A Spiceworks survey shows that 62% of organizations currently use biometric authentication technology in the workplace and that an additional 24% plan to implement biometric technology within the next two years.

Employees are quick to ditch memorizing long, lengthy passwords and HR is on board to implement biometric technology to help accomplish a wide of range of objectives in the workplace, specifically employee labor reporting validation and overcoming daily people challenges like buddy punching.

In 2013, the Cole Memorandum, which advised U.S. attorneys to refrain from prosecuting state-licensed marijuana businesses unless they violated a federal law was signed by the Obama administration. The Cole Memorandum has since been rescinded in 2018 causing uncertainty among the industry.  

Since 2016, skilled nursing providers have been required to submit Payroll-Based Journal (PBJ) data to the Centers for Medicare and Medicaid Services (CMS) as a way to drive industry standards and ensure high quality care for patients.

CMS has been very clear from the start that PBJ data would eventually affect a providers’ Five Star Quality Rating, but it was never certain when that date would be, or how PBJ data would replace the current method of data capture.

2018 is off to a start and the next big question many employers are facing is: Should we adhere to the Affordable Care Act (ACA) reporting requirements, or go under the assumption that the law will be repealed and no longer enforced?

The 60 accusations of varying degrees of harassment on Hollywood producer, Harvey Weinstein have sparked up conversations in the workplace.

Although each sexual harassment situation is unique, it’s critical that all employees closely review company handbooks, policies, and government laws to better understand their rights and what actions or behaviors are classified as sexual harassment.

In this recent letter, the Centers for Medicare and Medicaid Services (CMS) announced that they will begin posting Payroll-Based Journal (PBJ) public use files on November 1, 2017. You will be able to access the files at https://data.cms.gov.[i]

The first posting will include data that was submitted for the reporting period of the first two calendar quarters in 2017. These files are the raw number of hours that providers have submitted and will include:

Last September, the Federal Register posted the final rule, Emergency Preparedness Requirements for Medicare and Medicaid Participating Providers and Suppliers. This rule went into effect on November 15, 2016 and will be implemented on November 15, 2017. [i]

The final rule establishes national emergency preparedness requirements to ensure healthcare providers and suppliers affected by the rule are adequately planning for both natural and man-made disasters and coordinating with federal, state, tribal, regional, and local emergency preparedness systems. In addition, the final rule sets guidelines for how providers and suppliers can adequately prepare to meet the needs of patients, residents, clients, and participants during disasters or emergency situations. [ii]

The Centers for Medicare and Medicaid (CMS) has put in place PBJ as a way to ensure consistency of care and to develop higher standards throughout the industry. The next PBJ Reporting deadline is August 14, 2019.

In the United States, .06% of the adult population identify as transgender. [i] As awareness for these 1.4 million American adults continues to grow, it’s important that employers understand this group of employees, the laws, the potential impact on the workplace, and what HR can do to proactively manage employees undergoing a gender transition.

In this letter, the Centers for Medicare and Medicaid Services (CMS) introduces their Payroll-Based Journal staffing audit team.

The letter also states that the team will “examine payroll records and other auditable data along with PBJ submission data to identify if staffing is being reported accurately based on hours staff are paid to work.”