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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.
Centers for Medicare & Medicaid Services continues to offer flexibilities to provide relief to clinicians responding to the 2019 Coronavirus (COVID-19) pandemic. CMS is applying the MIPS automatic extreme and uncontrollable circumstances (EUC) policy to all MIPS eligible clinicians for the 2020 performance period. It is also reopening the MIPS EUC application for individual MIPS eligible clinicians, groups, virtual groups, and Alternative Payment Model (APM) Entities through March 31. Applications received between now and March 31, 2021 won’t override previously submitted data for individuals, groups and virtual groups. This listserv will review what these flexibilities mean for: Individual clinicians, groups, and virtual groups that haven’t submitted data; Individual clinicians, groups, and virtual groups that have submitted data; and APM Entities. Individual clinicians, groups, and virtual groups that haven’t submitted data:… . . . read more.
By Paul Edwards bio As vaccinations continue to be distributed to more and more members of the American workforce, one of the recurring questions we are getting concerns how to respond to patients who ask about whether or not your team has been vaccinated. Patients might pose this question over the phone before their scheduled appointment, or might ask it to one of your employees during their visit. Your employees’ health information is protected In response to such a question, it’s important to remember that your employees’ personal health information is protected in just the same way as your patients’ health information. Therefore, it is generally not a good idea to offer information to your patients that might expose any of your employees’ inability (or unwillingness) to get vaccinated. If… . . . read more.
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.
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.
By Lynne Curry bio Question: COVID-19 hit our northern U.S. practice hard. We cut employees, then salaries, and then we cut again. Our revenue is down 70%. Some administrative staffers left our state when their spouses’ high-paying jobs evaporated. Others in billing took off when COVID-19 combined with our cold, dark winter proved too much. Because these employees had talents we needed, we kept them as “snowbirds”. At first, it didn’t cause trouble. Everyone was working from home, so it didn’t matter where “home” was. Now that we’ve moved administrative staff back into the medical office building, our local employees complain about the snowbirds. They feel the fair weather staff get an unfairly sweet deal, as they don’t have to show up at 8 a.m. or handle the sanitizing tasks our… . . . read more.
The coronavirus pandemic has brought a world of change, some of which might be permanent. Will we ever again pack concerts with close to 100,000 people or jam into subways like sardines? Will mask-wearing and social-distancing carry on long after the pandemic has ended? Has online shopping delivered the final nail in the coffin for brick-and-mortar shopping? Will traditional education give way to virtual learning? Will telehealth services and online doctors replace a sizable chunk of in-person doctor visits? That last one is entirely possible according to a new study completed by OnlineDoctor.com. By tracking national and state-by-state Google Search trends over a two-year duration, OnlineDoctor found there’s been a massive uptick in consumer telehealth interest since just about the exact day a national state of emergency was declared in… . . . read more.
By Lynne Curry bio Can employers require their employees to receive COVID-vaccinations? While vaccination is one of an employer’s best tools for preventing COVID-19 outbreaks at their worksites, requiring employees to be vaccinated and disciplining them if they refuse comes with legal risks. Although the federal Equal Employment Opportunity Commission (EEOC)’s December 2020 guidelines stated that employers could implement and enforce mandatory COVID-19 vaccination policies for certain jobs and with certain exceptions1, the U.S. Food and Drug Administration (FDA) requires that recipients of vaccines under an “emergency use authorization” (which includes the current COVID vaccines) must be informed that they have the option to accept or refuse the vaccination. For more detail on this federal agency contradiction, see https://workplacecoachblog.com/2021/01/covid-vaccination-update-in-light-of-the-vaccines-emergency-use-authorization-status/ “The current problem,” says Perkins Coie Senior Counsel Michael O’Brien, “is that many… . . . read more.
Picture this: COVID-19 cases are surging. Your state or city is in full lockdown mode. That means, among other things, that outdoor gatherings of more than 50 people aren’t allowed. So, it disturbs you to turn on the Sunday news and see hundreds of people crowding together to demonstrate right in the middle of downtown. And then it gets personal. You recognize one of those demonstrators. She’s one of your medical office’s employees! What the heck is she doing there?! And, gulp, you also notice that she’s not wearing a mask! Now what? Can you discipline the employee for participating in the illegal demonstration and not wearing a mask? Off-duty conduct, employee discipline and COVID-19 The statement that what employees do when they’re away from work is none of your… . . . read more.
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.
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