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we adhere to the Affordable Care Act (ACA) reporting requirements, or go under the assumption that the law will be repealed and no longer enforced?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 May 15, 2018.
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.”
Regardless of party affiliation or politics, the first 100 days of any new presidential administration are expected to bring change. The Trump administration is no different in that regard. He has made promises to voters and has gone as far as presenting America with a contract. With the Republican party controlling both the house and the senate, the Trump Administration has a good chance of executing on some of its promises in its first 100 days’ plan.
Regardless of where you stand on the political spectrum, it’s been hard to ignore this year’s election. Every time you turn on the television or open up your social media accounts, the hype and unsolicited opinions of your Facebook friends swarm your newsfeed.
The publicity and attention that both presidential candidates are receiving continues to generate conversation and debates. Unfortunately, these conversations that are typically held between close friends and family members have made their way into the workplace.
Here's what everyone was preparing for:
The FLSA Final Overtime Rule of 2016 reboots business-as-usual for money, mission, and overtime math. DOL estimates show “4.2 million workers will be directly affected by the rule” effective December 1, 2016, while 8.9 million will have “strengthened protections” due to failing the duties tests.[i]