshot eyes, knowing how to handle an employee’s potential marijuana use has only gotten more complicated. Currently, marijuana legalization is in limbo between state versus federal government. While many states have moved to legalize or decriminalize its use, marijuana is still an illegal Schedule I drug under… . . . read more.

EMPLOYMENT LAW UPDATE

Florida’s new “Stop Woke” law impacts workplace training

By Mike O’Brien “Stop Woke” Act passes Florida Senate New legislation in Florida (HB 7) prohibits any teaching that could make students feel they bear “personal responsibility” for historic wrongs because of their race, color, sex, or national origin. But the legislation’s reach doesn’t end in schools. In the workplace, employment practices or training programs that cause an individual to feel similarly guilty could be considered an unlawful employment practice, giving rise to legal liability. The Florida Senate voted 24-15 along party lines to approve a measure labeled “Individual Freedom,” and was seen to be in response to Governor DeSantis’ demand for a “Stop WOKE” Act. You can see more here. New guidance from the DOL on FLSA, FMLA, and Visa programs On March 10 the U.S. Department of Labor (DOL)… . . . read more.


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