tag:blogger.com,1999:blog-34379814299758168472024-03-19T14:30:49.017-07:00Schaede LawHealth Law, Employment Law, Business LawKaren McKeithen Schaede, Attorney at Lawhttp://www.blogger.com/profile/08263709163571755008noreply@blogger.comBlogger65125tag:blogger.com,1999:blog-3437981429975816847.post-76178209911389013982014-04-03T07:34:00.000-07:002014-04-03T07:34:17.638-07:00New EEOC Guidelines <div class="MsoNormal">
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<span style="font-size: 14pt;">On October 4, 2013 we discussed on the<span class="apple-converted-space"> </span><a href="http://schaedelawblog.blogspot.in/2013/10/favorable-outcome-for-abercrombie-fitch.html">blog</a><span class="apple-converted-space"> </span>how Abercrombie & Fitch was being
sued for religious discrimination when the Equal Employment Opportunity Commission
(EEOC) claimed it fired a Muslim employee for wearing her hijab in the
workplace, rather than accommodating her religious beliefs. <o:p></o:p></span></div>
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<span style="font-size: 14pt;">Shortly after this decision the EEOC published new guidelines on
religious accommodation and discrimination in the workplace. The EEOC has
clarified its position about employers’ duty to accommodate particular beliefs
and practices, as well as the standards for employers to show that a requested
accommodation would cause “undue hardship,” that is, “more than de minimis
cost." The new guidelines reiterate that religious accommodation is
particularly fact-sensitive and must be handled carefully.<o:p></o:p></span></div>
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<span style="font-size: 14pt;">Title VII requires an employer, once on notice that a religious
accommodation is needed for sincerely held religious belief or practice, to
make an exception to dress and grooming requirements or preferences, unless it
would pose an undue hardship. The guidelines emphasize that
accommodations are not required if the employer would suffer undue hardship.
This determination will be made on a case-by-case basis by the EEOC,
where the EEOC considers the potential burden of the conduct of the employers’
business in addition to monetary costs. Morale problems as a result of an
accommodation would normally not qualify as an undue hardship, but a shift swap
that would require the employer to pay premium wages for an extended period of
time would likely qualify as an undue hardship. <o:p></o:p></span></div>
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<span style="font-size: 14pt;">Religion is defined very broadly under federal law to include
mainstream faiths and practices, but also to include beliefs that are not
recognized by any church or organization. The distinction between religious
beliefs and personal choices, is illustrated with an example in the new
guidelines. A Seventh-day Adventist who believes the scriptures require
her to be a vegetarian – even though not all Adventists share that belief is a
religious belief. On the other hand, someone who becomes a vegetarian
based on health reasons or personal preference is not expressing a religious
belief. <o:p></o:p></span></div>
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<span style="font-size: 14pt;">Another example given in the guidelines is the contrast between
two employees who have tattoos that the employer would like concealed.
One has ceremonial symbols expressing devotion to an ancient Egyptian god.
The other employee uses body art as a form of self-expression. An
accommodation must be considered if displaying the tattoos is in religious
observance, but if requiring those tattoos to be
concealed would not affect a religious practice it would
be permissible.<o:p></o:p></span></div>
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<span style="font-size: 14pt;">Another distinction the EEOC makes in the guideline examples is
between two employees who hang a "Jesus Saves" poster at their work
stations. One employee has a private office, and no other employees
complain about the poster. Under these circumstances, EEOC states that
allowing the poster would probably be a required accommodation. However,
the other employee in the example works at a desk in the lobby and because
visitors might think the poster represents the company’s views, the employer
can likely prohibit it. <o:p></o:p></span></div>
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<span style="font-size: 14pt;">The EEOC will deal with each situation on a case-by-case basis,
but the EEOC and the courts are not likely to scrutinize practices that appear
to be sincerely held. <o:p></o:p></span></div>
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Karen McKeithen Schaede, Attorney at Lawhttp://www.blogger.com/profile/08263709163571755008noreply@blogger.com0tag:blogger.com,1999:blog-3437981429975816847.post-35257183531926017872014-03-16T12:54:00.000-07:002014-03-16T12:54:25.600-07:00The U.S. Supreme Court Agrees to Hear N.C. Board of Dental Examiners Case<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiQhLdhCog4yipvJBRYhtI1dnGa6FfuQ4E_QQq4sCTV6QWcYaF5koQjVgHAB8bSBZHt1cpX86jHF0ebt08DgmeK-t0pd3uT9ORszeEfaP1Ovh1iuzx9l-4BXayG2fZhZUG7FfNl8vlewWc/s1600/Sup.+court.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiQhLdhCog4yipvJBRYhtI1dnGa6FfuQ4E_QQq4sCTV6QWcYaF5koQjVgHAB8bSBZHt1cpX86jHF0ebt08DgmeK-t0pd3uT9ORszeEfaP1Ovh1iuzx9l-4BXayG2fZhZUG7FfNl8vlewWc/s1600/Sup.+court.jpg" height="213" width="320" /></a></div>
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<span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">The Supreme
Court has granted oral arguments in </span><a href="http://www.scotusblog.com/case-files/cases/north-carolina-board-of-dental-examiners-v-federal-trade-commission/"><span style="color: blue; font-family: Calibri;">North
Carolina Board of Dental Examiners v. Federal Trade Commission</span></a><span style="font-family: Calibri;">.<span style="mso-spacerun: yes;"> </span>This case was initiated when North Carolina
Board of Dental Examiners (the Board), began sending threatening warnings to
nondentists providing teeth-whitening services and their landlords.<span style="mso-spacerun: yes;"> </span>These letters stated that only dentists
could use peroxide treatments to remove teeth stains. <span style="mso-spacerun: yes;"> </span>In a unanimous </span><a href="http://www.ftc.gov/enforcement/cases-proceedings/081-0137/north-carolina-board-dental-examiners-matter"><span style="color: blue; font-family: Calibri;">ruling</span></a><span style="font-family: Calibri;">
issued December 2011 the Federal Trade Commission (FTC) determined, the Board “issuing
cease and desist orders against certain purveyors of teeth whitening, had
violated federal antitrust laws by engaging in unfair competition in the market
for teeth-whitening services in North Carolina.”<o:p></o:p></span></span><br />
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<span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">The FTC’s </span><a href="http://www.ftc.gov/sites/default/files/documents/cases/2011/12/111207ncdentalopinion.pdf"><span style="color: blue; font-family: Calibri;">opinion</span></a><span style="font-family: Calibri;">
stated the Board "sought to, and did, exclude nondentist providers from
the market for teeth whitening services.”<span style="mso-spacerun: yes;">
</span>The opinion continued by saying, "As a result of the Board's
actions, many nondentists stopped providing teeth whitening services and
several marketers of teeth whitening systems stopped selling their products and
equipment in North Carolina.” In addition, the FTC noted “several mall
operators refused to lease space to, or cancelled existing leases with,
nondentist teeth whitening providers."<span style="mso-spacerun: yes;">
</span>The Board subsequently filed a petition for review with the appeals
court.<o:p></o:p></span></span></div>
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<span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">The Board
argued that it is exempted from the federal antitrust law.<span style="mso-spacerun: yes;"> </span>The </span><a href="http://sblog.s3.amazonaws.com/wp-content/uploads/2013/12/NCStateBoardDentalExaminersFTC13TermCERT.pdf"><span style="color: blue; font-family: Calibri;">exemption</span></a><span style="font-family: Calibri;">
allows States to undertake “anticompetitive actions … in their governmental
capacities as sovereign regulators.” </span><a href="http://sblog.s3.amazonaws.com/wp-content/uploads/2013/12/NCStateBoardDentalExaminersFTC13TermCERT.pdf"><span style="color: blue; font-family: Calibri;">Private
parties</span></a><span style="font-family: Calibri;"> may invoke the exemption when two requirements are satisfied: their
conduct must (1) be authorized by a “clearly articulated … state policy” to
displace competition, and (2) be “actively supervised” by state officials.<o:p></o:p></span></span></div>
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<span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">The U.S. 4th
Circuit Court of Appeals held “that an official state regulatory board created
by state law is a ‘private’ actor—and thus must satisfy the ‘active supervision’
requirement—simply because, pursuant to state law, a majority of the board’s
members are also market participants who are elected to their official
positions by other market participants.”<span style="mso-spacerun: yes;">
</span>The Board did not satisfy the active supervision requirement in the eyes
of the 4th Circuit Court of Appeals, with one </span><a href="http://www.wral.com/teeth-whitening-challenge-gets-high-court-review/13444955/"><span style="color: blue; font-family: Calibri;">judge
saying</span></a><span style="font-family: Calibri;"> “the board would have had a stronger case if its members were
elected or appointed by state government officials rather than by other dentists.”<o:p></o:p></span></span></div>
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<span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">The </span><a href="http://www.scotusblog.com/case-files/cases/north-carolina-board-of-dental-examiners-v-federal-trade-commission/"><span style="color: blue; font-family: Calibri;">issue</span></a><span style="font-family: Calibri;">
before the Supreme Court is whether, for purposes of the state-action exemption
from federal antitrust law, an official state regulatory board created by state
law may properly be treated as a “private” actor simply because, pursuant to
state law, a majority of the board’s members are also market participants who
are elected to their official positions by other market participants.<o:p></o:p></span></span></div>
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<span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">Arguments
before the Supreme Court will likely be heard in the fall.<o:p></o:p></span></span></div>
Karen McKeithen Schaede, Attorney at Lawhttp://www.blogger.com/profile/08263709163571755008noreply@blogger.com0tag:blogger.com,1999:blog-3437981429975816847.post-1046921521923807982014-02-28T08:12:00.000-08:002014-02-28T08:12:24.894-08:00 Family and Medical Leave Enhancement Act of 2014<div class="MsoNormal">
<span style="font-size: 14pt; line-height: 115%;"> </span><span style="font-size: 14pt; line-height: 115%;">In January
we discussed the Family and Medical Insurance Leave Act (</span><a href="http://schaedelawblog.blogspot.in/2014/01/the-family-act.html" style="font-size: 14pt; line-height: 115%;">the FAMILY
Act</a><span style="font-size: 14pt; line-height: 115%;">), introduced in the Senate on December 12, but just this month
Congresswoman Carolyn B. Maloney (D-NY) introduced legislation that would
expand</span><span style="font-size: 14pt; line-height: 115%;"> </span><span style="font-size: 14pt; line-height: 115%;">the already existing Family and
Medical Leave Act of 1993 (FMLA).</span><span style="font-size: 14pt; line-height: 115%;">
</span><span style="font-size: 14pt; line-height: 115%;">Currently, FMLA only applies to those businesses that have at least 50
employees.</span><span style="font-size: 14pt; line-height: 115%;"> </span><span style="font-size: 14pt; line-height: 115%;">This new legislation </span><a href="https://www.govtrack.us/congress/bills/113/hr3999/text" style="font-size: 14pt; line-height: 115%;">H.R. 3999: Family
and Medical Leave Enhancement Act of 2014</a><span style="font-size: 14pt; line-height: 115%;">, proposes to expand FMLA to those
businesses that have more than 25 employees working within 75 miles of one
another.</span><br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj7bierNUNVSvBj_jytSAIjEDY61Dwq3WSSaFhYn3mYM6gkaPmtnZDSqG14i-WGvHg2Yp5YBy-d98K7-KWRU9CSZyi4Bzll2Fo2AVm_eeJbHDN_O3jumXeeZ46cpxy8bmm6A5pKe34ZK9g/s1600/performance.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj7bierNUNVSvBj_jytSAIjEDY61Dwq3WSSaFhYn3mYM6gkaPmtnZDSqG14i-WGvHg2Yp5YBy-d98K7-KWRU9CSZyi4Bzll2Fo2AVm_eeJbHDN_O3jumXeeZ46cpxy8bmm6A5pKe34ZK9g/s1600/performance.jpg" height="133" width="200" /></a><span style="font-size: 14pt; line-height: 115%;"> Not only
would this new legislation expand those businesses covered by FMLA, it would
also increase the benefits available. The additional benefits would include 24 hours per year of unpaid
Parental Involvement and Family Wellness leave.
Eligible employees would be able to "participate in or attend an
activity that is sponsored by a school or community organization and relates to
a program of the school or organization that is attended by a son or daughter
or a grandchild of the employee." Not only would Parental Involvement and
Family Wellness leave cover school or community programs, it would also allow
eligible employees to "meet routine family medical care needs, including
for medical and dental appointments of the employee or a son, daughter, spouse,
or grandchild of the employee, or to attend to the care needs of elderly
individuals who are related to the eligible employee, including visits to
nursing homes and group homes."<o:p></o:p></span></div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhTE1hBUg2Z1s8QWZNyL9eoGgw5q9S0SDulCSqAoLWOQPBiTebKgG7or5yqIMhrF1KIZecG3o7SLRTdInjvTc_TNy4Tb8moMM0QW8pXQrKgvFQyOHadtY_LQSjw-2YVuN0oiMCEcXCrN0I/s1600/dentist.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhTE1hBUg2Z1s8QWZNyL9eoGgw5q9S0SDulCSqAoLWOQPBiTebKgG7or5yqIMhrF1KIZecG3o7SLRTdInjvTc_TNy4Tb8moMM0QW8pXQrKgvFQyOHadtY_LQSjw-2YVuN0oiMCEcXCrN0I/s1600/dentist.jpg" height="200" width="200" /></a></div>
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<span style="font-size: 14pt; line-height: 115%;"><a href="http://maloney.house.gov/press-release/anniversary-family-medical-leave-act-maloney-introduces-bill-expand-rights-millions">President
Obama endorsed</a> the protections in a June 2008 speech in Albuquerque, New Mexico,
saying, “With more and more households headed by two working parents – or a
single working parent – it's also time to dramatically expand the Family and
Medical Leave Act. Since more Americans are working for small businesses, I'll
expand FMLA to cover businesses with as few as 25 employees – this will reach
millions of American workers who aren't covered today. … We'll allow parents to
take 24 hours of annual leave to join school activities with their kids.”<o:p></o:p></span></div>
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Karen McKeithen Schaede, Attorney at Lawhttp://www.blogger.com/profile/08263709163571755008noreply@blogger.com0tag:blogger.com,1999:blog-3437981429975816847.post-87491764768299069442014-02-18T07:34:00.000-08:002014-02-18T07:35:12.756-08:00Delay for Obamacare Coverage<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 107%;"> As
discussed on the <a href="http://schaedelawblog.blogspot.in/2013/12/healthcaregov-delays-for-small.html" target="_blank">Blog</a>
on December 5, 2014, yet again, the Federal Government announced another delay
in a compliance date for small businesses regarding The Patient Protection and
Affordable Care Act. The Treasury received
many requests to offer more time for small businesses to comply with the law
and in an effort to work with the small businesses, compromises where
made. “While about 96 percent of
employers are not subject to the employer responsibility provision, for those
employers that are, we will continue to make the compliance process simpler and
easier to navigate,” said Assistant Secretary for Tax Policy Mark J. Mazur to <a href="http://www.bloomberg.com/news/2014-02-10/small-businesses-get-further-delay-for-obamacare-coverage.html">Bloomberg</a>.<o:p></o:p></span></div>
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<span style="font-size: 14.0pt; line-height: 107%;"> In
addition to postponing the compliance date, an announcement of weakened requirements
for complying with the law was made.
Small businesses that employ between 50 and 100 full-time workers are
now exempt from complying with the mandate until 2016. A full-time worker is defined as an individual
who works more than 30 hours per week. If
a business claims that it is now eligible for the 2016 delay, the business must
certify that it has less than 100 full-time workers and that it did not reduce
its workforce merely to qualify for this new extension. Those businesses that are not truthful
regarding this statement will suffer the penalties of perjury.<o:p></o:p></span></div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj0L3llmb9GgKP76dFL3PrrmcYDHEi5cJ3jU3WVRVM-QnrkK8JgkCXqxQ4jSRSO4pFkejl0COJxLQrDJJl-X_htMe4afY8sFXv9F0WiPj6yv6M0EUR9CPixTswpwue2RlJWy8xDGNtcwBk/s1600/delay.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj0L3llmb9GgKP76dFL3PrrmcYDHEi5cJ3jU3WVRVM-QnrkK8JgkCXqxQ4jSRSO4pFkejl0COJxLQrDJJl-X_htMe4afY8sFXv9F0WiPj6yv6M0EUR9CPixTswpwue2RlJWy8xDGNtcwBk/s1600/delay.jpg" height="320" width="228" /></a></div>
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<span style="font-size: 14.0pt; line-height: 107%;"> Those
businesses that have 100 or more full-time workers must still comply with the
mandate by 2015 and if they do not comply with the mandate by 2015 than the
businesses could face financial penalties of at least $2,000 per worker and
even up to $3,000 per worker. However, The
Treasury Department did relax the requirements for those businesses as
well. Those companies that have 100 or
more full-time workers must make affordable insurance coverage available to only
70 percent, rather than 95 percent of those workers by 2015. Previously, the requirement was that 95
percent of full-time workers be offered affordable health coverage by 2015. Nevertheless, those same business will have
to offer affordable insurance to 95 percent of its full time workers by 2016. We will keep you informed of any more changes or delays made to </span><span style="font-size: 19px; line-height: 19.97333335876465px;">The Patient Protection and Affordable Care Act.</span></div>
Karen McKeithen Schaede, Attorney at Lawhttp://www.blogger.com/profile/08263709163571755008noreply@blogger.com0tag:blogger.com,1999:blog-3437981429975816847.post-67342144615277796232014-01-29T08:42:00.000-08:002014-01-29T08:42:24.752-08:00Small Businesses Planning to Hire<div class="MsoNormal" style="text-indent: .5in;">
<span style="font-size: 14.0pt; line-height: 115%;">Two recent Global small-business surveys, the Mid-Year Small
Business Report Card and Year-End SMB Survey, both seem to have a clear theme
for 2014 -- small business owners are going to be hiring. According to the
research from the surveys, more than 77 percent of small businesses plan to
staff up in 2014 by bringing on employees, paid interns or unpaid interns. It may have something to do with the fact
that many entrepreneurs have made a New Year’s Resolution to find better
work-life balance.<o:p></o:p></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;">Of the many roles entrepreneurs handle themselves when
getting their businesses up and running, the least popular is that of HR
manager. Just two percent cited this
mission-critical function as their favorite part of the job. </span><span style="font-size: 14pt; line-height: 115%; text-indent: 0.25in;">If you are one of the </span><span style="font-size: 19px; line-height: 21.466665267944336px;">entrepreneurs</span><span style="font-size: 14pt; line-height: 115%; text-indent: 0.25in;"> that are thinking
about hiring in the New Year, we have some suggestions to hire wisely.</span></div>
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<!--[if !supportLists]--><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;">1.<span style="font-size: 7pt; line-height: normal;"> </span></span><!--[endif]--><span style="font-size: 14.0pt; line-height: 115%;"><b>Clearly define the position.</b><o:p></o:p></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;">You should keep in mind that people search for jobs based on
keywords or industries. The more detailed
a job description you can draft, the more appropriate your potential candidates
will be and the better your chances of matching the right person with the
role. <o:p></o:p></span></div>
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<!--[if !supportLists]--><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;">2.<span style="font-size: 7pt; line-height: normal;"> </span></span><!--[endif]--><span style="font-size: 14.0pt; line-height: 115%;"><b>A flexible work policy may attract
and retain better talent.</b><o:p></o:p></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;">As long as your team can meet its goals and collaborate when
needed, offering flexible schedules and office hours is a enormous selling point. Generally speaking, top talent does not want
to sit in an office all day, rather they want the option to get their work done
at a coffee shop or stay in their pajamas at home. According
to the SMBs survey, 36 percent of small businesses plan to offer more flexible
working environments to find better employees. Today’s world with mobile
technologies and cloud services, you can attract these employees by offering
them greater flexibility in when and where they work. <o:p></o:p></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;">3.<span style="font-size: 7pt; line-height: normal;"> <b> </b></span></span><!--[endif]--><span style="font-size: 14.0pt; line-height: 115%;"><b>Do not rush the process.</b><o:p></o:p></span></div>
<div class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal" style="text-indent: .25in;">
<span style="font-size: 14.0pt; line-height: 115%;">Take your time to find the right candidate. According to an article in Business News
Daily, you have a higher chance of hiring the wrong person for a role if you're
desperate to fill the position and rush the process. If you really need help
right away, bring in temporary help while you carefully search for the right
permanent candidate.<o:p></o:p></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoListParagraphCxSpFirst" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;">4.<span style="font-size: 7pt; line-height: normal;"> <b> </b></span></span><!--[endif]--><span style="font-size: 14.0pt; line-height: 115%;"><b>Remember to Onboard.</b></span></div>
<div class="MsoListParagraphCxSpFirst" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<span style="font-size: 14.0pt; line-height: 115%;"><b><br /></b></span></div>
<br />
<div class="MsoListParagraphCxSpLast" style="margin-left: 0in; mso-add-space: auto; text-indent: .25in;">
<span style="font-size: 14.0pt; line-height: 115%;">Make sure you
have an up-to-date employee handbook and they receive a copy of it to
review. Go over the policies with your
new employee to make sure they understand your expectations. It is hard to be the new person who does not
know all the processes, so the HR team, whoever that may consist of should
ensure a smooth transition from candidate to employee.<o:p></o:p></span></div>
Karen McKeithen Schaede, Attorney at Lawhttp://www.blogger.com/profile/08263709163571755008noreply@blogger.com0tag:blogger.com,1999:blog-3437981429975816847.post-65482191178536065612014-01-14T06:52:00.000-08:002014-01-14T06:52:52.769-08:00The FAMILY Act<div class="MsoNormal" style="margin-bottom: 0.0001pt; text-indent: 0.5in;">
<span style="font-size: 19px; text-indent: 0.5in;">The </span><span style="font-size: 19px; text-indent: 0.5in;">financial impossibility of taking unpaid leave is the </span><span style="font-size: 14pt; text-indent: 0.5in;">single most common reason workers give for not taking leave when they need it</span><span style="font-size: 19px; text-indent: 0.5in;">, a</span><span style="font-family: inherit; text-indent: 0.5in;"><span style="font-size: 14pt;"><span style="font-family: inherit;">ccording to the
Department of Labor’s Technical Report in November of 2013. </span></span></span><span style="font-family: inherit; font-size: 14pt; text-indent: 0.5in;">The “Family and Medical
Insurance Leave Act” (the FAMILY Act), introduced in the Senate on December 12,
2013, would provide up to 12 weeks of paid leave each year to qualifying
workers for the birth or adoption of a new child, the serious illness of an
immediate family member, or a worker's own medical condition</span><span style="font-family: inherit; font-size: 14pt; text-indent: 0.5in;">.</span></div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjjjDSO4fFDADp3efOvPiWDWjXoJ9rV4E9E9UUjtPZeAvZPq3i5BFW2y22bjduBjUcJ3YiUK7Rc3wMmoMIvW5Pm99dzWIavi1iUhyAtsWMM8pgDNerYlEu47nZXr4GBF9UeHZHHUHXuRDw/s1600/hurt.png" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><span style="font-family: inherit;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjjjDSO4fFDADp3efOvPiWDWjXoJ9rV4E9E9UUjtPZeAvZPq3i5BFW2y22bjduBjUcJ3YiUK7Rc3wMmoMIvW5Pm99dzWIavi1iUhyAtsWMM8pgDNerYlEu47nZXr4GBF9UeHZHHUHXuRDw/s1600/hurt.png" height="200" width="143" /></span></a><br />
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<span style="font-size: 14pt; text-indent: 0.5in;"><span style="font-family: inherit;">Currently, the Family and Medical
Leave Act of 1993 (FMLA), entitles eligible employees of covered employers to
take unpaid, job-protected leave for specified family and medical
reasons. There is a continuation of group health insurance coverage under
the same terms and conditions as if the employee had not taken leave. The
purpose of FMLA is to prevent employees from losing their jobs and benefits as
a result of extenuating circumstances. However, FMLA coverage is
limited. FMLA includes private employers that have at least 50 employees
in 20 or more work weeks in the current or preceding calendar year, and public
employers regardless of the number of employees. Even if the employer
meets the requirements for FMLA, for an employee to be eligible for the
benefits, the employee must have recorded at least 1,250 hours of work for the
employer in the preceding 12 months and must work in an area where the employer
has at least 50 employees within a 75 mile radius. Furthermore, the employee
must have a qualifying reason for leave under FMLA.</span></span></div>
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<span style="font-family: inherit;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhEPqW68REnUnDOiNX_52DBprR22EehJ2sb42RNn868j5V_r_YoehndmMyzPrjnyzS9EXG6oi-v8wScDfApKN3EMeSYSAjykVJZdoDWJnyikT4qRdsnVPMWV1azm0VDIa7PsjqDQY9NLSU/s1600/baby.png"><span style="color: blue; font-size: 13.5pt; text-decoration: none;"><!--[if gte vml 1]><v:shape id="Picture_x0020_4" o:spid="_x0000_i1025"
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<span style="font-size: 14pt;"><span style="font-family: inherit;">The FAMILY Act would
cover private and public companies, no matter their size. The benefits
would be available to every individual who has earned any income from
employment or self-employment in the 12 months prior to applying for benefits
and is insured for Social Security Disability
Insurance. The FAMILY Act would allow part-time and
lower-wage workers access to benefits if their employer’s size or the length of
time with the employer would make them ineligible for the FMLA benefits.
The FAMILY Act’s wage replacement rate builds on lessons from state paid leave
programs in California and New Jersey. The program would be funded by
employee and employer payroll contributions of 0.2 percent of wages, or two
cents for every $10 earned. This will amount to an average contribution of
approximately $2 per week per worker from a worker’s paycheck.<o:p></o:p></span></span></div>
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<br /></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt; text-indent: 0.5in;">
<span style="font-family: inherit;"><span style="font-size: 14pt;">The program created
through the FAMILY Act would run parallel to FMLA, but it would be
separate. Individuals who qualify for FMLA leave would also be able to apply
for FAMILY Act benefits. We at Karen McKeithen Schaede Attorney at Law,
PLLC will keep you up-to-date on the bill’s progress.</span><span style="font-size: 13.5pt;"><o:p></o:p></span></span></div>
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<!-- Blogger automated replacement: "https://images-blogger-opensocial.googleusercontent.com/gadgets/proxy?url=http%3A%2F%2F1.bp.blogspot.com%2F-TcZxdEdRsB8%2FUs7L84Eid-I%2FAAAAAAAAAcw%2FBN5JKDNvDgw%2Fs1600%2Fbaby.png&container=blogger&gadget=a&rewriteMime=image%2F*" with "https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhEPqW68REnUnDOiNX_52DBprR22EehJ2sb42RNn868j5V_r_YoehndmMyzPrjnyzS9EXG6oi-v8wScDfApKN3EMeSYSAjykVJZdoDWJnyikT4qRdsnVPMWV1azm0VDIa7PsjqDQY9NLSU/s1600/baby.png" --><!-- Blogger automated replacement: "https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhEPqW68REnUnDOiNX_52DBprR22EehJ2sb42RNn868j5V_r_YoehndmMyzPrjnyzS9EXG6oi-v8wScDfApKN3EMeSYSAjykVJZdoDWJnyikT4qRdsnVPMWV1azm0VDIa7PsjqDQY9NLSU/s1600/baby.png" with "https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhEPqW68REnUnDOiNX_52DBprR22EehJ2sb42RNn868j5V_r_YoehndmMyzPrjnyzS9EXG6oi-v8wScDfApKN3EMeSYSAjykVJZdoDWJnyikT4qRdsnVPMWV1azm0VDIa7PsjqDQY9NLSU/s1600/baby.png" -->Karen McKeithen Schaede, Attorney at Lawhttp://www.blogger.com/profile/08263709163571755008noreply@blogger.com0tag:blogger.com,1999:blog-3437981429975816847.post-90358875726654394712013-12-18T10:53:00.000-08:002013-12-18T10:53:09.009-08:00Is Sniffing Sexual Harassment?<div class="MsoNormal" style="text-indent: .5in;">
<span style="font-size: 14.0pt; line-height: 115%;">The New Orleans-based 5th U.S. Circuit Court of Appeals has
found that sniffing may be considered sexual harassment. Denise Royal claims she was fired without
explanation shortly after she complained to her supervisor about being sniffed
by co-workers. Royal, employed as a leasing
manager for an apartment complex, claimed that two maintenance workers would
enter her office, hover over her as she sat at her desk and sniff her. The
complaint alleges that the harassment occurred about twelve times, for each
worker, over the four days of Royal’s brief employment. When she complained to her supervisor she allegedly
was told to let it go. At a meeting,
Royal complained of being sniffed, but one of the men claimed that it was a
medical condition that she was misinterpreting.
Royal was fired later that afternoon.
<o:p></o:p></span></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhMgQ16PIfn2KIiYscl40mpvozfFtO8zQbcetm9m7kpGtFUGD_1_rP_P_MRh20tZ3rjtyVTdF0iV4kpBN1BZho7DIR-bfdql1UOP7ZgI8euBvPJxHXebm47f1TFMdMAQYRqY24vLmvUgsg/s1600/images.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhMgQ16PIfn2KIiYscl40mpvozfFtO8zQbcetm9m7kpGtFUGD_1_rP_P_MRh20tZ3rjtyVTdF0iV4kpBN1BZho7DIR-bfdql1UOP7ZgI8euBvPJxHXebm47f1TFMdMAQYRqY24vLmvUgsg/s1600/images.jpg" /></a></div>
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<span style="font-size: 14.0pt; line-height: 115%;">Royal filed suit against her former employer for sexual
harassment and retaliation. The United
States District Court for the Northern District of Texas granted summary
judgment to the employer, concluding that no reasonable juror in the woman's
shoes would have viewed herself as a victim of sexual harassment. </span><span style="font-size: 14pt; line-height: 115%; text-indent: 0.5in;">Royal appealed and the Fifth Circuit Court of
Appeals held there is a genuine dispute of material fact whether the
maintenance men's behavior violated Title VII.</span><span style="font-size: 14pt; line-height: 115%; text-indent: 0.5in;">
</span><span style="font-size: 14pt; line-height: 115%; text-indent: 0.5in;">The opinion stating that the magistrate judge “overemphasized the lack
of physical contact. Certainly, lack of physical contact is a factor to
consider. But it is hardly dispositive.”</span><span style="font-size: 14pt; line-height: 115%; text-indent: 0.5in;">
</span><span style="font-size: 14pt; line-height: 115%; text-indent: 0.5in;">The court found that “sniffing and hovering over a woman, by two men, in
a small, confined space could be viewed by a reasonable jury as harassment
based on Royal's sex.”</span></div>
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<span style="font-size: 14.0pt; line-height: 115%;">The North Carolina Equal Employment Practices Act prohibits
discrimination in employment because of sex, including sexual harassment (NC
Gen. Stat. Sec. 143-422.2 et seq.). The Act applies to all private employers of
15 or more employees. Employers with 15 or more employees are also covered by
the federal fair employment law, Title VII of the Civil Rights Act of 1964
(Title VII), which prohibits sexual harassment. Sexual harassment is an
unwelcome sexual advance or conduct on the job that creates an intimidating,
hostile, or offensive working environment. Given this broad definition, it is
not surprising that sexual harassment can take many forms in the
workplace. There are a number of steps
that you can take to reduce the risk of sexual harassment occurring in your
workplace. Such steps include, adopting
a clear sexual harassment policy in your employee handbook, conduct training
sessions for employees where you review your complaint procedure, and train
supervisors and managers on how to deal with complaints.<o:p></o:p></span></div>
Karen McKeithen Schaede, Attorney at Lawhttp://www.blogger.com/profile/08263709163571755008noreply@blogger.com0tag:blogger.com,1999:blog-3437981429975816847.post-82808551702887702012013-12-05T11:11:00.001-08:002013-12-05T11:11:10.817-08:00HealthCare.gov Delays For Small Businesses <div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiY6PN2htTwRLf_4x7dQXLRLrq2bIhzt8yyAShYISTt3FYgK8RdBwYyzrvGhKgvNzxguBPjd8DmQxJp779Yh7orSHuzWZiToA_tgw2LuVoDk6Rqk6YM4tOC7u3MiX9QQneI00Bsq5CvFu4/s1600/EMR+computer+%25281%2529.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiY6PN2htTwRLf_4x7dQXLRLrq2bIhzt8yyAShYISTt3FYgK8RdBwYyzrvGhKgvNzxguBPjd8DmQxJp779Yh7orSHuzWZiToA_tgw2LuVoDk6Rqk6YM4tOC7u3MiX9QQneI00Bsq5CvFu4/s1600/EMR+computer+%25281%2529.jpg" /></a><span style="font-family: Arial, sans-serif; font-size: 14pt;">The Obama Administration
announced a year delay in HealthCare.gov's small business functions. The
administration had previously delayed online enrollment from October 1, 2013 to the end of November. The announcement did not come as a surprise to many small
businesses as they have already made other plans for insuring their workers in
2014, frequently achieved by renewing the existing policies.</span><span style="font-family: 'Times New Roman', serif; font-size: 14pt;"><o:p></o:p></span></div>
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<span style="font-family: Arial, sans-serif; font-size: 14pt;">HealthCare.gov serves
customers for health insurance in 36 states. It was originally designed to help
small businesses as well as individuals. However, Administration
officials said with the widespread website problems, they had to focus on
the basic functions of the website, so that individuals could shop for
insurance, before offering online enrollment for small businesses.</span><span style="font-family: 'Times New Roman', serif; font-size: 14pt;"><o:p></o:p></span></div>
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<span style="font-family: Arial, sans-serif; font-size: 14pt;">Officials have
encouraged small business owners to work through insurance brokers or agents.
Owners who buy qualifying coverage through an agent may be eligible for tax
credits under the Affordable Care Act. The New York Times reported an Administration official saying, “The
agent, broker or insurer will help the employer fill out a paper application
for SHOP eligibility and send it in to the SHOP marketplace." The insurer
can also tell employers what premiums they would have to pay and can enroll employees.</span><span style="font-family: 'Times New Roman', serif; font-size: 14pt;"><o:p></o:p></span></div>
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<span style="font-family: Arial, sans-serif; font-size: 14pt;">The Wall Street Journal
interviewed <a href="http://online.wsj.com/news/articles/SB10001424052702303332904579224600568831462" target="_blank"><span style="color: blue;">Sharon Hoyer</span></a>, general
manager of Dill Pickle Food Co-op in Chicago, which has nine full-time
employees including herself, who said she preferred going through her agent.
"I imagine we'll have a speedier response." </span><span style="font-family: 'Times New Roman', serif; font-size: 14pt;"><o:p></o:p></span></div>
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<span style="font-family: Arial, sans-serif; font-size: 14pt;">The Wall Street Journal
also interviewed <a href="http://online.wsj.com/news/articles/SB10001424052702303332904579224600568831462"><span style="color: blue;">Nancy Clark</span></a>, owner of Glen Group, an eight-person
advertising firm in North Conway, N.H., who said she sent in a paper
application for small business coverage under the new healthcare law last week
because the online option wasn't available. While she is still waiting to see
how much group coverage would cost, she said it was likely she would ask each
of her employees to apply for individual coverage online. Ms. Clark said
she would continue to pay for health coverage as she has done for the past 15
years, but "I am going to pay through raises."</span><span style="font-family: 'Times New Roman', serif; font-size: 14pt;"><o:p></o:p></span></div>
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<span style="font-family: Arial, sans-serif; font-size: 14pt;">Congress had wanted to
provide small business employees with a range of health plan options. While
some state-run exchanges, not affected by the announcement, will allow
employers to offer such choices to employees, the federal
exchange will not do so until 2015.</span><span style="font-family: 'Times New Roman', serif; font-size: 14pt;"><o:p></o:p></span></div>
Karen McKeithen Schaede, Attorney at Lawhttp://www.blogger.com/profile/08263709163571755008noreply@blogger.com0tag:blogger.com,1999:blog-3437981429975816847.post-22139046763749339022013-11-19T06:52:00.001-08:002013-11-19T06:52:24.395-08:00Reviewers Suing Yelp<div class="MsoNormal" style="text-indent: .5in;">
<span style="font-size: 14.0pt; line-height: 115%;">Plaintiffs filed a California class action lawsuit in Los
Angeles on October 22, 2013 against Yelp.
Yelp is a website that provides reviews of different businesses around
the world. The plaintiffs are a group of
Yelp reviewers, claiming that they are unpaid writers who are vital to the
company’s existence. In the complaint,
plaintiffs refer to themselves as writers and non-wage paid employees who have
earned Yelp considerable sums of money.</span><br />
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal" style="text-indent: .5in;">
<span style="font-size: 14.0pt; line-height: 115%;">The complaint states, “The practice of classifying employees
as ‘reviewers’ or ‘Yelpers’ or ‘Elites’ or ‘independent contractors’ or
‘interns’ or ‘volunteers’ or ‘contributors’ to avoid paying wages is prohibited
by federal law, which requires employers to pay all workers who provide
material benefit to their employer, at least the minimum wage.” The complaint further alleges that Yelp
motivates its non-wage-paid writers to increase the volume of their production
with incentives in the form of liquor, food, badges, and trinkets.<o:p></o:p></span><br />
<br /></div>
<div class="MsoNormal" style="text-indent: .5in;">
<span style="font-size: 14.0pt; line-height: 115%;">Lily Jeung, a contributor to Yelp, who was named an “Elite”
reviewer, alleges that in order to maintain her status, she was “often directed
to write more reviews if in Yelp's opinion her production seemed to slack off.” Jeung had written about 1,100 reviews when
Yelp abruptly closed her account. Yelp
sent an email explaining that it had flagged a number of the reviews she wrote
in connection with an investigation of businesses that have tried to pay for
positive reviews, as a result, her account was closed and the decision was
final.<o:p></o:p></span><br />
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal" style="text-indent: .5in;">
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjCUmSPBtCDX9z8LQX6N0XS4mcpRv0nutNVGOmubhGn1PHsHEzq8v5lOtLRDdlLgpL92FiLhhhybbZS1vtp-WergwExkqv1qXblnCIy_glDBSj05R9UZeT0aqkrtE4jrxSkNFAzp1y24LY/s1600/Computer.png" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjCUmSPBtCDX9z8LQX6N0XS4mcpRv0nutNVGOmubhGn1PHsHEzq8v5lOtLRDdlLgpL92FiLhhhybbZS1vtp-WergwExkqv1qXblnCIy_glDBSj05R9UZeT0aqkrtE4jrxSkNFAzp1y24LY/s1600/Computer.png" height="200" width="200" /></a></div>
<span style="font-size: 14.0pt; line-height: 115%;">Anyone who reads online reviews knows it is hard to determine
whether an online business review is authentic.
To combat this problem, Yelp has developed a computer algorithm in a
continuous effort to identify and filter out phony reviews. It is this computer algorithm that flagged
some of Jeung’s reviews and closed her account.
It is Jeung’s stance that she was “fired from her position with no
warning, a flimsy explanation, and no opportunity for recourse or appeal
rights.”<o:p></o:p></span><br />
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal" style="text-indent: .5in;">
<span style="font-size: 14.0pt; line-height: 115%;">Yelp has replied to the allegations by telling <a href="http://www.fastcompany.com/3020773/how-much-is-your-yelp-review-worth" rel="nofollow" target="_blank">Fast Company </a>“The argument that voluntarily using a free service equates to an
employment relationship is completely without merit, unsupported by law and
contradicted by the dozens of websites like Yelp that consumers use to help one
another.”<o:p></o:p></span><br />
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal" style="text-indent: .5in;">
<span style="font-size: 14.0pt; line-height: 115%;">Yelp’s website success does rely on an active base of
reviewers, however opponents to the lawsuit have liken it to Facebook users
demanding payment for status posts. Nicholas Thompson of the New Yorker told <a href="http://www.bloomberg.com/video/lawsuit-against-yelp-ridiculous-thompson-kRS3r5EvTJC8unY0c9idDQ.html">Bloomberg</a>
that the "plaintiffs write so many
reviews -- in some cases more than a thousand each -- for the simple reason
that Yelp is an online community in which they enjoyed participating, not for
the promise of working as a paid writer. 'They did it for the reasons why we all contribute online. We do it
for prestige, we do it to connect with our friends, we do it because we think
we're making the web a better place,' he said."<o:p></o:p></span><br />
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal" style="text-indent: .5in;">
</div>
<div class="MsoNormal" style="text-indent: .5in;">
<span style="font-size: 14.0pt; line-height: 115%;">If the plaintiffs are successful in their lawsuit, this would
change the landscape of online reviewing. <o:p></o:p></span></div>
Karen McKeithen Schaede, Attorney at Lawhttp://www.blogger.com/profile/08263709163571755008noreply@blogger.com0tag:blogger.com,1999:blog-3437981429975816847.post-45163516446023871712013-11-06T12:28:00.000-08:002013-11-06T12:28:55.070-08:00The Employment Non-Discrimination Act<div class="MsoNormal" style="text-indent: .5in;">
<span style="font-size: 14.0pt; line-height: 115%;">Today the Senate has adopted an amendment to the Employment
Non-Discrimination Act (ENDA) from Sen. Rob Portman (R-Ohio) that would prevent
retaliation against religious organizations.
It was only Monday, the ENDA achieved enough support in the Senate to
move the bill towards a vote on final passage.
The ENDA is a bill that would make discrimination based on "an
individual's actual or perceived sexual orientation or gender identity"
illegal in such areas as hiring, firing and compensation in both the private
and public workplaces. The measure would treat "sexual orientation"
and "gender identity" in a fashion similar to other federally protected
categories, such as race, gender, age and religion. <o:p></o:p></span></div>
<div class="MsoNormal" style="text-indent: .5in;">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiNNj7KHeSqBcTEdyVTl4M5VR6ojie0REGk5feRnrSH2YSpzUNo6dwSO2Y8iX5hSBTErDpUc-jc9DUFb1DQUzdVFmGD9xvuUvc-VaOdT-Os2J5QSr3DZVQQ3hvQ3o1NqYGH_l5iyjYBn_o/s1600/Capitol.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiNNj7KHeSqBcTEdyVTl4M5VR6ojie0REGk5feRnrSH2YSpzUNo6dwSO2Y8iX5hSBTErDpUc-jc9DUFb1DQUzdVFmGD9xvuUvc-VaOdT-Os2J5QSr3DZVQQ3hvQ3o1NqYGH_l5iyjYBn_o/s1600/Capitol.jpg" height="320" width="213" /></a></div>
<div class="MsoNormal" style="text-indent: .5in;">
<span style="font-size: 14.0pt; line-height: 115%;">As it stands now, twenty-one states and the District of
Columbia have laws prohibiting workplace discrimination on the basis of sexual
orientation and many corporations have their own fully inclusive policies in
place. Current federal laws
prevent workplace discrimination based upon age, color, disability, genetic
information, national origin, race, religion and, sex, but no such protections
occur for sexual orientation and gender identity. <o:p></o:p></span></div>
<div class="MsoNormal" style="text-indent: .5in;">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal" style="text-indent: .5in;">
<span style="font-size: 14.0pt; line-height: 115%;">Different versions of the ENDA have been introduced since
1994 and the Senate last considered a version of ENDA in 1996, but the bill
failed by one vote. There are reports
that the bill is unlikely to even be brought to a vote in the House as Speaker
John Boehner is not in favor of the bill.
Boehner spokesman Michael Steel said in an email that “The Speaker
believes this legislation will increase frivolous litigation and cost American
jobs, especially small business jobs.” The Washington Post has reported that states
with laws similar to ENDA “have not seen a noticeable increase in litigation
based on sexual orientation or gender identity.”</span></div>
<div class="MsoNormal" style="text-indent: .5in;">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<br />
<div class="MsoNormal" style="text-indent: .5in;">
<span style="font-size: 14.0pt; line-height: 115%;">If the bill is passed, potential remedies for violating the
law would be on par with other cases of employment discrimination. The former
employee could potentially get the job or promotion they were denied, be
awarded back pay and litigation costs and/or related compensatory or punitive
damages.<o:p></o:p></span></div>
Karen McKeithen Schaede, Attorney at Lawhttp://www.blogger.com/profile/08263709163571755008noreply@blogger.com0tag:blogger.com,1999:blog-3437981429975816847.post-81547347032053748212013-10-23T12:38:00.000-07:002013-10-23T12:38:09.739-07:00Text Messaging Protected Health Information <div class="MsoNormal" style="text-indent: .5in;">
<div class="MsoNormal" style="text-indent: .5in;">
<span style="font-family: "Times New Roman","serif"; font-size: 14.0pt; line-height: 115%;">The Robert Wood Johnson
Foundation, conducted a study finding that nurses spend as much as 60 minutes
of each work day tracking down physicians for a response to their patient care
questions. Many healthcare providers believe it would be more efficient to send
text messages in order to streamline the workflow, as well as, increase dialogue
between physicians and patients. </span><span style="font-family: "Times New Roman","serif"; font-size: 14.0pt; line-height: 115%; mso-ansi-language: EN-US; mso-bidi-language: AR-SA; mso-fareast-font-family: Calibri; mso-fareast-language: EN-US; mso-fareast-theme-font: minor-latin;">An issue arises
though, if the message contains Protected Health Information. </span><span style="font-family: "Times New Roman","serif"; font-size: 14.0pt; line-height: 115%;">This is a result of the fact that text
messages are electronic communications and therefore the message would be
considered Electronic Protected Health Information (ePHI), which must comply
with the Health Insurance Portability and Accountability Act (HIPAA).<o:p></o:p></span></div>
<div class="MsoNormal" style="text-indent: .5in;">
<span style="font-family: "Times New Roman","serif"; font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal" style="text-indent: .5in;">
<span style="font-family: "Times New Roman","serif"; font-size: 14.0pt; line-height: 115%;">It is challenging to
send a HIPAA compliant text message as they carry a great deal of risk. The risk stems from the fact that they are typically
not encrypted, senders cannot authenticate the recipients, recipients cannot
authenticate the senders and ePHI can remain stored on wireless carrier
servers. The Joint Commission has completely restricted physicians or licensed
independent practitioners from texting orders for patients to the hospital or
other healthcare setting, stating that “this method provides no ability to
verify the identity of the person sending the text and there is no way to keep
the original message as validation of what is entered into the medical record.” However, texting ePHI is not explicitly
prohibited by the HIPAA Security Rule. <o:p></o:p></span></div>
<div class="MsoNormal" style="text-indent: .5in;">
<span style="font-family: "Times New Roman","serif"; font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal" style="text-indent: .5in;">
<span style="font-family: "Times New Roman","serif"; font-size: 14.0pt; line-height: 115%;">The Security Rule
requires that those providers who want to send ePHI via text must conduct a
risk analysis. A risk analysis consists
of “an accurate and thorough assessment of the potential risks and
vulnerabilities to the confidentiality, integrity, and availability of
electronic protected health information held by the covered entity.” The Security Rule further requires that
Covered Entities and Business Associates acting on their behalf implement
administrative, physical and technical safeguards. The Security Rule does not propose specific
safeguards, but provides a framework to assess and mitigate risks associated
with such transmissions. The American
Health Lawyers Association have given examples of technical safeguards, such as, unique
user identification, automatic logoff, encryption/decryption, auditing and authentication.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-indent: .5in;">
<span style="font-family: "Times New Roman","serif"; font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal" style="text-indent: .5in;">
<span style="font-family: "Times New Roman","serif"; font-size: 14.0pt; line-height: 115%;">Text messaging remains
an attractive and cost effective way to communicate ePHI. Ultimately though, it is a policy decision
where the decision-makers must weigh the risks and benefits of sending PHI
through text messages.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-indent: .5in;">
<br /></div>
<br />
<div class="MsoNormal">
<br /></div>
</div>
Karen McKeithen Schaede, Attorney at Lawhttp://www.blogger.com/profile/08263709163571755008noreply@blogger.com1tag:blogger.com,1999:blog-3437981429975816847.post-37532421001892155592013-10-04T12:46:00.001-07:002013-10-04T12:49:43.375-07:00Favorable Outcome for Abercrombie & Fitch In Religious Discrimination Lawsuit<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">The decision
by U.S. District Court Judge Gregory Frizzell, granting summary judgment to the
Equal Employment Opportunity Commission (EEOC) was reversed by the U.S. Court
of Appeals on October 1, 2013. The Tenth
Circuit disagreed with the District Court's determination that Abercrombie & Fitch violated Title
VII </span><span style="font-size: 19px; line-height: 21px;">of the Civil Rights Act of 1964,</span><span style="font-size: 14pt; line-height: 115%;"> by failing to provide a reasonable religious accommodation to a Muslim
woman.</span><span style="font-size: 14pt; line-height: 115%;"> </span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">The Tenth Circuit held that
Abercrombie was instead entitled to summary judgment because there was no
genuine dispute of material fact. The
court focused on the fact that the applicant never informed Abercrombie prior
to its hiring decision that her practice of wearing a hijab was based on her
religious beliefs and that she would need an accommodation because of the
conflict with Abercrombie’s clothing policy. <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiXhEtmuCKANLQa-upjJYGP2alD09qnwlqw9HXg1TgA1TXGzxUq8HLvkrfZGAYtDHr8ERx0LgXlPuyga3WpjseStb3TVIfj0vgrqu0mXghq61VLKYVJm4DtuIQg2yNibhDuQY-ymUlD68o/s1600/images.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiXhEtmuCKANLQa-upjJYGP2alD09qnwlqw9HXg1TgA1TXGzxUq8HLvkrfZGAYtDHr8ERx0LgXlPuyga3WpjseStb3TVIfj0vgrqu0mXghq61VLKYVJm4DtuIQg2yNibhDuQY-ymUlD68o/s1600/images.jpg" /></a></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">Abercrombie
has a “Look Policy” intended to promote the Abercrombie brand. Abercrombie claims
that its Look Policy is critical to its “preppy” and “casual” brand as it does
very little advertising through traditional media outlets. Abercrombie asserted that a sales-floor
employee who violates the Look Policy by wearing inconsistent clothing will
cause consumer confusion, will fail to perform an essential function of the sales-floor
employee position, and ultimately damage the brand. <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">In 2008, the
then 17-year-old, Samantha Elauf, applied for a job at Abercrombie Kids in
Tulsa, Oklahoma. Prior to her interview,
Ms. Elauf asked a friend who worked at Abercrombie whether wearing a hijab to
work was permissible. The friend inquired and communicated to Ms. Elauf that it
should not be a problem. Ms. Elauf wore
an Abercrombie T-shirt, jeans and a black hijab to her interview. During the interview the assistant manager never mentioned the Look
Policy by name but did describe the dress requirements. Ms. Elauf never
informed the assistant manager that she was Muslim, never brought up the
subject of the headscarf, or that she wore the headscarf for
religious reasons. <o:p></o:p></span><span style="font-size: 19px; line-height: 21px;">The interview went fairly well, and she was rated by the assistant manager as eligible for hire.</span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">Following
the interview, the assistant manager sought approval from a senior manager in
evaluating Ms. Elauf for the position. A district manager
determined that Ms. Elauf should not be hired because she wore a headscarf, which was
a clothing item that was inconsistent with the Look Policy. The Look Policy prohibited
employees from wearing black clothing and “caps.” However, the policy did not
explain the meaning of the term “cap.” <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<br />
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">The EEOC
sued on Ms. Elauf’s behalf, alleging violations of Title VII. The compliant stated that Abercrombie
refused to hire her because she wore a hijab, and failed to accommodate her
religious beliefs by making an exception to the Look Policy. </span><span style="font-size: 14pt; line-height: 115%;">The U.S. District Court agreed, granting
summary judgment to the EEOC after finding that Abercrombie and Fitch failed to
produce sufficient evidence to dispute the EEOC’s claims.</span><span style="font-size: 14pt; line-height: 115%;"> </span></div>
<div class="MsoNormal">
<span style="font-size: 14pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14pt; line-height: 115%;">Title VII’s regulations impose an obligation
on the employer “to reasonably accommodate the religious practices of an
employee or prospective employee, unless the employer demonstrates that
accommodation would result in undue hardship on the conduct of its
business.”</span><span style="font-size: 14pt; line-height: 115%;"> </span><span style="font-size: 14pt; line-height: 115%;">However, Title VII’s regulations are only imposed after an employer is put on
notice of the need for a religious accommodation. T</span><span style="font-size: 19px; line-height: 21px;">he Tenth Circuit found that</span><span style="font-size: 19px; line-height: 21px;"> n</span><span style="font-size: 14pt; line-height: 115%;">ot only did Ms. Elauf never
inform Abercrombie before its hiring decision that her practice of wearing a
hijab was based on her religious beliefs and that she needed an accommodation,
the hijab was not discussed at all.</span><span style="font-size: 14pt; line-height: 115%;"> </span><span style="font-size: 14pt; line-height: 115%;">Therefore,
the appeals court determined that the EEOC failed to establish its case under
Title VII’s religion-accommodation theory.</span></div>
Karen McKeithen Schaede, Attorney at Lawhttp://www.blogger.com/profile/08263709163571755008noreply@blogger.com0tag:blogger.com,1999:blog-3437981429975816847.post-14615873316332868922013-09-26T12:55:00.000-07:002013-09-26T12:56:11.886-07:00FDA Regulating Smartphone Apps<div class="MsoNormal">
<div class="MsoNormal">
<span style="font-size: 14pt; line-height: 115%;">According to
the Pew Research Center, more than half of all Americans own a smartphone and
along with smartphones come thousands of different apps.</span><span style="font-size: 14pt; line-height: 115%;"> </span><span style="font-size: 14pt; line-height: 115%;">Typically, people use their apps to listen to
music, read the news or get directions to their destination.</span><span style="font-size: 14pt; line-height: 115%;"> </span><span style="font-size: 14pt; line-height: 115%;">However, the Food and Drug Administration
(FDA) got involved once individuals started developing health and
wellness apps.</span><span style="font-size: 14pt; line-height: 115%;"> </span><span style="font-size: 14pt; line-height: 115%;">For example, there are
apps that measure the electrical activity of the brain, that take an
individual’s blood pressure and that store and transfer patient medical
records.</span><span style="font-size: 14pt; line-height: 115%;"> </span><span style="font-size: 14pt; line-height: 115%;">In June of 2012, Congress
passed a bill allowing the FDA to regulate medical apps on smartphones because the
apps could pose a risk to a user's safety if they were to not function as
intended.</span><span style="font-size: 14pt; line-height: 115%;"> </span><br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgL35Vdnok5id5tALMfoZLa5XeDULzP85SpjxJK5GxYOOFF4QO6iA__SvUCXpdeBZlLPOTX8h87-VWR_C7gxRRwju4MNFPbbLjoESjWYmcpuwVfMTAyoMO3q3vIX4DZznPWRu48EqOjpGw/s1600/cell-phone.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgL35Vdnok5id5tALMfoZLa5XeDULzP85SpjxJK5GxYOOFF4QO6iA__SvUCXpdeBZlLPOTX8h87-VWR_C7gxRRwju4MNFPbbLjoESjWYmcpuwVfMTAyoMO3q3vIX4DZznPWRu48EqOjpGw/s1600/cell-phone.jpg" height="320" width="320" /></a><span style="font-size: 14pt; line-height: 115%;"><br /></span><br />
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">On September
23, 2013 the FDA issued guidance on its regulatory strategy for health and
wellness apps for smartphones and other wireless devices. Senior Policy Advisor
at the FDA, Bakul Patel, said it was important for the FDA to weigh the
benefits of the innovation the apps bring to the industry and balance it
against patient safety risk. <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">There are
three categories of apps that the FDA is regulating, which include, those that connect to and control another regulated
device, those that display, transfer, store, or convert patient-specific
medical device data from a connected device and those that transform a mobile
platform into a regulated medical device.
The FDA has currently cleared around 100 mobile medical applications and
the review process has taken 67 days on average to complete. </span><span style="font-size: 14pt; line-height: 115%;">The FDA does
not intend to regulate apps that pose minimal risk to patients and
consumer, such as those</span><span style="font-size: 14pt; line-height: 115%;"> that
help smartphone users organize and track their health information or count
calories.</span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">If we allow
our smartphones to manage every other aspect of our lives, is the next logical
step to have smartphones help improve health and healthcare delivery? It is the clear direction the healthcare
industry seems to be taking with there already being around 200 mobile health
apps which have been co-branded with healthcare organizations. <o:p></o:p></span></div>
</div>
<br />
<div class="MsoNormal">
<br /></div>
</div>
Karen McKeithen Schaede, Attorney at Lawhttp://www.blogger.com/profile/08263709163571755008noreply@blogger.com0tag:blogger.com,1999:blog-3437981429975816847.post-2877463318008475892013-09-19T10:21:00.002-07:002013-09-19T10:23:14.366-07:00Are Your Employee’s Astroturfing For You?<div class="MsoNormal">
<span style="font-size: medium;"><span style="line-height: 115%;">Yelp Inc. is
suing a boutique bankruptcy law firm, McMillan Law Group, for allegedly “astroturfing.”
Astroturfing is when statements are given on the internet, which appear to be from
an independent, credible source but only because the source’s financial
connection is withheld. The term is derived from the synthetic carpeting that is </span></span><span style="font-size: 19px; line-height: 21px;">designed</span><span style="font-size: medium;"><span style="line-height: 115%;"> to look like natural grass, AstroTurf. <o:p></o:p></span></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEij4CqJucjRmKEXALoSSAhDZQiiYVqP6lLDWxi5Upw5KhCXNSwCbzPtTk5fiywkAJmT-mghb52UpW_8uzLDEzeINE1woxmUFMiwiW8GOXsDP1hUh-wa0duuJcdvlpSCuZBrQRtckdlhy4k/s1600/person_on_computer.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEij4CqJucjRmKEXALoSSAhDZQiiYVqP6lLDWxi5Upw5KhCXNSwCbzPtTk5fiywkAJmT-mghb52UpW_8uzLDEzeINE1woxmUFMiwiW8GOXsDP1hUh-wa0duuJcdvlpSCuZBrQRtckdlhy4k/s1600/person_on_computer.jpg" /></a><span style="font-size: 14.0pt; line-height: 115%;">According to
the <i>Yelp, Inc. v. McMillan Law Group Inc.</i>
complaint, a number of employees from the law firm were using their personal
accounts to give the firm five out of five stars and making statements, such
as, “Exceeded expectations” and “would
recommend for a quick, efficient and pain-free bankruptcy experience.” The complaint further alleges that the law
firm created Yelp profiles for the purpose of leaving glowing reviews.<o:p></o:p></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">The McMillan
Law Group contends that Yelp’s lawsuit against them is simply retaliation for the
law firm’s small claims filing on February 13, 2013 against Yelp. The McMillan Law
Group asserted that its contract with Yelp was void due to fraud in inducement
to advertise and duress, and it further alleged that the website failed to
provide promised services. A court commissioner
awarded McMillan Law Group $2,700 plus $95 in cost, as a refund for
advertising.</span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"> <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">Only time
will tell if there is any truth to the allegations against McMillan Law Group for
unfair business practices, but it serves as a warning to all businesses. Do not have employees post fake reviews for
your business as you may find yourself defending a lawsuit for astroturfing!<o:p></o:p></span></div>
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Karen McKeithen Schaede, Attorney at Lawhttp://www.blogger.com/profile/08263709163571755008noreply@blogger.com0tag:blogger.com,1999:blog-3437981429975816847.post-81105045295758220382013-09-06T11:50:00.001-07:002013-09-06T11:50:15.612-07:00Be Ready for the September 23 HIPAA Deadline<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">On March 26,
2013 the final rules that implement the Health and Information Technology for
Economic and Clinical Health (HITECH) Act went into effect. These rules
directed that all providers and groups must be in compliance by September 23,
2013. That date is right around the corner and it is imperative to use these
last few weeks to make the proper preparations to paper work and policies.
Failure to do so can result in increased fines. <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">The following
are key aspects of the law that providers must be aware of:<o:p></o:p></span></div>
<div class="MsoNormal">
<u><span style="font-size: 14.0pt; line-height: 115%;"><br /></span></u></div>
<div class="MsoNormal">
<u><span style="font-size: 14.0pt; line-height: 115%;">Business
Associate Agreements<o:p></o:p></span></u></div>
<table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
<tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjQwDIWry11OqvmRaV11Ut1-JTsSn-UNOeUsFJAKV74tAlhBAaBIw6jgePOYIfzfLPNZpdYav-anN4iw2vJMv1XhrHDU7FUUiv08BY95ZTFV6t0kOgaqYuK000WIkGIWrtPAQUfq7HpE00/s1600/time.jpg" imageanchor="1" style="clear: right; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjQwDIWry11OqvmRaV11Ut1-JTsSn-UNOeUsFJAKV74tAlhBAaBIw6jgePOYIfzfLPNZpdYav-anN4iw2vJMv1XhrHDU7FUUiv08BY95ZTFV6t0kOgaqYuK000WIkGIWrtPAQUfq7HpE00/s320/time.jpg" width="211" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;"><span style="background-color: white; color: #333333; font-family: Arial, Helvetica, sans-serif; line-height: 20.796875px; text-align: start;"><span style="font-size: xx-small;">Image courtesy of digitalart<br /> / FreeDigitalPhotos.net</span></span></td></tr>
</tbody></table>
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<span style="font-size: 14.0pt; line-height: 115%;">A business
associate (BA) is any company that handles PHI, such as vendors and
contractors. If no BA agreement exists, then one must be in place by September
23. Any already existing BA agreements that were previously considered HIPAA
compliant have a 1 year extension on revisions, as long as no renewals are done
between March 26 and September 23. Any BA agreement that is renewed after
September 23 must follow the new laws. BAs are now considered responsible for
their subcontractors and must have BA agreements with them. <o:p></o:p></span></div>
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<u><span style="font-size: 14.0pt; line-height: 115%;"><br /></span></u></div>
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<u><span style="font-size: 14.0pt; line-height: 115%;">Patient
Rights</span></u><span style="font-size: 14.0pt; line-height: 115%;"><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">The ruling
allows for patients to have expanded rights when it comes to the privacy and
security of their PHI. After September 23, they will be able to request their
records in electronic form. They can also request that a provider not disclose
any treatments to the health insurance carriers when the patient has paid in
full. There are also much stricter rules in place for the use of PHI for
marketing and fundraising purposes. The law prohibits selling a patient’s PHI
without their consent. September 23 is the deadline for adding and/or revising
your practice’s Notice of Privacy Practices (NPP) to reflect these changes. The
new changes will also implement the Genetic Information Nondiscrimination Act
(GINA) of 2008, which ensures that patient’s genetic health information cannot
be used by health insurance carriers for underwriting purposes.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">It is vital
for every practice to do the following updates before the September 23
deadline:<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">-Notice of
Privacy Practices form<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">-Business
Associate Agreements<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">-Authorization
forms<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">-staff
training<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">-HIPAA
privacy policies<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">-HIPAA
security policies<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">-Agreements
between BAs and Subcontractors<o:p></o:p></span></div>
<br />
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<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">Contact our
office if you have any questions concerning your practice and the September 23
HIPAA deadline. We are available to aid in all forms of practice preparation
and compliance to avoid the new higher fines of up to $1.5 million per
violation that comes with deadline.<o:p></o:p></span></div>
Karen McKeithen Schaede, Attorney at Lawhttp://www.blogger.com/profile/08263709163571755008noreply@blogger.com0tag:blogger.com,1999:blog-3437981429975816847.post-72970038046252658882013-07-29T18:05:00.001-07:002013-09-04T04:37:13.278-07:00Delay in Health Law Penalties<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgWS2Z-0cvRJ2MTGD3GSg96uUM12tSuYZpfnMNAizhQ-jdWQ8IR12FZ8ojLo6M1sQZRylRPAVaVJM6lHWhDcw4pnndnRgPRKFhqQud73EVq5yHNeDlbQ8AX9e2-uoZpLidXD5WuL8IevR4/s1600/scales.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="229" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgWS2Z-0cvRJ2MTGD3GSg96uUM12tSuYZpfnMNAizhQ-jdWQ8IR12FZ8ojLo6M1sQZRylRPAVaVJM6lHWhDcw4pnndnRgPRKFhqQud73EVq5yHNeDlbQ8AX9e2-uoZpLidXD5WuL8IevR4/s320/scales.jpg" width="320" /></a><span style="font-size: 14.0pt; line-height: 107%;">On Tuesday,
July 2, the Treasury Department announced its determination to delay
enforcement of a portion of the Affordable Care Act which required certain large
employers to provide health insurance for employees. Firms that have more than
50 employees have been granted a reprieve from the Obama Administration and now
have until 2015 before they will be required to face the decision whether to
provide health coverage to employees or face stiff sanctions. The original
mandate, as set forth in the Affordable Care Act of 2010, requires that
companies with 50 or more employees provide health benefits to full-time
employees or face fines starting at $2,000 per full-time employee. According to the U.S. Department of the
Treasury, the decision to implement the enforcement delay was precipitated by
concerns from a number of parties regarding the complexity of the new employer
and insurer reporting requirements which go along with the mandate. The Feds
hope to advance two goals through this 1-year extension. First, the Administration hopes to utilize
the delay as an opportunity for more time to consider methods to simplify the
new reporting requirements that are consistent with the Affordable Care Act. The
second goal is to allow more time for the adaptation of health coverage and
reporting systems as employers work toward implementation of the mandated
health coverage and reporting requirements.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 107%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 107%;">It is
important to note, also, that these actions by the Administration do not affect
employee access to available premium tax credits or any other Affordable Care
Act provision.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
“Treasury Notes”, U.S. Department of The Treasury,
www.treasury.gov/connect/blog/pages/continuing-to-improve-the-aca-in-a-careful-thoughtful-manner-aspx<o:p></o:p></div>
<div class="MsoNormal">
“Health-Law Penalties for Big Employers to Be Delayed in
2014”, <i>The Wall Street Journal,</i>
online.wsj.com/articles/SB10001424127887324436104578582082787214660.html <o:p></o:p></div>
Karen McKeithen Schaede, Attorney at Lawhttp://www.blogger.com/profile/08263709163571755008noreply@blogger.com0tag:blogger.com,1999:blog-3437981429975816847.post-69858633200561112192013-06-28T07:03:00.000-07:002013-06-30T19:15:10.701-07:00Changes in NC Medicaid Claims Processing<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiY6PN2htTwRLf_4x7dQXLRLrq2bIhzt8yyAShYISTt3FYgK8RdBwYyzrvGhKgvNzxguBPjd8DmQxJp779Yh7orSHuzWZiToA_tgw2LuVoDk6Rqk6YM4tOC7u3MiX9QQneI00Bsq5CvFu4/s160/EMR+computer+%25281%2529.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiY6PN2htTwRLf_4x7dQXLRLrq2bIhzt8yyAShYISTt3FYgK8RdBwYyzrvGhKgvNzxguBPjd8DmQxJp779Yh7orSHuzWZiToA_tgw2LuVoDk6Rqk6YM4tOC7u3MiX9QQneI00Bsq5CvFu4/s160/EMR+computer+%25281%2529.jpg" /></a></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">On July 1,
2013 a much anticipated change will take place in the North Carolina Medicaid
system when the state’s 34-year-old claims processing computer system, known as
Legacy, will be retired and replaced by the new system, NC Tracks. After being
awarded a contract in 2008, Computer Sciences Corporation (“CSC”), a Virginia-based
company, developed the system based on a similar system currently in place in
New York. CSC will manage call centers, claims processing, prior authorization
reviews, pharmacy processes, and medical policy reviews.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">The old
system, administrated by Hewlett Packard, is no longer able to adapt to the
numerous changes happening across the landscape of state and federal healthcare
law. NC Tracks has been developed to grow
and change as healthcare changes and has the ability to expand if additional programs
or government payers are added. NC Tracks has many other capabilities that will
be of more immediate benefit. The system has the ability to process claims from
multiple divisions of the Department of Health and Human Services. Also, it
will combine the old Legacy system that processes claims for the Division of
Medical Assistance (DMA), the Integrated Payment and Reporting System (IPRS) used
by the Division of Mental Health, and the Purchase of Medical Care Services
(POMCS) that handles claims for both the Division of Public Health and the
Office of Rural Health and Community Care. <o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-size: 14.0pt; line-height: 115%;">The new system will have the
following online capabilities:<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-size: 14.0pt; line-height: 115%;">-recipient eligibility verification<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-size: 14.0pt; line-height: 115%;">-prior approval request<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-size: 14.0pt; line-height: 115%;">-claims submissions<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-size: 14.0pt; line-height: 115%;">-secure email messaging <o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-size: 14.0pt; line-height: 115%;">-electronic remittance advice reports<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-size: 14.0pt; line-height: 115%;">-view claim status in real time <o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-size: 14.0pt; line-height: 115%;">
<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 24.0pt;">
<span style="font-size: 14.0pt; line-height: 115%;">While the Legacy system has some of these attributes, the NC
Tracks system is designed for improved paperless processing and a higher level
of efficiency for providers. It also claims to “streamline the claims process”
and provides the ability for online enrollment, verification, and
credentialing.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 24.0pt;">
<span style="font-size: 14.0pt; line-height: 115%;">Despite the benefits reported by CSC and DHHS about NC
Tracks, not everyone is so confident. In a report recently released by State
Auditor Beth Wood’s office, multiple questions were raised about the readiness
of the new system. There is concern that the system is not prepared for the
onslaught of claims from the over 70,000 enrolled providers. The major is that
the system has not been properly tested. There were issues with a portion of
the test cases run, as well as unease that not all the testing has been
completed with barely a month left before implementation. Also causing distress
is the computer code used to write the software. CSC used an antiquated style
of code from the 1950’s that is rarely used today. Detractors of the system are
complaining that most people trained in writing the code are retired, and
programmers from India had to be brought in to develop the system. <o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 24.0pt;">
<span style="font-size: 14.0pt; line-height: 115%;">With the July 1<sup>st</sup> deadline looming, CSC has many
promises to fulfill. After running two years over deadline and costs rising
from the projected $265 million to $484 million, faith in NC Tracks is waning.
Providers are hoping that the new system will be more user-friendly and make
providing healthcare and supplies to Medicaid recipients easier, as promised. If
NC Tracks fails to meet the demands of DHHS, this will be the mostly costly
mistake in the state’s history.<o:p></o:p></span></div>
<div class="MsoNormal">
<a href="http://ncmmis.ncdhhs.gov/files/updates/NCTracks%20Overview%20Fact%20Sheet.pdf">http://ncmmis.ncdhhs.gov/files/updates/NCTracks%20Overview%20Fact%20Sheet.pdf</a><o:p></o:p></div>
<div class="MsoNormal">
<a href="http://ncmmis.ncdhhs.gov/files/updates/NCTracks%20Brochure.pdf">http://ncmmis.ncdhhs.gov/files/updates/NCTracks%20Brochure.pdf</a><o:p></o:p></div>
<div class="MsoNormal">
<a href="http://www.ncdhhs.gov/dma/provider/mmis.htm">http://www.ncdhhs.gov/dma/provider/mmis.htm</a><o:p></o:p></div>
<div class="MsoNormal">
<a href="http://www.newsobserver.com/2013/05/22/2910321/audit-nc-medicaid-claims-system.html">http://www.newsobserver.com/2013/05/22/2910321/audit-nc-medicaid-claims-system.html</a><o:p></o:p></div>
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Karen McKeithen Schaede, Attorney at Lawhttp://www.blogger.com/profile/08263709163571755008noreply@blogger.com0tag:blogger.com,1999:blog-3437981429975816847.post-19123001804834938342013-05-29T12:07:00.002-07:002013-05-29T12:07:45.211-07:00Hiring Children and Teens as Summer Employees<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">The sun is finally
shining and the end of school imminent, it is evident summer is here. With the
change of seasons comes a rush of teens and college students looking for
employment. In July 2012 there were 23.5 million employees between the ages of 16-24. Businesses are smart to take advantage of
this influx of economical labor, but it is important to understand the laws
that surround hiring summer help.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 6.0pt;">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal" style="margin-bottom: 6.0pt;">
<span style="font-size: 14.0pt; line-height: 115%;">The laws for hiring young people are dependent on age. Children
under 14 may not work, except in very select jobs such as paper delivery,
casual childcare, and acting. The following rules apply for children 14-15
years of age:<o:p></o:p></span></div>
<table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
<tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhj9BbCpsQeBwTqXByAa_TOw7UeUrJNGDyeTYndejcVmErPFDFJDdja8W0LDGA67LC_dBP73HMXrnrJj74cH5a-3CFgZmzgTlEdIcAMxmsRbtS_dTcfddewrMRk_X4H0V6t3A-wGHCSI54/s1600/freeimage-4755148-high.jpg" imageanchor="1" style="clear: right; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" height="247" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhj9BbCpsQeBwTqXByAa_TOw7UeUrJNGDyeTYndejcVmErPFDFJDdja8W0LDGA67LC_dBP73HMXrnrJj74cH5a-3CFgZmzgTlEdIcAMxmsRbtS_dTcfddewrMRk_X4H0V6t3A-wGHCSI54/s320/freeimage-4755148-high.jpg" width="320" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;"><span style="font-size: xx-small;"><span style="background-color: white; color: #535353; font-family: Verdana, sans-serif; text-align: start;">© Nezezon | </span><a href="http://www.dreamstime.com/" style="color: #535353; font-family: Verdana, sans-serif; margin: 0px; padding: 0px; text-align: start;">Dreamstime Stock Photos</a><span style="background-color: white; color: #535353; font-family: Verdana, sans-serif; text-align: start;"><br />&</span><a href="http://www.stockfreeimages.com/" style="color: #535353; font-family: Verdana, sans-serif; margin: 0px; padding: 0px; text-align: start;">Stock Free mages</a></span></td></tr>
</tbody></table>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-size: 14.0pt; line-height: 115%;"></span></div>
<ul>
<li><span style="font-size: 14pt; line-height: 115%;">work time must be outside school hours</span></li>
<li><span style="font-size: 14pt; line-height: 115%;">3 hours a day on school days and 8
hours a day on non-school days</span></li>
<li><span style="font-size: 14pt; line-height: 115%;">18 hours a week during a school
week and 40 hours during a non-school week</span></li>
<li><span style="font-size: 14pt; line-height: 115%; text-indent: -9pt;">work hours must fall between 7am and 7pm unless it is June 1 and Labor
Day, in</span><span style="font-size: 14pt; line-height: 115%; text-indent: -9pt;"> </span><span style="font-size: 14pt; line-height: 115%; text-indent: -9pt;">which it is extended to 9pm</span></li>
</ul>
<br />
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">16- and 17-year-olds
can work unlimited hours. <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">Both state
and federal labor laws that govern the hiring of anyone under 18. It is important to note that the more
stringent law always applies. Though not a federal requirement, the state of
North Carolina requires anyone under 18 to have a work permit. A new addition
to NC requirements is the following: 14- and 15-year-olds may prepare food, but
may not bake, cook over an open flame, or use manual deep fat fryers. <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">The benefits
of hiring summer employees are numerous. It is more economical for an employer
than a normal full-time employee. They can complete tedious and low-priority
tasks that are still important to the company. For example, a doctor’s office
that needs to scan paper charts can pay a teenager to sit at the scanner all
day for a fraction of what they would pay a regular employee. It is also
helpful to have extra bodies during the time when multiple employees take vacation.
Productivity will not be hampered by a skeleton staff, and there will not be a
backlog of work once full time employees return to work. It is also important
to realize the long-term effect having summer help can have on a business.
Forming relationships with high school and college students can lead to
outstanding full time employees that are comfortable and familiar with the
company once they have completed school.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">Using summer
employees is beneficial on many levels. However, it can also cause major
problems for a business that does not follow the applicable laws. Consult an
attorney if your company is considering the possibility of summer help. It is
vital to know the regulations about benefits, wages, and age related laws.
Violations can be very costly with penalties up to $11,000 per child, per
violation. For repeat offenders or those that cause injury or death, fines can
be up to $100,000. Protect yourself by allowing an attorney to guide you
through the ins and outs of hiring young people.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">Another alternative is hiring summer interns. For more information read <a href="http://schaedelawblog.blogspot.com/2013/02/understanding-legal-issues-of-unpaid.html" target="_blank">Understanding the Legal Issues of Unpaid Interns</a>.</span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-size: 9.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-size: 9.0pt; line-height: 115%;">Sources:<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 6.0pt;">
<span style="font-size: 9.0pt; line-height: 115%;">Child Labor in Nonagricultural Occupations in North Carolina.
(n.d.) <i>NC Department of Labor</i>. Retrieved
on May 15, 2013 from <a href="http://www.nclabor.com/wh/fact%20sheets/joint_state_fed.htm">http://www.nclabor.com/wh/fact%20sheets/joint_state_fed.htm</a>
<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 6.0pt;">
<span style="font-size: 9.0pt; line-height: 115%;">Employment and Unemployment Amount Youth Summary. (August 21,
2012.) <i>Bureau of Labor Statistics</i>. Retrieved
on May 15, 2013 from <a href="http://www.bls.gov/news.release/youth.nr0.htm">http://www.bls.gov/news.release/youth.nr0.htm</a><span class="MsoHyperlink"><o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin-bottom: 6.0pt;">
<span style="font-size: 9.0pt; line-height: 115%;">Fact Sheet #43: Youth Employee Provisions of the Fair Labor
Standards Act for Nonagricultural Occupations. (July 2010). <i>Department of Labor</i>. Retrieved on May
15, 2013 from <a href="http://www.dol.gov/whd/regs/compliance/whdfs43.pdf">http://www.dol.gov/whd/regs/compliance/whdfs43.pdf</a><o:p></o:p></span></div>
Karen McKeithen Schaede, Attorney at Lawhttp://www.blogger.com/profile/08263709163571755008noreply@blogger.com0tag:blogger.com,1999:blog-3437981429975816847.post-18158607818060642372013-05-15T07:09:00.000-07:002013-05-15T07:09:51.031-07:00HIPAA Allows for Disclosures in Certain Situations<br />
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">The US
Department of Health and Human Services recognizes that medical providers play
a vital role in protecting the general public. There is information that is only
available to providers, and they have a responsibility to share that information
with the appropriate officials if a patient presents the threat of danger to
themselves or others. There are circumstances when HIPAA does allow for the
release of PHI without patient authorization.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"></span><br />
<span style="font-size: 14.0pt; line-height: 115%;"></span></div>
<table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; text-align: left;"><tbody>
<tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhiyMfvNRW3twiy2hffgFkOWqWaWnlBj895Gyq-u2bUS-B5hB4JL_02tZ89NAGVeZ2H57lLQIfJ5M-_-oIN_HPzA_zRPETS37ddfNOeGZvWP_99MVO4rMBehP9k0O-TEaCSkXsKxogoN6I/s1600/freeimage-1934531-high.jpg" imageanchor="1" style="clear: left; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" height="132" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhiyMfvNRW3twiy2hffgFkOWqWaWnlBj895Gyq-u2bUS-B5hB4JL_02tZ89NAGVeZ2H57lLQIfJ5M-_-oIN_HPzA_zRPETS37ddfNOeGZvWP_99MVO4rMBehP9k0O-TEaCSkXsKxogoN6I/s200/freeimage-1934531-high.jpg" width="200" /></a></td></tr>
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<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">The
following are situations in which the Privacy Rule allows disclosures: when it is necessary for treatment, to protect
public health, or if concern exists that the patient may do harm to another.
Examples include child abuse or neglect; when the effectiveness of a product or
activity regulated by the FDA is in question; when there is a risk of a person
contracting or spreading a communicable disease; or if there is a threat to do
harm to a person or group of people. <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">Recent
meetings before the US House Oversight and Commerce Committee have proven that
it is necessary to address the provisions that allow for disclosures. Providers
need to be better informed as to situations when it is permitted, and even
ethical, to report information to those who are legally authorized to receive it.
<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">Healthcare
professionals live in fear of violating HIPAA. Afraid of disclosing any PHI,
they rarely even report information in one of the situations for which the rule
makes an exception. It is important for health care providers to educate
themselves. Consult with a healthcare attorney that is well versed in HIPAA and
privacy laws. They will also know about recent court cases in which precedent
has been set, as well as applicable state laws. Also, if a situation presents
with a patient that is concerning to the provider, the attorney can provide
advice on how to progress. Other helpful resources are professional societies
and the Department for Health and Humans Services.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">The best way
to follow the laws set forth in HIPAA is to understand them. Don’t use HIPAA as
shield. Know what the Privacy Rule restrictions are and identify how best to
protect your patients while also protecting those around them.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-size: x-small;">Sources:<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: x-small;">Ouellette, Patrick. (April 30, 2013) Weighing HIPAA privacy
standards vs. public safety. <i>Health IT
Security</i>. Retrieved on May 7, 2013 from <a href="http://healthitsecurity.com/2013/04/30/weighing-hipaa-privacy-standards-vs-public-safety/">http://healthitsecurity.com/2013/04/30/weighing-hipaa-privacy-standards-vs-public-safety/</a><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: x-small;">Rodriguez, Leon. (January 15, 2013) Message to Our Nation’s
Health Care Providers. <i>Department of
Health and Human Services.</i> Retrieved
on May 7, 2013 from <a href="http://www.hhs.gov/ocr/office/lettertonationhcp.pdf">http://www.hhs.gov/ocr/office/lettertonationhcp.pdf</a></span></div>
<div class="MsoNormal">
<span style="font-size: x-small;"><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: x-small;">Public Health. (April 3, 2003.) <i>US Department of Heath and Human Services</i>. Retrieved on May 7, 2013
from <a href="http://www.hhs.gov/ocr/privacy/hipaa/understanding/special/publichealth/">http://www.hhs.gov/ocr/privacy/hipaa/understanding/special/publichealth/</a><span class="MsoHyperlink"><o:p></o:p></span></span></div>
<div class="MsoNormal">
<span style="font-size: x-small;">Witnesses Voice HIPAA Concerns During Congressional Hearing.
(April 29, 2013.) <i>iHealthBeat</i>.
Retrieved on May 7, 2013 from <a href="http://www.ihealthbeat.org/articles/2013/4/29/witnesses-voice-hipaa-concerns-during-congressional-hearing.aspx">http://www.ihealthbeat.org/articles/2013/4/29/witnesses-voice-hipaa-concerns-during-congressional-hearing.aspx</a></span><o:p></o:p></div>
Karen McKeithen Schaede, Attorney at Lawhttp://www.blogger.com/profile/08263709163571755008noreply@blogger.com0tag:blogger.com,1999:blog-3437981429975816847.post-71609268606168673602013-05-09T05:42:00.000-07:002013-05-09T05:42:28.592-07:00Bullying at Work<br />
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">Bullying in
classrooms and playgrounds is a hot topic right now. People all over the
country are discussing ways to stop it from happening and how to help the
victims. While everyone is quick to discuss childhood bullying, there is
another type of bullying affecting people all over the country that no one
seems to want to talk about--workplace bullying.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
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</tbody></table>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">Called a
silent epidemic by many, studies show that as many as 54 million Americans have
been bullied at some point while at work. However, 40% of those targeted never
tell their boss. Bullying is four times more prevalent than discrimination, but
yet there are laws in place to protect employees from discrimination. No laws
exist to protect employees from bullying. With no laws to protect them and
employers that do not seem to discourage bullying, people prefer not to discuss
that they are being bullied.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">It is very
important that management in every company works to eradicate bullying from its
company culture. Not only does it cause problems among employees, it also costs
time and money. Bullying leads to high turnover, low productivity, loss of
sharing ideas and creative thinking, and can harm the company’s reputation. The
following are important facts that employers should know about bullying:<o:p></o:p></span></div>
<div class="MsoNormal">
<u><span style="font-size: 14.0pt; line-height: 115%;"><br /></span></u></div>
<div class="MsoNormal">
<u><span style="font-size: 14.0pt; line-height: 115%;">Health
Effects<o:p></o:p></span></u></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">Bullying has
been proven to negatively affect the health of those targeted. 45% of people
that are bullied suffer from stress-related health problems. These include:<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<table border="0" cellpadding="0" cellspacing="0" class="MsoTableGrid" style="border-collapse: collapse; border: none; mso-border-insideh: none; mso-border-insidev: none; mso-padding-alt: 0in 5.4pt 0in 5.4pt; mso-yfti-tbllook: 1184;">
<tbody>
<tr>
<td style="padding: 0in 5.4pt 0in 5.4pt; width: 159.6pt;" valign="top" width="213"><div class="MsoNormal" style="margin-bottom: 0.0001pt;">
Emotional stress<o:p></o:p></div>
</td>
<td style="padding: 0in 5.4pt 0in 5.4pt; width: 159.6pt;" valign="top" width="213"><div class="MsoNormal" style="margin-bottom: 0.0001pt;">
Digestive issues<o:p></o:p></div>
</td>
<td style="padding: 0in 5.4pt 0in 5.4pt; width: 159.6pt;" valign="top" width="213"><div class="MsoNormal" style="margin-bottom: 0.0001pt;">
High blood pressure<o:p></o:p></div>
</td>
</tr>
<tr>
<td style="padding: 0in 5.4pt 0in 5.4pt; width: 159.6pt;" valign="top" width="213"><div class="MsoNormal" style="margin-bottom: 0.0001pt;">
Low self esteem<o:p></o:p></div>
</td>
<td style="padding: 0in 5.4pt 0in 5.4pt; width: 159.6pt;" valign="top" width="213"><div class="MsoNormal" style="margin-bottom: 0.0001pt;">
Insomnia<o:p></o:p></div>
</td>
<td style="padding: 0in 5.4pt 0in 5.4pt; width: 159.6pt;" valign="top" width="213"><div class="MsoNormal" style="margin-bottom: 0.0001pt;">
Depression<o:p></o:p></div>
</td>
</tr>
<tr>
<td style="padding: 0in 5.4pt 0in 5.4pt; width: 159.6pt;" valign="top" width="213"><div class="MsoNormal" style="margin-bottom: 0.0001pt;">
Anxiety<o:p></o:p></div>
</td>
<td style="padding: 0in 5.4pt 0in 5.4pt; width: 159.6pt;" valign="top" width="213"><div class="MsoNormal" style="margin-bottom: 0.0001pt;">
PTSD<o:p></o:p></div>
</td>
<td style="padding: 0in 5.4pt 0in 5.4pt; width: 159.6pt;" valign="top" width="213"><div class="MsoNormal" style="margin-bottom: 0.0001pt;">
Trouble in relationships<span style="font-size: medium;"><o:p></o:p></span></div>
</td>
</tr>
</tbody></table>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-size: 14pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-size: 14pt; line-height: 115%;">When
employees are experiencing these health problems, they tend to miss more work
and when they are at work, productivity is low.</span></div>
<div class="MsoNormal">
<u><span style="font-size: 14.0pt; line-height: 115%;"><br /></span></u></div>
<div class="MsoNormal">
<u><span style="font-size: 14.0pt; line-height: 115%;">Ways
People Bully<o:p></o:p></span></u></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">There are
numerous ways a bully can torture a target at work. Approximately 70% of workplace bullies are
supervisors. The following are things that employers should watch for during
interactions between all employees, especially managers and those under their
supervision: <o:p></o:p></span></div>
<div class="MsoNormal">
</div>
<ul>
<li><span style="font-size: 14pt; line-height: 115%;">Verbal
abuse, shouting, swearing</span></li>
<li><span style="font-size: 14pt; line-height: 115%;">Unjustified
criticism or blame</span></li>
<li><span style="font-size: 14pt; line-height: 115%;">Purposeful
exclusion from activities</span></li>
<li><span style="font-size: 14pt; line-height: 115%;">Ignoring
work and ideas</span></li>
<li><span style="font-size: 14pt; line-height: 115%;">Humiliation,
embarrassment</span></li>
<li><span style="font-size: 14pt; line-height: 115%;">Practical
jokes</span></li>
</ul>
<br />
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">The best way
for an employer to protect employees is awareness of how employees are
interacting with each other. Bullying patterns in employee exchanges may indicate
that a person is a repeat offender of some of the above list, if not all. <o:p></o:p></span></div>
<div class="MsoNormal">
<u><span style="font-size: 14.0pt; line-height: 115%;"><br /></span></u></div>
<div class="MsoNormal">
<u><span style="font-size: 14.0pt; line-height: 115%;">Strategies
for Curtailing Bullying<o:p></o:p></span></u></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">Employers should
take several steps to creating a bully-free workplace. The first step is to meet
with a business attorney to develop an anti-bullying policy. Next, it is
important to provide employee education and awareness. Train managers to watch
for the signs and symptoms of bullying, and instruct managers regarding how
they can help protect employees. Educate all employees about the company’s
stance on workplace bullying. Make sure to impress upon employees that the
company sincerely wants to know if they are being bullied and that steps will
be taken to mediate the situation. It is vital that employers not create a
hostile work environment by unwittingly rewarding bullies. Employers should
treat all bullying claims seriously. Investigation and documentation of claims is
very important. <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">About 20% of
bullying turns into harassment. Once it reaches that point, the employee being
targeted can sue the company. By creating policies that work to prevent
bullying, a company can protect itself and its employees. <o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-size: x-small;">Sources:<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: x-small;">Conflict Management at Iowa. (December 14, 2010). <i>The University of Iowa. </i>Retrieved April 29,
2013 from <a href="http://www.uiowa.edu/~confmgmt/tencharacter.shtml">http://www.uiowa.edu/~confmgmt/tencharacter.shtml</a><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: x-small;">Results of the 2007 WBI U.S. Workplace Bullying Survey.
(n.d.)<i> Workplace Bullying Institute</i>. <a href="http://www.workplacebullying.org/wbiresearch/wbi-2007/">http://www.workplacebullying.org/wbiresearch/wbi-2007/</a><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: x-small;">Workplace Bullying. (n.d.)<i>Bullying Statistics</i>. Retrieved April 29, 2013 from <a href="http://www.bullyingstatistics.org/content/workplace-bullying.html">http://www.bullyingstatistics.org/content/workplace-bullying.html</a></span><o:p></o:p></div>
Karen McKeithen Schaede, Attorney at Lawhttp://www.blogger.com/profile/08263709163571755008noreply@blogger.com0tag:blogger.com,1999:blog-3437981429975816847.post-26980261118000501932013-04-30T04:52:00.002-07:002013-04-30T04:52:55.500-07:00Accountable Care Organizations<br />
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">Since the
implementation of the Affordable Care Act (ACA), the healthcare world has been
inundated with new ideas, new laws, and a lot of change. One interesting part
of the ACA that is not getting much attention is the formation of Accountable
Care Organizations (ACOs) nationwide. The
objective of the formation of an ACO is to combine different areas of medical
care into one functioning organization that allows providers to work together
to treat patients in the most efficient and cost effective way and rewards the
providers for their teamwork. <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
<tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjpOAsMcgYW2IpqpMioyvwl4Z71VIC5mV5Rl4vMoVcBohuEg7wCi_RZWSGcwg0li7WRQ2G_6nWUYlsD_sVlYp9X5ayxemO7rgLGHhOosNqL6PQBRTv5FLCG_08w-M8rtApRfPbyOEqNUr8/s1600/freeimage-5443991-web.jpg" imageanchor="1" style="clear: right; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjpOAsMcgYW2IpqpMioyvwl4Z71VIC5mV5Rl4vMoVcBohuEg7wCi_RZWSGcwg0li7WRQ2G_6nWUYlsD_sVlYp9X5ayxemO7rgLGHhOosNqL6PQBRTv5FLCG_08w-M8rtApRfPbyOEqNUr8/s320/freeimage-5443991-web.jpg" width="320" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;"><span style="font-size: xx-small;"><span style="background-color: white; color: #535353; font-family: Verdana, sans-serif; text-align: start;">© Robisklp | </span><a href="http://www.dreamstime.com/" style="color: #535353; font-family: Verdana, sans-serif; margin: 0px; padding: 0px; text-align: start;">Dreamstime Stock Photos</a><span style="background-color: white; color: #535353; font-family: Verdana, sans-serif; text-align: start;"> &</span><a href="http://www.stockfreeimages.com/" style="color: #535353; font-family: Verdana, sans-serif; margin: 0px; padding: 0px; text-align: start;">Stock Free Images</a></span></td></tr>
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<span style="font-size: 14.0pt; line-height: 115%;">The ACA
includes incentives to form ACOs in an effort to cut costs to Medicare. Centers
for Medicare and Medicaid Services (CMS) estimates that patients taking
advantage of an ACO will accrue approximately $960 million in savings for
Medicare over three years. The savings comes from patients seeing doctors who
are members of the same ACO and work together to streamline care. Duplicate
testing and unnecessary procedures are avoided, and patients are well taken
care of by doctors who are in constant communication. Two out of three
Americans over 65 have multiple chronic conditions. These patients benefit the
most from care provided by an ACO. Coordinated care leads to fewer mistakes,
better coordination of care, and less hospital readmissions due to poor follow
up care. <o:p></o:p></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;">The ACA is
attempting to turn the healthcare industry away from a purely fee-for-service
system to a system that operates with more efficiency and less redundancy of
work. In an ACO structure, physicians are rewarded for value and meeting
pre-set standards in quality instead of being rewarded solely for volume of
medical care. ACOs combine fee-for-service, care management, and performance
incentives. <o:p></o:p></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;">Opponents of
ACOs are concerned that they too closely resemble the HMOs of yesterday. The
biggest difference between the two is the lack of network in the former. ACO
patients are not required to visit doctors that are in their ACO. They are free
to visit any doctor that accepts their insurance. However, staying in the ACO
network benefits patients because all of their doctors are working cohesively
for the best possible healthcare outcome.<o:p></o:p></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;">Providers are
seeing numerous benefits for forming an ACO or joining an already existing one.
The foremost advantage is the shared savings. When an ACO meets quality benchmarks
and the cost-of-care falls below the established threshold, the entity then
gets a portion of the savings. There are 33 measures in 4 domains that an ACO
must hit. In the first year, an ACO is paid for reporting, and in the second
and third years they receive incentives for reporting and performance. <o:p></o:p></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;">While ACOs
are still in the early stages of growth, the number is steadily climbing.
Currently there are a total of 428 ACOs in 49 states. They still serve mostly
Medicare patients, but the numbers of those for privately insured patients are
growing as well. Unlike Medicare ACOs, private ACOs have a good bit more flexibility.
However, they do serve the same purpose—sharing savings by joining together to
provide coordinated quality care. <o:p></o:p></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;">There is
concern that ACOs that dominate the healthcare landscape in any particular
area, especially rural areas where there are few healthcare choices, can be
considered a monopoly. This was taken into consideration, and the same day that
CMS established the rules for ACOs, the Justice Department and Federal Trade
Commission also issued rules that allow a certain amount of consolidation for
health care groups. If you are a physician looking for more information on
establishing an ACO, refer to the CMS website for rules and regulations and
contact your healthcare attorney.<o:p></o:p></span></div>
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Sources:<o:p></o:p></div>
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<span style="font-size: 8.0pt; line-height: 115%;">Accountable
Care Organizations (ACO). (March 22, 2013.) <i>Centers
for Medicare and Medicaid Services</i>. Retrieved April 18, 2013 from <a href="http://www.cms.gov/Medicare/Medicare-Fee-for-Service-Payment/ACO/index.html?redirect=/aco/">http://www.cms.gov/Medicare/Medicare-Fee-for-Service-Payment/ACO/index.html?redirect=/aco/</a><o:p></o:p></span></div>
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<span style="font-size: 8.0pt; line-height: 115%;">Accountable
Care Organizations: Improving Care Coordination for People with Medicare.
(March 12, 2012). <i>Health Care.gov</i>. Retrieved
April 18, 2013 from <a href="http://www.healthcare.gov/news/factsheets/2011/03/accountablecare03312011a.html">http://www.healthcare.gov/news/factsheets/2011/03/accountablecare03312011a.html</a><u><span style="color: blue;"><o:p></o:p></span></u></span></div>
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<span style="font-size: 8.0pt; line-height: 115%;">Bouchard,
Stephanie. (November 22, 2011.) NCQA Releases ACO Guidelines. <i>Healthcare IT News</i>. Retrieved April 18,
2013 from <a href="http://www.healthcareitnews.com/news/ncqa-releases-aco-guidelines">http://www.healthcareitnews.com/news/ncqa-releases-aco-guidelines</a><o:p></o:p></span></div>
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<span style="font-size: 8.0pt; line-height: 115%;">FAQs about
ACOS. (2013.) <i>AAFP</i>. Retrieved April
18, 2013 from <a href="http://www.aafp.org/online/en/home/practicemgt/specialtopics/designs/practiceaffiliationoptions/faq.html#Parsys22917">http://www.aafp.org/online/en/home/practicemgt/specialtopics/designs/practiceaffiliationoptions/faq.html#Parsys22917</a><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 8.0pt; line-height: 115%;">Muhlestein,
David. (February 19, 2013) Continues Growth of Public and Private Accountable
Care Organizations. <i>Health Affairs Blog</i>.
Retrieved April 18, 2013 from <a href="http://healthaffairs.org/blog/2013/02/19/continued-growth-of-public-and-private-accountable-care-organizations/">http://healthaffairs.org/blog/2013/02/19/continued-growth-of-public-and-private-accountable-care-organizations/</a><o:p></o:p></span></div>
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<br /></div>
Karen McKeithen Schaede, Attorney at Lawhttp://www.blogger.com/profile/08263709163571755008noreply@blogger.com0tag:blogger.com,1999:blog-3437981429975816847.post-25027225171338937852013-04-24T05:04:00.001-07:002013-04-24T05:04:18.826-07:00Freelance Part 3: Working as an Independent Contractor<br />
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</div>
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<span style="font-size: 14.0pt; line-height: 115%;">In the last
two posts <a href="http://schaedelawblog.blogspot.com/2013/04/freelance-part-1-pros-and-cons-of.html" target="_blank">Pros and Cons of Hiring Independent Contractors</a> and <a href="http://schaedelawblog.blogspot.com/2013/04/freelance-part-2-legal-aspects-of.html" target="_blank">The Legal Aspects of Independent Contractors</a> we have looked at the pros and cons and the legal
aspects of hiring freelancers. This post will address the issues that face
individuals working as independent contractors.<o:p></o:p></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;">The number
of freelancers in the United States is rapidly rising. With the economy still
shaky and layoffs still a concern for many, the idea of being an independent
contractor is extremely appealing. While there are benefits, there are also
drawbacks. It is important to explore all facets of being an independent worker
before taking the plunge into self-employment.<o:p></o:p></span></div>
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<table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: left; margin-right: 1em; text-align: left;"><tbody>
<tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh7WT3ZuOkQmOh9UDyXs_sm3uxaCzV55GqGJkXRqPCHmKc3cggbw_2Ln-w_XYEcFl62DIEthNR1RQzRHAsx2v_5x44pBVIceqorK2b64kTK9VHcLthyphenhyphenbww9MT_2bdCiRT8WZicM5dvSvrI/s1600/Photoxpress_3383000.jpg" imageanchor="1" style="clear: left; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" height="150" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh7WT3ZuOkQmOh9UDyXs_sm3uxaCzV55GqGJkXRqPCHmKc3cggbw_2Ln-w_XYEcFl62DIEthNR1RQzRHAsx2v_5x44pBVIceqorK2b64kTK9VHcLthyphenhyphenbww9MT_2bdCiRT8WZicM5dvSvrI/s200/Photoxpress_3383000.jpg" width="200" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;"><ul class="nobullet" style="background-color: white; color: #5f5f5f; font-family: 'Trebuchet MS', Helvetica, Freesans, Arial, sans-serif; line-height: 20px; list-style-type: none; margin: 0px 0px 10px; padding: 0px; text-align: start;">
<li style="display: inline; list-style-image: none; margin: 0px; padding: 0px;"><span style="font-size: xx-small;"><a href="http://www.photoxpress.com/search-stock-photos-photographer/PinkShot/393542" style="color: #9db651;">PinkShot</a> @ photoExpress</span></li>
</ul>
</td></tr>
</tbody></table>
<span style="font-size: 14.0pt; line-height: 115%;">The biggest
drawback that prevents people from becoming a freelancer is the lack of
benefits. When an employee is hired by a company, they normally receive
benefits like health insurance, a 401K, and paid vacation days. Independent
contractors are not allowed any of those perks. Employees often do not realize
how much their employers pay in insurance, retirement and time-off. For many it
is impossible to afford private health insurance and they do without. <o:p></o:p></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;">Instability
is another major concern for independent contractors. Working on a
project-by-project basis can be extremely stressful. It is helpful to have a
network of contacts, as well as an understanding of the importance of self-promoting. In order to
maintain a constant workload, freelancers often have to work hard to find
clients. The money also comes in much more sporadically, and it can be
difficult for someone who does not save and budget. There is also the issue
with not getting paid at all. <o:p></o:p></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">The nature
of the client/independent contractor relationship is inherently different than
the employee/employer relationship. There is much less supervision and
training, and if there is no work, there is no payment. There is also no
recourse for discrimination in the workplace, since an independent contractor
is a business, not an employee. Freelancers must also pay their own
professional fees and keep up any licensures with no help from an employer.<o:p></o:p></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">Having a
good attorney and a good accountant are important for any independent contractor.
The attorney can assist in creating contracts, as well as provide guidance for
intellectual property issues. They can also assist in recouping any outstanding
debts owed from clients. They will provide guidance in determining the
structure of your business. It is possible that being an LLC, or PLLC, is a
good idea. The accountant is vital in helping to understand the taxes and
paperwork involved in being an independent contractor. They will help to
determine what can and cannot be used as deductions, and hopefully help to
avoid an audit.<o:p></o:p></span></div>
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<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">Most
freelancers will admit they work much harder than they ever did as an employee.
However, for many the benefits outweigh the risks. Having more control over
scheduling and projects, as well as being your own boss, is the perfect
solution for many. It is important to do research to determine if it is the
right move. Carefully weigh the costs, benefits, and your own motivation. With
a good accountant and lawyer helping guide the way, working as a freelancer can
be very satisfying and profitable.<o:p></o:p></span></div>
<br />
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<br /></div>
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<o:p><span style="font-size: x-small;">Sources:</span></o:p></div>
<div class="MsoNormal">
<span style="font-size: x-small;">Beesley, Caron. Starting a Freelance Business—How to Take
Care of Legal, Tax and Contractual Paperwork.(July 18, 2012). <i>SBA.GOV</i>. Retrieved March 31, 2013 from <a href="http://www.sba.gov/community/blogs/starting-freelance-business-%E2%80%93-how-take-care-legal-tax-and-contractual-paperwork">http://www.sba.gov/community/blogs/starting-freelance-business-%E2%80%93-how-take-care-legal-tax-and-contractual-paperwork</a><o:p></o:p></span></div>
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<span style="font-size: x-small;"><br /></span></div>
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<span style="font-size: x-small;">Branch, Allan. (January 18, 2012) 6 Tips to Avoid IRS Audits
for Freelancers. <i>Freelance Switch</i>. Retrieved on March 31, 2013 from <a href="http://freelanceswitch.com/the-business-of-freelancing/avoid-irs-audits/">http://freelanceswitch.com/the-business-of-freelancing/avoid-irs-audits/</a><o:p></o:p></span></div>
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<span style="font-size: x-small;"><br /></span></div>
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<span style="font-size: x-small;">Independent Contractor (Self Employed) or Employee? (January
10, 2013) <i>IRS</i>. Retrieved on March 31, 2013 from <a href="http://www.irs.gov/Businesses/Small-Businesses-&-Self-Employed/Independent-Contractor-(Self-Employed)-or-Employee%3F">http://www.irs.gov/Businesses/Small-Businesses-&-Self-Employed/Independent-Contractor-(Self-Employed)-or-Employee%3F</a></span><o:p></o:p></div>
Karen McKeithen Schaede, Attorney at Lawhttp://www.blogger.com/profile/08263709163571755008noreply@blogger.com0tag:blogger.com,1999:blog-3437981429975816847.post-30975282345407407052013-04-19T04:47:00.001-07:002013-04-19T04:47:25.953-07:00Freelance Part 2: The Legal Aspects of Independent Contractors<br />
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<span style="font-size: 14.0pt; line-height: 115%;">The pros and
cons of hiring independent contractors were discussed in the <a href="http://schaedelawblog.blogspot.com/2013/04/freelance-part-1-pros-and-cons-of.html" target="_blank">Pros and Cons of Hiring Freelancers</a>. Today we will look at the legal aspects of employing this type of worker. <o:p></o:p></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;"><br /></span>
<br />
<table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
<tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiV2wE_N_TlDdMSC3RqqYk8sbuoGbZmVS1qITUmZwj4P091jgLoUbaYM2ZM_R7RKdUMWVUHZEW0zAmkRjZp_B9Mr2bUp9k25jKJo-OOJGeIcIYGKzbAFRpbIrhDf9_hQQNeEUyEKJ8Ht-c/s1600/Photoxpress_5918636.jpg" imageanchor="1" style="clear: right; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" height="165" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiV2wE_N_TlDdMSC3RqqYk8sbuoGbZmVS1qITUmZwj4P091jgLoUbaYM2ZM_R7RKdUMWVUHZEW0zAmkRjZp_B9Mr2bUp9k25jKJo-OOJGeIcIYGKzbAFRpbIrhDf9_hQQNeEUyEKJ8Ht-c/s200/Photoxpress_5918636.jpg" width="200" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;"><ul class="nobullet" style="background-color: white; color: #5f5f5f; font-family: 'Trebuchet MS', Helvetica, Freesans, Arial, sans-serif; line-height: 20px; list-style-type: none; margin: 0px 0px 10px; padding: 0px; text-align: start;">
<li style="display: inline; list-style-image: none; margin: 0px; padding: 0px;"><span style="font-size: xx-small;"><a href="http://www.photoxpress.com/search-stock-photos-photographer/Viola+Joyner/844213" style="color: #9db651;">Viola Joyner</a> @ photoXpress.com</span></li>
</ul>
</td></tr>
</tbody></table>
<span style="font-size: 14.0pt; line-height: 115%;">The biggest
issue with using freelancers is that it puts the government and the employer at
odds. Both are looking for ways to impact their bottom line. The government
wants the taxes associated with traditional employees and the company wants to
avoid paying those taxes. In this case, more money in the employer’s pocket
means less in Uncle Sam’s. It is important to be aware of how the government
classifies independent workers.<o:p></o:p></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">Different
agencies give varying verbiage outlining the definition of an independent contractor,
but they all provide the same basic guidelines. It is important to avoid giving
the IRS, or any other agency, any reason to conduct an audit. Understanding the
following guidelines is key in ensuring that all freelancers remain classified that
way.<o:p></o:p></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">An
Independent Contractor…<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">--May earn
either a profit or a loss from a job<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">--Uses their
own tools and/or materials <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">--Is paid by
the job or project<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">--Is hired
to do a specific job or project<o:p></o:p></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;">--Has
multiple employers, or clients<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">--Pays their
own expenses<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">--Sets their
own hours<o:p></o:p></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;">--Works on
their own, with little training or management<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">--Completes
jobs by their own means to achieve the desired end result <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">--Maintains
their own work space<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">--Has a
contract with the client<o:p></o:p></span></div>
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<br /></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">An Employee…<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">--Can be
fired at any time and has the right to quit without liability<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">--Is paid by
the hour or receives a salary<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">--Receives
instruction and training <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">--Works full
time<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">--Is managed
closely and has a set way to complete the job<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">--Receives
benefits such as worker’s compensation, health benefits, and unemployment.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">Again, there
is not a strict set of rules that separates independent contractors from
traditional employees. The Department of Labor states that it “depends upon
circumstances of the whole activity.” <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">Being
audited and found to have misclassified workers can cripple a company
financially. The IRS assesses for payroll taxes plus interest, but can also
recoup for the employee’s portion of the income taxes plus interest. The
employee that was misclassified can also file paperwork for </span><span style="line-height: 115%;">“</span><span style="background-color: white; background-position: initial initial; background-repeat: initial initial; font-size: 14pt; line-height: 115%;">Uncollected
Social Security and Medicare Tax on Wages.” </span><span style="background-color: white; font-size: 14pt; line-height: 115%;">Add in
all the fees, lost time, and loss of productivity resulting from the audit, and
the total bill will be in the thousands.</span><br />
<div class="MsoNormal">
<span style="background-color: white; background-position: initial initial; background-repeat: initial initial; font-size: 14pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="background-color: white; background-position: initial initial; background-repeat: initial initial; font-size: 14pt; line-height: 115%;">Red flags
that the IRS watch for include an
independent contractor that tries to collect unemployment, file worker’s compensation,
or files their own taxes wrong. Obtaining a 1099 from the freelancer for tax
purposes and being very clear that they are not eligible for any employee
benefits is important. <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="background-color: white; background-position: initial initial; background-repeat: initial initial; font-size: 14pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="background-color: white; background-position: initial initial; background-repeat: initial initial; font-size: 14pt; line-height: 115%;">The
classification of any independent contractor should be discussed with your attorney.
Assigning the proper designation at the onset of employment, while perhaps slightly
more costly in wages or benefits, is imperative for the health of the company.</span><span style="font-size: 14.0pt; line-height: 115%;"><o:p></o:p></span></div>
</div>
<div class="MsoNormal">
<span style="background-color: white; background-position: initial initial; background-repeat: initial initial; font-size: 14pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-size: x-small;">Sources:</span></div>
<div class="MsoNormal">
<span style="font-size: x-small;">Independent Contractor (Self Employed) or Employee? (January
10, 2013) <i>IRS</i>. Retrieved on March 31, 2013 from <a href="http://www.irs.gov/Businesses/Small-Businesses-&-Self-Employed/Independent-Contractor-(Self-Employed)-or-Employee%3F">http://www.irs.gov/Businesses/Small-Businesses-&-Self-Employed/Independent-Contractor-(Self-Employed)-or-Employee%3F</a><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: x-small;"><br /></span>
<span style="font-size: x-small;">Small Business/Self Employed: When IRS Trouble Comes. (n.d.)
<i>Tax Law</i>. Retrieved on March 31, 2013 from
<a href="http://www.taxattorneydaily.com/topics/ch-11-small-business-self-employed.php">http://www.taxattorneydaily.com/topics/ch-11-small-business-self-employed.php</a></span><o:p></o:p></div>
Karen McKeithen Schaede, Attorney at Lawhttp://www.blogger.com/profile/08263709163571755008noreply@blogger.com0tag:blogger.com,1999:blog-3437981429975816847.post-87277106081406874802013-04-16T11:11:00.000-07:002013-04-19T04:47:40.473-07:00Freelance Part 1: Pros and Cons of Hiring Independent Contractors<br />
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">In the next
three posts, all aspects of freelancers, also known as independent contractors
and contract workers, will be explored. From the pros and cons of hiring them,
to the legal aspects, as well as what a freelancer should understand about
their own employment.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
<tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhTjAAXCRlYkYYzzb0cotAsZtVPPjWzgk-C_SpLAplC3D_2J0Lfke1SLWI34YbcxQ89zyn0lJ38fY2MfZx38DA_3YxcVPrw6yQevJSMBZUqFoZTKUI3IDBi5Fs9x340zLO6qwqe77drR88/s1600/Photoxpress_3500087.jpg" imageanchor="1" style="clear: right; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" height="142" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhTjAAXCRlYkYYzzb0cotAsZtVPPjWzgk-C_SpLAplC3D_2J0Lfke1SLWI34YbcxQ89zyn0lJ38fY2MfZx38DA_3YxcVPrw6yQevJSMBZUqFoZTKUI3IDBi5Fs9x340zLO6qwqe77drR88/s200/Photoxpress_3500087.jpg" width="200" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;">@photoExpress.com</td></tr>
</tbody></table>
<span style="font-size: 14.0pt; line-height: 115%;">According to
Freelancers Union, one third of those employed are independent contractors. That
is an estimated 42 million, and the number is steadily growing. While the
obvious positions exist, such as writers and graphic designers, the options for
contract jobs are endless: coding, computer programming, HR, even practicing
law. Employers are moving toward hiring contract employees as a way to solve
several problems. However, it is important to understand that there are pros
and cons to hiring freelance workers. <o:p></o:p></span></div>
<div class="MsoNormal">
<u><span style="font-size: 14.0pt; line-height: 115%;"><br /></span></u></div>
<div class="MsoNormal">
<u><span style="font-size: 14.0pt; line-height: 115%;">Pro’s<o:p></o:p></span></u></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">At a time
when companies are looking to get as much out of each dollar as possible,
hiring freelance workers can be the answer. While contract workers often make
more per hour than normal employees, there are less additional expenses. No
Medicare taxes, social security, unemployment insurance, or worker’s
compensation apply. Also, there is
normally less training needed when hiring a freelancer because they are already
well versed in their field. They start doing actual work much quicker, and therefore
start adding to the bottom line quicker.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">When hiring
a traditional employee, a company is limited geographically. When hiring a
freelancer, the applicant pool is unlimited. Employers have access to candidates
not just all over the country, but all over the world. For a company located in
a remote area, hiring an employee online to telecommute can be more cost
effective than moving a qualified individual to the area.<o:p></o:p></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">Using
contract employees has flexibility that is not possible with full time
employees. They can be hired on a project-by-project basis, and it is possible
to afford different people for different projects. There are also no concerns
over layoffs and terminations. <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">The Human
Resource aspects of independent contractors are simple. Because they are
considered business entities instead of employees, they do not have the same
rights. There is no minimum wage or overtime. Instead there is an agreed upon
fee for service. Freelancers do not receive protection from workplace
discrimination. They are not eligible for typical benefits available to
employees such as FMLA, workman’s compensation, 401 K, or health insurance.
While there is a contract between the employer and the freelancer for payment,
the freelancer cannot sue for wrongful termination.<o:p></o:p></span></div>
<div class="MsoNormal">
<u><span style="font-size: 14.0pt; line-height: 115%;"><br /></span></u></div>
<div class="MsoNormal">
<u><span style="font-size: 14.0pt; line-height: 115%;">Con’s <o:p></o:p></span></u></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">Before
deciding to abandon the notion of ever hiring another traditional employee
again, it is important to realize that there are drawbacks to employing
freelance workers.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">The nature
of hiring independent contractors is that they need minimal supervision. That
also means that the employer has less control. To be considered a freelancer by
the government, there must be limited management. Therefore, the worker has
much more latitude to complete the job in the way that they choose, which may
differ from the way the employer would prefer.<o:p></o:p></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">In many
companies, the concept of “team” is important. It binds the employees together
and creates a collaborative atmosphere. When using freelance workers, it can be
much harder to achieve this environment. If there is a mix of both types of
employees, there can be resentment from both sides. These issues may arise
quickly when there is a continual in-and-out of new contractors. <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">While the
use of freelancers provides a large pool of workers to choose from, it also
means that the actual level of workmanship can vary greatly. One person may
turn out work quickly and efficiently with few mistakes, while another may show
less professionalism, drag their feet turning in projects, and produce sloppy
work. Because of this, many companies work hard to find a few good contractors
they can count on to meet their needs. Unfortunately, weeding out the ones that
are not a good fit can cost time and money.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">Using freelancers
is often a quick way to get flagged for an audit from various government
agencies. Different agencies have different rules. In the following post the
legal aspects of who is considered an employee and who is considered an
independent contractor will be surveyed.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-size: x-small;">Sources:</span><br />
<span style="font-size: x-small;">Global Business Survey 2012. (n.d.) <i>Elance</i>. Retrieved March 31, 2013 from <a href="https://www.elance.com/q/global-business-survey">https://www.elance.com/q/global-business-survey</a><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: x-small;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: x-small;">Fishman, J.D. Stephen. (n.d.) Pros and Cons of Hiring Independent
Contractors<i>. NOLO Law for All</i>. Retrieved March 31, 2013 from <a href="http://www.nolo.com/legal-encyclopedia/pros-cons-hiring-independent-contractors-30053.html">http://www.nolo.com/legal-encyclopedia/pros-cons-hiring-independent-contractors-30053.html</a><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: x-small;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: x-small;">Independent Contractor or Employee: How Government Agencies
Make the Call. (n.d.) <i>NOLO Law for All</i>.
Retrieved March 31, 2013 from <a href="http://www.nolo.com/legal-encyclopedia/independent-contractor-or-employee-government-decision-29681.html">http://www.nolo.com/legal-encyclopedia/independent-contractor-or-employee-government-decision-29681.html</a></span><o:p></o:p></div>
Karen McKeithen Schaede, Attorney at Lawhttp://www.blogger.com/profile/08263709163571755008noreply@blogger.com0tag:blogger.com,1999:blog-3437981429975816847.post-51098907351336529652013-03-26T12:34:00.001-07:002013-03-26T12:43:16.165-07:00Social Media for Physicians<br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgm5QjggH91giAUz8DeR1tPq2Z1cZ2t4l2A_JGSz7qLAqSiItFZ0-LDvsWaYrwz8V8eZoqHU88cnYR19vRVRwc1VfFrPStiVX5175d7m8mE1dFuP5v9EwvWu2mLEwxd63fhzFrrrQzAcuA/s1600/social-media-icons.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="265" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgm5QjggH91giAUz8DeR1tPq2Z1cZ2t4l2A_JGSz7qLAqSiItFZ0-LDvsWaYrwz8V8eZoqHU88cnYR19vRVRwc1VfFrPStiVX5175d7m8mE1dFuP5v9EwvWu2mLEwxd63fhzFrrrQzAcuA/s320/social-media-icons.jpg" width="320" /></a><span style="font-size: 14.0pt; line-height: 115%;">Doctors are
no longer the gate keepers to medical information. The internet has ushered in
an era of unlimited access to health information. All it requires is a simple Google
search of the name of a disease or medication to see an endless list of images,
videos, message boards, websites, and blogs. Competing with the likes of WebMD
and Wikipedia may seem like a daunting task for any physician, but there is a simple
way to join the online conversation. Engage in social media.<o:p></o:p></span></div>
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<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">Physicians
are starting to realize the impact social media can have on patient education
and communication with peers. There are unlimited possibilities in engaging
others when using social media. Doctors are sharing information via Twitter,
teaching patients about new treatments on Facebook, and offering educational
videos on YouTube. It is time to take advantage of the educational and growth
possibilities social media has to offer. Pay attention to the following do’s
and don’ts when establishing a presence on the internet.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><b><br /></b></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><b>Do understand the importance of privacy and
protected information. </b>The most significant concern for any provider using
social media is respecting patient privacy. All HIPAA rules are applicable to
social media. Never discuss a case that is specific to one patient and never
use any identifying information. <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><b><br /></b></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><b>Don’t commit to social media you don’t have
the time for or interest in.</b> Having a blog is a commitment. It takes
several hours a week (if not a day) to write, promote, and maintain. Facebook
may be a better option if time is an issue. If an ongoing exchange or
conversation is preferred, Twitter is a great option. Explore all the options
and choose the platform(s) that work best for you.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><b><br /></b></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><b>Don’t limit social media to Facebook only.</b>
Even though Facebook seems to have cornered the market, there are multiple
platforms that serve vastly different purposes. Doctors that have an
instructional component to their patient education, such as an optometrist who
teaches contact lens insertion or a physical therapist that teaches specific
stretches, find sharing videos on YouTube to be an excellent resource.
Pinterest is effective for physicians who are sharing materials that have a
visual element, such as diabetic recipes, heart healthy exercises, or best products
for allergy sufferers. However, beware of attempting to keep up too many
accounts. <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><b><br /></b></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><b>Do share information that is interesting
and educational.</b> Avoid the urge to share items that appeal only to other
doctors or healthcare providers. While social media is a very good way to
connect with others in the medical community, it is also important to provide
information that is accessible to patients and potential patients. Look for
articles, tips, statistics, links, and tools that engage the audience. <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><b><br /></b></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><b>Don’t engage with patients in direct
conversations</b>. If a patient attempts to use social media for a specific
conversation, direct them to contact the office via phone or email. A public
forum is not the place to advise patients. If they are resistant or persistent
remind them that protecting all aspects of their health information is of
upmost importance and that the best way to do that is a private discussion.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">In June 2011
The American Medical Association (AMA) released guidelines for healthcare
providers using social media. The report stresses the importance of privacy,
and addresses ethical and professional issues. It emphasizes the importance of
maintaining the appropriate boundaries, including separating personal and
professional profiles on social media. Physicians are encouraged to inform a
colleague that has inappropriate content posted to remove it and/or report them
to the proper authorities. The report also reminds providers that any
information posted on the internet is public and can affect their career,
public image, trust of patients and peers, and the image of the medical
community as a whole. <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%;">Studies show
that 80% of adult internet users have looked online for health information. Social
media is an excellent way to meet patients, potential patients, and peers in a
space that they are already occupying. Maintaining a presence on various social
media platforms allows doctors to have a voice outside of the office. As long
as the physician uses social media in a way that is consistent with the ethical
and professional ideals of the medical community, it is an invaluable way to
enhance relationships with both patients and peers. <o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif; font-size: xx-small;">Sources:</span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif; font-size: xx-small;">A Tweet a Day Keeps the Doctors Away. (n.d.) <i>Allied Health
World</i>. Retrieved March 26, 2013 from <a href="http://www.alliedhealthworld.com/visuals/tweet-day-keeps-doctors-away.html">http://www.alliedhealthworld.com/visuals/tweet-day-keeps-doctors-away.html</a><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif; font-size: xx-small;"><span style="background-color: white; line-height: 115%;"><br /></span></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif; font-size: xx-small;"><span style="background-color: white; line-height: 115%;">Cooper CP, Gelb CA, Rim
SH, Hawkins NA, Rodriguez JL, Polonec L. <a href="http://www.ncbi.nlm.nih.gov/pubmed/22634078"><span style="color: #4a006e; text-decoration: none; text-underline: none;">Physicians who use social media and
other Internet-based communication technologies.</span></a></span><a href="http://www.cdc.gov/Other/disclaimer.html" target="_blank"><span style="background-color: white; background-position: initial initial; background-repeat: initial initial; color: #4a006e; line-height: 115%; text-decoration: none;"><!--[if gte vml 1]><v:shapetype id="_x0000_t75"
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</v:shapetype><v:shape id="Picture_x0020_1" o:spid="_x0000_i1025" type="#_x0000_t75"
alt="External Web Site Icon" href="http://www.cdc.gov/Other/disclaimer.html"
target=""_blank"" style='width:7.5pt;height:7.5pt;visibility:visible;
mso-wrap-style:square' o:button="t">
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</v:shape><![endif]--><!--[if !vml]--><img alt="External Web Site Icon" border="0" height="10" src="file:///C:/DOCUME~1/Thea/LOCALS~1/Temp/msohtmlclip1/01/clip_image001.png" v:shapes="Picture_x0020_1" width="10" /><!--[endif]--></span></a><span style="background-color: white; line-height: 115%;"> (2012) <i>Journal of the American Medical
Informatics Association</i>. Retrieved March 26, 2013 from <a href="http://www.cdc.gov/cancer/dcpc/research/articles/socialmedia.htm">http://www.cdc.gov/cancer/dcpc/research/articles/socialmedia.htm</a><o:p></o:p></span></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif; font-size: xx-small;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif; font-size: xx-small;">Fox, Susannah. The Social Life of Health Information, 2011.
(May 12, 2011). Pew Internet. Rerieved on March 26, 2013 from <a href="http://www.pewinternet.org/Reports/2011/Social-Life-of-Health-Info/Summary-of-Findings.aspx">http://www.pewinternet.org/Reports/2011/Social-Life-of-Health-Info/Summary-of-Findings.aspx</a><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif; font-size: xx-small;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif; font-size: xx-small;">Opinion 9.124 – Professionalism in the Use of Social Media.
(November 2011) <i>American Medical Association</i>.
Retrieved March 26, 2013 from <a href="http://www.ama-assn.org/ama/pub/physician-resources/medical-ethics/code-medical-ethics/opinion9124.page">http://www.ama-assn.org/ama/pub/physician-resources/medical-ethics/code-medical-ethics/opinion9124.page</a></span><o:p></o:p></div>
Karen McKeithen Schaede, Attorney at Lawhttp://www.blogger.com/profile/08263709163571755008noreply@blogger.com1