This webinar covers the following objectives regarding medical records requirements and Medicare’s unique record keeping requirements:
Individual health care practitioners in private practice and medical records directors at health care facilities may be confused on how long to retain medical records in a complex health services environment with many different health care practitioners. If or when a length of time is established, the practitioners and directors need to know whether and
how to dispose of medical records. For example, does having digital records require records to be kept indefinitely, or does it simply allow it? Even if you can keep a medical record indefinitely in an electronic format, is it wise to do so?
There are differing and conflicting sources of requirements for the retention and disposition of medical records, which may vary based upon the specific health care practitioner. Attendees will review special rules existing regarding the confidentiality, security, retention, and disposition of electronic medical records.
Attendees to this webinar will learn to identify and apply these differing and conflicting rules with respect to the specific health care practitioner, the specific health care facility practice, and the emerging rules and regulations for electronic medical records confidentiality, security, and disposition.
This advanced webinar also educates Medicare health care providers, including physicians, non-physician practitioners, hospitals, other health care providers, and suppliers on the updated federal regulations for medical record keeping. This webinar gives information on updated documentation maintenance and access requirements for billing services to Medicare patients. This webinar also answers how long to keep the documentation and who is responsible for providing access.
The U.S. Department of Health and Human Services, Office for Civil Rights (OCR) continues to make patient right to access an investigative priority.
To date, there have been more than 40 settlements by OCR because organizations did not comply with patient rights under the HIPAA Privacy Rule.
The webinar will cover how organizations need to comply in meeting requests for timely access to medical records, who can request copies, and understanding a patient’s rights to access their health information under HIPAA.
Venue: Recorded Webinar
The healthcare environment creates a major challenge in the prevention and intervention of violence. The rate of injuries and illness to healthcare professionals from violence in the healthcare industry is more than three times greater than violence in all private industry. Nurses are victims of violence more than police officers. Healthcare organizations include hospitals, outpatient clinics, medical office clinics, home health care, home-based hospice, paramedic and emergency medical services, mobile clinics, drug treatment programs and ancillary healthcare organizations. What makes violence in healthcare unique is that it carries negative ramifications for quality patient care. What do you do in your healthcare organization tto protect staff and patients? In the U.S. some states, such as California, have passed legislation specifically addressing violence in healthcare. There are other federal and state laws that require the employer to address the hazards of workplace violence, and laws that protect the victims of workplace violence. OSHA identifies healthcare as one of three “high risk” industries for violence and has written a Guidance document specifically outlining steps healthcare should take to combat the risk. Violence in healthcare is perpetrated not only by patients, their families, and visitors, but as well among the health professionals themselves. It may include a patient admitted to the ER high on drugs and wielding a knife. Or, it may be an enraged physician in the operating room flinging a scalpel at a nurse. And, the violence may be one nurse bullying another nurse – depending how the word “violence” is actually defined. Violence in healthcare is not unique to the United States but occurs all over the world. In 2010, the Bureau of Labor Statistics (BLS) data reported healthcare and social assistance workers were the victims of approximately 11,370 assaults by persons; a greater than 13% increase over the number of such assaults reported in 2009. Almost 19% (i.e., 2,130) of these assaults occurred in nursing and residential care facilities alone. Unfortunately, many more incidents go unreported. Why would that be? Why Should You Attend? The healthcare setting is one of the most violent venues in which to work in the U.S. and internationally. Healthcare is unique in that the violence that occurs here, has negative ramifications to quality patient care. The Joint Commission has even taken a stand on dealing with unsafe patient care due to abusive (which may constitute violence) behavior by health professionals. Your role as leaders in your healthcare organization equates to a responsibility to create and sustain a safe working environment for your employees AND a safe and healing environment for your patients. This webinar will review the critical elements required to plan, design, develop, implement, and evaluate your healthcare organization’s violence prevention plan. Are you prepared to deal with an active shooter on one of your patient floors—which happened in a hospital in Minnesota? As we hear more and more about mass shootings, it causes us to pause and wonder if it could really happen in a hospital, clinic, or when visiting a patient’s home. Fortunately, most violence does not rise to that level, but nonetheless, the violence that commonly occurs in healthcare has profound consequences for all involved. It is essential you prepare to prevent and react to minimize violence that occurs. Areas to be Covered? To define workplace violence To provide examples of workplace violence in healthcare To discuss the relevant laws that address workplace violence To state the impact and consequences of violence to the healthcare victims, the organization and patient care To examine the clinical, occupational, social, and economic factors of violence in healthcare To review 10 de-escalation tips when dealing with an angry individual To examine the causes of healthcare violence To discuss a violence prevention program to ensure patients, families, visitors, and staff are safe using JCAHO guidlines To outline the roles and responsibilities of the organization’s stakeholders To explain how to help the workplace and workers recover following a violent episode Who Should Attend? Director of Risk Management Director of Safety Director of Quality Improvement Occupational Health Nurse VP of Nursing/Chief Nursing Officer Legal counsel Chief Medical Officer Chief Operations Officer
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
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