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Health Care Law: Highlights for Self-Insured Employers
If you’re an employer, here is an overview about your reporting requirements under the health care law. For details, visit www.irs.gov/aca.
Просмотров: 1270 IRSvideos
Corporate Compliance/HIPAA Training
Corporate Compliance/HIPAA Privacy Training
Просмотров: 394 PCHD Workforce Development
Why HIPAA training matters
Healthcare providers, employers with self-funded health plans, healthcare clearinghouses, and business associates of covered entities are required to implement safeguards that ensure the continued privacy and security of all the personally identifiable protected health information that your organization collects. In this presentation, McAfee & Taft attorney Paul Ross discusses why covered entities and business associates must have comprehensive HIPAA training programs designed for all the various levels in the workforce, and what justifies this investment of time and money into a training program. See the full presentation at http://jurisiq.tv/why-hipaa-training-matters. JurisIQ, a service of McAfee & Taft, provides unlimited online, on-demand access to an entire library of timely training videos and supplemental learning materials targeting all levels of a workforce — basic employment law and compliance training for the general workforce, expanded training for managers and supervisors, and detailed education and training for HR professionals, executives, and business owners. » For more information about JurisIQ: http://jurisiq.tv/
Просмотров: 23 JurisIQ Learning Center
Self-insured Employers Creating Opportunities For Independent Physicians
Jay Kempton of http://MarketMedicine.org and http://kemptongroup.com explains the benefits of physicians and facilities working directly with self-funded employers. It is a win-win-win for physicians, patients, and employers.
Seth Perretta - How ACA, ADA, HIPAA and GINA impact wellness programs
Seth T. Perretta, a principal at Groom Law Group, speaks to self-funded employers about federal acts impacting employer-sponsored wellness programs. He covers issues related to ACA, ADA, HIPAA and GINA.
Просмотров: 95 theallianceorg
What Is Portability In Health Insurance?
Portability is a U.S. employees right to keep or maintain certain benefits when switching employers or when leaving the workforce (retiring). The Health Insurance Portability and Accountability Act of 1996 (HIPAA) provides rights and protections for participants in group health plans. The health insurance portability and accountability act of 1996 (hipaa) provides rights protections for participants in group plans hipaa applies to issuers. The health insurance portability and accountability act security. Portability investopedia. Employee's right to keep or maintain certain benefits when switching employers leaving the workforce (retiring). Hipaa requires a group health plan to provide special enrollment opportunity employees and their mar 6, 2013 most americans have access insurance through an employer sponsored plan, fact that has made changing or losing job 27, 2017 learn what portability of means, how the aca hipaa affect portability, may be in future for feb 22, 2016 employers are subject fines if they don't offer insurance, wrong kind premium charge there is no single, simple definition but here's workable description concept as goal, means market when you change your policy from one company another, lose benefits accumulated. The health insurance portability and accountability act cms. All you need to know about health insurance portability. In the past in sep 26, 2017 health insurance portability know all benefits & rules of india which is provided to insured person. Read more feb 28, 2017 a key part of gop plans to reform health care may include making portable. Paper prepared for the world bank's. The health insurance portability and accountability act (hipaa) provides rights protections for participants beneficiaries in group plans is a u. Marseille center for mediterranean know all about health insurance portability in india advantages, governing rules, faqs & things to before opting medical jul 20, 2017 the and accountability act of 1996 (hipaa) recently amended employee retirement income security hipaa makes portable by individual you wish purchase coverage privacy requirements their implications pharmacy are Health plans benefits provision market reforms kaiser what is portability? Verywell. Kaiser health insurance portability and accountability act wikipedia. Gov general topic health plans portability url? Q webcache. Portability investopedia health plans & benefits portability of coverage. Part of the hipaa portability provision is issuing a certificate creditable coverage (cocc). Portable health insurance an idea whose time has come forbesirda portability of policyholder. Health insurance what if you could take it with you? . Health plans & benefits portability of health coverage hipaa provision insurance market reforms kaiser what is portability? Verywell. But it's not so easy to do in 1996, the employee retirement income security act (erisa), which regulates benefit plans, was amended include health insurance mar 1, 2017 wo
Просмотров: 8 Shad Texada Tipz
Webinar: Health Care Reform & Other Legal Developments for Employer-Sponsored Health Plans
This webinar was recorded on September 14, 2010. Many of the new regulatory requirements for health plans are effective in the coming plan year. This program will provide an overview of what employers need to know, including an update on legal developments for employer-sponsored health plans. Topics - The Patient Protection and Affordable Care Act changes to employer-provided health care coverage that are already in effect, will be effective for the 2011 plan year, and will be phased in over the next several years - Compliance with expanded Mental Health Parity and Addiction Equity Act requirements for group health plans, and how to integrate an organization's medical, surgical, mental health, and substance-use disorder benefits; requirements are generally applicable for plan years beginning after July 1, 2010 (January 1, 2011, for a calendar-year plan) - The new obligations on covered health plans and their business associates under the 2009 HITECH amendments to HIPAA, including new privacy and security policy and documentation requirements and suggestions for in-house counsel and general practitioners on how to respond to suspected information breaches Speakers Jean C. Hemphill, Partner Partner-in-charge, Health Care Group Member, Employee Benefits and Executive Compensation Group Brian M. Pinheiro, Partner Partner-in-charge, Employee Benefits and Executive Compensation Group Member, Health Care Group Jonathan M. Calpas, Associate Member, Employee Benefits and Executive Compensation and Health Care Groups
Просмотров: 51 BallardSpahrLLP
Clarifying ACA § 1557 Nondiscrimination Rules for Employers | November 4, 2016
Under Section 1557 of the ACA, health insurers, TPAs and plan sponsors receiving federal financial assistance from the HHS are prohibited from engaging in discrimination on the basis of race, color, national origin, sex, age, or disability in certain health programs, including in health plans and programs offered on the federal and state exchanges. Watch other ComplianceMINUTE episodes here: http://www.corpsyn.com/synergiestv On occasion, postings may reference legislative decisions and guidance that may be deemed controversial or political in nature. However, postings are not intended to represent the opinion of Corporate Synergies or its employees.
Просмотров: 164 Corporate Synergies
Health Decisions Webinar: ACA is Here. Are You Ready? - Help for self-funded employers
All employers with 50+ employees need to comply with ACA (the Affordable Care Act or "Obamacare"). The first step in developing your ACA Compliance Action Plan is to take an honest look at how prepared you are right now to meet ACA requirements. This webinar (the first in our monthly series for 2014) helps you get prepared by addressing the following questions. (All require a "yes.") • Have you complied with ACA regulations now in force? Do you know what they are for your plan? • Can you pass the minimum value and affordability tests? Have you performed the tests? • Do you have the data required to prepare employee and dependent rosters for the IRS? Do your payroll and enrollment rosters agree? • Are you prepared to both send required notices and receive required employee authorizations? Can you document two-way communications with your employees? View this webinar to learn how to take the first step in this important process of ACA compliance. To view the entire webinar, please go to: https://www4.gotomeeting.com/register/696925383 For more information, please visit: http://www.healthdecisions.com
Просмотров: 34 Health Decisions, Inc.
FVPSA Final Rule: Supporting Services for All Survivors
This webinar is offered by the Family Violence Prevention & services Program. The Family Violence Prevention and Services Act (FVPSA) Program, Family & Youth Services Bureau, is pleased to host an information webinar on the FVPSA Final Rule, 45 CFR Part 1370, for FVPSA grantees and sub-grantees. This webinar provides an overview of important regulatory provisions, including: key definitions, confidentiality requirements, non-discrimination and accessibility requirements, Voluntary services /no conditions on the receipt of emergency shelter requirements, state planning and state domestic violence coalition needs assessments, and discretionary grant programs. The Final Rule, which became effective on January 3, 2017, incorporates statutory requirements from the 2010 FVPSA reauthorization as well as existing program policies and guidance into regulation, which are FVPSA’s standards of practice. More specifically, the new regulations clarify and reinforce that, as a condition of receiving federal funds, all FVPSA grantees and sub-grantees must adhere to statutory and regulatory requirements that are vital to the FVPSA mission of supporting welcoming, inclusive, and accessible services for all survivors of domestic and dating violence and their families. For immediate access to the FVPSA Final Rule published in the Federal Register, please go to: https://www.federalregister.gov/documents/2016/11/02/2016-26063/family-violence-prevention-and-services-programs Webinar title: FVPSA Final Rule: Supporting Services for All Survivors Presenters: Mary Louise Kelley, Kenya Fairley, Angela Yannelli Original broadcast date: July 25, 2017 More materials from the webinar, including slides and handouts can be found at: http://vawnet.org/material/fvpsa-final-rule-supporting-services-all-survivors
Health Insurance Portability and Accountability Act
The Health Insurance Portability and Accountability Act of 1996 (HIPAA; Pub.L. 104--191, 110 Stat. 1936, enacted August 21, 1996) was enacted by the United States Congress and signed by President Bill Clinton in 1996. It has been known as the Kennedy--Kassebaum Act or Kassebaum-Kennedy Act after two of its leading sponsors. Title I of HIPAA protects health insurance coverage for workers and their families when they change or lose their jobs. Title II of HIPAA, known as the Administrative Simplification (AS) provisions, requires the establishment of national standards for electronic health care transactions and national identifiers for providers, health insurance plans, and employers. This video is targeted to blind users. Attribution: Article text available under CC-BY-SA Creative Commons image source in video
Просмотров: 1643 Audiopedia
Health Insurance: Major Finance Mechanism
TO USE OR PRINT this presentation click : http://videosliders.com/r/491 ============================================================== Health Insurance:Major Finance Mechanism Chapter 6 Dr. Tracey Lynn Koehlmoos HSCI 678 Intro to US Health Services System ,Chapter Overview Insurance Concepts Evolution of Health Insurance Private Health Insurance Public Health Insurance Pending Policy Reforms This chapter will not cover managed care ,General Concept Insurance protects against infrequent, large loss by establishing contractual relations between the insured and the insurance provider and spreading the risk across a larger population. ,General Risk Assessment Underwriting Process-actuarial risk Experience Rating Cherry Picking/Cream Skimming Adverse Selection Redlining Insurers goal: premium $ received > benefit $ paid ,Specific Health Concepts Early days: Linked to Employment Hospitalization Only (1:13 among non-elderly) Conceptual Shift Expanded scope of interactions Non-random, non catastrophic events Commercial v. social purpose ,Risk Assessment 35% of insured—no claims 5% of insured = majority of claims Most insurers require medical screening Pre-existing conditions Excluded HIPAA (1996) ,Direct Risk Adjustment Medical Underwriting Tier rating—by member and industry Durational rating—Low $ to start, increases over time Redlining Excludes individuals or groups based on perceived hazards, life-style or claims history ,Indirect Risk Adjustment Co-payments Limited Benefits Packages (procedures/pharmaceuticals) Caps/Ceilings Waiting period for effectiveness Results in inequitable access across the US ,Growth of Commercial Health Insurance Provider-Organized Plans—dominant before WWII Post-WWII: Growing Non-for Profit Hospitals, more plans based on employment groups 1947 Taft-Hartley Act: Health benefits as a condition of employment for which labor was entitled to negotiate ,Availability in Small Businesses Smaller businesses <100 employees 50% of US labor firms Nature of business too high risk Unaffordable premiums—cannot spread risk Part-time work force One claim could increase all premiums 10 to 40% higher cost to small v. large business ,Retiree Health Insurance Larger companies offer this as a benefit Hard to capture this group as data Jeopardy of benefits due to shake-ups in the mid-1980’s Medicare eligible—Medicare 2nd payor Employers seek higher cost share Medicare Part D; Patient’s Bill of Rights ,Self-Funded Health Insurance Large group of employees Eliminates need for insurance company ERISA exemptions Pay only what is used Can negotiate rates Insurance companies can be hired to bear excessive financial risk Third Party Administrator can handle admin. ,The Cost of Doing Business Health Insurance is a major expense Premium growth rates—on the rise, again $4,692 per employee & family per year $2,088 per employee per year 75% of business health expenditures are on health insurance premiums 16% Medicare Contributions 8% Workman’s Compensation ,Cost Containment Measures Cost Sharing/Co-payments Limiting Scope of Benefits Caps on Insurance Expenditures Controls on Utilization Prior Authorization Second opinions Pre-certification (nursing home stay) ,ERISA Employee Retirement Income and Security Act of 1974 Allows large employers to self-insurer Response to concerns on pension mismanagement Protects health services benefits packages ,HIPAA Established requirements for carriers at the individual, small and large group markets Portability from group to individual plan Limits pre-existing condition waiting periods Also, state reforms in the early 1990’s ,HIPPA Health Insurance Portability and Accountability Act of 1996 Allows employees to “carry” insurance to the next job without a waiting period Allows employees in small companies to bring in previous insurance Addresses confidentiality issues ,Summary of Private Insurance Covers 2/3 of US population Mostly as employee benefit, large group New laws and regulations to protect the benefits of the insured Ineligible people—may use individu
Просмотров: 134 slide show me
Description Business Analysis with Healthcare domain knowledge combines with Business Analyst skills to give a customized skill set for an individual looking to make a career as a Business Analyst in the Healthcare domain. This explores many business processes, use cases at every point of contact where the patients interfaces with the healthcare professionals. A Business Analyst should equipped with clinical trial knowledge and with various tools usage like SAS, HPQC- ALM, MS Visio, etc. Did you know? 1. As hospitals are getting digitized, Business Analysts acts as interface between patients and doctors and helps in maintaining patient data records, demonstrates the use of technology and electronic health records. 2. As per PWC’s annual report, technology is playing a vital role where millennials are embraced and preferring virtual communication with doctors for health interactions using wearable devices and health applications. 61 percent are willing to have a video visit with the physicians and 21 percent are using mobile devices to fill prescriptions. 3. MedeAnalytics, recently unveiled Enterprise Performance Management developed by OnFocus Healthcare to add planning, execution and progress tracking functions into company’s software. Clinical-Financial Performance Framework is a crosswalk analysis of all the hospital requirements and information on potential financial and non-financial risk assessment programs. Why learn and get Certified in Business Analysis with Healthcare? 1. MNC's are looking to employ qualified professionals as Business Systems Analyst, Healthcare Business Analyst, Business Analyst and so on and this certification will increase your visibility to such employers. 2. According to one of the renowned recruitment portal, the average salary of the Business Analysis in the Healthcare is more than the average salary of a software engineer. Thus the specialization of Business Analysis in Healthcare ensures higher pay due to the scarce availability of qualified professionals. 3. It allows for utilization of skills across the domains of IT, Business Management and Healthcare which increases employability of the individual post certification. 4. As per the US Bureau of Labor Statistics (BLS), it is expected that there will be 19% increase in the job over the 2012 – 2022 decade. Course Objective After the completion of this course, Trainee will: 1. Determine the primary role of a Business Analyst in a business 2. Understand project scope and project plan in a real business scenario 3. Learn Insurance Life Cycle and Healthcare Insurance products 4. Master in determining and analyzing business requirements document and business requirement Tools 5. Create a test plan as per the requirements using various testing methodologies 6. Learn different software development methodologies (waterfall, Agile, Spiral, RAD, Scrum) 7. Gain Knowledge on Prototyping and JAD [Joint Application Development], types of requirements (Business, Functional, Non-Functional, Transition, UI etc). Pre-requisites 1. Candidates should have education or background in some aspect of the life sciences, healthcare, IT, pharmaceutical, medical devices, or related areas 2. Basic knowledge on Healthcare processes and concepts Who should attend this Training? This certification is highly suitable for a wide range of professionals either aspiring to, or already in the IT domain, and/or have experience in healthcare domain such as: 1. Business Analysts 2. Project Managers 3. IT Business Analyst 4. Healthcare Professionals seeking to break into IT domain 5. Engineers seeking to diversify skill sets as an addition to their existing profile Prepare for Certification Our training and certification program gives you a solid understanding of the key topics covered on the National Society of Certified Healthcare Consultants (Certified Healthcare Business Consultant Certification). In addition to boosting your income potential, getting certified in Business Analysis in Healthcare Domain, demonstrates your knowledge of the skills necessary to be an effective Consultant. The certification validates your ability to produce reliable, high-quality results with increased efficiency and consistency.
Просмотров: 3700 Technical Training knowledge Transfer
CVS requires employees to get health screening to save on insurance
ALBANY -- CVS told employees recently it would charge a $50 monthly surcharge for its sponsored health insurance if employees don€™t get a health screening. About half the employers in New York are self-insured, meaning they take on the risk of health insurance themselves.€œThey have more flexibility in designing their health insurance program, what the benefits are, what the restrictions are and what the payment and co-payment will be,€ said Paul Macielak with the New York Health Plan Association.Some of the benefits offered include discounts for not smoking. Other employers offer bonuses for losing weight. CVS is unique in charging a fee for not getting a wellness exam and others could follow with their own fees if this push is successful.€œThere are possibilities that other experienced rating that the personal attributes of that person could affect how much their premium charged in a self-insured status,€ said Macielak. €œI think it's a positive thing and in some companies a joint effort for employees and management working together because I think they both recognize there's a financial benefit for the two of them because the premium is going to go Up for the employers and the employee as well€CVS has said information would be maintained by a third-party and it would not have access to the data, however patients are advised to take caution if participating in a screening.€œMy advice would be to read the forms provided to employees carefully and determine whether they are authorizing any use of or disclosure of their health information,€ said Michael Deyo, an attorney with Iseman, Cunningham, Riester and Hyde, which provides HIPAA advice to hospitals. €œIf the information is being collected by a third-party administrator then it is subjected to HIPAA and it cannot be shared with CVS as an employer unless the patient authorizes that disclosure.€Most health screenings ask about healthy habits and check weight, blood pressure and cholesterol, while avoiding some in-depth topics reserved for personal physicians.€œA red flag is asking about family medical history,€ said Macielak. €œThat starts to get closer to genetic history of a family, so I think that is a legal question lawyers would be sensitive to ask.€
Просмотров: 334 CBS6 Albany
Ensure Your Wellness Program is Legally Compliant
With health care costs on the rise, employers are increasingly looking to workplace wellness programs to help reduce the cost of insurance coverage. It’s critical for employers to navigate the complex web of state and federal nondiscrimination laws that apply to these programs, says Barbara Zabawa. Learn more, http://www.wisbar.org/NewsPublications/InsideTrack/Pages/Article.aspx?Volume=7&Issue=16&ArticleID=24275.
Просмотров: 168 State Bar of Wisconsin
Understanding Small Business Health Insurance Requirements and Fines
Philomena Carroll, CPA and PICPA member, outlines the health insurance requirements for CPAs and potential fines for non-compliance of the Affordable Care Act.
Просмотров: 450 PaInstituteofCPAs
Preparing for an Audit 2 27 2014
One of the biggest issues that we’ve run across lately is Compliance. So, obviously people are thinking about the Affordable Care Act and what the law requires you to do, but a lot of the conversations that we’ve had with employers while they start focusing on that – whether Pay or Play or employer mandate applies, about whether some of the other plan changes that need to be made are going to get them into trouble – the reality is that most employers can set those issues aside. They should not be the most concerning issues. The most concerning issue is that in the past couple of years, meaning that since healthcare reform was passed in 2010, the Dept. of Labor through its division called the Employee Benefits Security Administration (EBSA), they have launched what’s called the Health Benefits Security Project. In short, that is an effort nationwide. They’ve hired a thousand auditors to vigorously enforce the law. They want to make sure that employers are following the rules and not just the Affordable Care Act rules. And that’s really the point of what I want to get to. We’ve had a couple of clients who have already received audit letters and the first ten or so items focus on the Affordable Care Act with questions such as: Do you cover kids age 26 and below?; Do you cover free preventive care?; Have you handed out the notices for the availability of Exchanges?. Most employers are going to be able to put some big check marks next to those boxes and be done, but then the questions turn to, “While we’re here, can we ask you about a few other items?” And, that’s where they start to dig a little deeper in terms of whether you have really taken to heart the fact that you are an employer and you have some fiduciary responsibilities from a communications standpoint. What I really want to share with you are a couple of suggestions on how to best prepare before that auditor knocks on the door. Again, you don’t have to be, at this point, a large employer; you don’t have to be an employer that has a disgruntled employee that has turned in a complaint. It’s expected, right now, that every employer may go through some form of a health plan audit within the next few years. So, a couple of things. Number one, you ought to have one person, or one team of folks, in charge of your benefit plans – just somebody who can focus on this issue. Second, those folks ought to read through your policies and your documents to just make sure they have a basic understanding of what they are. Third, they really need to understand the legal requirements. A lot of those have to do with notices and employee communications, and the Affordable Care Act has some very specific requirements that self-funded employers want to be aware of. Usually, the carrier takes care of those requirements for fully-insured plans. You want to keep all of your materials in one place. In a lot of cases, what happens is somebody might have a binder with all the required documents – keeping everything organized and easily accessible. Also, you want to conduct some internal reviews. You could call it an internal audit, but the fact is you are really practicing for the real thing if you do get that knock on your door. You want to make sure that you have written procedures for all of the administrative functions you are handling internally – things like HIPAA, claims handling, HRA and FSA plans. You want to make sure you have clearly defined procedures. You also want to make sure that you respond to any questions employees have and that you provide all required notices to employees on a timely basis. If there are annual documents that you need to file – like a 500 if you have over 100 participants on your plans, make sure you do so. We would also like to point out that there are insurance policies that you should have in place such as fiduciary bonds, and employee benefit plan administration liability. None of these plans are really that expensive, but they are things that you should have in place to ensure the safety of your plans. One of the primary benefits of spending time on this issue before you actually have an audit is that you can prepare and you can actually make adjustments for improvement so you will not be found to be in willful violation of some of the things that the DOL requires. If we can be of any help to you in any way during this process let us know. We’ve taken it upon ourselves to help, especially for small employers, who typically aren’t dealing with this at all. They may not be aware, and if they are aware they just aren’t taking the time to do it. If there is a specific concern or question that you have – or if you have suggestions for future topics – please let us know. www.schwartzinsgrp.com (502) 451-1111. Matt Schwartz President Schwartz Insurance Group Louisville, KY
Просмотров: 110 Gail Klotz
WEBINAR: Best Practices in Employee Retention and Return to Work Lessons Learned from Employers
[WEBINAR MATERIALS, INCLUDING THE LIVE TRANSCRIPT CAN BE FOUND AT: http://www.leadcenter.org/webinars/best-practices-employee-retention-and-return-work-lessons-learned-employers] Disability management and prevention is an important component in retaining talented employees and reducing turnover costs. In 2013, the LEAD Center studied a large successful U.S. Corporation to learn about and document effective retention and return-to-work policies and practices. This is a major focus for the U.S. Business Leadership Network as well as the Families and Work Institute, which just published their 2014 National Study of Employers. Join us for a review of lessons learned including: Employer retention and return-to-work best practices. How workforce professionals can partner with employers to promote employee retention and return to work. How to identify employers with policies that support customized employment.
Просмотров: 357 LEADCtr
DEF CON 23  -  Panel - DEF CON Comedy Inception
This year at DEF CON a former FAIL PANEL panelist attempts to keep the spirit alive by playing moderator. Less poetry, more roasting. A new cast of characters, more lulz, and no rules. Nothing is sacred, not the industry, not the audience, not even each other. Our cast of characters will bring you all sorts of technical fail, ROFLCOPTER to back it up. No waffles, but we have other tricks up our sleeve to punish, er, um, show love to our audience, all while raising money of the EFF and HFC. The FAIL PANEL may be dead, but the “giving” goes on. Speaker Bios: Larry Pesce is a Senior Security Analyst with InGuardians. His recent experience includes providing penetration assessment, architecture review, hardware security assessment, wireless/radio analysis, and policy and procedure development for a wide range of industries including those in the financial, retail, and healthcare verticals. Larry is an accomplished speaker, having presented numerous times at industry conferences as well as the co-host of the long running multi-award winning Security Podcast, Paul's Security Weekly. and is a certified instructor with the SANS Institute. Larry is a graduate of Roger Williams University. In his spare time he likes to tinker with all things electronic and wireless. Larry is an amateur radio operator holding his Extra class license and is regularly involved in emergency communications activities. In 1972 a crack commando unit was sent to prison by a military court for a crime they didn't commit. These men promptly escaped from a maximum security stockade.... making the decision to leave Amanda behind. Ms. Berlin is now rumored to have illegitimate children by Saudi Oil barons hidden all over the world in at least 27 countries but this can neither be confirmed nor denied. Amanda Berlin is a Network Security Engineer at Hurricane Labs. She is most well known for being a breaker of hearts, knees, and SJW's. Bringing "Jack of All Trades" back to being sexy, she has worked her fingers to the bone securing ISPs, Healthcare facilities, Artificial Insemination factories, and brothels. Amanda managed the internal phishing campaign at a medium size healthcare facility to promote user education about phishing and hacking through an awards based reporting program. She is a lead organizer for CircleCityCon, volunteers at many other conferences, and enjoys writing and teaching others. Twitter: @InfoSystir Chris Blow is a Senior Technical Advisor with Rook Security. His most recent experience includes: penetration testing, social engineering, red team exercises, policy and procedure guidance focused on HIPAA and PCI DSS, developing security awareness programs, performing HIPAA assessments and serving as a Qualified Security Assessor for the Payment Card Industry. @b10w In reality, his primary duties are to be told by various clients that “security is hard” and to just “accept the risk.” He’s also well-versed in being told to keep vulnerable assets and people “out of scope.” Chris is a graduate of Purdue University in West Lafayette, IN. Besides trying to keep up with all-things-InfoSec, Chris enjoys playing guitar, singing, and DJing. Twitter: @b10w illwill is a rogue blackhat as fuck subcontractor for top secret global governments. He spends his off time enjoying bubble baths, recovering from a debilitating injury as infosystir's former bean fluffer and hand carves realistic thrones made from discarded dildos found dumpster diving behind a porn store in Los Angeles. Dan Tentler likes to break things. He's also an expert on failure. Ask him about it. But ask with scotch. Twitter: @viss @chrissistrunk
Просмотров: 17385 DEFCONConference
Workplace Health Incentives
Objectives of this Workplace Health Incentives webinar are to describe the types and uses of incentives; designing an incentives-based program; laws, regulations and ethical guidelines. Comments on this video are allowed in accordance with our comment policy: http://www.cdc.gov/SocialMedia/Tools/CommentPolicy.html This video can also be viewed at https://www.cdc.gov/workplacehealthpromotion/videos/workplace-health-incentives-05202013.mp4
Social Media Guidelines for Nurses
Social media use is ubiquitous, but inappropriate posts by nurses have resulted in licensure and legal repercussions. NCSBN has developed guidelines for nurses and nursing students for using social media responsibly. Key points of these guidelines are summarized, along with dramatization of potential scenarios of inappropriate social media use. Visit https://www.ncsbn.org for more information. ID=EDU007
Просмотров: 196998 NCSBNInteract
Presented by Michael Chase, JD, MPA and Anna Armstrong, PhD, MPH, MCHES, CPH
Просмотров: 499 Oregon Public Health Division
Group health insurance plans for small businesses 2013
Michael Gray interviews Don Pollard, CLU, ChFC of Advanced Professionals, about "Group health insurance plans for small businesses" for Financial Insider Weekly. They discuss which "small businesses" will be affected by the health insurance law, the final aspects of which will become effective January 1, 2014. They cover what the penalties are for noncompliance, what is specific about California's laws, what health insurance exchanges are and how they apply to small businesses, and how to get help complying with the new laws. http://www.financialinsiderweekly.com
Просмотров: 344 financialinsiderweek
Healthcare Debate "Clip Notes" from iOwnTheWorld.com
Here are some Healthcare Debate clips that we find interesting. The Patient Protection and Affordable Care Act (PPACA)[1][2] is a federal statute that was signed into United States law by President Barack Obama on March 23, 2010. This Act and the Health Care and Education Reconciliation Act of 2010 (signed into law on March 30, 2010) made up the health care reform of 2010. The laws focus on reform of the private health insurance market, provide better coverage for those with pre-existing conditions, improve prescription drug coverage in Medicare and extend the life of the Medicare Trust fund by at least 12 years. The Act's provisions are intended to be funded by a variety of taxes and offsets. Major sources of new revenue include a much-broadened Medicare tax on incomes over $200,000 and $250,000, for individual and joint filers respectively, an annual fee on insurance providers, and a 40% tax on "Cadillac" insurance policies. There are also taxes on pharmaceuticals, high-cost diagnostic equipment, and a federal sales tax on indoor tanning services. Offsets are from intended cost savings such as improved fairness in the Medicare Advantage program relative to traditional Medicare.[6] Total new tax revenue from the Act will amount to $409.2 billion over the next 10 years. $78 billion will be realized before the end of fiscal 2014.[7] Summary of revenue sources: * Broaden Medicare tax base for high-income taxpayers: $210.2 billion * Annual fee on health insurance providers: $60 billion * 40% excise tax on health coverage in excess of $10,200/$27,500: $32 billion * Impose annual fee on manufacturers and importers of branded drugs: $27 billion * Impose 2.3% excise tax on manufacturers and importers of certain medical devices: $20 billion * Require information reporting on payments to corporations: $17.1 billion * Raise 7.5% Adjusted Gross Income floor on medical expenses deduction to 10%: 15.2 billion * Limit health flexible spending arrangements in cafeteria plans: $13 billion * All other revenue sources: $14.9 billion Effective by January 1, 2012 * Employers must disclose the value of the benefits they provided beginning in 2012 for each employee's health insurance coverage on the employees' annual Form W-2's.[32] This requirement was originally to be effective January 1, 2011 but was postponed by IRS Notice 2010-69 on October 23, 2010.[33] * New tax reporting changes come into effect which aims to prevent tax evasion by corporations and individuals. The provision is expected to raise $17 billion over 10 years.[34] Under the existing law, businesses have to notify the IRS on 1099 form of certain payments to individuals for certain services or property[35][36] over a reporting threshold of $600. But from December 31, 2011 the requirements will be changed so that payments to corporations and individuals must also be reported.[37][38] There are a number of exceptions: personal payments, payments for merchandise, telephone, freight, storage, and payments of rent to real estate agents are exempt from reporting.[35] The amendments made by this section of the Act (section 9006) shall apply to payments made by businesses after December 31, 2011. Effective by January 1, 2013 * Self-employment and wages of individuals above $200,000 annually (or of families above $250,000 annually) will be subject to an additional tax of 0.5%. Effective by January 1, 2014 * Insurers are prohibited from discriminating against or charging higher rates for any individuals based on pre-existing medical conditions.[10][40] * Impose an annual penalty of $95, or up to 1% of income, whichever is greater, on individuals who do not secure insurance; this will rise to $695, or 2.5% of income, by 2016. This is an individual limit; families have a limit of $2,085.[41][42] Exemptions to the fine in cases of financial hardship or religious beliefs are permitted.[41] * Insurers are prohibited from establishing annual spending caps.[10] * Expand Medicaid eligibility; individuals with income up to 133% of the poverty line qualify for coverage, including adults without dependent children.[41][43] * Two years of tax credits will be offered to qualified small businesses. In order to receive the full benefit of a 50% premium subsidy, the small business must have an average payroll per full time equivalent ("FTE") employee, excluding the owner of the business, of less than $25,000 and have fewer than 11 FTEs. The subsidy is reduced by 6.7% per additional employee and 4% per additional $1,000 of average compensation. As an example, a 16 FTE firm with a $35,000 average salary would be entitled to a 10% premium subsidy.[44] * Impose a $2,000 per employee tax penalty on employers with more than 50 employees who do not offer health insurance to their full-time workers (as amended by the reconciliation bill)
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What Is an ERISA Health Insurance Plan? : Health Insurance & More
Subscribe Now: http://www.youtube.com/subscription_center?add_user=Ehowfinance Watch More: http://www.youtube.com/Ehowfinance ERISA health insurnace plans are a type of fully insurance health insurance plan. Learn about an ERISA health insurance plan with help from the president of The Stratford Financial Group, Inc. in this free video clip. Expert: Jeffrey Ingalls Filmmaker: Stephen Chiang Series Description: Health insurance is a complicated topic, which is why it's always important to do as much research as possible before deciding on any particular plan. Get financial advice and learn more about health and medical insurance policies and plans with help from the president of The Stratford Financial Group, Inc. in this free video series.
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Affordable Care Act Compliance for 2018
Learn how healthcare reform may affect your plan for compliance and and what you should do now to begin preparing for ACA requirements today!
Просмотров: 118 Velosio
Telebehavioral Health – What Every Provider Needs to Know
Are you a provider of behavioral health services, but are interested in expanding to telebehavioral health? Do you already use telebehavioral health but are unsure of some of the legal, ethical or technical issues. As telebehavioral health becomes more widespread, providers will need to become aware of several issues that govern the successful provision of online services. Webinar participants will learn about the important legal issues that relate to telehealth (e.g., licensure, informed consent, privacy/confidentiality); ethical issues (e.g., competencies, documentation, marketing); clinical issues (e.g., assessment/screening, boundaries/telepresence, handling emergencies); technical issues (e.g., technology/platform choices, cybersecurity, handling repairs); and other related information.
Просмотров: 193 SAMHSA
Worksite Health for Small Employers
CDC Workplace Health Model: Assessment, Planning and Implementation, Evaluation Comments on this video are allowed in accordance with our comment policy: http://www.cdc.gov/SocialMedia/Tools/CommentPolicy.html This video can also be viewed at https://www.cdc.gov/workplacehealthpromotion/videos/worksite-health-small-employers-09122013.mp4
Health Insurance in Nigeria
http://www.international-health-insurance.com/quotes/individual-quote/ To ensure you make the proper knowledgeable decision, our skilled advisors research the world-wide health insurance industry so they can rapidly give you personalized, comparative estimates on worldwide medical insurance policy insurance. We will also help you to realize the different sorts of healthcare protection, making your choice as clear and as effortless as feasible. Health policy in Nepal is widely available from a large number of sources, to fit just about any need. The options available are numerous and it is always necessary to see a consultant before purchase to analyze your requirements and your group's circumstances. We believe that you, have a fundamental right to decide what coverage, if any at all, is right for you. We supply you with the coverage details you need, to help you to make the right decision. The most important thing to keep in mind. Before you can even start to choose a plan, it is critical to make a sincere examination of your specific situation and requirements. In case you are an expatriate now in Nepal or you are preparing to relocate to the area in future, you may be contemplating purchasing health insurance for yourself and your family, especially if you have a child. Also, health charges are increasing due to incessant advancement in medical healthcare. With this in head, it is vital to have a Nepal health insurance opened to cover yourself from bringing the fees of these increasing expenses. This is specifically true if you find yourself with a condition needing far-reaching medical treatments at a specialist hospital. Are you sick of being given recommendations on policies that look like advantage the insurance company more than you as the insured person? We are an independent coverage broker who will without exception put the interests of our customers above the insurance companies. this means that you are provided with unbiased advice about different health coverage plans in Nepal that best match you as an individual. In the last decade, we have constantly upheld our leading position in the Nepal insurance market. We do this by regularly measuring not only the quality of service of our own company, but also that of the insurers that we choose as partner with. The top insurance providers are selected by us, based on their service quality and portfolio offerings. This assures that the highest standard of coverage protection is provided to our clients. We work with over 60 coverage companies that offer a large variety of expat medical coverage plans in the area. We are also able to provide advice regarding which facilities in Nepal are the most appropriate for the treatment of certain health conditions. What is a maternity insurance? Maternity insurance in Nepal isn't a stand-alone insurance policy but a benefit related with some health insurance policy to help cover health bills related with pregnancy and delivery. Pregnant women might get insufficient prenatal treatment if they are uninsured. Coupled with the fees of visiting an ob-gyn and clinic stays, an uninsured pregnancy can result in thousands in costs that you will have to spend from your pocket. Even though most international health insurance coverage do have a maternity option, there are limitations on the sum that can be claimed and for clear factors a waiting period of time of at least 10 months prior to any statements for maternity related charges can be accepted. A new child need to normally be additional to a medical insurance expat plan inside of four weeks to supply continuous cover. Chronic condition coverage in Nepal Chronic condition are usually described as health issues which you do not get better from but only deal with and maintain , for instance diabetes and bronchial asthma. Presently about 50 percent of the global healthcare insurance policy in the market offer you protection for chronic conditions. It is important to realize that the on-heading therapy and management of chronic conditions in Nepal can be quite expensive as this sort of policies offering this protection are normally a lot more costly. Health insurance coverage and vaccination in Nepal To receive enough defense towards illnesses it is important to examine what vaccinations are essential or recommended in the meant area of travel. This information is accessible by way of the world health organisation or the country's own consulate. It is important to obtain this data well in advance of traveling as security may possibly not be immediate. Some global insurance policies organizations do incorporate insurance for vaccinations as part of the international healthcare solutions in their plans, but there will be limits depending on the plan and the insurance policies provider. If this advantage is included as component of the global healthcare services then it will generally insure vaccinations for newborns.
Просмотров: 30 Alban Loriot
Health Decisions Webinar: ACA Compliance Checklist - Are You Ready for 2015? snippet
The one-year delay in Affordable Care Act compliance is over. What is in store for 2015 and beyond? How prepared are you? This webinar provides a checklist of steps you should have taken -- or will need to take -- to meet and maintain ACA requirements. We also share experiences of employers dealing with ACA. Where are the “easy” buttons? What are the most common mistakes? This webinar is the final one in our year-long series on ACA compliance. We pull together the key points from earlier sessions into a set of steps self-funded plans can use to gauge where they are, identify gaps, and assess what they need to do. To view the entire webinar, please go to: https://attendee.gotowebinar.com/recording/8114138890203644930 For more information, please visit: http://www.healthdecisions.com.
Просмотров: 103 Health Decisions, Inc.
Financial Planning Courses: Employee Benefits
Presented by Ian Quigley and http://www.ilscorp.com ILS Learning Corporation has been the leading online education provider for professionals since 2001. With interactive online video and text courses for mandatory CE and licensing requirements, ILScorp is popular with the insurance, financial, real estate and health care industries. Through the use of advanced training tools, a full and expanding multimedia library and a strong base in innovation, ILScorp is pleased to be the market expert in Canadian career development.
Просмотров: 91 ILStv.com
HLS Library Book Talk: "Big Data, Health Law, and Bioethics"
On Wednesday Sept. 12, the Harvard Law School Library hosted a book talk and discussion in celebration of the recent publication of "Big Data, Health Law, and Bioethics," edited by I. Glenn Cohen, Holly Fernandez Lynch, Urs Gasser, and Effy Vayena. The talk was co-sponsored by the Petrie-Flom Center for Health Law Policy, Biotechnology and Bioethics and by the Berkman Klein Center for Internet & Society at Harvard University.
Просмотров: 597 Harvard Law School
CoverRX lost coverage I pre existing medical conditions tennessee state replacement insurance
http://www.healthtn.com/ get covered now 888-599-3001 Nashville, Tennessee 615-610-1440 Memphis Tennessee: 901.244.4844 Chattanooga, Tennessee: 423-800-5938 Jackson, Tennessee: 731.483.4877 tri-cities 423-800-5938 -------- Get Covered ----- http://www.healthtn.com/get-covered/ HealthTN's experts have years of experience in the insurance industry. Let us put it to work for you. We will guide you through the process of quoting, comparing and applying for an insurance plan. When key parts of the health care law take effect in 2014, more people than ever before will qualify for health insurance that fits their budget. You may be eligible for a free or low-cost plan, or a new kind of tax credit that lowers your monthly premiums right away. Getting covered will be easier than ever for people who are self-employed or people with pre-existing conditions. Health TN is here to navigate the new world of health insurance for you. Fill out the brief form below and one of our agents will contact you within 24 hours to help you find the perfect plan for you. No competition and little under 100,000 people are affected the subsidy would make this a much better option for these members More than 28,000 Tennesseans will lose access to state-sponsored insurance programs that are either winding down or curtailing enrollment because of the Affordable Care Act. The programs include CoverKids, CoverTN, Access­TN and CoverRX. People affected by the changes can shop for replacement policies beginning Tuesday when the Health Insurance Marketplace, the exchange that offers subsidies toward lowering premium costs, goes active. But all may not qualify for the subsidies, which are based on income and whether coverage is offered by an employer. Letters are going out this week to explain the changes to people covered by AccessTN, a program for people who have pre-existing medical conditions, and by CoverRX, a prescription benefits program. The 16,000 people enrolled in CoverTN, a limited benefits plan, have already been notified it will end Dec. 31. Many families also have received notice they will no longer be able to buy into CoverKids. "The Cover Tennessee programs were designed to fill gaps in coverage for Tennesseans who had difficulties accessing health insurance," said Darin Gordon, deputy commissioner of Health Care Finance and Administration. "Over the past six years, those programs have provided coverage to thousands of Tennesseans." Former Gov. Phil Bredesen established the programs after he overhauled TennCare and cut more than 350,000 people from its rolls to avert a state budget crisis. The programs stopped a portion of those people from falling through the coverage gaps; however, some of them offered meager or modest benefits because of monetary caps. "Due to many new insurance reforms, one of which is the opening of the Health Insurance Marketplace to consumers on Oct. 1, some of the Cover Tennessee programs are changing, because the need for this type of coverage will no longer be necessary," Gordon said. "Also, some programs, such as Cover Tennessee, will no longer meet the new requirements of coverage." 'Family glitch' Some working parents could be left in the lurch because of the "family glitch" — a rule that prevents a parent from buying subsidized insurance for a child on the exchange if the parent is covered by an employer's plan. That's a scenario that could affect thousands of Tennessee families, not just the parents of the 650 children cut from CoverKids because their parents make too much money. The state will no longer allow parents making more than 250 percent of the federal poverty level ($58,875 for a family of four) to buy into Tennessee's version of the federally sponsored Children's Health Insurance Program. The program is free for families with lower incomes. The state allowed other families to buy into it, paying monthly premiums that ranged from $294 to $375 per childbased upon income. Neither CoverTN nor AccessTN meets the requirements of the federal health law because both plans set monetary caps. While CoverTN ends Dec. 31, AccessTN has received a federal reprieve because of a rule that allows high-risk insurance pools an additional year. However, the state is limiting enrollment in AccessTN. Of the 2,600 people currently enrolled, about 1,900 will no longer be eligible. Only those with incomes below the federal poverty level and who receive premium assistance will be able to stay on the program. The state also is closing CoverRX to people who make more than the federal poverty level, which means 10,000 of the 54,000 people enrolled in that program will lose coverage. Article-http://www.tennessean.com/article/20130929/NEWS07/309290068/ http://youtu.be/HxaWnCbPLhM
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Workers' Compensation Options that Can Significantly Impact Your Bottom Line
The Partners Group Commercial Insurance Division presents quick tips for finance executives and business leaders. Paul Vlcek (http://www.tpgrp.com/commercial-insurance/commercial-insurance-team/paul-vlcek/) and Jordan Stair (http://www.tpgrp.com/commercial-insurance/commercial-insurance-team/jordan-stair-commercial-insurance-account-executive/) discuss workers' compensation options for Washington state employers, that can significantly help impact your bottom line. Washington State is unique as it is one of the few monopolistic states still remaining throughout the country, meaning the state itself is the only provider of workers’ compensation coverage. Stair stated “oftentimes employers feel they have limited available options, when in fact that cannot be further from the truth.” What a lot of employers don’t realize is that there are four different options when it comes to purchasing their workers' comp in Washington: buy direct from L&I, group retro, individual retro, and self-insurance. We are talking about group retros in this video, as it can be a cost-saving opportunity. Listen to the video for more information. Contact The Partners Group to see how we can help you: http://www.tpgrp.com/contact-commercial-insurance-team/. Tune in to get more quick tips from The Partners Group commercial insurance division! Don't forget to subscribe to our email list through our website - http://www.tpgrp.com/commercial-insurance/who-we-serve/, click on "Subscribe". Founded in 1981, The Partners Group has been serving the financial and insurance needs of employers, medical professionals, and successful individuals for over 30 years. We are an independent consulting firm with services including employee benefits, business consulting, retirement planning, investment services, commercial and individual insurance. Although we have developed a national network and reputation, you can count on our local commitment and service. We deliver through the hard work of over 100 teammates, who tirelessly provide results greater than the sum of our parts. The Partners Group has offices in Portland, OR; Lake Oswego, OR; Bellevue, WA; Bend, OR; and Bozeman, MT. For more information, please visit http://www.tpgrp.com. 800-722-6339.
Просмотров: 72 The Partners Group
MLSK 4860 Week 11: CH 15 Compliance Issues Regulations
This lecture covers chapter 15 and explores the regulations by which laboratory testing, including point-of-care testing (POCT), is performed. Central to this discussion are the Clinical Laboratory Improvement Amendments of 1988, referred to as CLIA’88 or just CLIA. CLIA is a federal mandate that identifies laboratory testing standards, and supersedes the requirements outlined in the Clinical Laboratory Improvement Act of 1967. The regulations related to safety, that is, the Occupational Safety and Health Administration (OSHA) requirements , are also discussed along with the protection of patient medical information by the Health Insurance Portability and Accountability Act (HIPAA).
Просмотров: 124 Charlie Cruz
Total Risk Management Solutions
If you are looking to improve your existing risk management program and answer 'YES' to any of the following questions, then our program will benefit your company: - Want to improve hiring process to ensure candidates are physically capable of performing job duties? - Interested in reducing your risk modifier to lower your insurance premiums? - Seeking ways to decrease operating costs and increase insurance savings? - Concerned about the costs and outcomes of current and past soft tissue work injury claims? - Need to create or update your modified duty return to work program to accommodate injured workers? - Concerned about proactively addressing ergonomic safety issues to avoid work injuries? Our program is HIPAA, EEOC and OSHA compliant and incorporates dedicated professionally trained staff to improve your hiring processes, proactively prevent work injuries, and assertively manage current and past work injury claims. Inevitably, accidents still may occur. Our staff will coordinate, retain and communicate diagnostic testing results and evaluations to provide the treating physician with objective pre and post injury results to determine the extent of compensability and disability for work related injuries.
Просмотров: 128 Cathy Iekeler
Ginni Rometty Keynote at Interconnect 2017
Ginni Rometty keynote from Interconnect 2017. Special guests include: - Randall Stephenson, CEO, AT&T - Marc Benioff, CEO, Salesforce.com - Bill Cobb, CEO, H&R Block - Bruce Ross, Group Head for Technology & Operations, RBC - Reshma Suajani, Founder and CEO of Girls Who Code
Просмотров: 101572 IBM
How to Manage Rising Health Insurance Costs Including Real Life Case Examples
The Oregon Business Magazine recently featured The Partners Group and our employer clients, Harsch Investment Properties and SAIF Corporation, in their Hot Topics Cool Talks forum series. The discussion included an ACA update and focused on solutions for managing rising health insurance costs, including real life examples from the employer groups. Contact The Partners Group at https://www.tpgrp.com/about-us/contact/ Subscribe to our newsletter to receive current news updates and upcoming webinar information: https://www.tpgrp.com/subscribe/. www.tpgrp.com | communications@tpgrp.com | 800.434.4662 For over 35 years The Partners Group has been serving the financial and insurance needs of employers, medical professionals, and successful individuals with services including employee benefits, retirement planning, investment services, commercial and individual insurance. We have built our business from the ground up to insure we are a thriving organization for the next 35 years. Although we have developed a national network and reputation, you can count on our local commitment and service. We deliver through the hard work of over 140 teammates, who tirelessly provide results greater than the sum of our parts. The Partners Group has offices in Portland, Lake Oswego, and Bend OR; Bellevue, WA; and Bozeman, MT.
Просмотров: 81 The Partners Group
Workers Compensation Overview
Просмотров: 3738 USOPM
Gobeille v. Liberty Mutual Insurance Co.: Oral Argument - December 02, 2015
Facts: Liberty Mutual Insurance Company (Liberty Mutual) operates a self-insured employee health plan through a third-party administrator. Vermont state law requires that all health plans, including self-insured plans, file reports containing claims data and other information with the state. The statute specifies what type of information is required and how it is transmitted. When Vermont subpoenaed claims data from the third-party administrator, Liberty Mutual sued the state and argued that the reporting requirements of the Employment Retirement Income Security Act of 1974 (ERISA) preempted the Vermont statute. The district court found in favor of the state and held that ERISA did not preempt the Vermont statute. The U.S. Court of Appeals for the Second Circuit reversed and held that ERISA preempted the state statute because the state statute’s requirements were connected to the ERISA requirements and therefore were preempted. Question: Do the reporting requirements of the Employee Retirement Income Security Act of 1974 preempt a Vermont state statute regarding reporting requirements as applied to a self-insured employee health plan? Conclusion: The reporting requirements of the Employee Retirement Income Security Act of 1974 (ERISA) preempt a Vermont state statute regarding reporting requirements as applied to a self-insured employee health plan. Justice Anthony M. Kennedy delivered the opinion for the 6-2 majority. The Court held that the preemption clause of ERISA was meant to be construed broadly, and precedent has established that ERISA preempts a state law when the existence of ERISA plans is essential to the operation of the state law or when the state law interferes with nationally uniform plan administration. Because ERISA contains various recordkeeping, disclosing, and reporting requirements that are integral aspects of ERISA, the Vermont state statute interferes with nationally uniform plan administration. In his concurring opinion, Justice Clarence Thomas wrote that, while the majority’s opinion follows precedent regarding ERISA preemption, that preemption jurisprudence is possibly becoming impermissibly broad. In future cases, the Court may have to address the question of whether the Constitution allows such broad federal preemption of state laws. Justice Stephen G. Breyer wrote a separate concurring opinion in which he emphasized that ERISA preemption avoids the potential of having different reporting requirements in each state. However, if a state needs information beyond what ERISA requires, it can request authorization through the Secretary of Labor. Justice Ruth Bader Ginsburg wrote a dissent in which she argued that Vermont’s statute serves a different purpose than the ERISA reporting requirements and therefore should not be preempted. While ERISA’s reporting requirements allow the Secretary of Labor to examine plan management and solvency, the Vermont statute is concerned with how residents obtain health care and how effective it is. Because the state statute does not impose burdens on plan management that effectively dictate the plans’ administration, preemption is not required. Justice Sonia Sotomayor joined in the dissent. For more information about this case see: https://www.oyez.org/cases/2015/14-181 Section 1: 00:00:05 Section 2: 00:16:58 Section 3: 00:27:39 Section 4: 00:54:32 PuppyJusticeAutomated videos are created by a program written by Adam Schwalm. This program is available on github here: https://github.com/ALSchwalm/PuppyJusticeAutomated The audio and transcript used in this video is provided by the Chicago-Kent College of Law under the terms of the Creative Commons Attribution-NonCommercial 4.0 International License. See this link for details: https://creativecommons.org/licenses/by-nc/4.0/
Просмотров: 144 PuppyJusticeAutomated
Day 2 of Supreme Court hearings on The Affordable Care Act
The Supreme Court justices on Tuesday heard the second day of oral arguments in the health care reform law suit.
Просмотров: 5213 PBS NewsHour
Telebehavioral Health and the Consumer Webinar
Are you a consumer of behavioral health services, but are sometimes challenged to access them? Do you live in a remote area? How can you find a qualified online therapist? How do you make sure your private information remains confidential? Consumers of behavioral health services, especially those in sparsely-populated regions or those who have difficulty getting to a provider, should become aware of how this technology can improve access to care. Webinar participants will learn what kinds of issues can be safely addressed by an online therapist, how they can find a qualified online therapist, how to ensure the information they share remains confidential, and what they can expect to pay for a good online therapist.
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CT DDS ADA Training Video
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Cyber Security and Health Panel
Four panelists and one moderator from Penn State joined together on Thursday October 11th, 2018 to discuss the matters of cyber security, privacy and health data for an Institute for CyberScience - CyberScience Seminar titled “Digital Human Data Research: Critical Law, Policy, & Business Considerations.” Speakers included moderator Anne Toomey McKenna, Penn State’s Dickinson Law and ICS co-hire; Rachel Herder, Penn State Law; Tom Sharbaugh, Penn State Law professor in practice; Reuben Kraft, Penn State assistant professor of mechanical engineering and ICS co-hire; and Ryan Gilmore, technical director at ICS. Follow ICS on Twitter : @ics_psu Follow ICS on Facebook: facebook.com/PennStateICS For more information visit ics.psu.edu
Просмотров: 39 Penn State Institute for CyberScience
2016 Mental Health in the Workplace: A Public Health Summit
This Public Health Summit brought key stakeholders together from academia, industry and government to examine barriers to research on workplace mental health, implementation of workplace interventions and services and best practices for overcoming barriers to research and interventions.
Disability Sensitivity Training Video
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Workplace Health Solutions: Introducing My Life Check Enhance
In this session, you will: • Learn how Life's Simple 7® science and composite Heart Health Scores can guide your employees and adult dependents to focus on specific areas to improve overall health over time. • See a demo of My Life Check Enhance-easy to use, easy to understand. • Understand how the Workplace Health Achievement Index and My Life Check Enhance can help you track improvements in the health of your workplace and workforce and improve your overall Index score. My Life Check Enhance is the only HRA that completely satisfies all data requirements for scoring in the Workplace Health Achievement Index.
Просмотров: 340 American Heart Association
Community Health Workers: Their Role in Preventing and Controlling Chronic Conditions
Are you interested in learning about what is going on with community health workers (CHWs) at the national level? The National Diabetes Education Program and CDC's CHW Workgroup at the National Center for Chronic Disease Prevention and Health Promotion hosted a webinar that outlined what CHWs are, described their roles in achieving health equity, and discussed promising practices of the CHW workforce. The event showcased the strategies that CDC uses to engage CHWs in chronic condition prevention and control, policy development, and other efforts. Comments on this video are allowed in accordance with our comment policy: http://www.cdc.gov/SocialMedia/Tools/CommentPolicy.html This video can also be viewed at http://www.cdc.gov/diabetes/ndep/videos/chws-controlling-chronic-conditions-low-res-video.mp4
Implementing Health Assessments in Primary Care: A How-to Guide
Richard Ricciardi, PhD, NP, FAANP (AHRQ) and Douglas Fernald, MA (University of Colorado School of Medicine, the Colorado Health Outcomes Program, and the Shared Networks of Collaborative Practices and Partners) discuss an evidence-based guide, released by the Agency for Healthcare Research and Quality, that was developed for primary care doctors, nurse practitioners and physician assistants on how to successfully select, adopt and implement health assessments (HA) in primary care settings. The presenters describe how this guide, Health Assessments in Primary Care: A How-to Guide for Clinicians and Staff, may be used to help clinicians decide which health assessments to use, how to integrate them into their daily workflow and how to engage patients. This guide is especially useful in the context of the implementation of the Affordable Care Act (ACA): the ACA authorizes Medicare coverage of annual wellness visits and specifies that a health risk assessment be included as part of those visits. The Guide is at: http://www.ahrq.gov/professionals/prevention-chronic-care/improve/system/health-assessments/
Просмотров: 990 AHRQ Primary Care