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Medical Webinar is an international community of healthcare professionals engaged in medical coding, billing, auditing, compliance, clinical documentation improvement, revenue cycle management, and practice management. We offer various possibilities for experts in the sector to further their education and progress their careers through our webinars, which are a handy approach to increase your business knowledge rapidly.
Challenges - It’s confusing isn’t it? It was made more confusing with the addition of COVID. How are we supposed to keep it all straight when there are times when the legal requirements of both Family Medical Leave Act (FMLA) and the American Disabilities Act Amendment Act (ADAAA) are similar, yet at other times one law contradicts another? We find that we can’t comply with both laws at the same time, so which one takes precedence over the other? And where does WC come in? To complicate matters even more, WC is a state law, while FMLA and ADAAA are federal laws, and there are other state civil rights laws that also impact FMLA and the ADAAA. Consider that an injury under WC may also be a “serious health condition” under FMLA. State laws may differ from federal laws by covering additional health conditions, may apply to small organizations, or may cover situations in which the federal laws have no say such as domestic abuse. As HR, we have the responsibility of sifting through these laws to ensure that we comply with each law that provides the best benefit to our employees. These laws provide entitlements to our employees which means they are not considered an optional benefit. So, even if you fail to apply the law to your employee, they can claim protection anyway. For example, if you fail to provide appropriate leave under FMLA, that does not remove the employee’s right to a job-protected leave. The ultimate goal of all three laws is to assist the employee to return to work. Financial – Costs related to absenteeism, turnover, liability based on civil rights laws, costs related to investigations. Why Should You Attend? The webinar addresses laws that HR is responsible for upholding. When the laws are not followed, it increases the liability for the organization and interferes with a fair and equitable work environment for employees. The interplay among Workers’ Comp, ADA, and FMLA is confusing to many HR professionals, this webinar will help decipher the complexities. Key Learning Objectives of the Topic ? To review the intricacies of how WC, ADAAA, and FMLA intersect to provide employees’ coverage under these acts To explore how COVID intersects with the ADA and FMLA. To discuss the challenges in terminating an employee after they have expended their FMLA benefits without ignoring their rights through the ADAAA or state laws To identify steps to follow when an employee fails to provide the requested and required medical certification as required by FMLA To explain the process in responding to an intermittent leave request that may include a potential ADAAA accommodation To describe essential documentation guidelines to prevent liability To outline best practices when conducting the legally required interactive process when determining an accommodation To clarify a physical or mental impairment that substantially limits one or more major life activities based on the ADAAA To discuss the criteria for essential job functions To determine if and why you need a second or third medical opinion To judge WC/ADAAA light duty restrictions while keeping FMLA intermittent and reduced scheduled leave viable Who Should Attend? VP of HR All HR directors, managers, and generalists Supervisors Managers Director of Risk Management
Training your organization’s Compliance Officer is critically important to understand all the requirements of the HIPAA Security and Privacy Rules. Besides being responsible for many of the daily operations within an organization, the compliance officer is tasked with managing the HIPAA compliance program. Regardless the size of an organization, the compliance officer must handle the roles as the HIPAA Security & Privacy Official and must know and understand all the requirements to manage the compliance program. In some cases, these roles may be assigned as collateral duty in smaller organizations or combined as the HIPAA Compliance Officer. Being the HIPAA Compliance Officer involves not only ensuring you know the appropriate patient rights and controls on your uses and disclosures of protected health information, but you also have the proper policies and procedures in place. If the subject of a breach investigation or complaint, you will be required to show the government you have all the necessary documentation in place for safeguarding patient Protected Health Information and indicate how you addressed all required security safeguards. This starts with the fundamentals of a HIPAA compliance program. If your organization’s compliance officer needs to understand what all the requirements are or make sure the current program is adequate and can withstand government scrutiny, please join us for this informative and interactive seminar. Webinar Objectives Understand the responsibilities and roles of the HIPAA Security & Privacy Officials Understand the requirements of the HIPAA Security and Privacy Rules Review upcoming changes to the HIPAA Security Rule Learn what HIPAA training requirements must be in place Understand what requirements must be in place for a HIPAA Compliance Program Learn about HIPAA Risk Assessments Review case examples of HIPAA breaches How to create a culture of compliance within your organization Q&A Webinar Highlights Learn from an expert who has served as a HIPAA Compliance Officer in a large organization Learn what is required in this role Daily, weekly, quarterly, and ongoing benchmarks for HIPAA Privacy & Security Officers Who Should Attend Compliance Officer HIPAA Privacy Officer HIPAA Security Officer Medical/Dental Office Managers Practice Managers Information Systems Manager Chief Information Officer General Counsel/lawyer Practice Management Consultants Any Business Associates that access protected health information
Critical Access Hospitals (CAHs) must comply with the Centers for Medicare & Medicaid Services’ Conditions of Participation located in Appendix W in the manual. This eight-part webinar series will cover the CAH CoP manual. There were changes and new regulations for CAHs in 2020, including a change to all the tag numbers, some which do not include Interpretive Guidelines or Survey Procedures. Changes include infection prevention and control and antibiotic stewardship, QAPI and Swing Bed changes. This seminar will help CAHs comply with specific CoP problem areas, such as nursing care plans, necessary policies and procedures, medication administration and drug storage, and informed consent to name a few. Part Four of Eight: Governing Board, Agreements and Contracted Services, QAPI, Discharge Planning Objectives Describe that CMS requires the Board enter into a written agreement for telemedicine services Describe requirements for contract management for a CAH Describe the essential elements of a QAPI program and Board responsibilities Recall the requirement for when a discharge evaluation must be completed Organizational Structure and Governing Body/Individual Governing body/Individual’s responsibilities Appointment to medical staff Telemedicine services and requirements Required disclosures Agreements and Contracted Services Agreement with providers or suppliers Lab and diagnostic services Food services Quality Assurance Performance Improvement - QAPI Changes to the QAPI program Requirements of a QAPI program QAPI standards Data collection and analysis Reference: Standards and guidelines for Acute hospitals Discharge Planning Need for effective discharge planning process Discharge evaluation and plan Review of discharge planning process Requirement to assist in PAC selection Appendix and Resources
The Federal and state unemployment insurance issues are another employment liability that employers must manage. Unlike other taxes however, state UI taxes and costs are experience-rated. Thus, employers have significant ability to control their sate UI tax liability. Additionally, because UI often becomes the gateway for other employment related costs, proper management of employers’ UI activities can have a positive impact on these liabilities. Unemployment insurance taxes and costs have increasingly become more important and represent a potentially critical liability. For some employers, UI tax liabilities and their relationship to other employment related costs have become significantly more important and now have a measurable impact on the bottom line. While higher UI tax liabilities are just most obvious risk created by employee separations and unemployment insurance claims; they are only the beginning. Unemployment insurance claims increasingly expose organizations to other potential liabilities: from wage and hour violations for misclassifying independent contractors, to providing plaintiffs with discovery opportunities in other types of employment litigation. Effective management of your organization’s unemployment insurance experience provides you with the opportunity to improve your talent management results, improve your hiring and onboarding processes, enhance your performance management and discipline procedures, and reduce your exposure to discrimination and wrongful discharge claims. Effective UI management allows you to use UI metrics to assess human capital risks, measure supervisor and manager performance, more accurately allocate resources, and have a positive impact on the bottom line. This webinar provides an update on federal and state UI issues, assesses the risks and costs associated with UI taxes and benefits, reviews the interconnection between UI and other employment and tax issues, and discusses effective UI tax management and cost control techniques. Why You Should Attend Gain an understanding of key unemployment insurance issues Discuss the strategic issues of employment stabilization and employee separation management Learn to identify and assess the risks associated with the federal-California UI program Discuss the financial implications of UI liabilities Learn how sound HR management practices reduce an organization’s exposure to UI liabilities and costs Identify and use UI Key Performance Indicators (KPIs) Areas Covered in this Session Update on 2024-2025 UI tax liabilities A discussion of federal UI law and potential changes Critical assessment of sttate UI laws Managing your organization’s UI tax liabilities Managing employment issues that impact your UI tax liabilities and other employment costs Who will Benefit HR professionals Payroll managers UI Specialists Operations managers CFOs Risk managers Compliance managers External and Internal Auditors
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