On Friday, September 21, the Department of Health announced that it would be postponing certain wage parity deadlines. Specifically:
The New York State Office of Inspector General has published a
In a recent report released earlier this week, New York State Comptroller Tom DiNapoli said that audits performed by his office of the state Department of Health (“DOH”) showed that hundreds of millions of Medicaid dollars were inappropriately spent on costs that another federally funded health plan (Medicare or the Essential Plan) should have paid.
On September 14, 2023, the IRS announced it has ceased processing new ERTC claims. The moratorium will last at least through the remainder of 2023.
A group of New York City home health aides is suing the New York Department of Labor (“DOL”) in an attempt to force the agency to resume an investigation of their allegations that they were not fully compensated for their time during 24-hour shifts.
The Office of Inspector General (“OIG”) recently issued yet another an unfavorable Advisory Opinion Letter on a seemingly common contractual arrangement between a physician-owned entity and a non-physician operator that involved revenue sharing and common operational control.
On August 21, 2023, the New York State Office of the Medicaid Inspector General (“OMIG”) announced updated Medicaid Self-Disclosure Program requirements. OMIG has published a new “Abbreviated” Self-Disclosure process and forms as an alternative to the “Self-Disclosure Full Statement” process and forms.
In New York’s July 2023 Medicaid Update, the New York Department of Health warns, and reiterates, that Medicaid is always the payor of last resort and federal regulations require that all other available resources be used before Medicaid considers payment.
NYS Moving towards Conflict-of-Interest Implementation
On August 15, 2023, the Department of Health (“DOH”) notified NHTD and TBI providers that the CMS conflict of interest (COI) requirements will be taking effect on November 11, 2023.
The National Labor Relations Board (“NLRB”) has yet again issued new standards by which it will judge employers’ workplace rules (such as codes of conduct). The NLRB’s new framework is relevant to companies because it limits their ability to discipline or terminate employees for, what the employer would ordinarily consider, infractions of reasonable workplace rules. Here, we discuss what employers need to know.