May 7, 2021
On April 29, 2021, The Boston Globe published an editorial entitled, “It’s time for employers to impose vaccine mandates.” According to The Boston Globe Editorial Board, “COVID vaccines, which are extremely safe and effective, are Americans’ way out of this nightmare, and employers – including the state – owe it to their workers and the public to create safe working conditions.”
While a mandatory vaccination policy may make sense for some employers, the issues associated with such a policy are complex and require careful consideration. As an employer, does it make sense for you to implement a mandatory vaccination policy at this point? Or in the near future? Should you consider a non-mandatory vaccination policy?
May 6, 2021
Cyber threats and cybersecurity controls have evolved significantly over the past two decades since the HIPAA Security Rule were originally promulgated. During this same time, healthcare entities have increasingly become a prime target of hackers seeking to extort payment using ransomware, exfiltrate patient data to commit fraud, or disrupt operations in other nefarious ways. Recognizing these challenges, some security professionals have sought further clarity on the HIPAA Security Rule that they deem to be “long in the tooth”. Yet, regulators have not made any significant modifications – perhaps driven by the original policy considerations of the HIPAA Security Rule that: “the standard should be comprehensive and coordinated to address all aspects of security”; that it be “scalable, so that it can be effectively implemented by covered entities of all types and sizes”; and that it “not be linked to specific technologies, allowing covered entities to make use of future technology advancements.”
May 6, 2021
The Ministry of Corporate Affairs (“MCA”) vide its circular no. 09/2021 dated May 05, 2021 (“Circular”) has expanded the Covid related expenditure which would qualify as eligible Corporate Social Responsibility (“CSR”). Now, spending CSR funds for ‘creating health infrastructure for COVID care’; ‘establishment of medical oxygen generation and storage plants’; ‘manufacturing and supply of Oxygen concentrators, ventilators, cylinders and other medical equipment for countering COVID-19’; or similar such activities would be considered as CSR.
May 5, 2021
As featured in #WorkforceWednesday: While the Equal Employment Opportunity Commission says that employers can institute mandatory vaccination policies, there are many legal considerations that come with those policies, especially as more employees return to work. And employers that do not mandate vaccines are wondering what workplace rules they can implement without legal risk. Attorneys Jennifer Barna and Nathaniel Glasser tell us more. You can also read more about the legal considerations of mandating vaccination.
May 4, 2021
On May 3, 2021, New York Governor Andrew Cuomo and New Jersey Governor Phil Murphy announced a significant easing of COVID-19-related capacity restrictions on businesses in their respective states. Governor Ned Lamont of Connecticut, who joined the other two governors in the announcement, had previously ordered a comparable lifting of capacity restrictions in his state.
Specifically, effective May 19, New Jersey and New York will remove most capacity limitations on businesses, which are currently based on a percentage of maximum capacity, and replace them with limitations based on the space available for individuals to comply with the social distancing mandate of six-feet; Connecticut’s easing of restrictions will also be in place by May 19. It is not yet clear how the new social-distancing requirement will be enforced, since, as of this writing, only Governor Murphy has issued an executive order regarding the removal of capacity limitations for businesses, and it does not contemplate enforcement. Additionally, no other formal guidance has been issued.
May 4, 2021
As many labs have discovered, getting reimbursed for COVID-19 tests is not a given. Several sources of risk—such as inadequate posting of prices, improper coding, noncompliance with state & federal laws, and inadequate documentation—result in clinical laboratories not being paid for COVID-19 testing or, more likely, getting paid and later facing post-payment audits that result in the recoupment of some payments.
April 29, 2021
As featured in #WorkforceWednesday: This week, several COVID-19 vaccine news developments and updates were announced for employers.
Paid Leave Tax Credit for Employers
President Biden recently announced employers that offer full pay to workers for vaccinations and recovery may be entitled to a paid leave tax credit.
April 29, 2021
In this episode of the Diagnosing Health Care Podcast: Since the start of the COVID-19 pandemic, many jurisdictions have enacted protections from COVID-19-related liability claims through legislation and executive orders. These liability shields, however, may give health care businesses a false sense of security and offer little protection when it comes to employment claims.
Epstein Becker Green attorneys Denise Merna Dadika, Gregory Keating, and Elena Quattrone discuss the unintended liability consequences health care employers must consider as they transition more employees back to in-person work and the ways to mitigate increasing whistleblower and retaliation risks.
April 27, 2021
The American Rescue Plan Act of 2021 allows small and midsize employers, and certain governmental employers, to claim refundable tax credits that reimburse them for the cost of providing paid sick and family leave to their employees due to COVID-19. This includes leave taken by employees to receive or recover from COVID-19 vaccinations.
Click here for more information on eligible employers, the amount of the tax credits and how they are calculated, and how to claim the credit.
April 26, 2021
On April 19, 2021, the Office of Inspector General’s (OIG) Office of Audit Services (OAS) released the results of an audit conducted on the accuracy of diagnosis codes submitted to CMS by Humana, Inc. for 2015 dates of service. Based on the audit results, the OIG recommended Humana return a whopping $197.7 million in alleged overpayments and enhance its policies and procedures to prevent, detect and correct noncompliance with Federal requirements for diagnosis codes that are used to calculate risk-adjusted payments.