Grand Sponsor
Hall, Render, Killian, Heath & Lyman, P.C. focuses its practice on health law and is recognized as one of the nation’s preeminent health law firms. With more than 50 years of experience in the health law business, Hall Render is the largest health care-focused law firm in the country. Clients include large and small business entities from a wide variety of industries, nonprofit organizations, private individuals and major health care providers
Address: 500 N. Meridian Street, Suite 400 Indianapolis, IN 46204
Phone: (317) 633-4884
Website: www.hallrender.com
Employee Staffing Exhibit: Robert Markette
Email: rmarkette@hallrender.com
Check out Robert Markette's First Session: Legal Update: Seeing the changes clearly
This session will provide a broad overview of major changes impacting, home health, hospice and private duty providers. We will look at new legislation from the state and federal level that impact operations. This will include a brief review of what we have seen in 2020 of life under PDGM and with the RAP phase out, state and federal court rulings, new DOL regulations, EEOC and DOL enforcement actions, CMS guidance on CoPs, HIPAA enforcement, and other updates. We will discuss how these changes will impact home health, hospice and private duty providers and strategies to consider moving forward.
Check out Robert Markette's Second Session: PDGM: Creating New Compliance Challenges
PDGM is the biggest change in home health in 20 years. PDGM’s focus on the patient’s characteristics includes a focus on the source of admission and the timing of the admission in relation to other home health episodes. In addition, PDGM changes the billing cycle to a 30 day cycle and now, in the PPS 2020 rule, CMS has announced that it will be phasing out the RAP. Agencies can rely upon CMS to code admission source and timing based upon claims data or they can choose to hard code this information themselves. Agencies that choose to hard code these items will need to be prepared to defend their coding. This will require a number of additional compliance considerations, including intake and billing staff education, process for gathering documentation and changes to audit efforts. This will all be compounded by the time pressure created by the 30 day billing cycle. Agencies must be prepared to address these issues to avoid later audit problems.
Check out Robert Markette's Third Session: Survey Update: Current Trends and Considerations for Survey Prep
Surveys are an ongoing source of compliance difficulty for providers. Each year, surveyors have new areas of focus. This session will review survey data and trends to identify survey issues for both home health and hospice. We will address new interpretation offered by surveyors related to missed visits, plans of care and staffing and other issues. We will then turn to survey preparedness including issues related to patients ability to refuse a home visit, after hours calls to staff, EMR access and more.
Check out Robert Markette's: Fourth Session: PDGM, FLSA and Your Employees: Aligning Employee Financial Incentives to Agency Incentives Under PDGM
With the elimination of therapy thresholds, home health reimbursement is now tied 100% to patient characteristics through the HHRG. PDGM will reward agencies who provide high quality, efficient, patient focused care. This care will continue to include therapy. As agencies consider changes that will be necessary to be ready, one key area to consider is employee compensation. In a payment model that rewards your agency for quality and efficiency, rewarding your employees for volume, as happens when nurses, therapists and others are paid per visit, may no longer make sense. Agencies will need to carefully consider current payment and bonus structures in light of these changes and, of course, state and federal wage and hour laws. This session will review the basic requirements related to minimum wage and overtime under the Fair Labor Standards Act. We will then review some common payment models in light of both the FLSA and PDGM. We will consider the wage and hour compliance risks as well as the employee incentives they create. We will then assess whether the incentives this creates for your staff align with the incentives PDGM creates for your agency. From there, we will consider compensation structures that will better align your employees' goals with yours while reducing the risk of non-compliance with federal wage and hour laws, Medicare rules and other regulatory requirements.
Address: 500 N. Meridian Street, Suite 400 Indianapolis, IN 46204
Phone: (317) 633-4884
Website: www.hallrender.com
Employee Staffing Exhibit: Robert Markette
Email: rmarkette@hallrender.com
Check out Robert Markette's First Session: Legal Update: Seeing the changes clearly
This session will provide a broad overview of major changes impacting, home health, hospice and private duty providers. We will look at new legislation from the state and federal level that impact operations. This will include a brief review of what we have seen in 2020 of life under PDGM and with the RAP phase out, state and federal court rulings, new DOL regulations, EEOC and DOL enforcement actions, CMS guidance on CoPs, HIPAA enforcement, and other updates. We will discuss how these changes will impact home health, hospice and private duty providers and strategies to consider moving forward.
Check out Robert Markette's Second Session: PDGM: Creating New Compliance Challenges
PDGM is the biggest change in home health in 20 years. PDGM’s focus on the patient’s characteristics includes a focus on the source of admission and the timing of the admission in relation to other home health episodes. In addition, PDGM changes the billing cycle to a 30 day cycle and now, in the PPS 2020 rule, CMS has announced that it will be phasing out the RAP. Agencies can rely upon CMS to code admission source and timing based upon claims data or they can choose to hard code this information themselves. Agencies that choose to hard code these items will need to be prepared to defend their coding. This will require a number of additional compliance considerations, including intake and billing staff education, process for gathering documentation and changes to audit efforts. This will all be compounded by the time pressure created by the 30 day billing cycle. Agencies must be prepared to address these issues to avoid later audit problems.
Check out Robert Markette's Third Session: Survey Update: Current Trends and Considerations for Survey Prep
Surveys are an ongoing source of compliance difficulty for providers. Each year, surveyors have new areas of focus. This session will review survey data and trends to identify survey issues for both home health and hospice. We will address new interpretation offered by surveyors related to missed visits, plans of care and staffing and other issues. We will then turn to survey preparedness including issues related to patients ability to refuse a home visit, after hours calls to staff, EMR access and more.
Check out Robert Markette's: Fourth Session: PDGM, FLSA and Your Employees: Aligning Employee Financial Incentives to Agency Incentives Under PDGM
With the elimination of therapy thresholds, home health reimbursement is now tied 100% to patient characteristics through the HHRG. PDGM will reward agencies who provide high quality, efficient, patient focused care. This care will continue to include therapy. As agencies consider changes that will be necessary to be ready, one key area to consider is employee compensation. In a payment model that rewards your agency for quality and efficiency, rewarding your employees for volume, as happens when nurses, therapists and others are paid per visit, may no longer make sense. Agencies will need to carefully consider current payment and bonus structures in light of these changes and, of course, state and federal wage and hour laws. This session will review the basic requirements related to minimum wage and overtime under the Fair Labor Standards Act. We will then review some common payment models in light of both the FLSA and PDGM. We will consider the wage and hour compliance risks as well as the employee incentives they create. We will then assess whether the incentives this creates for your staff align with the incentives PDGM creates for your agency. From there, we will consider compensation structures that will better align your employees' goals with yours while reducing the risk of non-compliance with federal wage and hour laws, Medicare rules and other regulatory requirements.
