Showing posts with label Employees. Show all posts
Showing posts with label Employees. Show all posts

compel Employees Workers' recompense Laws

Workers Comp Lawyers - compel Employees Workers' recompense Laws

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Thousands of Americans are injured and hundreds are killed each year in on the job accidents. When an employee is injured on the job, they ordinarily have the right to file a claim with the employer's workers compensation insurer or the state agency that administers workers compensation claims. However, some industries and employers have extra workers compensation laws that are not administered by employer workers compensation insurers or state governmental agencies. Railroad work is one such occupation.

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Workers Comp Lawyers

Railroad employee injury claims are covered by the Federal Employer's Liability Act ("Fela"), which Congress passed in 1907. Fela claims are administered under the U.S. agency of Labor. In expanding to providing compensation possession for Railroad workers, Fela also helps to promote a safe workplace in the Railroad industry with the goal of reducing the whole of employee injuries.

To receive compensation under Fela, the injured Railroad employee must prove that their injury was caused in whole or in part by the negligence of their employer or by the guide of an additional one employee. Under Fela, the compensation received by the injured employee can be reduced by the percentage that the injured employee was thought about to be at fault for his or her own injuries.

Besides Railroad work, there are other career types that are excluded from state workers' compensation laws would comprise but are not small to coalminers, fishing, fish processing, longshore, harbor workers, nuclear vigor workers, federal workers, and troops service members who are injured on active duty. National Guard and keep members who were serving on active duty at the time of the disability or disease are also included in this group.

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The Effects of payment on Employees Work performance

Workers Comp Legal Advice - The Effects of payment on Employees Work performance

Good evening. Today, I discovered Workers Comp Legal Advice - The Effects of payment on Employees Work performance. Which is very helpful to me and you. The Effects of payment on Employees Work performance

Hrm strives to achieve organizational goals and the goals of employees straight through productive personnel programs policies and procedures. Flourishing performances of the personnel function can greatly heighten the lowest line of any organization. The personnel practitioners any way are challenged more today than at any time in the history by a changing and more demanding labor force that has high prospect about the work place. At the same time, rapidly advancing technologies and covering influences are changing the nature of our jobs. It is thus more principal and more difficult to profess a work environment that motivates and satisfies Human Resources.
 
Edward flippo states: "personnel supervision is the planning, organizing, directing and controlling of the procurement, amelioration compensation, integration, maintenance and disjunction of human resources to the end that individual, organizational and societal objectives are accomplished."
 
According to Wayne. F. Cascio "Compensation which includes direct cash payment, indirect payments in the form of laborer benefits and incentives to motivate employees to strive for higher levels of productivity is a principal component of the employment relationship. Recompense affected by military as diverse as labor shop factors. Communal bargaining, government legislation and top supervision religious doctrine about pay and benefits"     

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Workers Comp Legal Advice

Compensation may be defined as money received for the doing of work plus many kind of benefits and services that organizations provide their employee.

Compensation is recompense, reward, wage or wages given by an assosication to persons or a group of persons in return to a work done, services rendered, or a offering made towards the accomplishment of organizational goals. Wage, dearness allowance, bonus and other reduction are examples of monetary compensation, while good accommodation, children education, converyance facilities, subsidized ration of principal commodities, etc. Come under non-monetary compensation. In short, wage paid to collar workers or salaries paid to white collar laborer can be classified as compensation.

A good Recompense package is a good motivator. Hence, the primary responsibility of the Hr owner is to ensure that the company's employees are well paid.

Objectives Of Compensation:

To attract capable applicants. To maintain current laborer so that they don't quit. The laborer is motivated for great performance. Recompense desired behavior. To ensure equity. To control cost.Facilitate easy insight by all i.e. laborer operating owner and Hr personnel

Basic Compensation
 
Wage:
The remuneration paid, for the aid of labour in production, periodically to an employee/worker. Wages means any economic Recompense paid by the owner under some compact to his workers for the services rendered by them. Usually refer to the hourly rate paid to such groups as yield and maintenance employees' wages consist of family allowance, relief, pay, financial maintain etc.

Salary:
Salary is influenced by the size of a firm by the definite industry, and in part by the offering of the incumbent to the process of decision-making. wages refers to the weekly or monthly rates paid to clerical, administrative and pro employees. wages is thought about by mutual deal in the middle of the individual and the employer.

Incentive:
An incentive scheme is a plan or programs to motivate industries or group performance. An incentive agenda is most frequently built on monetary, but may also consist of a variety of non- monetary rewards or prizes.

Determinats
The productive use of incentives depends on three variables. They are:
1. The individual.
2. The work situation.
3. The incentive plan.

Factors influencing compensation:
1. Organization's capacity to pay
2. Prevailing pay and benefits in the industry:
3. Compensation in the industry and availability of extra competent personnel
4. Flexibility, i.e. Kind of competencies and abilities in managers:
5. Performance/productivity/responsibilities of individual.
6. assosication religious doctrine such as to be leader or pay prevailing rates.
7. Qualifications and relevant experience.
8. Stability of employment and advancement opportunities.  
 
"Compensation precisely means to counterbalance to offset, and to make up for. It implies an exchange. Recompense translates into separate meaning among countries and even overtime".

Society View:
According to G.T Milkovich and bloom "perception of Recompense differ within countries as well. Some in community may see pay contrast as a measure of justice.
 
Stockholder View:
To stockholder, executive's pay is of extra interest. In united state stock option are commonly believed to tie pay of executives to the financing doing of the company.
 
Employees:
Employee may see Recompense as an replacement of aid rendered or as a Recompense for a job well done. Recompense to some reflects the value for their personal skills and abilities, or the return for the schooling training they have acquired. The pay individual receive for the work they achieve is Usually the major source of personal wage and financial protection and hence a vital determinants of an individual economic and Communal well being.
 
Managers:
Managers also have a stake in compensation: it directly influences their success in two ways. First it is a major price competing pressure both internationally and domestically, military managers to consider the affordability of their Recompense decisions. Studies show that many enterprises labor costs list for more than 50% of total costs. Among some industries, such as aid or Communal employment, this frame is even higher.

In increasing to treating pay as an expense, a owner also treats Recompense as a possible influence on laborer work attitude and behavior and their assosication performance. The way the population are paid affects the capability of their work, their focus on buyer needs, and their willingness to be flexible and learn new skills, to recommend innovation and improvement, and even their interest in union or legal action against their employer. 
 
Forms Of Pay

Total Recompense includes pay received directly as cash (e.g., base wage, merit increases, incentives, and cost of living adjustment) or indirectly straight through benefits and services (e.g., pensions, health insurance, paid time off). Programs that distribute Recompense to employees can be designed in an unlimited estimate of ways, and a singular owner typically uses more than one program. The major categories of Recompense consist of base wage, merit pay, short and long term incentives, and laborer benefits and services.

Base wage
Base wage is the basic cash Recompense that an owner pays for the work performed. Base wage tends to reflect the value of the work or skills and commonly ignores contrast attributable to individual employees. Some pay systems set base wage as a function of the skill or schooling an laborer possesses; this is base for engineers and scientists. Periodic adjustments to base wages may be made on the basis of convert in the farranging cost of living or inflation, changes in what other employers are paying for the same work, or changes in experience/ performance/ skills of employees.

Incentives
Incentives also tie pay directly to performance. Sometimes referred to as changeable compensation, incentives may be long or short term, and can be tied to the doing of an individual employee, a team of employees, composition of individuals, team of employees, a total firm unit, or some composition of individuals, teamed unit. doing objectives may be defined as cost savings, volume produced, capability standards met, revenues, return on investments or increased profits; the possibilities are endless.   

Long-term incentives are intended to focus laborer efforts on multi year result. Top managers or professionals are often offered stock rights or bonuses to focus on long-term organizational objectives such return on investments, shop share, return on net assets and the like. Coca-Cola grants shares of stock to premium "key contributors" who make superior offering to the firm's success. Microsoft, Pepsi, Wal Mart and Proctor & Gamble offer stock options to all their employees. These associates believe that having a stake in the firm supports a culture of ownership. Employees will behave like owners. 

Incentives and merit pay differs. Although both may influence performance, incentives do so by offering pay to influence hereafter behavior. Merit on the other hand, recognizes superior past performance. The contrast is a matter of timing. Incentives systems are offered prior to the actual performance; merit pay on the other hand, typically is not communicated beforehand. 

The national commission on labor makes the following suggestion with respect to incentives:

(a) The application of incentives schemes has Usually to be premium and restricted to industries and occupations where it is possible to measure on an agreed basis, the yield of workers or a group of implicated workers and profess a expansive estimate of control over its quality.

(b) Incentive schemes have to embrace as many employees of an firm as possible and need not be tiny only to operative or direct workers.

(c) A particular option of occupations should be made for launching incentives scheme with the help of work-study teams commanding the reliance of both the owner and employees. The incentive scheme is required to be uncomplicated so that the workers are able to understand its full implications. The employers need to ensure that external factors such as non-availability of raw material and components, converyance difficulties and accumulation of stock do not exert an unfavorable impact on incentive schemes.
 
(d)   yield has to be organized in such a way, which does not provide incentive wage on one day, and unemployment on the other day- there should be a provision of the fullback wage as a safeguard against it.

(e)    according to Subramaniam, there are several prerequisites to the productive factory and doing of cost system:

a.) It should be advanced and introduced with the involvement of the workers implicated in a harmonious climate of market relations.
b) Work-study precedes the factory of incentive programs.
c) The wage structure should be rationalized on the basis of job estimate before devising an incentive plan.
d) The objective to be complete straight through incentives should be defined and accordingly, an attempt should be made to take a scheme, which is most suitable to achieve them.

Benefits & Services

The fringe advantage systems purported to invent a climate for healthy employer-employee relationship, minimize inordinate labor turnover costs and provide a feeling of individual protection against hazards and problems of life with a view to finally enhancing laborer loyalty to the firm and enhancing productivity.

M.Chandra lucidly describes fringe benefits provided by the employers to their employees under the statutory provision or on a voluntary basis. The Communal services provided under the factories Act, 1948, in the manufacturing industries consist of canteen, rest shelters, crèche , warehouse or lockers, sitting arrangement, bathing and washing facilities and appointment of welfare officers, etc. Other benefits consist of festival, year-end profit sharing, attendance and yield bonuses, protective equipment's, free provide of food items on concessional rates. Communal protection ideas provides benefits such as provident fund, employees state assurance (Esi) scheme, retrenchment compensation, employment injury compensation, maternity benefits, gratuity, pension, dependent reduction and offering toward pension and gratuity claims.

In addition, other facilities enjoyed by the workers consist of medical and health care, restaurants, cooperative credit societies and buyer stores, firm housing, house rent allowance. Recreational and cultural services, clubs, cash assistance. Some employers also provide education, converyance facilities and conveyance allowance.

Laxmi Narain points that fringe benefits are an integral part of the Recompense ideas in the Communal sector undertaking and divulge to supervision motivation similar to basic compensation.

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Hospice Fraud - A spin For Employees, Whistleblowers, Attorneys, Lawyers and Law Firms

Workers Comp Lawyers Security - Hospice Fraud - A spin For Employees, Whistleblowers, Attorneys, Lawyers and Law Firms

Good evening. Today, I discovered Workers Comp Lawyers Security - Hospice Fraud - A spin For Employees, Whistleblowers, Attorneys, Lawyers and Law Firms. Which may be very helpful in my opinion therefore you. Hospice Fraud - A spin For Employees, Whistleblowers, Attorneys, Lawyers and Law Firms

Hospice fraud in South Carolina and the United States is an addition question as the amount of hospice patients has exploded over the past few years. From 2004 to 2008, the amount of patients receiving hospice care in the United States grew almost 40% to nearly 1.5 million, and of the 2.5 million population who died in 2008, nearly one million were hospice patients. The marvelous majority of population receiving hospice care receive federal benefits from the federal government straight through the Medicare or Medicaid programs. The health care providers who provide hospice services traditionally enroll in the Medicare and Medicaid programs in order to qualify to receive payments under these government programs for services rendered to Medicare and Medicaid eligible patients.

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Workers Comp Lawyers Security

While most hospice health care organizations provide proper and ethical medicine for their hospice patients, because hospice eligibility under Medicare and Medicaid involves clinical judgments which may follow in the payments of large sums of money from the federal government, there are great opportunities for fraudulent practices and false billing claims by unscrupulous hospice care providers. As new federal hospice fraud compulsion actions have demonstrated, the amount of health care companies and individuals who are willing to try to defraud the Medicare and Medicaid hospice benefits programs is on the rise.

A new example of hospice fraud piquant a South Carolina hospice is Southern Care, Inc., a hospice enterprise that in 2009 paid .7 million to settle an Fca case. The defendant operated hospices in 14 other states, too, together with Alabama, Georgia, Indiana, Iowa, Kansas, Louisiana, Michigan, Mississippi, Missouri, Ohio, Pennsylvania, Texas, Virginia and Wisconsin. The alleged frauds were that patients were not eligible for hospice, to wit, were not terminally ill, lack of documentation of final illnesses, and that the enterprise marketed to inherent patients with the promise of free medications, supplies, and the provision of home health aides. Southern Care also entered into a 5-year Corporate Integrity deal with the Oig as part of the settlement. The qui tam relators received almost million.

Understanding the Consequences of Hospice Fraud and Whistleblower Actions

U.S. And South Carolina consumers, together with hospice patients and their family members, and health care employees who are employed in the hospice industry, as well as their Sc lawyers and attorneys, should notify themselves with the basics of the hospice care industry, hospice eligibility under the Medicare and Medicaid programs, and hospice fraud schemes that have developed over the country. Consumers need to protect themselves from unethical hospice providers, and hospice employees need to guard against knowingly or unwittingly participating in health care fraud against the federal government because they may branch themselves to menagerial sanctions, together with lengthy exclusions from working in an assosication which receives federal funds, great civil monetary penalties and fines, and criminal sanctions, together with incarceration. When a hospice laborer discovers fraudulent guide piquant Medicare or Medicaid billings or claims, the laborer should not share in such behavior, and it is imperative that the unlawful guide be reported to law compulsion and/or regulatory authorities. Not only does reporting such fraudulent Medicare or Medicaid practices shield the hospice laborer from exposure to the foregoing administrative, civil and criminal sanctions, but hospice fraud whistleblowers may benefit financially under the recompense provisions of the federal False Claims Act, 31 U.S.C. §§ 3729-3732, by bringing false claims suits, also known as qui tam or whistleblower suits, against their employers on behalf of the United States.

Types of Hospice Care Services

Hospice care is a type of health care service for patients who are terminally ill. Hospices also provide support services for the families of terminally ill patients. This care includes corporal care and counseling. Hospice care is ordinarily provided by a communal branch or inexpressive enterprise approved by Medicare and Medicaid. Hospice care is ready for all age groups, together with children, adults, and the elderly who are in the final stages of life. The purpose of hospice is to provide care for the terminally ill inpatient and his or her family and not to cure the final illness.

If a inpatient qualifies for hospice care, the inpatient can receive medical and support services, together with nursing care, medical communal services, physician services, counseling, homemaker services, and other types of services. The hospice inpatient will have a team of doctors, nurses, home health aides, communal workers, counselors and trained volunteers to help the inpatient and his or her family members cope with the symptoms and consequences of the final illness. While many hospice patients and their families can receive hospice care in the relieve of their home, if the hospice patient's health deteriorates, the inpatient can be transferred to a hospice facility, hospital, or nursing home to receive hospice care.

Hospice Care Statistics

The amount of days that a inpatient receives hospice care is often referenced as the "length of stay" or "length of service." The length of service is dependent on a amount of dissimilar factors, together with but not little to, the type and stage of the disease, the potential of and access to health care providers before the hospice referral, and the timing of the hospice referral. In 2008, the mean length of stay for hospice patients was about 21 days, the mean length of stay was about 69 days, almost 35% of hospice patients died or were discharged within 7 days of the hospice referral, and only about 12% of hospice patients survived longer than 180 days.

Most hospice care patients receive hospice care in inexpressive homes (40%). Other locations where hospice services are provided are nursing homes (22%), residential facilities (6%), hospice inpatient facilities (21%), and acute care hospitals (10%). Hospice patients are ordinarily the elderly, and hospice age group percentages are 34 years or less (1%), 35 - 64 years (16%), 65 - 74 years (16%), 75 - 84 years (29%), and over 85 years (38%). As for the final illness resulting in a hospice referral, cancer is the analysis for almost 40% of hospice patients, followed by debility unspecified (15%), heart disease (12%), dementia (11%), lung disease (8%), stroke (4%) and kidney disease (3%). Medicare pays the great majority of hospice care expenses (84%), followed by inexpressive guarnatee (8%), Medicaid (5%), charity care (1%) and self pay (1%).

As of 2008, there were almost 4,700 locations which were providing hospice care in the United States, which represented about a 50% growth over ten years. There were about 3,700 companies and organizations which were providing hospice services in the United States. About half of the hospice care providers in the United States are for-profit organizations, and about half are non-profit organizations.
General summary of the Medicare and Medicaid Programs

In 1965, Congress established the Medicare agenda to provide health guarnatee for the elderly and disabled. Payments from the Medicare agenda arise from the Medicare Trust fund, which is funded by government contributions and straight through payroll deductions from American workers. The Centers for Medicare and Medicaid Services (Cms), previously known as the health Care Financing supervision (Hcfa), is the federal branch within the United States branch of health and Human Services (Hhs) that administers the Medicare agenda and works in partnership with state governments to administer Medicaid.

In 2007, Cms reorganized its ten geography-based field offices to a Consortia buildings based on the agency's key lines of business: Medicare health plans, Medicare financial management, Medicare fee for service operations, Medicaid and children's health, peruse & certification and potential improvement. The Cms consortia consist of the following:

• Consortium for Medicare health Plans Operations
• Consortium for Financial supervision and Fee for service Operations
• Consortium for Medicaid and Children's health Operations
• Consortium for potential correction and peruse & Certification Operations

Each consortium is led by a Consortium Administrator (Ca) who serves as the Cms's national focal point in the field for their enterprise line. Each Ca is responsible for consistent implementation of Cms programs, course and guidance over all ten regions for matters pertaining to their enterprise line. In addition to accountability for a enterprise line, each Ca also serves as the Agency's senior supervision lawful for two or three Regional Offices (Ros), representing the Cms Administrator in external matters and overseeing menagerial operations.

Much of the daily supervision and performance of the Medicare agenda is managed straight through inexpressive guarnatee companies that covenant with the Government. These inexpressive guarnatee companies, sometimes called "Medicare Carriers" or "Fiscal Intermediaries," are charged with and responsible for accepting Medicare claims, determining coverage, and making payments from the Medicare Trust Fund. These carriers, together with Palmetto Government Benefits Administrators (hereinafter "Pgba"), a branch of Blue Cross and Blue Shield of South Carolina, control pursuant to 42 U.S.C. §§ 1395h and 1395u and rely on the good faith and truthful representations of health care providers when processing claims.

Over the past forty years, the Medicare agenda has enabled the elderly and disabled to procure principal medical services from medical providers throughout the United States. principal to the success of the Medicare agenda is the basal idea that health care providers accurately and admittedly submit claims and bills to the Medicare Trust Fund only for those medical treatments or services that are legitimate, uncostly and medically necessary, in full yielding with all laws, regulations, rules, and conditions of participation, and, further, that medical providers not take benefit of their elderly and disabled patients.

The Medicaid agenda is ready only to certain low-income individuals and families who must meet eligibility requirements set forth by federal and state law. Each state sets its own guidelines concerning eligibility and services. Although administered by individual states, the Medicaid agenda is funded primarily by the federal government. Medicaid does not pay money to patients; rather, it sends payments directly to the patient's health care providers. Like Medicare, the Medicaid agenda depends on health care providers to accurately and admittedly submit claims and bills to agenda administrators only for those medical treatments or services that are legitimate, uncostly and medically necessary, in full yielding with all laws, regulations, rules, and conditions of participation, and, further, that medical providers not take benefit of their indigent patients.

Medicare & Medicaid Hospice Laws Which influence Sc Hospices

Hospice fraud occurs when hospice organizations, by and straight through their employees, agents and owners, knowingly violate the terms and conditions of the applicable Medicare and Medicaid hospice statutes, regulations, rules and conditions of participation. In order to be able to identify hospice fraud, hospices, hospice patients, hospice employees and their attorneys and lawyers must know the Medicare laws and requirements relating to hospice care benefits.

Medicare's two main sources of authorization for hospice benefits are found in the communal security Act and the U.S. Code of Federal Regulations. The statutory provisions are primarily found at 42 U.S.C. §§ 1395d, 1395e, 1395f(a)(7), 1395x(d)(d), and 1395y, and the regulatory provisions are found at 42 C.F.R. Part 418.

To be eligible for Medicare benefits for hospice care, the inpatient must be eligible for Medicare Part A and be terminally ill. 42 C.F.R. § 418.20. final illness is established when "the individual has a medical analysis that his or her life expectancy is 6 months or less if the illness runs its normal course." 42 C.F.R. § 418.3; 42 U.S.C. § 1395x(d)(d)(3). The patient's physician and the medical director of the hospice must warrant in writing that the inpatient is "terminally ill." 42 U.S.C. § 1395f(a)(7); 42 C.F.R. § 418.20. After a patient's initial certification, Medicare provides for two ninety-day benefit periods followed by an unlimited amount of sixty-day benefit periods. 42 U.S.C. § 1395d(a)(4). At the end of each ninety- or sixty-day period, the inpatient can be re-certified only if at that time he or she has less than six months to live if the illness runs its normal course. 42 U.S.C. § 1395f(a)(7)(A). The written certification and re-certifications must be maintained in the patient's medical records. 42 C.F.R. § 418.23. A written plan of care must be established for each inpatient setting forth the types of hospice care services the inpatient is scheduled to receive, 42 U.S.C. § 1395f(a)(7)(B), and the hospice care has to be provided in accordance with such plan of care. 42 U.S.C. § 1395f(a)(7)(C); 42 C.F.R. § 418.56. Clinical records for each hospice inpatient must be maintained by the hospice, together with plan of care, assessments, clinical notes, signed consideration of election, inpatient responses to medication and therapy, physician certifications and re-certifications, outcome data, improve directives and physician orders. 42 C.F.R. § 418.104.

The hospice must procure a written consideration of election from the inpatient to elect to receive Medicare hospice benefits. 42 C.F.R. § 418.24. Importantly, once a inpatient has elected to receive hospice care benefits, the inpatient waives Medicare benefits for medical medicine for the final disease upon which is the admitting diagnosis. 42 C.F.R. § 418.24(d).

The hospice must prescription an Interdisciplinary Group (Idg) or groups composed of individuals who work together to meet the physical, medical, psychosocial, emotional, and spiritual needs of the hospice patients and families facing final illness and bereavement. 42 C.F.R. § 418.56. The Idg members must provide the care and services offered by the hospice, and the group, in its entirety, must supervise the care and services. A registered nurse that is a member of the Idg must be designated to provide coordination of care and to ensure continuous estimation of each patient's and family's needs and implementation of the interdisciplinary plan of care. The interdisciplinary group must include, but is not little to, the following distinguished and competent professionals: (i) A physician of medicine or osteopathy (who is an laborer or under covenant with the hospice); (ii) A registered nurse; (iii) A communal worker; and, (iv) A pastoral or other counselor. 42 C.F.R. § 418.56.

The Medicare hospice regulations, at 42 C.F.R. § 418.200, summarize the requirements for hospice coverage in pertinent part as follows:

To be covered, hospice services must meet the following requirements. They must be uncostly and principal for the palliation and supervision of the final illness as well as associated conditions. The individual must elect hospice care in accordance with §418.24. A plan of care must be established and periodically reviewed by the attending physician, the medical director, and the interdisciplinary group of the hospice agenda as set forth in §418.56. That plan of care must be established before hospice care is provided. The services provided must be consistent with the plan of care. A certification that the individual is terminally ill must be completed as set forth in section §418.22.

The communal security Act, at 42 U.S.C. § 1395y(a), limits Medicare hospice benefits, providing in pertinent part as follows: "Notwithstanding any other provision of this title, no cost may be made under part A or part B for any expenses incurred for items or services-... (C) in the case of hospice care, which are not uncostly and principal for the palliation or supervision of final illness...." 42 C.F.R. § 418.50 (hospice care must be "reasonable and principal for the palliation and supervision of final illness"). Palliative care is defined in the regulations as "patient and family-centered care that optimizes potential of life by anticipating, preventing, and treating suffering. Palliative care throughout the continuum of illness involves addressing physical, intellectual, emotional, social, and spiritual needs and to facilitate inpatient autonomy, access to information, and choice." 42 C.F.R. § 418.3.

Medicare pays hospice agencies a daily rate for each day a beneficiary is enrolled in the hospice benefit and receives hospice care. The daily payments are made regardless of the amount of services furnished on a given day and are intended to cover costs that the hospice incurs in furnishing services identified in the patient's plan of care. There are four levels of payments which are made based on the amount of care required to meet beneficiary and family needs. 42 C.F.R. § 418.302; Cms Hospice Fact Sheet, November 2009. These four levels, and the corresponding 2010 daily rates, are as follows: disposition home care (2.91); continuous home care (4.10); inpatient respite care (7.83); and, normal inpatient care (5.74).

The composition annual cap per inpatient in 2009 was ,014.50. This cap is determined by adjusting the customary hospice inpatient cap of ,500, set in 1984, by the buyer Price Index. See Cms Internet-Only by hand 100-04, episode 11, section 80.2; 42 U.S.C. § 1395f(i); 42 C.F.R. § 418.309. The Medicare Claims Processing Manual, at episode 11 - Processing Hospice Claims, in Section 80.2, entitled "Cap on thorough Hospice Reimbursement," provides in pertinent part as follows: "Any payments in excess of the cap must be refunded by the hospice."

Hospice patients are responsible for Medicare co-insurance payments for drugs and respite care, and the hospice may charge the inpatient for these co-insurance payments. However, the co-insurance payments for drugs are little to the lesser of or 5% of the cost of the drugs to the hospice, and the co-insurance payments for respite care are ordinarily 5% of the cost made by Medicare for such services. 42 C.F.R. § 418.400.

The Medicare and Medicaid programs want institutional health care providers, together with hospice organizations, to file an enrollment application in order to qualify to receive the programs' benefits. As part of these enrollment applications, the hospice providers warrant that they will comply with Medicare and Medicaid laws, regulations, and agenda instructions, and added warrant that they understand that cost of a claim by Medicare and Medicaid is conditioned upon the claim and basal transaction complying with such agenda laws and requirements. The Medicare Enrollment Application which hospice providers must execute, Form Cms-855A, states in part as follows: "I agree to abide by the Medicare laws, regulations and agenda instructions that apply to this provider. The Medicare laws, regulations, and agenda instructions are ready straight through the Medicare contractor. I understand that cost of a claim by Medicare is conditioned upon the claim and the basal transaction complying with such laws, regulations, and agenda instructions (including, but not little to, the Federal Aks and Stark laws), and on the provider's yielding with all applicable conditions of participation in Medicare."

Hospices are ordinarily required to bill Medicare on a monthly basis. See the Medicare Claims Processing Manual, at episode 11 - Processing Hospice Claims, in Section 90 - Frequency of Billing. Hospices ordinarily file their hospice Medicare claims with their Fiscal Intermediary or Medicare Carrier pursuant to the Cms Claims by hand Form Cms 1450 (sometime also called a Form Ub-04 or Form Ub-92), either in paper or electronic form. These claim forms contain representations and certifications which state in pertinent part that: (1) misrepresentations or falsifications of principal facts may serve as the basis for civil monetary penalties and criminal convictions; (2) submission of the claim constitutes certification that the billing facts is true, strict and complete; (3) the submitter did not knowingly or recklessly disregard or misrepresent or conceal material facts; (4) all required physician certifications and re-certifications are on file; (5) all required inpatient signatures are on file; and, (6) for Medicaid purposes, the submitter understands that because cost and satisfaction of this claim will be from Federal and State funds, any false statements, documents, or concealment of a material fact are branch to prosecution under applicable Federal or State Laws.

Hospices must also file with Cms an annual cost and data description of Medicare payments received. 42 U.S.C. § 1395f(i)(3); 42 U.S.C. § 1395x(d)(d)(4). The annual hospice cost and data reports, Form Cms 1984-99, contain representations and certifications which state in pertinent part that: (1) misrepresentations or falsifications of facts contained in the cost description may be punishable by criminal, civil and menagerial actions, together with fines and/or imprisonment; (2) if any services identified in the description were the product of a direct or indirect kickback or were otherwise illegal, then criminal, civil and menagerial actions may result, together with fines and/or imprisonment; (3) the description is a true, strict and complete statement ready from the books and records of the victualer in accordance with applicable instructions, except as noted; and, (4) the signing officer is familiar with the laws and regulations concerning the provision of health care services and that the services identified in this cost description were provided in yielding with such laws and regulations.

Hospice Anti-Fraud compulsion Statutes

There are a amount of federal criminal, civil and menagerial compulsion provisions set forth in the Medicare statutes which are aimed at preventing fraudulent conduct, together with hospice fraud, and which help speak agenda integrity and compliance. Some of the more prominent compulsion provisions of the Medicare statutes contain the following: 42 U.S.C. § 1320a-7b (Criminal fraud and anti-kickback penalties); 42 U.S.C. § 1320a-7a and 42 U.S.C. § 1320a-8 (Civil monetary penalties for fraud); 42 U.S.C. § 1320a-7 (Administrative exclusions from participation in Medicare/Medicaid programs for fraud); 42 U.S.C. § 1320a-4 (Administrative subpoena power for the Comptroller General).

Other criminal compulsion provisions which are used to combat Medicare and Medicaid fraud, together with hospice fraud, contain the following: 18 U.S.C. § 1347 (General health care fraud criminal statute); 21 U.S.C. §§ 353, 333 (Prescription Drug Marketing Act); 18 U.S.C. § 669 (Theft or Embezzlement in connection with health Care); 18 U.S.C. § 1035 (False statements relating to health Care); 18 U.S.C. § 2 (Aiding and Abetting); 18 U.S.C. § 3 (Accessory after the Fact); 18 U.S.C. § 4 (Misprision of a Felony); 18 U.S.C. § 286 (Conspiracy to defraud the Government with respect to Claims); 18 U.S.C. § 287 (False, Fictitious or Fraudulent Claims); 18 U.S.C. § 371 (Criminal Conspiracy); 18 U.S.C. § 1001 (False Statements); 18 U.S.C. § 1341 (Mail Fraud); 18 U.S.C. § 1343 (Wire Fraud); 18 U.S.C. § 1956 (Money Laundering); 18 U.S.C. § 1957 (Money Laundering); and, 18 U.S.C. § 1964 (Racketeer Influenced and Corrupt Organizations ("Rico")).

The False Claims Act (Fca)

Hospice fraud whistleblowers may benefit financially under the recompense provisions of the federal False Claims Act, 31 U.S.C. §§ 3729-3732, by bringing false claims suits, also known as qui tam or whistleblower suits, against their employers on behalf of the United States. The plaintiff in a hospice fraud whistleblower suit is also known as a relator. The most coarse Fca provisions upon which hospice fraud qui tam or whistleblower relators rely are found in 31 U.S.C. § 3729: (A) knowingly presents, or causes to be presented, a false or fraudulent claim for cost or approval; (B) knowingly makes, uses, or causes to be made or used, a false description or statement material to a false or fraudulent claim; (C) conspires to commit a violation of subparagraph (A), (B), (D), (E), (F), or (G);..., and, (G) knowingly makes, uses, or causes to be made or used, a false description or statement material to an compulsion to pay or transmit money or asset to the Government, or knowingly conceals or knowingly and improperly avoids or decreases an compulsion to pay or transmit money or asset to the Government.... There is no requirement to prove specific intent to defraud. Rather, it is only principal to prove actual knowledge of the false claims, false statements, or false records, or the defendant's deliberate indifference or reckless disregard of the truth or falsity of the information. 31 U.S.C. § 3729(b).

The Fca anti-retaliation provision protects the hospice whistleblower from retaliation from the hospice when the laborer (or a contractor) "is discharged, demoted, suspended, threatened, harassed, or in any other manner discriminated against in the terms and conditions of employment" for taking performance to try to stop the fraudulent activity. 31 U.S.C. § 3730(h). A hospice employee's relief includes reinstatement, 2 times the amount of back pay, interest on the back pay, and recompense for any extra damages sustained as a follow of the discrimination or retaliation, together with litigation costs and uncostly attorneys' fees.

A Sc hospice fraud Fca whistleblower would initially file a disclosure statement, complaint and supporting documents with the U.S. Attorney's Office in Columbia, South Carolina, and the Us Attorney General. After the disclosures are filed, a federal court complaint can be filed. The Sc branch where the frauds occurred, the relator's residence, and the defendant residence, will settle which branch the case will be assigned. There are eleven federal court divisions in South Carolina. Once the case has been filed, the government has 60 days to settle either or not to intervene. During this time, federal government investigators settled in South Carolina will explore the claims. If the case complex Medicaid, Sc Medicaid fraud unit investigators will likely become complex as well. If the government intervenes in the case, the U.S. Attorney for South Carolina is ordinarily the lead attorney. If the government does not intervene, the relator's Sc attorney will prosecute the case. In South Carolina, expect a qui tam case to take one to two years to get to trial.

Tips on Recognizing Hospice Fraud Schemes

The Hhs Office of Inspector normal (Oig) has issued extra Fraud Alerts for fraudulent and abusive practices of hospices. U.S. And South Carolina hospices, patients, hospice employees and whistleblowers, their attorneys and lawyers, should be familiar with these hospice fraud practices. Tips on recognizing hospice frauds in South Carolina and the U.S. Are:

• A hospice gift free goods or goods at below market value to induce a nursing home to refer patients to the hospice.
• False representations in a hospice's Medicare/Medicaid enrollment form.
• A hospice paying "room and board" payments to the nursing home in amounts in excess of what the nursing home would have received directly from Medicaid had the inpatient not been enrolled in the hospice.
• False statements in a hospice's claim form (Cms Forms 1450, Ub-04 or Ub-92).
• A hospice falsely billing for services that were not uncostly or principal for the palliation of the symptoms of a terminally ill patient.
• A hospice paying amounts to the nursing home for "additional" services that Medicaid determined included in its room and board cost to the hospice.
• A hospice paying above fair market value for "additional" non-core services which Medicaid does not reconsider to be included in its room and board payments to the nursing home.
• A hospice referring patients to a nursing home to induce the nursing home to refer its patients to the hospice.
•A hospice providing free (or below fair market value) care to nursing home patients, for whom the nursing home is receiving Medicare cost under the skilled nursing facility benefit, with the prospect that after the inpatient exhausts the skilled nursing facility benefit, the inpatient will receive hospice services from that hospice.
• A hospice providing staff at its expense to the nursing home to accomplish duties that otherwise would be performed by the nursing home.
• Incomplete or no written Plan of Care was established or reviewed at specific intervals.
• Plan of Care did not contain an estimation of needs.
• Fraudulent statements in a hospice's cost description to the government.
• consideration of election was not obtained or was fraudulently obtained.
• Rn supervisory visits were not made for home health aide services.
• Certification or Re-certification of final illness was not obtained or was fraudulently obtained.
• No Plan of care was included for bereavement services.
• Fraudulent billing for upcoded levels of hospice care.
• Hospice did not guide a self-assessment of potential and care provided.
• Clinical records were not maintained for every patient.
• Interdisciplinary group did not describe and update the plan of care for each patient.

Recent Hospice Fraud compulsion Cases

The Doj and U.S. Attorney's Offices have been active in enforcing hospice fraud cases.

In 2009, Kaiser Foundation Hospitals settled an Fca lawsuit by paying .8 million to the federal government. The defendant allegedly failed to procure written certifications of final illness for a amount of its patients.

In 2006, Odyssey Healthcare, a national hospice provider, paid .9 million to settle a qui tam suit for false claims under the Fca. The hospice fraud allegations were ordinarily that Odyssey billed Medicare for providing hospice care to patients when they were not terminally ill and ineligible for Medicare hospice benefits. A Corporate Integrity deal was also a part of the settlement. The hospice fraud qui tam relator received .3 million for blowing the whistle on the defendant.

In 2005, Faith Hospice, Inc., settled claims an Fca claim for 0,000. The hospice fraud allegations were ordinarily that Faith Hospice billed Medicare for providing hospice care to patients more than half of whom were not terminally ill.

In 2005, Home Hospice of North Texas settled an Fca claim for 0,000 concerning allegations of fraudulently billing Medicare for ineligible hospice patients.

In 2000, Michigan osteopath Donald Dreyfuss, who pleaded guilty to criminal fraud charges, together with violation of the Aks for receiving illegal kickbacks from a hospice for recommending the hospice to the staff of his nursing home, settled an Fca suit for million.

Conclusion

Hospice fraud is a growing question in South Carolina and throughout the United States. South Carolina hospice patients, hospice employees, and their Sc lawyers and attorneys, should be familiar with the basics of the hospice care industry, hospice eligibility under the Medicare and Medicaid programs, and typical hospice fraud schemes. Hospice organizations should take steps to ensure full yielding with Medicare/Medicaid hospice billing requirements to avoid hospice fraud allegations and Fca litigation.

© 2010 Joseph P. Griffith, Jr.

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Independent Contractors Or 1099 Employees - The Risks

Workers Comp Lawyers Security - Independent Contractors Or 1099 Employees - The Risks

Good evening. Today, I learned all about Workers Comp Lawyers Security - Independent Contractors Or 1099 Employees - The Risks. Which could be very helpful in my opinion and also you. Independent Contractors Or 1099 Employees - The Risks

The Independent contractor status of workers is being seriously challenged by the Irs. In the middle of 1988 and 1992 the Irs reclassified more than 400,000 Independent Contractors to employees and collected over .5 Million (,500,000) in back taxes. In 1992 alone the Irs conducted 1,700 audits of businesses, reclassified 90,000 workers and collected Million (,000,000) in tax assessments. (Statistics from Us chamber of Commerce, 1993). If you are a businessman who utilizes Independent Contractors during the year, your firm could be in jeopardy. Do not be lulled into a false sense of safety by the Irs's October 25, 1995 declaration that "Due to federal spending cutbacks, we will terminate our long time practice of random tax return audits."

What I said. It just isn't the final outcome that the real about Workers Comp Lawyers Security. You check out this article for information about that want to know is Workers Comp Lawyers Security.

Workers Comp Lawyers Security

Our subject here is Not about "random audits." It's about a specific, identifiable targeted group. These audits have been very profitable to the Us Treasury. It's a hot issue and not about to be forgotten or relegated to the back burner any time soon. Stay awake on this one, folks! This description is not intended to be a negative shot at the Irs, but rather a warning to firm owners who hire "Independent Contractors." Be Aware and Be Prepared! Failure to do so could cost you a lot of money, a lot of grief, and maybe even your business.

Most firm citizen want to play by the rules. But, What Are The Rules in this game? If a laborer is classified as an "Independent Contractor", the firm which hires him must file a Form 1099 with the Irs whenever the gross payment for that man exceeds 0 in a calendar year. The Independent contractor is then required to pay his own earnings taxes, social safety taxes (called self-employment tax), Medicare, Unemployment taxes and worker's payment assurance premiums. Oh, and don't forget the state earnings taxes (7.2% in Utah, up to 11.3% in California). If a form 1099 is completed and sent to an Independent contractor somebody had better be paying the taxes. Obviously, the man who did the work and received the 1099 form is responsible for all the taxes due. It is his responsibility, but what if he doesn't pay? What if he has no money, and no assets? He then becomes a very good candidate for status reclassification. What that means in plain English is, somebody is going to pay those taxes. Guess who? In this case the Irs will go after the man or firm who issued the 1099 form. Businesses who "hire" or use the services of a subcontractor or "self employed" laborer need to be very truthful whose services they use and in what manner, or on what basis, they use these people. firm is no longer simple; even the most honest and well intentioned firm owner can get caught in this trap.

You never meet the Irs on a level playing field, for they have too much staying power, too many assets to call upon. Even when you win, you lose. The time requirements of the battle, the emotional drain and trauma related with the performance are often devastating to both the owner and the business. Even large and great businesses that are financially solvent face imminent danger when faced with laborer reclassification. And, if they resolve to hire all the workers as employees, supply them with the laborer benefits, pay withholding taxes, worker's compensation, etc., they find that they cannot remain contentious in today's market. As an example, a contracting firm which used subcontractors found themselves in this pickle. They had been assessed ,000 in laborer misclassification taxes, along with ,000 in interest plus penalties. They contested the Irs decision, went to court and "won" their case. In order to prosecute their claim against the Irs, they had to pay their attorneys over ,000. Although the court found in their favor they are still waiting, over 18 months later, for their ,000 refund from "winning" their case. They had perfect records, and all their subcontractors had signed well written Independent contractor Agreements. They won the battle, but lost the war. The fight with the Irs drained their resources, dried up their cash flow and put them out of business.

Independent Contractors are very often entrepreneurs by nature and are very heavy on the independent part. They don't want a boss to supervise them, and many are in fact responsible adequate and skilled adequate not to need one. Thank goodness for these craftsmen, especially the trustworthy ones. So you hire these mavericks, the job gets on agenda and you pay them. At the end of the year you send off a 1099 and the ball is in their court. Okay, what if he drops the ball and doesn't pay, or doesn't even file a tax return? We have already discussed the possible consequences of this scenario above and you know that this part of the story Can get real ugly, real fast. Here are the possible costs that may fall to the "innocent," or maybe more accurately, the "uninformed" firm owners: Hefty assessments which could go back some years and will comprise back taxes, interest and penalties, and both halves of social safety and Medicare. These last 2 taxes alone presently total up to 15.3% of the employees income. Even if your Independent contractor pays all his taxes, this still might not be adequate to let the businessman off the hook. If a firm uses what they think are "Independent Contractors" the Irs may resolve whether this designation is correct. The first questions the Irs will ask is does the firm have the right to operate and Direct what the workers do. If so, the Irs may reconsider the workers to be employees and not Independent Contractors, and Zap, reclassification occurs! In this case, the Irs will quiz, all the back taxes, penalties, interests, etc. Which were discussed above. In cases, this further burden is adequate to put you out of business.

The Irs has a list of criteria from which it will resolve whether the laborer is an Independent contractor or an employee. According to the Irs, none of the listed criteria is more foremost than the others, but rather it is the cumulative succeed of the situation which determines the status of the worker. (In other words, the Irs doesn't want to tell us which of the criteria are most foremost in production this determination). If the laborer does the following, the Irs will classify the laborer as an employee:

1. Must comply with the employer's directions regarding the work;

2. Receives training from or under the direction of the employer;

3. Provides services that are dovetailed into the business;

4. Provides services that must be performed personally;

5. Cannot hire, supervise or pay his own assistants;

6. Has a persisting association with the employer;

7. Must succeed set working hours;

8. Works full time for the employer;

9. Does all or most of his work on the employer's premises;

10. Must do his work in the order outlined by the employer;

11. Must turn in periodic reports to the employer;

12. Is paid for time worked, weekly, monthly, etc.

13. Receives payments for voyage and other firm expenses;

14. Depends on the owner for his tools and materials;

15. Has no big speculation in facility or tools needed for his work;

16. Cannot earn a profit or suffer a loss based upon his own services;

17. Works for only one owner or firm at a time;

18. Does not offer his services to other companies or the public;

19. Can be fired by the employer;

20. May quit at any time without suffering any liability.

You Can Avoid These Pitfalls

The Irs offers Small firm workshops. Call your local Irs office and ask for the dates, times and places. They also have written materials such as Publication 937; it free for the asking. Some companies during new years have referred their workers to 3rd party payroll services who in fact hired the laborer and then leased him back to the client company. Under this arrangement, the laborer is chosen by the company, but the 3rd party aid pays his wages as directed by the client company. The payroll firm issues the W-2 and withholds all state, federal and Fica taxes. This idea is in fact creative, But has not all the time held up to scrutiny in the courts, and frequently, tax liability has been extended back to the real employer. The Courts and Irs firmly believe that "if it looks, acts, walks and quacks like a duck, it is a duck."

The "C" corporation is one of the oldest, most tried and tested firm entities, and probably offers the best clarification for this growing problem. Businesses should insist that all Independent Contractors they employ operate as a "C" corporation and not a sole proprietorship. When properly formed and organized, the corporation establishes a firm association that will forestall reclassification under the Irs questions asked above.

"Wait a minute, not so fast, " you say. What does becoming a corporation have to do with the questions asked by the Irs (listed above)?" The rejoinder is a firm "everything," if properly operated as a confidentially held corporation (for the "duck" test still applies). The laborer is an laborer of his corporation. The corporation, and not the laborer is hired. Point by point, quiz, by question, the party for whom the work is done and the laborer are clearly separated, and will pass the Irs test with flying colors.

The corporation is its own entity, not to be confused with an private or construed to be an employee. For example, corporate officers must not commingle corporate and personal funds. Billing statements must be issued by the corporation and not the individual. The laborer becomes an laborer of the corporation which pays him a wage and withholds all the proper taxes. Stockholder meetings must be held and exact records kept. "When savvy firm owners come to understand how this works, they will insist that all their independent contractors incorporate. Many California and Nevada firm citizen have been using this box for years." "Anybody who is in firm today, earning a profit and paying taxes ought to have a Nevada corporation in their cash flow loop." You may say, "Well, if all this is true, my Cpa and/or attorney would have told me, and would have set up these important safe guards." Wrong! Your attorney is trained to deal in history - he can defend your past actions. Neither law school nor the actual practice of law in today's world prepares him to supervise your firm and propose ways to better protect yourself. In fact, when is the last time your attorney has called you and given a recommendation which has benefited you, or your business?

And, unfortunately, in most cases, your accountant has been reduced to a mere functionary, particularly with the increased use of computerized tax establishment programs such as Turbo Tax and others. Your accountant now merely plugs in your figures and the computer spits out the completed return. Also, did you know that your accountant is required to ask the Irs for an understanding letter in the event he disagrees with a deduction you want to use? Or, if he doesn't have adequate time to get the understanding letter, he has to send a letter with your return stating that he disagrees with the following deductions. I'm sure there are bigger red flags for the Irs, but I'd be hard pressed to find one. This letter will in fact open you up to the distinct maybe of an audit. And, it makes your accountant even more conservative with your return than normal. A firm owner today who doesn't know all the rules is like a man bowling in the dark. He has no idea what he is doing. Don't bowl in the dark, become informed instead, because where the Irs is involved, what you don't know can hurt you! You're on your own out there. It's a jungle, and you need all the safety you can get.

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