Part 3: Nexsen Pruet is well-positioned to assist physicians in evaluating their employment agreement as well as their separation agreement.
Articles Discussing The Workplace In The Health Care Industry.
The Centers for Medicare & Medicaid Services (“CMS”) issued updated guidance on July 11, 2022, reinforcing the federal Emergency Medical Treatment and Labor Act (“EMTALA”) obligations specific to patients who come to a hospital emergency department and are pregnant or experiencing pregnancy loss.
Nexsen Pruet’s Employment and Labor Law practice introduces a new video series with insight on physician contracts. Learn the fundamental contract terms a new physician should be aware of with Attorney Mary Stuart King.
Since at least the onset of the COVID-19 pandemic in early 2020, healthcare employers nationwide have endured serious talent acquisition and retention challenges, forcing employers to consider different strategies to maintain a stable workforce.
While health plans, insurers, and providers are busy understanding and implementing the new requirements under the No Surprises Act, a U.S. District Court recently vacated an essential portion of the interim regulations carrying out the Act. While this decision applies nationwide, the court only vacated a portion of the interim
On February 23, 2022, the U.S. District Court for the Eastern District of Texas struck down the part of the interagency interim final rule implementing the “independent dispute resolution” (IDR) procedures created by the No Surprises Act, which took effect for calendar-year plans on January 1, 2022 (Texas Medical Association
WORKING THROUGH THE CENTERS FOR MEDICARE AND MEDICAID SERVICES, THE BIDEN ADMINISTRATION HAS PROPOSED A NUMBER OF REGULATORY REFORMS TO ADDRESS QUALITY OF CARE AND STAFFING IN NURSING HOMES.
In December 2020, Congress passed the “No Surprises Act” (NSA) as part of the Consolidated Appropriations Act of 2021. The NSA applies most commonly in situations where a patient receives out-of-network medical services from a provider to whom the patient had no meaningful opportunity to consent, as in the case
Join CDF Labor Law LLP‘s attorneys and industry experts for a week-long complimentary virtual webinar series addressing the most compelling topics facing the healthcare industry today.
Speakers will discuss a series of thought-provoking sessions, spread over five
Join CDF Labor Law LLP’s attorneys and industry experts for a week-long complimentary virtual webinar series addressing the most compelling topics facing the healthcare industry today. Speakers will discuss a series of thought-provoking sessions, spread over 5 days during the week of October 4-8, 2021 from 10-11 am (Pacific)*, delivered right to your desk virtually, and for free. Our speakers will provide up-to-the-minute legal, regulatory, and policy developments for healthcare-related businesses with California-based workforces.
Surging COVID-19 cases, COVID-19 vaccination considerations and post-election impacts are just a few of the many evolving issues facing healthcare employers as we head into the end of 2020. If you missed our recent Healthcare Industry Key Trends webinar, please consider watching as our Jackson Lewis colleagues touch on many
As hospitals and healthcare providers/systems (collectively, “Healthcare Providers”) across the nation have been reacting to spiking COVID-19 cases, an increased, imminent cybercrime threat targeting Healthcare Providers has emerged—ransomware. Ransomware is a distinct type of malware (malicious software) that attempts to deny victims access to their data until a ransom is paid.
Earlier this year, we reported on an evolution in the form of cyberattack known as ransomware –attackers transitioning from denying affected users access to critical data by encrypting it to removing data from the compromised systems and threatening public release in exchange for payment. These attacks typically target the companies
Employees—particularly healthcare employees—are increasingly refusing to work because of safety concerns and the need for accommodations related to COVID-19. In certain circumstances, these refusals may trigger protections afforded by the Occupational Safety and Health (OSH) Act, the Americans with Disabilities Act (ADA), and the National Labor Relations Act (NLRA), among
Healthcare employers, human resource directors, in-house counsel, and other professionals who routinely deal with contracting issues should understand that physician employment arrangements are unlike other employment contracts. Physician employment (and independent contractor) agreements pose unique and heightened risks that deserve utmost caution.