Practical Solutions in Health Care

Accelerated Payments and the $100 Billion Health Care Relief Fund: Financial Strategies for Providers and Suppliers

Accelerated Payments and the $100 Billion Health Care Relief Fund: Financial Strategies for Providers and Suppliers

The massive $2.2 trillion Coronavirus Aid, Relief, and Economic Security Act (“CARES Act”) signed into law March 27, 2020 includes $100 billion in reimbursement for hospitals and other health care entities to help cover COVID-19-related expenses and lost revenue.

Hall Render attorneys Liz Elias, John Williams and Lori Wink provide a 45-minute information briefing on the $100 billion health care fund, the CMS accelerated payment program and other key funding provisions included in the CARES Act. The briefing will also include recommendations about what you can do now to ensure your organization is prepared to access funding as soon as possible.

Podcast Participants

John Williams

Attorney with Hall Render

Liz Elias

Attorney with Hall Render

Lori Wink

Attorney with Hall Render

John Williams: Well, good day everyone. I hope everybody can hear me. I’m John Williams. I’m the office managing partner for Hall Render’s office in Washington D.C. I’m also the head of our Federal Advocacy service line. I want to thank everybody for joining us for this webinar on financial strategies for providers and suppliers regarding accelerated payments and the $100 billion healthcare release fund provided for in the CARES Act.

I am very pleased to be joined today by two outstanding lawyers who practice in the areas of Medicare reimbursement and regulatory matters. Liz Elias from our Indianapolis office and Lori Wink from our Milwaukee office. To give you an idea of where we’re headed today, Liz is going to walk you through the accelerated payment program. Lori is going to talk about the $100 billion in healthcare funding provided for in the CARES Act and then I’m going to discuss what might come next in a Phase 4 bill or as we discovered in the last 12 hours… 24 hours what might come as early as this week.

When we’re done, we hope you’ll know what actions you should be taking now and what steps you should take in the future and with that, I will turn it over to Lori. Lori.

Lori Wink: Thanks John. Without stating the obvious, we’re here today because expenses at health care organizations are increasing as they’re preparing for the COVID surges in treating patients. We see expenses increasing across the boards for our clients and at the same time there’s a significant disruption to non-emergent clinical services because there is cancellations and postponing of non-essential elective surgeries and procedures and clinical visits.

What we’re hearing across the country is about where… there’s a 40% decrease in these types of services being provided. One client we talked to, that was about a 200 bed hospital was losing on average about $4 million a week as a result of lost revenue and some critical access hospitals we’re talking to are seeing about a 70% decrease in this type of revenue and services because there’s no surge or cases yet in that case… cases related to COBIT in those situations but they still have the decline in revenue.

There are a number of relief funding opportunities available. In here we’ve listed 12 of the options. Today we’re going to talk about the accelerated payment program and the hundred billion in funding, but we do have full attendance that we’re releasing related to these other sources of funding and we do have additional webinars on these fundings and we’ve already had at least the first one with respect to telehealth. On the release funding strategies, what we’re recommending our clients do is they first establish a dedicated work group to really lead the funding sources and applying for the funding sources.

The next step would be reviewing these funding sources and we’re really making sure and encouraging our clients to monitor deadlines to understand the payment process with respect to these funding sources, whether it’s first come first serve under them. We need to get those applications in quicker and confirming eligibility. Then at the same time, you helped our organization’s need to track the expenses and the lost revenues related to COVID-19. There aren’t really specifics that we’re seeing on… at least in what we’re talking about today with respect to what those expenses in lost revenues are you. So you really need to create policies and procedures and just start that implementation process so you have something that’s defensible as time goes on.

Lori Wink: And then you need to submit the applications and the request as soon as possible, especially for those first come first serve and as those deadlines are approaching, then maintain the necessary documentation related to those expenses and then prepare for any reports that need to be submitted to the agencies that are releasing the funds and any subsequent audits that may occur in the future. The next slide is really just to emphasize those immediate stuff about identifying the source is in developing those policies and procedures for capturing the revenue and with that I’m going to turn it over to Liz.

Liz Elias: Thanks Lori. I’m going to talk about the accelerated payment program. Although it’s being only used a hundred times in the past five years, the CMS accelerated payment program is an existing program that allows CMS to accelerate and advance Medicare payments in order to provide emergency funding and address cashflow issues that might be caused by claims processing delays. It’s historically been used in response to natural disasters to accelerate cash flow.

However, under the CARES Act, the program has been greatly expanded. It’s essentially now a bridge loan that if it’s timely repaid can be interest free and likely won’t be viewed as debt on the balance sheet. It’s important to understand the eligibility for the accelerated payment program is not limited to hospitals. It can be accessed by other types of healthcare entities enrolled in the Medicare program as long as those providers have billed Medicare for claims within the last 180 days, they’re not in bankruptcy proceedings, they’re not under active medical review or any type of program integrity investigation, and they do not have any outstanding delinquent Medicare overpayments.

Perhaps most importantly, there is no specific need-based threshold to apply for the accelerated payment program. As far as what providers can request, most hospitals can request up to a 100% of the Medicare payment amount based on a six month look back period. However, critical access hospitals can request up to 125% of their payment amount for six months lookback period. Other types of providers and suppliers can request up to a 100% of the Medicare payment amount but only for a three month lookback period. These accelerated payment requests are submitted to the Medicare Administrative Contractors or in short the MACs.

It’s important to realize that the accelerated payment program as of this time are not in any way part of the $100 billion in the public healthcare and Social Services Emergency Fund that was also created by the CARES Act. The accelerated payment program is an entirely separate program. The applicable CMS guidance is not specific on how providers should calculate their accelerated payment amount or what types of documentation is required for that request. However, in speaking with various MACs over the past week and a half, we’ve gotten some information. CMS is providing the MACs a listing of the amount that each provider or supplier is able to obtain through this accelerated payment process, and that amount is the maximum that a provider can be approved for, the providers and suppliers can request less.

Generally speaking, these requests are going to be processed on a first in, first out basis and initially CMS stated that the MACs were going to issue payments within seven calendar days of receiving a request. However, in a briefing last evening, CMS Administrator Seema Verma stated that 17,000 accelerated payment applications have already been approved. Currently they are operating faster than the promised timeline. 25,000 applications have been received to date.

We wanted to give you an example of one of the accelerated payment request forms. This is WPS’s version of its form as of last Friday on April 3rd. Most MACs have revised their forms to simplify them and remove some of the certifications that are normally present under the regular accelerated payment program. However, we have confirmed with multiple MACs that they will accept all versions of the accelerated payment form whether it’s the CARES Act revision or the original form. Important to note on your form, when you’re completing your requests you should not include Part C or Medicare Advantage in your payment requests and we believe that the PSNR is a good source to determine what your request amount should be. There isn’t guidance out there specifically to point to a specific data source for you to use but the PSNR would be a good place to get that information.

Additionally, we’ve gotten information from the MACs encouraging us to tell providers that you would want to complete separate forms for sub units like inpatient rehab facilities and inpatient psych facilities and you’d want to send those in ideally in a separate emails so that they all have their own separate delivery timeline to the Mac. Likewise, if you bill under multiple MPIs, you would want to submit a separate request form for each NPI. Some MACs, they’re requiring these forms to be signed by an authorized official. If you’re not sure of who might be listed on your 855 as your authorized official, the person… if you complete a Medicare cost report, the person who signs your Medicare cost report is an authorized official and would be a good rule of thumb to use for signing these accelerated payment requests.

As far as the funds transmissions, these payments are coming through as regular Medicare remits. It is supposed to be the only thing that is on that remit and the remittance advice is somehow supposed to state that it’s the accelerated payment. The first payments went out overnight last Thursday on April 2nd. Anecdotally we’re hearing early reports that the initial payments are matching the requests or within the realm of reason. We do want to caution providers to watch the remittance advices carefully. We have received some information that CMS has given only three months of payment for some hospitals.

Similarly we are hearing that some critical access hospitals are not receiving the 125% payment amount. They’re receiving the 100% payment amount. These are being corrected as they’re being brought to the attention of the MACs and CMS is also working to update its list but if you do find yourself in a situation where the payment doesn’t closely match your requests, you might want to reach out to your MAC to see if you might fall into one of these outliers in the CMS data.

This is just an example just so you can see what the sort of processes and the requested amount and how they’re lined up with a payment and that this also has a critical access hospital and they’re just… you can see that as an example. As I said at the outset of my remarks, this is essentially a loan. It does have to be repaid. Currently the way the recruitment process is going to work for all providers regardless of what type of provider you are, the recruitment is going to start on day 120 after you’ve received your accelerated payments, and that recruitment is going to be against your paid claims.

Starting on day 120 you might experience a dip in your Medicare payments for some period of time while that recruitment is happening. For other providers besides hospitals, the recruitment period is going to last 90 days and on day 210 if there’s any remaining balance, providers will have 30 days to pay that outstanding balance or interest could start being assessed on day 241. There are supposed to be demand letters that are sent by the MACs, but we would recommend that providers calendar these dates so that you keep track of them internally just in case you don’t receive communication from your Mac. Just to recap, recruitment starts on day 120. Day 210 is your 30 day warning and on day 241 is when the interest could start to accrue.

Similarly for hospitals, they will also be assessed interest, but the interest for hospitals will not begin until one year after the accelerated payment is received. Likewise, you should get a demand letter from your MAC at the one year mark. The interest rate is currently set at 10.25%. The [HA 00:13:45] sent a letter earlier this week to advocate for a lower interest rate and possible loan forgiveness. However, in response to the HA’s letter from Monday, CMS Administrator Seema Verma made a statement that CMS is required to use that 10.25% interest rate because it is set by the treasury department and their hands are tied. We’ll have to watch and see if there are any further changes made to reduce that interest rate but right now CMS is saying that they don’t have the ability to adjust that interest rate.

Provide may also request an extended repayment plan if the recruitment process is not feasible for you at the 120 day timeline. There is a CMS manual process that outlines that and you should reach out to your MAC if you have any questions about the extended repayment plan, and just again to summarize for the hospitals, the deadlines would be day 120, interest day 365 would be your sort of warning and then you would have another 30 days. On day 395 is when your interest could start accruing and with that, I’m going to kick it back to Lori for some discussion on the $100 billion healthcare relief fund.

Lori Wink: The 100 billion in funding. Let me give you a roadmap as to where I’m going with this. First I’m going to start with a summary of the statute and the statute really is three pages of text in the CARES Act. There is no regulations and there’s no written guidance that we have with respect to the implementation of these laws. What we have are proposals from different associations that I’ll go through and arguably those are a little bit dated because then we’re going to go through the information that we have from CMS.

With respect to the hundred billion in funding, the CARES Act allows a hundred billion that’s available to providers until expended. That really makes it sound like it’s a first come first serve process, but we’ll wait and see how that works out and it’s for responses to the COVID-19 crisis. Is for eligible healthcare providers for healthcare related expenses and lost revenues that are attributable to the coronavirus. Now importantly in the CARES Act, eligible healthcare providers for purposes of this funding includes public entities, Medicare, Medicaid, enrolled suppliers and providers, for profit and non for profit entities that treat individuals with suspected or actual COVID-19. Now my slides aren’t working. There we go.

Importantly, this is not tied to the Medicare definition of a provider. It includes more than just hospitals and includes nursing facilities, physicians, ambulatory surgery centers, federally qualified health centers, rural health clinics, home health agencies and the list goes on. With respect to what’s eligible, again, it’s covered expenses and lost revenues. Now the CARES Act does stipulate that when they’re paying for the expenses or lost revenues, it cannot be reimbursements that are… expenses and revenues that are covered from other sources or other sources are obligated to pay for those.

The act also may include broad funding definitions. It includes alternative care sites, supplies including PPE, operational issues, surge capacity, et cetera, but because these are broad definitions, I really think that’s almost a good thing right now because as long as you can arguably and reasonably demonstrate that the expenses and the lost revenues are attributable to the COVID-19 crisis, I think there’s an argument that they’re covered under the funding source. Now, just to help put this in context, the Medicare budget in the last couple of years, it’s about 700 billion or this is a hundred billion, but it’s not just for Medicare. It includes Medicaid, uninsured population and private payers. It’s all the expenses and lost revenues related to this pandemic.

They’re also reporting in payment obligations or stipulations under the CARES Act. Providers are required to submit reports and maintain documentation to support the expenses and the lost revenues. Again we really encourage you to make policies and procedures or develop policies and procedures to help define those revenues and how they’re going to be captured and then maintain that documentation. It does say that HHS will provide these payments on a rolling basis so they’re not all at one and it does require that a provider apply for and justify the need for payment under the $100 billion which… I’ll come back to that point in a little bit, and then the options for HHS to provide those payments include prepayments, prospective payments and retrospective payments.

Some of the proposals that are out there, the first one, and again, I know these are a little bit dated. These were actually pretty good last week. Their proposal was to have a per bed payment for every hospital, would be 25,000 per bed, 30,000 for hotspots. If you had a 240 beds staffed hospital back they don’t define how bad is defined, we’re assuming it would be something akin to staffed bed versus licensed beds. You’d get about $6 million with a 25,000 per bed. Now in comparison, some hospitals that we’re talking to that are right around that 240 staffed bed level, they’re losing about $3 million at least a week in revenue from cancellations with no surges. It’s covering only about two weeks of just lost revenue, not the increase in expenses.

Some of these hospitals at about that size are applying for the accelerated payment through the accelerated payment program and they’re getting about 53 million. Some other proposals that are out there. There’s one proposal from about a group of nine hospital and physician groups and they propose to use the periodic interim payments for providers and suppliers. I think that one would be kind of difficult to implement. It’s tied to some older Medicare laws. It’s still used in some parts of the country but I think it was… just be more difficult, and then there’s the Federation of American Hospitals which they really advocate for most of the payments to be going to hospitals because they’re on the front line of treating patients in this crisis and they advocate for streamlined application process. It’s kind of a phased payment approach paying the hardest hit areas with immediate relief and then in June paying for March and April impacts and then final impacts in October.

But most importantly, we do have some reports out of Washington. The first report came out, I think it was late last week and the proposal was to pay hospitals and providers for uninsured patients that have the COVID-19. Under that proposal they would receive roughly the Medicare equivalent. In other words, what they get paid if they billed Medicare for the same service, and there would be a requirement that they don’t balance bill the patient, which would be the difference between the charges and what they ultimately got paid from Medicare. Estimates that have come out related to this type of funding, it would be about $40 billion or about 40% of the total that’s to be expended under this particular provision of the care act.

We do think that long-term it could impact the uncompensated care payments that hospitals get. We do think that would obviously be less impact than the direct payment through this a hundred billion in funding, but it would have some impact and it would also affect states disproportionately in hospitals… disproportionately depending on what did their uninsured patient population of, and then just yesterday, CMS Administrator Verma announced a second proposal where CMS would distribute about 30 billion this week yet and those distributions would be based on Medicare revenue and interestingly, the Medicare revenue is not defined, so we don’t know what the lookback period is to define how much different hospitals or different organizations would be getting and we also don’t know what types of revenue is Medicare or CMS would be looking at when they make that distribution, when they’re looking at hospitals and clinics and nursing facilities.

She did say that this would essentially be a grant with no strings attached, which is also interesting because the CARES Act did require, as I mentioned, that you maintain documentation to support the payments from the a hundred billion and it did require an application to justify the payment from the hundred billion source. We’ll see where that goes. How this is going to get paid as… what she said, it would be a direct deposit for Medicare providers as long as you’re set up for direct deposit. If you are not, it would require a simple registration and then the money would be released and she did say this was not a first come, first serve payment process so it’s available to all health care providers.

The other important thing to realize about this proposal is it’s really going to focus on organizations, healthcare providers with the majority of their payments or a lot of their payments coming from Medicare because it’s Medicare revenue. If it’s a provider with Medicaid private pay or a large uninsured population, those payments would be delayed and those would be released in the next round of funding and going to turn it over to John to see if has some input on these two proposals out of Washington.

John Williams: Thanks Lori. As regards the uninsured issue, just some background on the politics of all this. I’ve had a lot of people ask me, why are they going to use this uninsured money out of the $100 billion fund? And the answer is it’s pure politics. The administration does not want to reopen enrollment due to special enrollment under the Affordable Care Act. They have made a political decision that they are not going to breathe life into the Affordable Care Act if it can all be helped during this pandemic. That is the reason that they have decided that they were going to use this first chunk of money out of this fund to go to the uninsured.

John Williams: The other thing I would add too is… and Laura sort of touched on it. There was a Kaiser report that came out yesterday that shows that doing this… using this pool of money to fund payments for uninsured coverage could take up to somewhere between 14 to up to 40% of the 100 billion. That could end up being a really big chunk of change out of this fund, and as I’ll talk a little bit later, there’s already talk about getting more money into this. I think the only other thing I’ve got to add on that one Lori, is that what we’ve learned in the last 12 hours or so is that HRSA is going to be the entity responsible for making these direct deposits and HHS mentioned within the last couple of hours that they’ve already put out $1.3 billion to community health centers through HRSA so I think folks could probably look for those deposits to come from HRSA.

Lori Wink: Thanks John. Then the last thing that I just wanted to mention before turning it over to John again are, there are additional sources of payment both from the Medicare and the Medicaid program that are being just implemented through the regular payment process. For example, CMS has suspended the sequestration cuts from May 1st through December 31st and hospitals are receiving an additional 20% increase in payments when they treat patients with the COVID-19 diagnosis. They have eliminated the 15% reduction in clinical lab tests from 2021 to 2024 and I think that’s important because lab has just been such a focus with COVID-19 crisis, and as we move forward the CMS will cover… Medicare will cover the COVID-19 vaccine without any cost sharing once that vaccine is developed and they have delayed any Medicaid DSH cuts.

The last one I wanted to mention, and again, these are just examples, is that CMS and Congress has really expanded telehealth coverage for this crisis and I think it’s really important to think about that as we move forward because telehealth has been very limited in terms of coverage. Historically this has really expanded it and I think there’s some thought that that might become a permanent change and I know John has some thoughts on that he’d like to share also.

John Williams: I do, Lori. Thank you. Yeah. The telehealth stuff to me is fascinating because we’ve been following telehealth on Capitol Hill for years and years now and there’s always been a resistance to widespread expansion of the use of telehealth. Most people who are big advocates of telehealth believe that using telehealth will bring down the overall cost of healthcare. Well, the impediment in Washington for years has been the Congressional Budget Office and the Congressional Budget Office is the entity that’s responsible for determining what the cost of legislation is, and the folks that do healthcare at CBO, as we call it, they’ve always believed that the expansion of telehealth will cause an increase in Medicare spending because it will be so popular, it will be so utilized that it will actually cost the government more money than it’s going to save.

But, as I’ll mention again later, we are now in a world where no one is caring about cost and I think everybody is really seeing firsthand the benefits of telehealth and so I think you’re going to see a significant expansion that it’s here to stay as far as telehealth was concerned. Future legislation. In the days and weeks after CARES past we heard Democrats on the Hill saying that we’re going to need a fourth stimulus bill right away. From the minute the CARES passed they’re already advocating for a fourth. Republicans at that point were saying, no, you know what? We need to wait and see what impact CARES has on the situation before we go any further. That’s now changed. It’s completely changed and Republicans are on board and I think it’s really for two reasons.

One, the longer that it takes to get the money out the door the more pressure there is on law makers to do more. The other reason is that members of Congress are home with their constituents because Congress is in recess. They are at home getting an earful about website’s not working, about cheques not arriving and a whole host of other issues. On Monday of this week, house speaker, Nancy Pelosi hosted a conference call with all the democratic members of the house representatives and here’s what we know from people who are in that, who were part of that call and from other folks that we talked to on the Hill about what it is that Pelosi really laid out as what she wants for what we’re calling Phase 4 or the four stimulus package.

First thing is that the speaker Pelosi has said that the next bill is going to cost at least a trillion dollars. I think it’s going to end up being more than that. Congress never comes in below initial cost estimates of legislation and I think once that everybody starts getting their interests and their projects into a piece of legislation like that, we’re going to go way over a trillion dollars but what you’re seeing on the screen now is what Pelosi outlined on that call, and you’ve probably heard about some of these things already. You’ve probably heard, for example, that it’s taken up to eight weeks for paper checks to arrive from the IRS to those folks that don’t have direct deposit. So they feel like they need to do more about that.

The 350 billion for the Paycheck Protection Program isn’t enough. SBA is already… I mean, SBA was never built to distribute that much money this fast and we’ve also heard, I’m sure you have too, that banks are shutting off loans and so it’s been pretty much a hot mess and so they’re going to need more money for that. In the last 24 hours we’ve heard more about that and I’ll get to that in a moment as well. I like to highlight the OSHA protections here for a second. I had a health system that I spoke with earlier this week, ask me if there was any appetite on Capitol Hill to ease OSHA restrictions given everything that’s going on and the answer to that is actually no. The appetite on Capitol Hill at this point is to increase OSHA protections for medical personnel and for first responders.

Now, something else that’s happened in Washington is that the democratic leadership on healthcare related committees in the House and the Senate have made clear that they’re going to seek additional funds in the next bill that will cover things like those that you see here on the screen. Some of these are controversial. I spoke to the Democratic staff director for the house energy and commerce committee over the weekend and one of the things that he said to me is that the Democrats in the House and the Senate want to make the next stimulus bill as bipartisan as possible and if that’s the case then some of the stuff that you see on this screen are complete non-starters.

Again, this special enrollment period for the Affordable Care Act that Trump administration has already said that’s a nonstarter with them. I don’t think that’s really in the cards. The other thing… the main reason I was calling the staff director was the Medicaid Fiscal Accountability Rule or MFAR. Back when CARES was being negotiated towards the end, the House Democrats introduced their own alternative proposal, to CARES and one of the things that was included in that piece of legislation was a two year moratorium on finalization of MFAR and that never happened because that version of the bill was never adopted and I was calling to lobby for… not a moratorium, but for complete withdrawal of MFAR in the next piece of legislation and the response that I got was, look, this is going to be as bipartisan as possible so if we’re going to get enormous pushback on MFAR then we’re going to drop it and it’s not going to be in the next package.

We could see the withdrawal of MFAR, we could see a two year moratorium on finalization of MFAR or we could see nothing on MFAR. Now, where the white house has been on all of this is a bit vague in terms of what they want in a fourth bill. They’ve mentioned some hazard pay for workers, more aid to states and then as most of you may have seen yesterday Treasury Secretary Mnuchin formally requested another 250 billion for the Paycheck Protection Program. Now this is something that Congress is going to have to pass legislation in order to make happen. This is not before stimulus bill. This is an interim spending bill that the White House wants passed to bolster the Paycheck Protection Program, which is running low on money.

Now this morning, Senator Shuster and Speaker Pelosi released their counter proposal to this and part of that would include of the $250 billion that the city administration is asking for, is using 125 billion of it and channeling that money through community based lenders. It’s for farmers, minority and veteran owned businesses and other nonprofits in rural areas. Of note, they also asked for another $100 billion for hospitals, community health centers and health systems. The Democrat leadership on the Hill has already started advocating for more for hospitals because they know that this 100 billion is not going to be enough and they’re also asking for $150 billion more for state and local governments.

We’re talking about a half a trillion dollars when you total this up and this is not even before stimulus bill. This is an interim spending bill to get us over this hump until they can do a fourth bill. When we do get to a fourth stimulus bill, politics is going to again come into play in return for more money for businesses like insurance companies who got left out of the last one. Democrats on the Hill are going to want more direct payments to individuals, more worker protections and other things that are important to them. We’re going to get back to the typical legislative horse trading that goes on when legislation is passed. One of the things that Democrats are proposing is what they’re calling a hero fund and that would be hazard pay of about $13 an hour up to $25,000 limit for essential workers like janitors, store clerks, delivery drivers who have put their own personal safety at risk to help us all get through this.

As for outlook and timing for either an interim bill or a for spending bill Senator Mitch McConnell, the senate majority leader said yesterday that he wants the Senate to pass this interim spending bill tomorrow so that the House can have it by Friday. That’s a little bit easier for the Senate to do. Again, as I mentioned, Congress’s in recess. They’re going to try to hold these votes by voice vote. In the Senate they only have a hundred senators. It’s a lot easier to get a hundred senators on board with a voice vote than it is in the House.

It only takes one member to object to stop a voice vote and so again, managing a hundred is easier than managing it in the House where they have 435 members. If the House is going to act quickly and approve this interim spending on a voice vote, it’s going to take someone not objecting and if those of you who follow this stuff closely like I do you recall it with a third stimulus bill there was one Congressman from Kentucky who objected to doing it by voice vote and ended up having, having a lot of people fly back to Washington in order to vote.

I know they’re going to try to avoid that and try to do a voice vote and get that interim bill out by the weekend. Phase five. There’s going to be a Phase 5. Everybody’s sort of agreed upon that. There’s going to be more for healthcare in that, but we don’t know what that’s going to entail yet. Whatever doesn’t make it into Phase 4, it’s probably going to make it into Phase 5. For those of you who are interested in infrastructure matters, bridges, roads, those types of things, that is something that’s being talked about for Phase 5 and they’re talking about another trillion dollar bill in Phase 5.

Infrastructure has been talked about for years in Washington, but there’s never been the political will to make the tough choices on that, like increasing the gasoline tax and other taxes to pay for it but again, we’re in a world now where nobody really seems to be worried about how much this stuff costs and how it’s being paid for. On that happy note we’re right up against our time, maybe a little bit over. We’d like to thank you for joining us. We have resources available for COVID-19 funding and federal advocacy. You can see the names of those folks listed here on this slide. We will be sending out a PDF and recording of our webinar via email for those who are registered so look for those in your inbox.

Again, thank you for joining us. We hope you come away with a better grasp of what you should be doing right now and what to expect in the future. I know we’ve gotten a number of great questions. Please check out hallrender.com/coronavirus for more information there and some possible answers to your questions. Please contact us. You see our contact information right here, if we can help you navigate any of these issues. Thank you again for joining us. Everyone please stay safe and healthy as we all continue to navigate these unprecedented times. Good day everyone.

Hall Render Talks COVID-19: Stark, AKS, CMP

Hall Render Talks COVID-19: Stark, AKS, CMP

Gregg Wallander, Joe Wolfe, and Alyssa James chat about the latest on the Stark Law waivers as well as Anti-Kickback Statute and Civil Monetary Penalties Statute implications on physician and patient relationships in light of COVID-19.

Podcast Participants

Gregg Wallander

President/CEO with Hall Render

Joe Wolfe

Attorney with Hall Render

Alyssa James

Attorney with Hall Render

Gregg Wallander: Hello, this is Gregg Wallander with Hall Render and welcome. I’m here today with my colleagues, Joe Wolfe and Alyssa James, and we’re here today to speak about COVID-19.  And we’re also going to talk really about the Stark Anti-Kickback and CMPs, or civil monetary penalties laws and their effect on the physicians and the patients who are experiencing hardships during this time. Joe and Alyssa may also refer to me as Wally, so if you hear that, don’t be alarmed. There’s not a fourth person, it’s just the three of us today. And we’re going to talk about the OIG, CMS response to the issues of Stark and Anti-Kickback and CME in light of COVID-19. We’ve got physicians that are facing hardships due to volume issues in their own practice. We’ve got patients having issues with respect to being quarantined, not being able to get to seek care, and so we want to talk about what the government has done to ease some of the restrictions facing them in this time and this pandemic time right now.

So I’m going to ask Joe to kick it off and talk about some waivers that have been released by CMS, and their impact. Joe?

Joe Wolfe: Thanks, Gregg. To get right into it regarding the waivers, the government is referring to these waivers as the blanket Stark waivers. They were issued last Monday, so March 30th. And they provide us with some flexibility on Stark related to the COVID-19 response. The waivers can be relied on retroactively back to March 1st for Stark, and they can be relied on actually going forward until the termination of the COVID-19 public health emergency when that expires in the future. There is a parallel track for on AKS.  On April 3rd the OIG issued a policy statement saying it would not pursue Anti-Kickback enforcement on arrangements that are covered by these Stark waivers. That kickback waiver is designed only to be forward looking and so like Stark, the waivers will terminate at the end of the health emergency.

So I think practically speaking, if your waivered arrangements started on March 1st you would have Stark cover from day one, but then for kickback you’d have some potential kickback exposure until the OIG statement was issued on April 3rd. So that’s a way to think about how those two waivers concepts sync up for Stark and Anti-Kickback. Probably the most important thing for our listeners to remember is that even though these are called blanket waivers, they’re not just a free pass. I think if you want to rely on them, you need to do some analysis first. Do you have a bona fide COVID-19 purpose to your arrangement? Second, does it fit within one of the Stark waivers we’re going to be talking about today? I think third is whether you have documentation supporting the use of the waivers. And so I think later on in the podcast, Gregg, myself, and Alyssa are going to step through some examples of some of these concepts.

For the first part, the government identified six COVID-19 purposes in the waivers and I’m just going to go through them really quickly, so that they’re there on everyone’s mind. The first is diagnosis for medically necessary treatment of COVID-19 for patients or individuals, whether or not they actually have COVID-19. The second is for securing the services of physicians and healthcare providers in response to the COVID-19 outbreak. Third is ensuring the ability of healthcare providers to address patient and community needs through the COVID-19 outbreak, or expanding the capacity of healthcare providers to address patient and community needs during this outbreak.

Fifth, shifting the diagnosis and care of patients to appropriate alternative settings due to the outbreak and then sixth, a broad category addressing medical practice or business interruption due to the COVID-19 outbreak. And so, those are the six purposes the government has identified, I think as a threshold matter. You should make sure your arrangements fall under one or more of these purposes as part of looking at any arrangement. The second part of the big analysis, I think, is looking to which actual Stark waivers fit your arrangement. The government provided 18 waivers in their waiver document. We’ll be touching on some of those during this podcast.

At a very high level, some areas covered by the waivers includes physician services and that waiver coveres payments to a physician that are above or below fair market value for personally performed professional services. There’s a waiver for space rentals that covers equipment and space leases at rental amounts that are below FMV payments from physicians.  And there’s a more general waiver that covers payments received from a physician for the use of a healthcare organization’s, space, items or services for amounts below fair market value. And if you look at that one, the government gave an example of providing free telehealth equipment to physicians so they could provide care to quarantined patients.

Other examples include some flexibility on the medical staff benefit rules. There’s a waiver allowing hospitals to exceed Stark’s incidental benefits and nonmonetary compensation limits. Other waivers touching on providing credit to physicians and medical groups, physician owned hospitals, hospitals converted from being ASCs, group practices and home health. We’ll hit on some of those in the podcast. The government is also providing some more flexibility on the writing and signature requirements for arrangements that are entered into during the waiver period, and so that otherwise meet an exception.

I think the third part is your documentation. If you have a bona fide COVID-19 purpose and you fit within one of the Stark waivers, then you’re supposed to maintain documentation supporting the use of the waivers that must be made available to the government upon request. And so, and not only do we need to do the analysis, but also create the documentation we’re going to need for later on. That’s a high level overview of how the waivers work, how the purposes are set out and some general parameters, and then how the waivers/exceptions and the documentation fit together. Back to you Wally.

Gregg Wallander: Great. Thank you. Alyssa, you want to touch a little bit on what we’re seeing with health systems and their employment of physicians?

Alyssa James: Sure. Thanks, Wally. And thanks for that overview, Joe. That was great. We’ve received some questions from clients of course, who are still more in the preparation and planning phase that are wanting to evaluate what their options are if existing physicians, volumes and productivity drastically increases as they respond to a potential influx of patients in this pandemic response. More frequently though, I would say right now we’re getting questions from providers who fortunately have not yet had that influx of patients in their facilities and have physicians that are experiencing decreased volumes, which may affect their compensation.

And so many of these providers have been evaluating ways to make these physicians whole or close to it in order to maintain that continuity of care and to retain those physicians if needed for redeployment during the pandemic response, or also just to have for their usual patient care services once this pandemic period ends. One way to do this would be to enter into a written amendment potentially for any arrangement that the facility or provider may have with that physician or physician group, and perhaps look to historical production volumes or wRVU’s as a benchmark instead of utilizing the current metrics, which may not reflect the physician’s availability to provide services if the patients were there.

Gregg Wallander: It’s really interesting with respect to the unprecedented situation that we’re in with respect to hospital physician relationships and health systems really looking forward into the future and saying, we need a stable physician workforce. We need this group of specialties to take care of the community for emergencies, etc. And then overnight practically, some of these volumes dropped, they’re shutting down or needing redeployment. It’s such a unique time and it’s great that CMS and the OIG have recognized the unique situation we are in, and are allowing health systems to enter into arrangements to help out physicians who may be paid on productivity, paid on those kinds of  formulas. It’s just a reasonable thing to do during the situation, for sure.

I’d like to transition a little bit into space and equipment rentals, which is another waiver that Joe, in his good overview mentioned, we’re getting a lot of questions with respect to health systems that lease space to physicians. And in light of the pandemic, the real hardship going on with respect to practices and again, what is a health system to do? Before the waiver, we were advising health system landlords to look at the commercial market, what’s going on with, for example, mall owners, what’s going on in the commercial marketplace. That’s how health systems need to act.

CMS is now allowing that,  during this time you may be able to help out some physicians with below fair market value rent to keep things and stabilize things as much as we can in the healthcare marketplace, which is obviously needed from a public health perspective, as well. So I don’t think that, Alyssa or Joe, do you have any comments or questions that you guys have seen on the lease side?

Joe Wolfe: Yeah, Wally. Joe here. Yeah. I think leases are an area that I know our firm has been getting a lot of questions about, especially as you mentioned in the situations where physicians are working through challenges with back rent, is one that’s come up a lot. The government seems to view this as an area where there is an opportunity for flexibility. If you go into the waiver discussion by the government, they talk about providing free use of space on a campus so physicians can provide the COVID-19 services to patients who come to the hospital but did not need inpatient care.

So they’re viewing this as an opportunity to be creative in your overall COVID-19 response. This can be part of a broader strategy on the patient throughput and how you can ensure the patient population is protected from areas where COVID-19 may be more prevalent, to get safer throughput as well. I think there’s a lot of opportunity to work with rates and to allow flexibility under real estate.

Gregg Wallander: That’s a great point too, Joe. And speaking of throughput, I empathize right now with the healthcare provider marketplace and what they’re going through in terms of the throughput. We’re doing this podcast, each of us from the safety of our own homes. And so some of the transition can be a little awkward because we don’t see each other and we’re doing the best we can, but we’re not facing the hundreds and thousands of patients and redeployment right now. So folks we’re working with are on the front lines. So thank you. Thank you to all of you folks. And the throughput is certainly an issue.

Joe, speaking of physicians, you touched briefly on medical staff and nonmonetary compensation waiver?

Joe Wolfe: Yeah, thanks Wally. I mentioned earlier that one example of a waiver that’s available, allows hospitals to exceed Stark’s incidental benefits and nonmonetary compensation limits. As people, many listening in today, know there’s a cap of $423 for nonmonetary compensation for hospitals and there also is a $36 per instance cap on medical staff incidental benefits. The government here is alowing some more flexibility under these two areas. In the waiver comments, the government talked about the ability to provide meals and comfort items, things like changes of clothing and onsite childcare for physicians that goes above the $36 per instance on the incidental benefits cap for medical staff.

And that’s really linking up with knowing that physicians are going to be working longer hours and being able to provide them more support in that space. The government also talked about allowing for nonmonetary compensation that exceeded that $423 for things like continuing medical education related to COVID-19, supplies and food and groceries, isolation related needs, needs like hotels and meals, childcare and transportation.

And I think this kind of goes back to what we’re saying about the leases. This really plays into an overall COVID-19 strategy as you’re thinking about your staffing model, and what more you can do to help the staffing burden of your physicians. There’s lots of opportunities here to provide that food and support and hotels and meals as part of an overall strategy, especially as you build up your surge plan and need to stretch provider hours and provider staffing. More and more, this is an area that normally we might not have looked to, but here the government’s saying  you can do this kind of planning and provide this kind of support.

Gregg Wallander: Thanks, Joe. Good overview there. Want to switch gears a little bit from hospital physician relationships to physician owned hospitals. Alyssa, you want to chat on that a bit?

Alyssa James: Sure. Happy to. So CMS has stated in their waiver and other guidance, that physician owned hospitals which typically are barred from expansion as of March 23rd, 2010, can on a temporary basis increase their number of beds, procedure rooms and or operating rooms in order to be better equipped to respond to the pandemic and treat that influx of patients that may be anticipated due to their COVID-19 responses. This would be a limited expansion opportunity and would not be able to continue past the public health emergency period, but does allow physician owned hospitals that opportunity to expand to serve the needs of their communities.

Gregg Wallander: Great. And quickly while we try to touch base on here, a lot of different issues. Joe, a little bit on group practices, physician owned group practices.

Joe Wolfe: Yeah, thanks, Wally. Very briefly on group practices, there is an exception, or a waiver that relates to group practices that provides more flexibility around this, what are called the same building and centralized building requirements of the group practice rules. It’s very technical, but it does allow for these services to be provided to a patient in his or her private home, at an assisted living facility or an independent living facility. So greater flexibility, understanding that patients may not be in the same building or centralized building of the practice when the care is provided.

The government, in the waiver discussion, also talked about potentially furnishing MRIs and CTs, CT services in mobile vehicles and vans or trailers in the parking lot of a group practices office, to Medicare beneficiaries who would normally receive those services at a hospital. So again, the government is being flexible here, understanding where care needs to be performed is evolving as part of the COVID-19 response.

Gregg Wallander: Thank you. So finally, let me wrap up here a little bit with respect to the Stark waivers, and then we’ll get into some patient stuff. If you’re faced with a situation regarding physicians that might need, where it might seem necessary to have some assistance, think about the waiver situation. You’ve got to make sure you do it for a proper purpose, as Joe talked about at the beginning of the podcast. It can’t be for an improper purpose like doing it for referrals or something like that. It really needs to be related to COVID-19 and the waiver document released by CMS outlines the proper purposes. That needs to be documented.

If you still can meet an exception, it’s preferable. But if you can’t, that’s when this waiver piece comes into effect. And ultimately, and Joe referenced this also, maintaining proper documentation of your proper purpose, the arrangement and why it was entered into is something that is absolutely necessary because CMS under the waivers said it can ask for or add at any time. So you want to be prepared for that if you’re going to take advantage of this waiver, and I don’t mean take advantage of it in the pejorative sense, but really use it as needed, then make sure you have proper documentation.

So now I want to switch gears here a little bit and talk about the relationships with patients. We’re done talking about relationships with physicians, and now I want to transition to chat a little bit about patients and the implications that are going on in COVID-19 with respect to these fraud and abuse laws. I’ll ask Alyssa to take this on just to start us off.   Alyssa?

Alyssa James: Thanks, Wally. The CMP laws provide for monetary penalties, as Gregg mentioned, against individuals or entities who give something of value to a Medicare or Medicaid beneficiary or that may be likely to influence the beneficiary’s selection of a particular provider or supplier. When evaluating the provision of items or services to individuals, it’s important to remember that incentives that are of nominal value, meaning less than $15 per item and less than $75 annually, are permitted and do not pose CMP concerns.

However, if the provision of free or discounted items or services goes beyond that, those nominal value limits, it doesn’t mean that you have automatically violated the CMP, but rather does present some level of risks that then that must be evaluated based on the specific facts and circumstances at issue. The CMP, similar to the Stark Law and Anti-Kickback statute does have exceptions in place that protects certain types of incentives provided to federal healthcare program beneficiaries.

One of these exceptions is geared toward items or services that are provided to individuals with a demonstrated financial need. Compliance with this exception is a bit more difficult to implement quickly. For example, in response to this COVID-19 pandemic, because it does require that the provider has a policy in place for how the financial need assessment will be made. So for providers who don’t already have that in place, it can take a little bit to kind of get the framework up and running there in order to utilize that exception.

However, another exception which may provide more flexibility and a more rapid ability to respond by providers is the exception for remuneration that promotes access to care, imposes a low risk of harm to patients in federal healthcare programs. We often refer to this as the Access to Care Exception. And this is very broad and gives providers, both within the context of the COVID-19 pandemic, as well as just more generally a pretty good range of flexibility as far as the types of incentives that they can provide to patients.

We’ve seen some examples just in recent conversations with clients of types of incentives that they’re considering offering to patients that I think might be a little bit helpful to walk through. And Joe and Wally, I welcome your thoughts and input as well. One example that we’ve seen recently is the desire of clients to waive certain telemedicine visit fees. With respect to telemedicine specifically, the OIG did issue a policy statement, so not a waiver or an exception but just a policy statement on March 17th, stating that physicians and other practitioners would not be subject to administrative sanctions if they choose to reduce or waive federal healthcare program beneficiary cost sharing obligations for telehealth services during the declared public emergency period.

Again, note that this is limited exclusively to the public health emergency period, much like the Stark waivers that we described earlier in the podcast. So those telehealth services, cost-sharing obligations can be waived but it’s on a limited duration of time. So for any policies or other plans to waive those fees, providers just need to make sure that they have a plan in place to dial that back once the pandemic is over. Another kind of similar aspect but is not covered by the OIG policy statement that we’ve seen is the request from pharmacies to waive delivery fees, obviously with the goal to incentivize patients to stay home and decrease the spread of the virus.

This also promotes access of course to pharmaceuticals of pharmacy patients while limiting exposure to other individuals who may be carrying the virus, and hopefully you can keep those that may have comorbidities or other compromised immune system issues, keep them home and able to get their pharmaceuticals without having to drive to a pharmacy and wait in line around a bunch of other people.

Gregg Wallander: Those are good examples, Alyssa. I think in this case, as you said, it’s different from Stark where CMS has issued broad waivers. And so we’re dealing with this a little bit differently. But the OIG has stated that their goal is to minimize burdens on folks acting in good faith. Certainly we see the news, there are frauds being perpetrated out there with respect to COVID-19 and so there are some bad actors out there. The questions we’re being asked generally by our clients are, what can we do in order to stay within public health guidelines? What can we do to help our patients who are truly in need?

And there’s really not, what we’re seeing, an intent to violate any of these laws, but just to really respond in good faith, not infect other people as little as possible. So I think there’s a lot of good faith going on out there. If you’ve got questions with respect to patients, again, know that you don’t have any waivers per se, but you’ve got to act with common sense. Alyssa, anything? It seems to me that this is more of what makes sense for quality patient care acting within public health guidelines, but then not getting too far afield, it’s always getting that porridge the right temperature.

Alyssa James: I think that’s exactly right. I have one other example, kind of speaking more to the public health implications and considerations. We haven’t been asked this question by clients or seen clients implement this yet, but I think this would be a situation that again would be ripe for that promotes Access to Care Exception, would be if a provider or supplier wanted to equip patients with perhaps nonmedical grade fabric or other types of face masks or other personal protection equipment for more civilians, so to speak, to utilize if they need to attend medical appointments or purchase groceries or things like that. Again, to kind of try to thwart any public health or increased public health issues. That would be an example of something that may otherwise be viewed as an incentive but here, seems pretty low risk in the sense of promoting Access to Care and imposing a low risk of harm.

Gregg Wallander: Great. Thanks. Well, with that, we want to be judicious with your time. We appreciate you listening and we’ll be signing off here in a bit. Thanks again for your time. Again, if you’ve got relationships with physicians, there are some waivers out there. Feel free to check us out on our website, www.HallRender.com. We’ve got some information for you and a special COVID-19 page. You’ve got issues with patients, they’re not waivers per se, but as we’ve said, use some common sense. Thanks and be safe, everybody. Take care.

Interpreting and Enforcing Physician Noncompetes: The General Framework

Interpreting and Enforcing Physician Noncompetes: The General Framework

In this episode, we discuss health care noncompetes and how courts have handled noncompete disputes. We also discuss potentail noncompete legislation in Indiana.

Podcast Participants

Mary Kate Liffrig

Attorney with Hall Render.

Dana Stutzman

Attorney with Hall Render.

Mary Kate Liffrig: Hi, and welcome to Hall Render’s HR Insights for Healthcare Podcast, covering labor and employment law cases and trends for professionals working within the healthcare industry. I’m Mary Kate Liffrig.

Dana Stutzman: And I am Dana Stutzman.

Mary Kate Liffrig: Dana and I are attorneys with Hall Render, the largest healthcare focused law firm in the country. We both practice employment law and regularly advise healthcare clients on a variety of labor and employment law topics. Please remember the views expressed in this podcast are those of the participants only and do not constitute legal advice.

Mary Kate Liffrig: Dana and I are here today to talk about healthcare provider noncompetes. I’ll be asking most of the questions today, and Dana will be the one responding. So, before we dive into the substantive portion of our podcast, Dana, can you just tell us a little bit about this part of your practice?

Dana Stutzman: Sure. And thanks for having me on the podcast. I appreciate it. In broad strokes, work in private practice for the Hall Render law firm in healthcare employment, and that consists primarily of two parts. On the front end, there is what I would consider the day-to-day consulting stuff, meaning a hospital or a physician practice group calls in, they have an issue. Maybe, it has to deal with a employee with a drug issue or a pregnant nurse or what have you. So, we’ll talk through options and strategy and consult on the front end. And then on the back end, once the dispute gets into either administrative charge in front of the EEOC or it gets into state court or federal court, that’s the second half of my practice where we’ll actually get into the trenches. We’re going to court and “fight” the good fight so to speak.

Dana Stutzman: So, as it relates to this part in this podcast, dealing with noncompetes and restrictive covenants, part of the consulting that I do deals with, on the front end, drafting and negotiating restrictive covenants and noncompetes with physicians. Nine times out of 10, the drafting that I’m doing is at the request of the healthcare employer. So, easy example would be, for example, a hospital that wants to bring on a physician. That’s kind of the front end contract work that I’ll do as it relates to the noncompetes.

Dana Stutzman: And then on the back end, if the relationship ends and there is a contractual restrictive covenant or a noncompete in place and the hospital or the physician practice group needs to or wants to try and enforce it, then I’ll get involved on the back end as well. Sometimes, those things can get amicably resolved through back and forth negotiations, but sometimes, unfortunately, a lawsuit actually has to get filed, meaning the employer, hospital, district practice group, they actually have to go on the offensive to try and enforce the terms and conditions of the contract and the noncompete. So, that’s kind of in a nutshell how my practice kind of flows and in particular, how the noncompete portion fits into that puzzle.

Mary Kate Liffrig: Great. Well, thank you for that context. So, you had proposed this topic today to talking about healthcare provider noncompetes. What prompted you to want to podcast on this particular topic? Is it just a worthwhile subject, or is there an update you want to report on?

Dana Stutzman: So, the short answer is yes as to both. In my home state of Indiana, there’s actually proposed legislation both in the House of Representatives and in the Senate that would make some pretty substantial changes to the legal landscape in terms of physician noncompetes and physician restrictive covenants. It’s new to the state. And so, it’s still in the works because those things that by legislature, if the laws are passed and become law, then a healthcare employer’s ability to put restrictive covenants and noncompetes into healthcare provider contracts is going to be limited. And depending on which legislation actually becomes law, it could be outright prohibited. So, that’s currently kind of in the pipeline in the works. So, that was one of the reasons why I wanted to bring up this topic.

Dana Stutzman: But then also just taking a step back, it’s a worthwhile topic to podcast about because so many of our healthcare clients invest a lot of time, money, training, and effort to try and help build up the client base, build up the physician’s practice, and that’s a protectable interest, which is something we’ll talk about in a little bit. So, just I think having a good framework, a view from 50,000 feet, would be helpful for that. So, those are the two reasons why I had asked if we could kind of put this into the queue for a podcast topic.

Mary Kate Liffrig: Yeah, perfect.

Dana Stutzman: It is probably a bit premature to comment on the Indiana legislation at this point. It’s very fluid. It’s in flux, and I think the dust won’t settle on that until the legislature closes out its session in about mid-March I believe. So, I thought, again, we could just talk more generally about healthcare noncompetes in this podcast. And then once the dust settles from a legislative standpoint in Indiana, we can do a follow-up podcast to talk more specifically about Indiana legislation, what that means, and then also provide some context in terms of what some of the other states are doing across the country.

Mary Kate Liffrig: Sounds like a plan. So, from a substantive perspective, let’s start with, could you walk us through in broad strokes what a healthcare noncompete dispute even looks like?

Dana Stutzman: Sure. And I kind of use this same example with some of the Indiana legislation that was pending, had a chance to talk with the house committee that was listening and reviewing the proposed legislation. And the example short story that I gave is this one, here. So, you have typically a dispute, it looks like this. The employment agreement is entered into between the employer, for example, a physician practice group or a hospital. And the employee typically is the physician, right?

Dana Stutzman: That contract that the parties agreed to contains salary information, benefit information, start date, but also frequently will contain noncompete provisions. More generically, I’ll sometimes use them interchangeably when I say noncompete and restrictive covenant provisions. They’re similar but not exactly the same, so for purpose of the podcast, I’ll use them kind of back and forth interchangeably.

Dana Stutzman: But noncompete specifically talks to a restriction on the ability to compete. They’re also often go hand in hand with that non-solicitation provisions, meaning you, physician, cannot solicit our patients or our clients after you leave. And also, you cannot solicit our employees after you leave. So, those are additional restrictive covenants that would be kind of tucked into an overall restrictive covenant provision of a contract. And then there’s also confidentiality provisions in there as well that say you’re not going to take our confidential patient information, our addresses, and that kind of stuff.

Dana Stutzman: So, those things often will get incorporated into a contract. Employer, employee, everybody’s aware that the restrictions are in the contract, right? It’s not like they’re printed off in invisible ink or anything like that. Contract gets signed. Physician will then work for some period of time. Maybe, it’s a matter of months. Maybe, it’s a matter of years or multiples of years. In that timeframe, the physician will accept the salary that’s promised, the benefits it’s promised, CME dollars, additional training. Perhaps, there’s tuition assistance or loan forgiveness type of benefits that are provided. So, the physician receives those benefits and then for whatever reason, will decide to quit their practice at that particular employer and move on.

Dana Stutzman: Again, in this example, I’m talking about what happens at that point is that the physician will open up shop within the restricted area or the physician will go to work for a competitor, a competing hospital, a competing physician practice group within the restricted area. And sometimes, the physician will go so far as to solicit former colleagues and patients to try and jump ship and come over to wherever the physician ultimately lands. At that point, the employer, again, hospital, physician practice group, cry foul because the physician is in breach and is violating the terms of the contract and is infringing on what the courts will call the employer’s goodwill, right, and we’ll talk about that in a minute.

Dana Stutzman: And so sometimes, when that happens, the contract has a buyout clause that says, “Well, physician, if you want to ‘buy’ your way out of this noncompete clause, then you have to pay us, the employer, a certain amount of money,” right? In those instances, if it turns into a lawsuit, it’s because the physician is arguably in violation of the restrictions in the contract and is also refusing to pay the buyout clause, right? So, that’s kind of in a nutshell what a typical physician noncompete dispute and lawsuit looks like.

Mary Kate Liffrig: So, in that situation, what would a court do, right? There’s an allegation of a breach of a contract. What are courts looking at, and what are they doing in this situation?

Dana Stutzman: Sure, that’s a good question. And what I’ll say is in the absence of legislation, meaning if you happen to be in a state like currently Indiana is, and there are lots of other states across the country that are like Indiana, meaning there is no legislation, there are no laws on the books that talk about what is okay and what’s not okay to include in a physician noncompete or a physician restrictive covenant, in the absence of legislation, there are, in my experience and in my view, like five main points, five main takeaways that kind of illustrate how the courts have handled a situation like the one that I just kind of spelled out for you, right?

Dana Stutzman: So, point number one, restrictive covenants in the employment context, meaning it’s a contractual arrangement between employer and employee as opposed to business to business, but in the employment context, restrictive covenants are viewed as restraints of trade. And they’re disfavored under the law because they’re viewed as restraints of trade.

Dana Stutzman: So, right out of the gates, the employer has a pretty heavy lift, a kind of a high hurdle to clear because the default view by the courts is, “We don’t like these restrictive covenants. We, the courts, are going to narrowly construe the terms and conditions of the restrictive covenant agreement.” And so, if it’s overbroad, it’s going to be a problem and it’s going to get shot down, right? So, that’s point number one, meaning disfavored under the law, courts narrowly construe.

Dana Stutzman: Second point is that when dealing with these disputes, courts have adopted a reasonableness standard. And they will look at these cases, these physician restrictive covenants and physician noncompete cases, on a case-by-case basis. So usually, what the courts look at is in order for a restrictive covenant to be reasonable and enforceable, the time limitations have to be reasonable. The geographic limitations have to be reasonable, and the activity restrictions have to be reasonable. And they have to be narrowly tailored to the facts of the situation.

Dana Stutzman: And so, again, when I talk about time limitations, simply put, I mean, how long has a restriction in place? Is it one year, two years, 10 years? Geographic limitations, oftentimes, it’s the scenario would be, “Physician, you cannot provide competing services within a geographic radius of 10 miles or 15 miles from where you practiced for us,” right? So, that’s a geographic restriction. An activity restriction, as the name implies, restricts the physician’s activities. What type of services is the physician restricted or prohibited from providing?

Mary Kate Liffrig: Gotcha. And so, just to put this in practice, can you give me an example of an unreasonable or an overbroad noncompete?

Dana Stutzman: Sure. And again, in states, and the vast majority of states are like Indiana and there are no legislative controls in place, and so, it’s just a function of case law, right? And so, an easy example, one that comes to mind is there was a case several years back where it was a physician practice group. They employed an eye doctor to provide, as one might expect, eye doctor type services. But the activity restriction in the doctor’s restrictive covenant prohibited him post-employment from providing medical services of any kind or character.

Dana Stutzman: And so, in that instance, the court said, “That’s unreasonable, unenforceable, because it’s overly broad.” The activity restrictions that the employer was trying to enforce were too broad because the eye doctor did not provide garden variety healthcare services or medical services for the employer. All that the eye doctor provided was eye doctor services. So, in that instance, court struck it down. It said, “It’s too broad. It exceeds the protectable interest that the employer has. Therefore, we’re not going to force this,” right? So, that’s one example of an overbroad noncompete.

Dana Stutzman: Other examples in terms of time limitations, broad strokes, one year most likely, okay. 18 months, most likely okay. Two years, probably okay. You get out above and beyond that, and you start to kind of getting into a more of a murky area of the law, right? So, if there was one that said, “For 20 years, you can’t do the type of stuff that you’re doing for us,” well, I have a pretty high degree of confidence that that would be struck down in terms of a time limitations being overbroad, right?

Dana Stutzman: And same thing from a geographic limitation, in the physician context, if you have a geographic restriction that says, “You won’t practice anywhere in the entire continent of North America,” well, most courts I think would find that to be an unreasonable restriction, especially in the instance where the employer, hospital, physician practice group, only has a market of central Indiana or Southern Michigan or something like that. So, does that help? Does that answer the question?

Mary Kate Liffrig: Yeah, it does. Thank you. And I interrupted. I think you were listing out of your five main points. Maybe, you were on point three.

Dana Stutzman: Three, that’s right. That’s right. Thank you. So, point three is, again, we’re just talking about kind of the main points that kind of come out of these court decisions, right? So, point three is that courts have recognized that hospitals, employers, physician practice groups, do have legitimate business and “goodwill interests” worthy of contractual protections afforded by these physician restrictive covenants and noncompetes.

Mary Kate Liffrig: For context, is it these legitimate business and goodwill interests that are driving the reasonable restrictions, like the time limitations and the geographic limitations, is that what essentially establishes those restrictions?

Dana Stutzman: Yeah, absolutely. Right, and so, that’s what a court will look at is, what kind of market share does the employer have? What services is the physician employed to provide? And then as a result of that, what’s a reasonable geographic scope that’s worthy of protection, right? And so, there’s this, at its core, an underlying tension between the employer and the physician employee on the key question of, well, whose practice is it anyway, right?

Dana Stutzman: And so, what the doctors will say is that it’s their practice. It’s their patients. They’re the ones that did the training. They went to medical school. They did the residency. They did the fellowship. They put in all the hard work, study time, and effort, and those are their patients that they treat. Therefore, it’s their practice.

Dana Stutzman: That is in tension and some conflict with the position that the healthcare employers take because they say, “Well, not so fast. If I’m the hospital for this practice group, it’s our practice. It’s our patient base as well. After all, we bought the land. We bought the bricks. We built the facilities. We bought the fancy laser machines. We provide the staffing. We provide the tools. We invested in your training. We invested in your advertising, the billboards, your CME. We paid off your loans. Those are all things that we did to help build up the practice. But for our investment in you as a provider, you wouldn’t have a practice to speak of, so to speak.”

Dana Stutzman: And again, very simplified examples of what I’m talking about. But at its core, that’s kind of where this tension is, right? And so the docs say, “My practice, my patients.” Healthcare employers say, “It’s our practice. It’s our patients because we’re the ones that are investing the money in infrastructure to build this up.”

Mary Kate Liffrig: Interesting. So, what have court said on that question?

Dana Stutzman: For the most part, the courts and the judges have agreed with the employers, meaning the hospitals’ and the physician practice groups’ arguments on that front. And what I mean by that is, is the courts have said that yeah, when you have a hospital that invests money in advertising, in training, in building facilities so that the physician has a place to practice, those investments are in fact worthy of protection. That is the goodwill, right? Those patient lists, the electronic medical records, the data, those are all worthy of protection. And so, as long as the restrictive covenant is narrowly tailored to protect those goodwill interests, then the courts will uphold it, right? So, I think that was point three talking about legitimate business interests that the employers can protect by way of these restrictive covenants.

Dana Stutzman: The fourth point out of five, the fourth point is that courts have also recognized that money is not always going to be the thing that cures all evils, meaning money is not always going to be an adequate remedy in a physician noncompete dispute. And when the money isn’t enough to make the employer “whole”, then the courts will issue the injunction, right? And all that an injunction is, is a court, basically, it’s a full stop order. Court says, “In an order to the practitioner physician, thou shalt not practice within so many miles of the hospital and for so many months,” right? So, that’s what an injunction basically means.

Mary Kate Liffrig: Can you give us an example of when money wouldn’t be enough to make someone whole?

Dana Stutzman: Sure. Yeah. This is a key point, especially if you are an administrator at a hospital or administrator of a physician practice group. This is the key point, and this is a subtle one because a lot of times, especially an example where an employment contract has a buyout clause that a physician, if you pay X number of dollars, we will let you out of this contract or we will let you out of the restrictive covenant, the tough spot that the employer finds itself in is in the instance where there’s a buyout physician leaves practice, and let’s hypothetically say, opens up shop right across the street. Employer sends a letter. It says, “You’re in violation. You need to stop. And also, you have a buyout, and you need to pay us.”

Dana Stutzman: Well, in those situations, a lot of times, the doctor continues to operate across the street and is unwilling to pay the money. So, employer is left with really no recourse other than to go into court and try and get an injunction to shut down the physician’s practice. At that point, a lot of times, what the physician’s attorney will do is tell the judge, “Judge, this contract has a buyout provision in it. Therefore, money will make this situation go away. Therefore, Judge, you shouldn’t issue the injunction because money will solve this problem.” Because, just backup real quick, courts will not issue an injunction if a monetary remedy will suffice, okay? So in that situation, what the employer has to do is say, “Well, Your Honor, we tried to get the money, but the money has yet to be paid, which is the whole reason why we’re here in the first place,” right? So, that’s point number one, physician is still competing and physician also hasn’t paid the money.

Dana Stutzman: But the other reason why, like I said, money is not always going to cure all evils is because in that scenario that I just described, right, where you have a hospital, let’s say, it’s the only hospital within a geographic region and the physician leaves and goes across the street, you now have another player in the marketplace who otherwise should not be there. And so yes, given enough time, the hospital would be able to show how many patients went over to the competing physician. They could show how many employees left the hospital to go over to work with the competing physician, right?

Dana Stutzman: So yes, there, you could quantify damages, but the impossible task is to determine how much loss of potential new revenue, potential new patients were diverted over to this physician’s competing practice. That’s the part where it’s impossible to quantify, right? Because again, potential new business means that, well, if I’m the hospital, “They weren’t our patients yet. We were hoping because we’re doing our advertising in our geographic area, we’re hoping that they were going to come over and treat with us and utilize our services. But now, court, because we have this unauthorized provider, this unauthorized player in the marketplace, we have no idea of how many patients and how many clients are being diverted over to that competing practice. For that reason, because we can’t quantify that, we have no way to determine how much money potentially we’re losing. That’s why, court, we need you to issue the injunction to shut down that practice so that the physician honors the terms of the restrictive covenant,” right? So, that’s kind of the long-winded answer of when the money isn’t going to be an adequate make-whole remedy.

Dana Stutzman: So, we kind of walked through four of the main takeaways, which just leaves the last and final point. And that has to deal with kind of the public policy considerations that go into physician noncompetes, physician restrictive covenants. The battlegrounds here basically look like this, physicians for probably decades have attacked physician noncompetes and restrictive covenants on public policy grounds, meaning they’ve taken the position that when it comes to physicians, noncompetes and restrictive covenants are unique and should be found per se, meaning on their face, unlawful because it’s not just dealing with employer and employee interaction as might be the case with, I don’t know, a salesperson, right?

Dana Stutzman: But when it comes to a physician and hospital or a physician and healthcare employer, the restrictive covenant interferes, so the argument goes, with the physician-patient relationship because it could potentially arguably disrupt continuity of care if physician leaves from one location, wants to go to a competitor. What the physicians have said is, “It’s not good for policy because that’s going to restrict the patient’s ability to continue treatment with the physician of their choosing,” right? So, that’s what the physicians have argued.

Dana Stutzman: I have actually heard a number of times, in fact, most recently, at one of the committee hearings over in the Indiana legislature, one of the doctors kind of refers to the fact that he was under a restrictive covenant. He referred to himself as an indentured servant. So, I appreciate the advocacy there, but I do think that that one is bit of a stretch, right, I mean especially because providers do great work, physicians do great work, and they’re often well-compensated. And so, indentured servant who is earning upwards of, I don’t know, depending on the specialty, what, $300, $400, $500 million a year, I don’t know that, really, that argument plays so well.

Dana Stutzman: But in any event, that’s what the physicians have argued is that it impacts in a negative way the physician-patient relationship. Most courts across the country when faced with that argument, they do find there is some viability to it. But at the end of the day, the courts typically strike it down, which in fact, again, in Indiana in the Indiana Supreme Court has done just that. They’ve rejected that public policy argument that the physicians put forward twice before. The first time was back in early 1980s, and the second time was more recently in 2008.

Dana Stutzman: And the reason why the courts, for example, the Indiana Supreme Court, struck down this public policy argument that the physicians are arguing and putting forward is basically twofold. First they, the courts, said that the public’s general interest in medical services is subservient to the public interest in the freedom of individuals to contract. Translated, that means there is a more compelling policy argument that society functions best when it can rely on legally enforceable contractual agreements, right? So, if you sign the contract, then you’re contractually obligated to honor its terms. And if you didn’t like the terms of the noncompete or the restrictive covenant, then you should have either A, negotiated a different deal or B, not signed the agreement in the first place, right?

Dana Stutzman: So, again, that’s just kind of a watered down simplified version of what the courts have done in terms of why they’ve thus far have not bought into the public policy argument, right? So, like I said, the courts have basically held freedom of contract at a higher level from a policy standpoint than the physician-patient relationship argument that the physicians are putting forward.

Dana Stutzman: And then the second piece, and this is, again, kind of practically speaking wraps up this conversation, wraps up this podcast for now, what the courts have said is, “Hey, when it comes to public policy arguments in terms of what the physicians are arguing and when we have to balance, okay, freedom of contract versus the arguments that the physicians are making, those balancing decisions when it comes to public policy are better left to the legislature, right? So, if the legislature wants to make some laws along public policy lines, then the legislature is free and clear to do so.”

Dana Stutzman: Indiana, like I said, is in the process of doing just that. Other states, I have to double check the data on this. I have some outdated data from one of the cases that I researched before this podcast. But back at the time around 2008, there were only three states, only three out of 50, only three states that had, I think, physician restrictive covenant laws on the books. My sense is that since that timeframe, 2008, that number has increased. And I feel very strongly that that number is most likely going to keep increasing, meaning there are going to be more and more states that will be passing legislation to restrict the employer’s ability to implement restrictive covenants when it comes to physicians and healthcare providers.

Mary Kate Liffrig: Great. Well, this has been really helpful framework and very helpful information. We started this conversation talking a little bit about this proposed legislation in Indiana in particular, and then we’ve just looped around to it again. Just for our listeners in Indiana, can you give us a sense from a timing perspective of what we should expect since you’ve mentioned that this is an issue that the legislature is currently considering?

Dana Stutzman: Yeah, and so, don’t 100% quote me on this, but I do know that in Indiana, it’s a, I think, what they call the short session this year, which means, I think, that the legislature is going to be wrapping up its legislative duties and legislative stuff around mid-March. So, whatever legislation makes its way into becoming a law would then become effective July 1 of 2020. So, short answer is we’ll have a lot more clarity in terms of how things are going to shake out in Indiana by mid-March. And so, I think the plan is to do a follow-up podcast to talk more specifically about the Indiana changes and then also to try and kind of wrap in and tie in some additional commentary about what we’re seeing in other states across the country because obviously, we recognize that our client base in terms of Hall Render is more than just Indiana, right? So, by mid-March, we should have a better sense of the lay of the land, and we’ll be able to talk about that.

Dana Stutzman: And then whatever happens, if there is going to be something that happens and becomes law, it takes effect on July 1 of 2020. So, we’ll have a couple of months to pick it out in front of it, to talk about it, plan it, and then we’ll also figure out, again, depending on what kind of legislation passes, is the legislation effective July 1 of 2020 on a going forward basis? Does it affect all contracts regardless of when they were entered into? So, those are some of the details that we’re continuing to monitor.

Mary Kate Liffrig: All right. Well, Dana, thank you for your time today, and as a reminder to our listeners, for more healthcare employment law content, please visit our website at hallrender.com and please subscribe to our podcast. And if you’d like to be added to our monthly newsletter, feel free to send me an email at mliffrig@hallrender.com or contact your regular Hall Render attorney.

Expanded Medicare Accelerated Payment Program: How Health Care Entities Can Request Immediate Funds for COVID-19 Response

Expanded Medicare Accelerated Payment Program: How Health Care Entities Can Request Immediate Funds for COVID-19 Response

The Medicare accelerated or advanced payment program (“APP”) was recently expanded to help providers and suppliers access emergency funding needed to support operations during the COVID-19 pandemic. CMS issued a Press Release and Fact Sheet with details about eligibility, funding amounts, processing and how the funds are paid back to CMS.  The expanded APP allows providers and suppliers to immediately request payment advances from their MAC that are interest-free for up to 1 year for hospitals/CAHs and 210 days for other providers and suppliers.   In this podcast, we dive into the details of the program and how entities can request these funds.

UPCOMING INFORMATION BRIEFING:
Join us for our upcoming information briefing on Wednesday, April 8 at 1:00 PM EDT on the Coronavirus Aid, Relief, and Economic Security Act, signed into law March 27, 2020. Learn more and register here today: https://bit.ly/3aB86Z8.

Podcast Participants

Benjamin Fee

Attorney with Hall Render

Joe Krause

Attorney with Hall Render

Benjamin Fee: Hello and welcome to Hall Render’s Practical Solutions in Healthcare podcast featuring analysis and insight on legal issues facing the healthcare industry. My name is Benjamin Fee. I’m an attorney in the Hall Render Denver, Colorado office. Today I’m joined by my colleague Joe Krause in our Milwaukee, Wisconsin office. Both Joe and I are part of a Hall Render work group focused on COVID-19 relief funding for healthcare hospitals and other providers and suppliers.

Benjamin Fee: One aspect of relief funding that organizations are looking at right now is the expanded CMS accelerated payment program. That’s the focus of this podcast and the reason we’ve got Joe here with us. He’s been answering these questions for a number of clients. Thought we would talk through some of the questions that we have been asked to help you listening to this work through that program or in deciding whether you want to seek funds through that program. So Joe, just to start things off, I guess, could you tell us a little bit more about what is the Medicare accelerated or advanced payment program?

Joe Krause: Sure. Ben, the CMS accelerated or advance payment program is actually an existing program that’s been around for years that allows the Medicare program to accelerate or advance Medicare payments in order to provide emergency funding and address cashflow issues if there’s a disruption in claims submission or claims processing issues. It’s historically been used in response to natural disasters to accelerate cash flow to those impacted providers and suppliers in those areas. But last week, as part of the Cares Act that was signed into law by the President, it was significantly expanded, the accelerated payment program as part of the COVID-19 public health emergency to apply to a broader category of providers and suppliers, to increase the amount of payments available and to lengthen the repayment timeframes. CMS also released a fax sheet late on Saturday night with some updated guidance for the accelerated payment program based on those changes.

Benjamin Fee: So I guess first question is, you mentioned that this is part of the Cares Act, huge piece of legislation, a lot of information in there. When we think about the Cares Act, a lot of times we’re thinking about, there’s a $100 billion fund set up to help healthcare providers offset some of their costs, possibly recover some losses. Is this part of that fund or is this a separate thing?

Joe Krause: No, this is a completely separate fund or program. Not at all related or linked to that $100 billion relief that will be going out separately. So this is a completely separate application and processing within the Medicare program.

Benjamin Fee: And you mentioned it’s expansion of an existing program. What types of entities are able to request? I know we’ve gotten this question a lot, some think that maybe it’s limited to hospitals, but what other organizations or healthcare industries could maybe or healthcare entities could maybe take advantage of this?

Joe Krause: Yeah, no. Yeah, that’s, that’s one of the misnomers floating around out there. It’s not just limited to hospitals. It’s hospitals, critical access hospitals, skilled nursing facilities, any type of healthcare entity enrolled in the Medicare programs. That would even include physician groups and the like. Anything that’s enrolled with Medicare can request these funds if they qualify.

Benjamin Fee: What are the criteria for qualifying?

Joe Krause: Yeah, so there’s some criteria related to that you’ve billed Medicare within the past 180 days prior to submitting the request form, the entity submitting it can’t be in bankruptcy or under active medical review or program integrity investigation. And they can’t have any outstanding delinquent overpayments. Essentially the Medicare program wants to make sure that it’s still a going concern. But importantly there’s not a need base threshold for requesting these funds for COVID-19 related expenses as there has been in the past, outside of the pandemic hospitals or other entities would need to show that there’s a need for these funds.

Joe Krause: But that has been done away as part of the Cares Act and CMS guidance that was released last weekend. So entities requesting these funds basically need to check a box on a form saying that there’s a delay in billing and fill on a short description that the funds are being requested due to the COVID-19 pandemic, and that will make it easy for the Mac to understand that this is why those funds are being requested and accelerates the processing of those forms.

Benjamin Fee: So open to a number of different providers and suppliers. The criteria are pretty straight forward, pretty simple. Most providers and suppliers likely will meet those criteria that you’ve just described. You mentioned in the form, I think probably talk a little bit more about that when we talk about the process. Next question I think we get a lot is, how much can organizations request? What’s the amount of payment that someone could get through this accelerated payment program?

Joe Krause: Yeah, so there’s basically three categories of entities in how they calculate how much they can request, so the maximum amount they can request. First hospitals can request up to a hundred percent of Medicare payment based on a six month lookback period. Critical access hospitals, those being small rural hospitals that are paid by Medicare based on their costs, they can actually request up to 125% of their Medicare payment amount. That’s also for a six month lookback period. And then everything else, any other type of provider, supplier and go with Medicare, they they can request up to 100% of their Medicare payments but only for a three month lookback period. So they have a smaller lookback period, which will mean that it’s going to be a smaller amount based on their revenue.

Benjamin Fee: And one thing that came up tied to that is how, I know we get asked quite a bit, how organizations need to calculate that. I think when they hear that it’s based on a lookback period based on the historical Medicare payments under part A and part B is how do they calculate those amounts and include those in their application process? What does that look like? And I know things have been changing because again, this program wasn’t designed for this type of use. It’s been expanded as part of the Cares Act. So can you talk a little bit about, I guess, how organizations calculate those lookback periods or lookback amounts or even if they have to at this point?

Joe Krause: Yeah, so there’s not real detailed guidance on, you know like what the source documentation is for calculating this, whether it’s the cost report or, for hospitals, the PSNR or some other source. So entities are really just using kind of good faith estimates based on some period for them. And one of the key things is that it is just Medicare part A and part B payments that are used to calculate those amounts. It doesn’t include Medicare advantage or part C payments. Those shouldn’t be included.

Joe Krause: We’ve actually learned that CMS has provided Macs with a listing of the maximum amount each provider supplier is able to get through this process based on their own calculations. And some of the Macs have even updated their forms to allow entities to to just check a box saying I want the maximum amount allowed and calculated by CMS to make the process a lot easier for those entities.

Joe Krause: Some of the Macs have not done that so they still ask you to fill in an amount, but you can always include in your cover letter that that you’d like the maximum amount calculated by CMS and that might be one way to get that maximum amount. And Macs are continuing to update their forms, so entities should continue to check those websites to make sure they’re using the most recent and updated form to make the process go more smoothly.

Benjamin Fee: And I think on that point, if an organization has already requested and they used an old form, my understanding is the Macs have said they will process requests using the old forms. If an organization happened to have tried to submit something right away before the Macs actually created COVID-19 specific forms. That’s correct?

Joe Krause: Yep. Yeah, you’re exactly right. Because this has been moving so fast and rolling out at different speeds at different Macs. Some of the Macs had their forms updated right away and some did not. And we understand that they’re not going to hold that against providers just because they were submitted right away though. They’ll still accept those old forms and that shouldn’t hold up anything.

Benjamin Fee: And this is in the name, it’s accelerated payment program. Everything’s moving pretty quickly here. This is actually probably some of the first guidance that we received from HHS related to relief funding coming out very quickly after the Cares Act was signed into law. Along those lines, what’s the timeframe from submission of a request to a Mac to actually receiving funds? What should organizations be expecting?

Joe Krause: Yeah, yeah. You’re exactly right. This was very fast. I mean the Cares Act was signed into law on a Friday afternoon, Friday, early evening. And this guidance came out essentially 24 hours later. So it has been a scramble to understand what’s going on and it’s been a scramble to submit. We understand that these are being processed on a first in, first out basis. CMS initially stated that they wanted Macs to work to review and issue payments within seven calendar days of receiving the request. And that’s probably ambitious, given the number of entities that we know that have submitted. So that might’ve been the initial guideline or timetable. But once more entities are getting these in the pipeline, it probably will slow down. So the sooner your request is submitted, the more likely the Mac will issue payment and get that out to entities that need it for their COVID-19 response.

Benjamin Fee: Yeah. And we’re recording this a few days after that guidance came out, so it actually hasn’t been seven days since the guidance came out, so, we don’t actually know if the Macs have started distributing funds yet or if they’ll be able to meet that seven day timeframe. But certainly your point to, it’s a fairly simple form available to a lot of different providers and suppliers. Get it in and the sooner you get it in, the more likely you’ll get paid in a timeframe more consistent with that seven day, maybe a little bit longer, consistent with the intent of the program of getting some money to organizations right away as health and human services works through how they’re going to distribute other funds available through the Cares Act or other relief funds that may be available through other avenues.

Benjamin Fee: One, we talk about this as I think there’s two things I want to ask you about. It’s an accelerated payment program, so can you talk about the repayment obligations? This is not a grant or a forgivable loan. This is accelerated payments, advanced payments, and there are repayment obligations tied to that. Can you tell us a little bit more about when those repayment obligations begin and how those repayments occur?

Joe Krause: Sure. Yeah, so first I’ll start for hospitals and critical access hospitals because they have slightly different rules than all other entities. They get a little bit longer period to pay it back. But essentially what happens is, once an entity gets the funds, the accelerated repayment funds, they get those on day one and nothing happens for 120 days. During that timeframe, they can use the funds as part of their COVID-19 response and go on with business as usual. Starting on day 121 CMS starts to withhold from payments that the hospital would otherwise be receiving amounts towards that APP balance.

Joe Krause: Once the timeframe gets to one year for hospitals and critical access hospitals, the Mac will basically do a manual check to see if there’s anything still outstanding. At that point, if there is still anything outstanding, they’ll send a demand letter and it’ll say the remaining funds need to be repaid within 30 days. If they’re not being repaid within 30 days, you’re going to start accruing interest at X rate. And we understand the rate right now is 10.25% or it was on March 31st. I’m not sure if they’ve released the new rates for April yet.

Joe Krause: So at that point hospitals either need to repay it, the remaining balance, or they can request what’s called an extended repayment schedule that would allow them to repay the remaining amount over and up to a 60 month period if they meet certain hardship requirements. So that’s hospitals and critical access hospitals. For everybody else, they have the same 120 day period where they don’t owe anything back. And on day 121 CMS or the Mac starts to withhold payments, dollar for dollar against that APP balance. And then once we get to 210 days, that’s when the Mac will do a manual check for those entities to see if there’s anything still outstanding and they would issue the demand letter at that point, triggering a 30 day repayment requirement or interest starts. Or they can request an extended repayment schedule at that point as well.

Benjamin Fee: Can you just confirm when the timeframes that you mentioned there, the 120 days, the one year for hospitals in terms of a full repayment being due, those begin at the date of receipt of the initial requested funds? Correct?

Joe Krause: Yep. Yeah, so that’s an important point. So the hospital would be submitting their form at some point. The clock doesn’t start until those funds actually make their way to the entity, to the healthcare entity. So we’re not counting from when you submit the application, it’s when the funds are transferred and made available to you.

Benjamin Fee: And you mentioned things are changing rapidly. I think everyone is aware of that, as we work through all of this, and you mentioned the over 10% interest in the event that there is an outstanding balance after the other repayment time period runs out. I guess that probably would strike me or does strike me as a pretty high percentage, given the market right now. Do we have any sense of whether that could change or there would be flexibilities in that or is that just something that we should keep an eye on and hope for?

Joe Krause: It’s something that we should keep an eye on, but we have been told by some Macs that those are, the what I outlined before with the timing and the interest, that’s kind of the process for that as it’s been set up previously and how they would normally take an entity through this APP program from when they get the money to when they have to start repaying it. But we have been told by some Macs that further guidance is expected and it’s definitely possible that we’ll get some guidance that’s different from past repayment obligations that allow hospitals maybe longer time to repay or different interest rates or something or ability to offset the hundred billion dollar fund against these amounts. That’s also something that’s been floated around out there in the industry.

Benjamin Fee: I think that’s an important point too, to think about this in the context of the other relief funding that is out there that will be made available, but that we just don’t know yet how, which is this is a way to get funding as organizations, as the government decides, other avenues, other opportunities, how they’re going to distribute funds through the Cares Act, whether there’s going to be FEMA funding, small business association loan funding for some organizations.

Benjamin Fee: This is cash you can get fairly quickly. There are repayment obligations, but potentially you could take funds that you ultimately receive through other sources and use those to repay amounts that have come through this accelerated payment program. Joe, I assume if an organization wanted to, they could repay earlier than the time frames we laid out and there wouldn’t be any sort of repayment penalty given how this program is structured?

Joe Krause: Yeah, yeah. There’s nothing that would prohibit or restrict an entity from repaying this quicker if they got to the 120 days or the year mark, whatever it is and they have other funds available through those programs and they want to pay off their APP balance, there’s nothing that would restrict them from doing that at that point.

Benjamin Fee: Well, thank you. I guess last point on that is just we worked with a number of organizations. Joe, I know you have, I have as well, and there’s not a lot of downside to requesting funds through the CMS accelerated payment program. If an organization thinks they’re potentially eligible, certainly we recommend considering it. And if there’s any questions, certainly feel free to contact one of us or your regular Hall Render attorney. We thank you for joining us today.

Benjamin Fee: Wanted to mention, we do have an information briefing webinar coming up on April 8th at 1:00 PM Eastern that’s going to discuss not only this program but also other relief funding availability. Probably have an update if you happen to be listening to this podcast before that date. If you are listening to this podcast after that date, that listening session is available on our website at HallRender.com. So please, if you’re looking for additional information on relief funding and what is out there, check that out as a resource.

Benjamin Fee: Final reminder, the views expressed in this podcast are for those of the participants only and do not constitute legal advice.

Navigating the Use of Telemedicine During this Emergency Period

Navigating the Use of Telemedicine During this Emergency Period

As part of the emergency measures to address COVID-19, all levels of government are facilitating, and even encouraging, the use of telemedicine technology. The primary goal, of course, is to reduce the risk of transmission of COVID-19 to and from patients who would otherwise present for in-person services. The use of telemedicine is also providing an opportunity to reduce in-person patient volumes and also to provide health care providers with the potential means of rendering patient care from home.

In response to the current state of emergency, CMS has expanded the potential for Medicare reimbursement. Many state Medicaid programs and commercial payors have followed suit. HIPAA enforcement with respect to certain non-compliant technology has been relaxed. The DEA has made an emergency exception related to telemedicine prescriptions. State governors have issued emergency orders with respect to licensure and telemedicine requirements, and certain professional licensing boards have issued similar guidance.

While the measures taken to date represent unprecedented steps forward, these measures are also understandably creating confusion for providers. The expanded billing requirements for eligible telemedicine services differ from one payor to the next. These billing requirements often do not accurately reflect the applicable professional practice standards. There additionally remains variability among the states in relation to licensure exceptions, prescription requirements and applicable telemedicine exceptions, which, in certain instances, are also more restrictive than exceptions made at the federal level.

Podcast Participants

Chris Eades

Attorney with Hall Render

Regan Tankersley

Attorney with Hall Render

Mike Batt

Attorney with Hall Render

Chris Eades: 

Hello everyone. Good afternoon to our attendees on the East Coast. Good morning to our attendees on the West Coast. Thank you for participating in our webinar, Navigating the Use of Telemedicine During the COVID-19 State of Emergency. Again, my name is Chris Eades. I’m one of the members of our telemedicine team here at Hall Render.

I’m joined today by two of my colleagues, who are also part of our telemedicine team, Regan Tankersley and Michael Batt. We only have an hour to work with here, and so we’re going to spare you the traditional reading of the biographies.

If you’re interested, if you’d like to contact any of us following the webinar, our contact information is both in the slides and can also be found at hallrender.com. We have other teammates as part of our telemedicine team. Their information is also on our website, hallrender.com.

To put our presentation in context though, I’ll mention quickly, my virtual care practice is focused more on the professional practice elements of telemedicine. Things like licensure, consent, prescriptive authority, workflow, et cetera. Regan is more focused on the reimbursement elements, and Mike is more focused on the technology and privacy side.

We’ve organized our presentation accordingly. Prior to jumping into the content rather, we do want to take the opportunity to extend a quick thank you to those healthcare providers on the line, as well as the administrators and other individuals working on the front line during the healthcare crisis we’re facing.

We do sincerely appreciate what you’re doing. It’s our hope that our webinar today may shed some additional light on some of the telemedicine alternatives, that are available to you during this period and perhaps after as well.

We have received an incredible number of calls over the past few weeks on these topics, which is of course why we decided a webinar might be important. Really across the spectrum, those providers that have never used telemedicine and are needing to ramp up quickly. Those providers that are doing a lot of telemedicine, but desire to use it in different ways now.

Irrespective of where you are on that spectrum, it’s a challenge. It’s been difficult to keep pace with all of the changes. Even three weeks ago, before this particular healthcare crisis, the regulatory framework was very difficult to navigate. Mainly due to the variability among the states and really lack of direction at the federal level.

Now of course, we’re seeing near daily waivers and exceptions that are coming into play, at both the federal level and state level. It’s been difficult to keep pace. In fact frankly, just after we had completed our slides last evening, as you may have seen this morning, CMS issued an Interim Final Rule, well over 200 pages.

Which makes significant and wide sweeping changes to CMS’s telehealth program. We spent the better part of last night evaluating those changes. They are quite significant. They include a dramatic expansion of eligible telehealth services, among other significant changes.

We’ve gone back to supplement this slide deck with those particular highlights, and we will work that in as well. In this context, here’s our goal really today in terms of agenda. We’re going to work through some of… just quickly, the telemedicine essentials, things you really need to understand. Concepts you need to understand, to understand the rest.

We’ll highlight the basic rules of the game for telemedicine at the federal and state levels. We’ll talk through the significant changes we’ve seen over the past few weeks. With this overview of the laws and regs, we’ll then kind of focus on some particular items.

Professional practice considerations, some reimbursement considerations, and technology and privacy considerations. We’ll then kind of bring it full circle and talk very quickly, and sum up with what we think would be a good game plan in terms of strategizing where you go at this point in time with telemedicine.

With that, I’m going to dive right into essential terminology. Originating sites, you need to understand we’re talking about where the patient is physically located when receiving telemedicine services. Distance site, is where the telemedicine provider is located when providing those services.

Telehealth and telemedicine, you’ll note I have not provided a definition for these terms. Quite frankly, I’ve not done so, because there’s not one definition. There are a lot of different definitions in terms of how those terms are used in those definitions. Payers use those terms differently.

States, licensing boards all use those terms differently. That’s takeaway number one, is that variability, but that terminology is important. The way it is typically used, tells us what constitutes… either for reimbursement or from a professional practice standpoint, what constitutes telehealth or telemedicine.

That’s where it’s going to tell us, do we need to do this by way of a synchronous audio-video connection? Can it be phone only? Can we use a synchronous store and forward? Meaning, can we send images or information, not in real time to a provider? Then of course, remote patient monitoring.

These are the basic terms, but you are going to see why the variability in terms of how those terms are used. We’ll even get to some of the significant changes, that involved Medicare’s view of a qualifying originating site.

Also, very, very important… and this is creating a lot of confusion with all of these changes. I believe it’s important to think very basically about telemedicine in terms of two big buckets, a professional practice bucket and a reimbursement bucket. Within each of these buckets, there are state laws that bear on professional practice and federal laws.

Same with reimbursement, state law and federal law. You have to pay attention to what bucket you are dealing with, when you’re trying to figure one of these telemedicine concepts out. Let me give you a quick example. I’ve fielded a number of calls over the last two weeks. Providers that have seen that Medicare has made a licensure exception.

What these providers want to know is, “Does that mean I can go into another state and practice?” The answer to that is, no, not necessarily. Medicare has created a licensure exception that allows you for purposes of Medicare reimbursement, to potentially be in another state, provide an eligible service and be reimbursed.

That reimbursement exception that Medicare has stated, does not negate the state-specific professional conduct rules requiring licensure. Unless those have also been waived by the state, you still need to tackle that issue before you can provide services. That’s an important example in terms of where you’ve got to pay attention.

Is this a CMS Medicare change or is this a professional practice change? You think about it in terms of these questions. Ultimately with professional practice, can we provide this service through telemedicine? Now, can we do it maybe through a telephone call?

Who can provide the service through telemedicine? Doctors, APRNs, PAs, what about genetic counselors, physical therapists, et cetera? What requirements do we need to meet to provide these services? What technology can we use and how? That’s the professional practice side.

On the reimbursement side, it’s pretty simple. If we can do these services, if we can provide these services, can we get paid for them and by whom? The rules for Medicare and the rules for Medicaid and the rules for commercial payers, are all different in this regard.

I do want to note, with all this variability, there is one universal truth. That is, if you’re going to provide healthcare services through telemedicine or telehealth technology, you’ve got to comply with the same standard of care as you would need to meet if you were doing the visit in person.

That needs to always be in the backdrop here in terms of, is this something that we can do? Essential rules and regs, whether it’s COVID-19 related or not. These are fundamental federal laws and regs, and state laws and regs you need to pay attention to. The Medicare rules obviously relate to the reimbursement bucket.

DEA rules on prescriptive authority and controlled substances through telemedicine, relate to professional practice. There are a host of other agency rules out there as well, that potentially relate to professional practice. Then the state laws, as I’ve said, are very highly variable.

The Medicaid rules are different one state to the next, in terms of what qualifies for reimbursement through telemedicine. Parity provisions, most states at this point, pre-COVID-19 have a requirement that commercial payers must reimburse for services provided through telemedicine, if they provide reimbursement for an in-person visit.

There can be qualifications. Those can vary state to state, and not all states have them. They’re there and they are helpful, irrespective of the current healthcare crisis. Professional practice boards, medical licensing boards, psychology boards, each of those boards state to state, routinely have their own guidance.

Then there are scope of practice considerations in terms of supervision and such, that you always need to pay attention to. We’ll work through this quickly, to give you a sense of what we have and what’s changed. There has been massive change in very little time. Really, in the last two and a half weeks I’d say everything has changed.

At the federal level, we’ve seen CMS waivers, some multiple rounds of waivers, statements regarding non-discretionary… or discretionary non-Exercise such as relates to HIPAA, related FAQs from various agencies. We’ve seen legislation, including the CARES Act at the end of last week.

Then last night, as I mentioned, the CMS Interim Final Rule, just issued. We have DEA exceptions and other agency waivers which we’ll highlight. I do want to point out just quickly, with the CARES Act… and obviously there’s a whole lot more there.

One of the significant pieces was to authorize HHS and CMS, to make more aggressive and affirmative changes to the telehealth program. That just happened the end of last week. We were curious as to when those changes would be made. As I mentioned, the first big round of that was last night, CMS Interim Final Rule.

As this relates to Medicare, Regan’s going to get into more of the specifics. I wanted to highlight some of the major changes quickly. This rule vastly expands the list of services that may be provided and reimbursed through telehealth technology.

Even with some of these geographic changes that we’ll talk about, the list of what could be an approved telehealth service was still pretty small, relatively speaking. That’s been drastically expanded to capture things like ED visits, initial nursing facility and discharge visits and other things that Regan will expand upon.

Also, changes in reimbursement to reflect non-facility place of service. A recognition that, because providers… at least during this period, are going to be using telemedicine more frequently. There’s going to be more of an opportunity to bill for that encounter, as you would an in-person encounter.

There is expansion of the potential use of audio-only visits. Again, Regan will I think dive deeper on that piece. We will expect to see more guidance around it. It’s really Medicare saying, “We will adopt and utilize those codes that we’ve not previously recognized, that would allow for audio-only encounters between a practitioner and a patient.”

Expands the practitioners who can perform eVisits and virtual check-ins. Made some clarifications and some expansion with respect to remote patient monitoring, and importantly, expanded some opportunities for physicians to supervise their clinical staff by way of using telehealth.

If you have a quarantine physician, there’s now in certain settings, an opportunity to be quarantined and yet still supervise those nonphysician providers through a telemedicine technology. There is a link here to the Final Rule, the interim rule that was issued last night.

All right, Medicare before COVID-19, as I said, had to be a designated telehealth service. Had to utilize across the board a synchronous audio-visual technology, or designated store-and-forward technology. The patient had to be at a qualifying originating site, which was very narrowly drawn.

A geographic requirement, had to be in a designated rural area. A location requirement, had to be at a physician office or at a hospital, or critical access hospital and at a few other locations. All of this has been changed. In some ways, very dramatically. Qualifying originating site, much broader now.

Almost as broad as it could be, in the way of, there’s no longer… during this period of emergency, a geographic restriction. You don’t have to be in a rural area, you can be in an urban area. You can be really anywhere in the United States and meet this requirement.

The site restriction has been done away with now as well, so that patients can receive services in their homes or in other locations that were not on the more limited list of eligible sites. I mentioned professional licensure, it’s been waived for purposes of Medicare reimbursement, as long as you are licensed and in good standing in another state.

Preexisting patient relationship, you may have seen when the first round of changes came out. The first round of waivers, there was a requirement. Yes, you can use telemedicine, but you have to have a preexisting relationship with a patient which was spelled out and defined. That’s been done away with.

You can now use telehealth in this context for new patients as well as existing patients. Also, importantly, as of last night in the Interim Final Rule, the existing patient relationship has been done away with for eVisits and virtual check-ins. That had not changed until last night.

You can now use eVisits and virtual check-ins with respect to new patients. All right, I’m going to move on to DEA. I’ve included a slide on the Ryan Haight Act. This was kind of where we started with prescription analyses, in the context of telemedicine pre-COVID-19.

That’s because this federal law requires an in-person visit, before there is a prescription of a controlled substance through telemedicine. It provides for a few narrow exceptions, but they were just that. Very narrow and didn’t really come into play all that often.

Now, the DEA has invoked… about a week and a half, two weeks ago, its an emergency authority to permit temporary waiver of that in-person exam, for prescribing controlled substances to new patients through telemedicine.

As long as the prescription is issued for a legitimate medical purpose, by a practitioner acting in the usual scope of the profession, scope of practice. It’s got to be an audio-visual, real-time communication. This is important. This goes back to that concept of the two buckets.

You’ll see there’s more opportunity to provide telephone-only consult, perhaps for purposes of Medicare reimbursement. That does not supersede this DEA requirement at this time, that if you’re going to prescribe a controlled substance, you have to have an audio-visual interactive communication in play.

You also have to comply with the pertinent federal and state law, which I’ll come back to. HIPAA, Mike will speak more about this. There has been a statement that there will be non-discretionary exercise.

OCR will not penalize for HIPAA violations, in relation to using non-HIPPA compliant technology to accomplish telemedicine or telehealth as long as it’s non-public facing. This means you can use FaceTime at this point in time.

Now, there are some considerations that Mike will get into. This is also an opportunity to more easily and quickly get ramped up with a telemedicine encounter, using technology that may otherwise already be available. All right, so those are all kind of federal law and federal level items.

I want to mention state law and regulation. I mentioned the variability that was in place before any of this started. That’s still there. We’re seeing of course a lot of action at the state level, in the way of emergency orders. Medicaid waivers and exceptions, and professional licensing boards making an exception.

Just as there is a lot of activity at the federal level, there’s just as much activity at the state level. The challenge continues to be though, those efforts are variable. I’ll speak to licensure in a minute.

We see some themes, but there is still variation in these changes, in a way where ideally if you’re going to manage risk, decide on how you need to do telemedicine in a way that’s compliant, you still need to understand what the rules of the game are in the states where you will be offering those services. Some of the themes are licensure exceptions.

We’re seeing a lot of states more generally, allow for the use of telemedicine technology in the lieu of in-person requirements that may otherwise be found in the state regs. We’re seeing increased use of telephone calls in lieu of audio visual. We’re also seeing a lot of professional boards make specific exceptions for their practitioners in their states.

Let me talk quickly about professional licensure. As I mentioned, I’ve gotten a lot of questions about this. First, the confusion regarding Medicare and Medicaid exceptions, which I’ve already mentioned. Other things that you need to be mindful of.

Well, first of all, not all states have enacted a licensure exception. Most at this point have, but not all. Secondly, it’s typically in nearly all of those jurisdictions. It’s not as easy as just going into that jurisdiction and practicing. There’s typically a requirement that you submit an emergency application or attestation.

Next, you have to pay attention to whether the licensure exception is specific only to physicians or all licensed healthcare providers. In some states, the emergency orders that have been entered, speak specifically to physicians.

You may find that other licensing boards have waived, but you really need to pay attention to that and not just assume that PAs or APRNs or other providers, can enjoy the same licensure exception. Some states are qualifying what you can do and taking advantage of the licensure exception.

Perhaps a requirement that you have to have a pre-existing relationship with the patient that’s in that state, or your activity must specifically be related to COVID-19 activities. Long and short of it is, you do need to pay attention to what those states have to say.

It’s just not as simple as they’ve kind of opened up the border and said, “Come in and practice medicine or your specialty.” Informed consent, also a challenge right now. A, because how do we do it? B, we may not be able to get something in writing. Lots of questions here as well. This falls typically into both buckets.

The reimbursement rules will have requirements for obtaining consent, and the professional practice standards will as well. There is a lot of variability state to state, but I would say this is generally true.

In most jurisdictions and with most payers, verbal consent from the patient during the encounter is going to be sufficient, as long as the telemedicine practitioner documents on his or her end. That’s not universal, but I can tell you that’s in nearly all settings at this point.

You still though need to consider that dialogue. Both for purposes of risk management, and for a more meaningful and well-organized telemedicine encounter. You need to identify the patient. Is this an adult? Is this a minor? If it’s a minor, you need an authorized representative participating in that visit. We need to think through that.

Two, you need to discuss the risk benefits and limitations of virtual care. That’s going to depend upon the service you are providing. It may not need to be a whole big discussion, but maybe it is, because again, we’ve got to meet the same standard of care. Typically, we want to remind patients that this is not intended to be an emergency visit encounter.

If you’re having an emergency or something happens to our connection and you have an emergency, you need to dial 911, come to the ED or pursue a different option. We want to clarify what the followup responsibilities are. Are we supposed to call you? Are you supposed to call us? That should part of the scheduling process and/or this dialogue.

We need a backup plan. What if the feed goes out? What if we have an issue with technology? This may be a very sensitive encounter. Let’s map out ahead of time how we’re going to deal with that if the video drops or we have some other issue.

Chris Eades:

Also, pay attention to again, state-specific requirements may require more, is part of that dialogue. Behavioral health is a great example. A lot of states require when it’s a behavioral health encounter, that you provide specific information to the patient. For example, the access to facilities or assistants that are geographically proximate to the patient.

If they need urgent care, where can they go that’s close to them if they need? You do need to pay attention to those issues as well. Talking points, during these times, you do have to just ramp up quickly on occasion. Ideally, we need to discuss this workflow and our talking points, depending upon the service we’re providing, so that we map this out.

If we can’t get an informed consent document signed by the patient… and we need to decide if we can or not. If we can’t, it’s going to be really important that we do address these items as part of our dialogue, and that practitioners understand they need to do so and why. Developing a script or some talking points around this can be very, very helpful.

Lastly, I’m going to wrap with prescriptions. I’ve already mentioned the DEA exception. I’ve already mentioned how that may differ from some of the payer requirements. Also, pay attention to state law. Most states have prescription requirements through telemedicine, that are more restrictive than the exception made by the DEA.

There are frequently prohibitions on prescribing opioids through telemedicine, which creates a challenge right now in situations like chronic pain management. There may be specific medical record, treatment plans requirements. Pay attention to those state rules, because the DEA’s exception is contingent upon compliance with those state rules.

As I mentioned, they are quite frequently more restrictive in terms of what you can prescribe in the way of a controlled substance, in particular through telemedicine. All right, I’m going to pass the baton now to Regan, who will focus on some reimbursement.

Regan Tankersley:

Thank you, Chris. This next portion of the presentation will focus on reimbursement considerations, focusing primarily on Medicare reimbursement. That has been the biggest change and impact that we have seen under the current public health emergency. I see the timeline of events, for purposes of Medicare coverage of telehealth services in three buckets.

We have the world as it existed prior to the public health emergency, prior to the 1135 waivers. As Chris had already discussed, Medicare coverage of telehealth services in the pre-public health emergency world was very limited. There was the geographic restriction for the location of the patient. The patient had to be in a qualified originating site.

The only way that a practitioner, as a distance-site practitioner could bill and be paid for those services as telehealth services under the Medicare policy, was if that patient was located in a qualified originating site. Again, it had a geographic restriction.

Distance site was the location of the practitioner, generally not restricted. For federally qualified health centers and rural health centers, were not viewed as appropriate locations for distance-site practitioner. There were the defined set of telehealth services, within the Social Security Act that existed in the statute.

This in my description here, I will pivot from something Chris had said about, there isn’t a good definition between telehealth and telemedicine. For Medicare payment purposes, telehealth is defined within the Social Security Act, within that defined statutory provision.

Meaning, only those services as identified within the act or as updated by the secretary of HHS on an annual basis, can be covered and paid for under Medicare as a telehealth service. Which we will distinguish from other types of virtual communication services.

For purposes of our discussion here, recognizing that there is a distinction for Medicare payment for telehealth versus other types of communication services. For telehealth services to be provided under that strict statutory provision, is generally required a HIPAA compliant two-way audio-visual communication.

That was also somewhat limited, as to the types of platforms that could be available for use by the beneficiary on the originating site, and by the physician or other practitioner on the distant site.

The next bucket in the time table related to Medicare coverage for telehealth services, would be our coverage post the 1135 waivers, once the emergency period began. I would say this bucket up until 5:30 yesterday, was a continuing bucket.

We’ll get to that in the next set of the timeline, is that the world all of a sudden changed yesterday with the release of the Interim Final Rule. Initially, when we were first seeing the coverage expansion under the waivers, what it did initially was remove the geographic restrictions.

Which was big for Medicare payment purposes, because they always had that geographic restriction. That meant a patient could be located anywhere within the United States, including in the patient’s home.

The patient’s home was then added to the statutory provision as a qualified originating site. Even though there was not going to be a recognized site, originating site facility fee for that location. It was a very broad expansion, to allow these patients to receive services in their home.

It then included the FQHCs and the RHCs. Those became added as an approved location for a distance-site practitioner. Therefore, if a beneficiary’s primary care physician was actually a practitioner at an RHC or an FQ, they would not be limited by that provision.

Those physicians could still… or practitioners could still be that distance-site practitioner for purposes of a telehealth visit. Again, as the first wave of waivers are going through, and we are seeing changes within the emergency legislation that authorized waiver authority.

The guidance removed that requirement, that a patient would have had to have been seen within the last three years or be an established patient. CMS and HHS had originally said they were not going to enforce or audit that provision. It was subsequently changed within the waiver guidance to remove that restriction.

That is where the world existed under the waivers. As we move forward… and again, this is prior to the Interim Final Rule issued yesterday, we continue to see some more increased flexibility for purposes of Medicare covers of telehealth. Increased flexibility for home dialysis patients.

Increased flexibility for hospice re-certification. Those required face-to-face periodic evaluations or re-certifications. Those were going to allow it to be completed through telehealth. Again, initially, all of this was limited to the very defined set of telehealth services.

Medicare has those described in the statute. They publish a list every year. It’s on the CMS website of those identified approved telehealth codes, that can be built and provided as a telehealth service.

There is an enforcement discretion during this emergency period, as Chris had mentioned, regarding OCR was not going to enforce HIPAA requirements for technology used in good faith. That allowed Medicare beneficiaries to be able to access their practitioners via smartphones, via two-way video such as FaceTime or Skype, anything that was not public facing.

There had been some guidance from the OIG, that they were not going to pursue enforcement action for provider waiver of cost sharing related to these telehealth. Now eventually, other types of virtual communication services. That is where we were. Then Friday of last week when the CARES Act was signed, that gave us some additional expansion.

We had the original waivers, what Medicare was allowing under the waivers that existed versus the waiver authority. Under the original waivers again, we only had coverage for those defined set of telehealth services within that identified section of the Social Security Act.

All definitions within the Social Security Act still applied, if they required real-time two-way audio-visual communication. You look at those first set of waivers, the waiver authority granted initially was somewhat limited. It basically removed that geographic restriction.

It allowed the originating site to be a patient’s home, but it did not provide for any kind of a payment for an originating site facility fee, when the patient was located in the patient’s home. What did the waiver authority do?

This is where when we were preparing our materials yesterday initially, we thought we would be making our distinctions between the current waiver and what was created under the waiver authority. Which was the CARES Act signed last Friday.

When we read it, it looked like it was really going to be able to give the secretary, that very expansive authority to really waive a lot of those requirements that existed within the Social Security Act, very defined section around telehealth services.

When we were looking at that initially, the question we had was, “Well, we have the waiver authority. When do we expect to get those expanded waivers?” If you recall from the first set of emergency spending legislation, it took several days to actually get to that official waiver from the secretary to implement some of those telehealth provisions.

Well, we didn’t have to wait for very long, because as of around 5:30 Eastern Time last night, CMS issued an Interim Final Rule, which was really implementing a lot of changes under this recently established increased waiver authority. We provide the link to the CMS fact sheet, regarding these services in our slide.

This is very significant for purposes of telehealth coverage under Medicare, because now that it has expanded that defined list of services that Medicare will pay for as a telehealth service. When I say telehealth service, that means that those are the services that are still required to be provided real time, face to face, audio and visual.

That is a telehealth service and that criteria hasn’t changed. There is a lot of commentary discussion in the rule around other types of services. For purposes of Medicare coverage and payment, that list of telehealth services that can be paid for has been expanded to include ED visits, initial nursing facility, discharge, home visits.

Things that really before, Medicare had determined were not appropriate to not be provided face-to-face, because of the risk to the beneficiaries and the risk to the provider community, of the virus, they are increasing a lot of this flexibility. To provide these services remotely, to protect both the beneficiaries and the healthcare providers.

Very importantly, the services must still be provided by a clinician that is allowed to provide telehealth services under the statute. That is still an important distinction. A lot of these services now can be provided to both new and established patients.

One of the important components listed on the fact sheet… and then if you go through the rule, is that there is a bullet point in the fact sheet, that providers can evaluate beneficiaries who have audio-only phones. This is an important distinction. What has not occurred is the waiver of that two-way video, visual communication for our telehealth service.

What CMS has done, is actually taken the existing CPT codes within the manual for telephone-only services, that Medicare has always considered to be non-covered, they are now covering those.

This gives increased flexibility for practitioners and providers, to be able to have essentially an E&M telephone call visit, recognized by those existing CPT codes for telephone-call-only, audio only, so we don’t have to be concerned about beneficiaries who don’t have access to two-way communication or access to a smartphone.

Those are now going to be covered CPT codes. Again, making the distinction, those are not telehealth codes. Those don’t fall under the statutory provision for telehealth. This is just taking those defined set of telephone-only CPT codes, which some payers have already been paying for. Medicare is now going to pay those as covered.

Further, for telehealth under the expanded provisions under the Interim Final Rule, telehealth… and again, when we say that two-way video, audio-video communication, it can be used to fulfill many of the face-to-face visit requirements that clinicians were subject to prior, including inpatient rehab, hospice, home health.

That there were several types of services that way, that could only be provided in-person, that now under the public health emergency during this time period can be provided via telehealth. Again, just some highlights from the Interim Final Rule regarding, home health agencies can provide more services to beneficiaries using telehealth.

It has to be included in the plan of care. More flexibility for hospice providers, getting those routine services. Importantly, if a physician determines that a beneficiary should not leave their home due to a medical condition, or are they suspected COVID-19 and that beneficiary needs skilled services?

That will qualify the beneficiary for services under the Medicare home health benefit. Another important change under the Interim Final Rule, is that for purposes of a physician incident to services that require direct supervision, that direct supervision can now be met through a virtual presence.

Meaning, that two-way audio-visual communication does not have to be provided in-person in the office suite. That also extends to services provided in a hospital outpatient department. Medicare is revising the definition of direct supervision, that lives within the regulation relating to diagnostic services.

That also feeds over into hospital services, that anything requiring that direct supervision during this emergency period, you’re permitted to provide that direct supervision through a virtual presence. I’ve included this slide from the original March 17th, 2020 fact sheet, that talked about telehealth visits versus virtual check-ins and eVisits.

I think it’s still a good way to distinguish that the Medicare telehealth visits… and now again, this slide is outdated. You can see from the bucket, that it’s really those services that could be provided under the Social Security Act provision that pays for telehealth services. Which is distinct from virtual check-in services which are not telehealth.

Those are paid under the Medicare Physician Fee Schedule. Those were not subject to the telehealth statutory limitations, and the same thing for eVisits. You can see on this slide, that the virtual check-ins and the eVisits which have existed prior to any of the telehealth waiver authority, were only allowed to be used for established patients.

We have now seen that expanded under the Interim Final Rule. I’d like to use that slide as a way to just draw the distinction between what virtual check-ins are and eVisits, as distinct from the telehealth services. Those have the drawn defined set of CPT codes, that can be used by different types of practitioners.

I will mention that the Final Rule, has a lot of information at the code level. Very specific to the CPT codes that can be used, very specific to the code descriptions. CMS has provided some very good information via fact sheet, on their new waiver and flexibilities page at their website, which is a helpful resource.

Virtual check-ins and eVisits can now be provided to both new and established patients. Prior to the Interim Final Rule, those services could only be provided to established patients and importantly the consent, because those services require verbal consent. Those can be documented by auxiliary staff.

If we go back to that slide, you can see that the virtual check-ins, where those brief check-ins are over the phone or some other type of electronic device. Whereas an eVisit was communication through an online patient portal.

For purposes of what’s been expanded continuing, clinicians can now provide some remote patient monitoring services for patients with COVID-19 or any other chronic conditions. There is an example there that CMS gives related to monitoring a patient’s oxygen level.

This is important and another big change, providers can now bill for telehealth visits. Again, telehealth, the two-way communication, at the same rate as in-person visits. Prior to this expansion under the Final Rule, telehealth services had to be billed with a place of service code 02 on the CMS-1500.

That is how you identify that with a telehealth service to Medicare. Medicare paid for those services at the facility payment rate, under the Medicare Physician Fee Schedule. Which means there isn’t any practice expense included in that.

That made sense under the original telehealth coverage under the statute, because only patients who were present at an originating site could receive services that would be billable by the distance-site practitioner. The originating site could bill that at originating site facility fee.

Medicare has since recognized that most of these services that are able to be provided now, is likely to occur from a patient in their home. They’ve updated the billing guidance for the distance-site practitioners, such that they can bill for their services from where they would normally be seeing their patient.

Meaning, if a physician is in their office, where they’re going to bill it with an office place of service code, they’re going to include now a 95 modifier to identify to the telehealth service. Then that physician or practitioner will be paid at the non-facility full office payment rate for those services.

Place of service 02, will continue to be paid at the facility payment rate. The rule suggested that for practitioners who don’t want to change the way they do it, they can continue use the 02.

If you’re a physician in their office or even their home, if you’re billing that with an appropriate office place of service, then you’ll be paid at the office visit non-facility payment rate.

Our assumption at this point, is that if you’re a physician providing services in their home as a distance-site practitioner, that it would be billed with an office place of service, because your billing would still be going through your reassigned physician or group practice.

This is a little off topic, but there’re some provider enrollment guidance out there as well, regarding physicians who can provide services in their home during this time period. Our assumption is that those would be billed with an office place of service, if that guidance changed or we get clarification we can update that.

Again, from the prior guidance, we assume no other emergency waiver modifiers are required. There are modifiers required by the Medicare program for services provided via an 1135 waiver. That Medicare had already said that those modifiers would not apply to telehealth services.

I did not see any apparent changes to the originating site requirements within the Interim Final Rule. It’s safe to assume that you can only still bill that originating site facility fee, if you’re one of those qualified originating sites that exist within the statute. I have them listed on the slide.

Then again, the originating site is where the patient is located. There’s been no changes to that portion of the coverage. If the patient is in a skilled nursing facility or in a hospital or in an RHC, and they are there receiving telehealth services from a distance site. That originating site fee can still be billed by that originating site entity.

Method two, critical access hospitals can bill for professional telehealth services on the UB, with their required modifier. Again, we don’t see any indication that the [inaudible 00:43:21] condition code would be required.

What else has changed from the Interim Final Rule? I think this is important, because there’s some discussion in there that can be a little confusing, because of the services that they expanded. The distance-site practitioners must still be qualified providers under the original coverage rules.

Those qualified providers include, as listed on the slide, physicians, certain nonphysician practitioners such as nurse practitioners and physician assistants, and certain other practitioners operating within their scope of practice, such as certified nurse anesthetist, licensed clinical social workers, dieticians, et cetera.

Those are still the only practitioners who can provide telehealth services under Medicare, because they have not made a change to that qualified provider requirement under the statutory provision. This is an important distinction.

Medicare has been adding codes they would cover as telehealth, and including therapy codes. Meaning, outpatient therapy codes, outpatient rehab, physical therapy, occupational therapy, speech language pathology.

Importantly… and this is discussed in the rule, why Medicare went ahead and made the decision to add those codes to the list of telehealth services codes that can be provided. Again, meaning the audio-visual two-way communication.

They have not added physical therapists, occupational therapists or speech language pathologists, to the types of practitioners who can provide those telehealth services. They made that clear in the rule, that they didn’t add these codes back in 2008 when they were asked to, because they were afraid it would cause confusion.

Since these codes are predominantly billed by therapists who are not qualified practitioners for telehealth services, those coasts now exists. It’s qualified as telehealth services that can be billed and paid for as telehealth, but not if they’re provided by PTs, OTs or speech language pathologists.

Those group of practitioners however, can provide and bill for the telephone call CNM, CPT codes. Also, there are some opportunities there for those types of practitioners under eVisits. Really quickly, before I move on to Mike… and again, we focus this part of the presentation on Medicare with all of the changes.

When you look at Medicaid, Medicaid is going to be state specific. The blanket waivers that CMS has issued under 1135 and under the Interim Final Rule, those waivers apply to Medicare requirements and payments.

It’s very important that you need to look at each state, to determine what they have requested or approved via Medicaid waiver. Has there been other guidance issued by the state Medicaid programs? We looked at several states that are issuing guidance related to telemedicine and telehealth services, and they vary from state to state.

It’s important that you look at your particular state’s authority or guidance that they’re giving, related to these types of services. Commercial payers, varied and rapidly evolving. Again, commercial payers have always had more flexibility than Medicare in providing more additional coverage health services.

They generally appear to be following the lead of CMS, albeit in a different pace. It’s very important to check also your commercial payer contracts and guidance, to see what they are allowing for under this emergency period.

We know some are allowing audio only, some already had, and calling those telehealth services versus just those telephone calls. With that, I will move onto Mike.

Mike Batt:

Thank you, Regan. We’ve talked about licensing and credentialing and reimbursement, and now we’re going to talk a little bit about the technology. As was mentioned at the front end, in each one of our disciplines, we know that we use these terms differently. In the IT space generally, telemedicine is the term we use for that face-to-face component.

Telehealth is everything that doesn’t require that face-to-face component. If you’re coming into this conversation from the IT world, know that in the IT world, telemedicine translates in the reimbursement world to telehealth. Moving into the technology.

As we try to replace that face-to-face video component with technology, there’s really three big buckets of the technology that fill that gap. Kind of from the [inaudible 00:47:36] here. The first bucket is really that fully integrated patient portal. Here, we’re looking at our Epic or Cerner system.

The patient navigates to the patient portal, clicks the link and obtains access to the provider. It’s a really rich environment here for the healthcare provider, for the patient. There is a lot of continuity as you move between the physical office visit and into virtual care.

Stepping out of that patient portal version, we kind of step into kind of the mid level. Here, that video component tends to be provided by a third-party standalone solution. This augments the healthcare provider’s EHR, but it’s a wholly separate system.

You may do some patient encounter functions, by bypassing your consents through your notice of privacy practices. There may be some workflow there. You may collect a patient’s medical history, but you’re still documenting your patient encounter in your EHR. Finally, the [inaudible 00:48:42] version is what has just been opened up by OCR.

It’s the ability to use FaceTime or Skype for business, or Google Hangouts to fill just that video link. As we go through these next few slides, we’re going to be talking about how… depending on what kind of solution you have, that kind of indicates how you can make use of some of the waivers that are out there and where some of the confusion lies on those waivers.

As Chris and Regan mentioned, last night we received some additional waivers. The one that really caught my attention was the adjustments to start. There’re a whole slew of opportunities to rent equipment that are off market value and whatnot. The one that really jumped out to me for the telemedicine solutions, was the non-monetary remuneration waiver.

This allows for an entity to provide to a physician… in the form of nonmonetary compensation, something that exceeds the statutory limits. Then they went on to provide the example of an entity that’s providing free telehealth equipment to the physicians.

For those health systems that are trying to push telemedicine solutions on to their non-employed med staff, this waiver is going to function very similar to what you may have already been familiar with under that EHR donation regs, without the cost share component. You can extend with this waiver, during the emergency some telehealth equipment.

The other piece that came out late yesterday, was the FCC’s COVID-19 Telehealth Program. This program sets aside $200 million, to help healthcare providers acquire and deploy eligible telehealth service equipment. This program is likely going to function a lot like the FCC’s Universal Service Fund Program.

Although the FCC has indicated that this rule will be quick in motion, where the USF program is… that it takes about a year to cycle through. Not a lot of details from the FCC initially on this, well, you’d expect those here in the coming days.

Mike Batt:

Be aware that if funding for telehealth equipment is a challenge, the FCC’s program is just going to get [inaudible 00:51:06]. With those three kind of levels of telehealth equipment, we’ve got a whole slew of documents that are going to govern how you use that equipment, what your obligations are to the vendor of that equipment or that service.

How that impacts the privacy of the data that’s pulling over it. As you think about licensing a piece of telehealth equipment, whether it’s a cart or if you’re just buying a software service, like American Well or one of those video tools like Zoom, you’re going to have a provider to vendor license agreement.

That agreement is going to… if you have an interface through EHR, it’s going to define that. They’re likely going to be functioning as a business associate, when you have that written agreement with the vendor. In addition, you’re going to have let the provider in to that communication tool.

At the other patient end, you’re going to have the patient end user license terms or terms of use. Then on each side of that communication, you’re going to have privacy policies. The vendor will have a privacy policy, and the provider likely on their website will have a privacy policy

The provider will also have a notice of privacy practices. The reason that I list all four of these documents, is each one of those class of documents is going to define the privacy rights.

How the vendor can use that data either as a business associate, when they’re functioning as an agent with the provider. Or if it’s coming from the patient’s side, as a licenser of technology, they may also have rights to the patient data as the patient pushes that data into that platform.

That becomes particularly acute, when you’re looking at scenarios where the vendor of the IT solution is also functioning in patient to provider matching. There are technologies out there as you look at telehealth solutions, that allow a patient to log in and enter, “I want to see this kind of provider. I’m in this kind of insurance and I’m in this geographic location.”

That IT platform will do that kind of Uber matching, to help you find an available provider. In many of those cases, the data that’s being pushed in there by the patient is viewed by the platform vendor as the platform vendor’s data, not health information.

As you start to put together an understanding of how that data moves across the platform, and who owns it and what your obligations are in HIPAA, it’s important to understand how each one of those four documents is going to impact that. With that as background, looking at what’s happening now within our emergency.

Here we have the OCR that has issued its waiver that says, “Healthcare providers will not be subject to penalties for violating HIPAA privacy or security rule, breach of notification rules that occur during a good faith provisioned telehealth during the COVID-19 national public health emergency.”

What is really key in that phrase is, it is a exercise of enforcement discretion during the telehealth visit. Some have read this and think that it’s a free pass for all things HIPAA. It’s not. It’s a very limited element of the telehealth visit.

Going back to those three types of platforms, the [inaudible 00:54:54], if you’re in the mid-level space where you are pushing patient data into the platform, it is really important that you understand that once that telehealth visit ends, that platform will continue to hold your patient data.

It’s essential in those cases, to maintain a business associate relationship with the vendor, because you will not have protection under the OCR exercise of discretion likely. That OCR’s enforcement discretion, really is going to apply just to that simple video link when you’re using FaceTime or one of those tools.

There’s been a whole slew of additional HIPAA guidance, and that’s located at our link there, that will walk you through the other pieces. It’s not all relevant on the telemedicine front. In addition to HIPAA, we need to pay attention to part two. Part two, we have two pieces of guidance here.

The first, SAMHSA came out and said that it’s up to the provider to determine in each case whether the medical emergency exists. If the medical emergency exists, then that information can be provided to another healthcare provider. The existence of that medical emergency should be documented in record.

I’m trying to simplify the challenges of part two compliance, the CARES Act directs HHS and SAMHSA to align services across the two organizations and do so in the next 180 days. Now that we’ve talked about HIPAA and SAMHSA, much like in Chris’s presentation, we have to give some considerations to state law.

Although HIPAA came out and indicated that we would not have… or we would have enforcement discretions, the HIPAA preemption of state laws creates some confusion. As the floor is dropped by the federal government, it leaves space for the state’s attorney general to exercise their enforcement authority.

As you look at launching your telemedicine solution, do give some consideration to your particular state law privacy as well as medical privacy laws. Also, the recent announcements. Some of you may be aware of the TCPA or Telephone Consumer Protection Act.

It’s a law that stands out there and bars use of automatic telephone dialing systems and prerecorded voice messages. The FCC came out and said, “Look, during this state of emergency, hospitals and government officials, if the content of call is solely informational and related to the COVID-19 outbreak.

Be a little more secure that you’re comfortable within the penalties of the TCPA and we’ll not enforce against you.” There were a series of changes there. Telemedicine, we’re trying to stand it up quickly. It’s important to understand the limits of the waivers, as well as the funding mechanisms and how it works.

With everything that has changed, a lot is still the same. A telemedicine visit still requires synchronous audio and video. As Regan noted, there are things that fall outside of telehealth that require only audio. Telemedicine visits still require audio and video as has been, today.

Provider must also maintain a record of the encounter. The provider must obtain informed consent from the patient through one means or another. Provider must advise the patient of their financial responsibility. The provider must make the notice of privacy practices available to the patient.

In addition, we have the various state laws that may also creep in there. How do we accomplish that? The easiest route in the virtual encounter is to start with the scheduling process. As you look at standing up to your telemedicine encounter, consider what kind of information is provided through the scheduling process.

Are we taking patients as they need an encounter or is this scheduled in advance? If it’s scheduled in advance, what documentation can we forward to them for that to support the consent for treatment and to support the compliance with HIPAA?

In addition, in that time, if you are using particularly one of the non-secured applications… so FaceTime, Google Hangouts and whatnot, during that scheduling process or at the initiation of the visit, it’s really important that you talk with the patient and explain to them that they are using a non-secure solution for communication.

They understand what that means, and they assume the risk of the use of that insecure platform. We think if you do that and it’s documented in the record, it puts you in a much better place and the patients made informed decisions. Once the visit is initiated, the provider can memorialize in the medical record that they’ve received informed consent.

That they’ve received the notice of privacy practices, as well as any supplement related to the particular platform. Then as you finish up that telemedicine visit, you can take care of any continuing care documentation and routing of that. With that, I’m going to pass the mic back to Chris. He’s going to walk through how we do our game plan.

Chris Eades:

Great. Thanks, Mike. Before I wrap this up, we’ll move through these next few slides. Kind of coming full circle and just take us a few minutes to do so. Then we’ll stay on to answer a few questions. We’re clearly not going to have time to answer all of the questions we’re seeing, I do want to clarify two points.

One, we’re doing our best to make quick updates and alerts with respect to telemedicine and telehealth. Also, as relates to all other aspects of what we’re seeing during this period. All of this information is on our COVID-19 resource page.

We will take the questions we get, and we will make those part of the alerts in what we publish. You can find that at hallrender.com/coronavirus. In addition to that, like I said, we’ll answer a few questions and certainly you’re welcome to follow up with us directly as needed.

Okay, so in terms of having a game plan, given we have these various buckets, we have reimbursement considerations, professional practice considerations, IT specific components, it’s important to ask a series of questions and we think in a particular order, to get from point A to point B.

Step one really is, where do we want to use telemedicine? The jurisdiction is going to matter. We’ve covered that. What states will we be in, 50 States or 2 states? We need to recognize that. Where will the patients be located amongst those states? Where will our distant providers be, distant-site providers? Where will the patients be?

That’s going to implicate what laws we need to pay attention to. Why do we want to use telemedicine? Three weeks ago, whether or not we could get paid for telemedicine, may have driven that decision almost entirely. That’s not the case anymore. There is value in isolating patients, practitioners, easing the burden on hospitals and EDs and offices.

What are our priorities? We may find, even though the answer over the last few weeks and as of yesterday is increasingly, “Yes, there will be reimbursement,” there may not be reimbursement. We may want to do telemedicine anyway. Know your priorities from the start. That’s also going to dictate what we’re looking at and the value of what we’re finding.

What specific services do we want to provide? We know we’re talking about telemedicine generally, but you can especially now, provide a whole host of different types of services in different settings. The dialogue you have with patients, your workflow, your reimbursement considerations are all going to be driven by those particular services.

Does state law permit these services? Are there specialty-specific requirements? Will these services involve prescriptions of controlled substances, of non-controlled substances? We need to nail that down. Four, who’s going to be providing these services, physicians, APRNs, psychologists, PTs?

As you’ve just heard, maybe a PT can practice therapy per the professional practice standards, but is not going to actually get reimbursement through Medicare. Who is providing the service certainly matters and factors into the equation. Then, is reimbursement available? Medicare, Medicaid, as Regan addressed.

How are we going to provide these services? Mike addressed technology, what technology will we use? Must they include… will they include live audio-video? That relates back to the prescriptions and other factors. Then what’s our workflow? Just to wrap this up, Mike talked about this just a bit. How are we going to schedule these visits?

What sort of information can we share at that time realistically? What consent can we get or consent issues can we vet? How are we going to deal with patient identification and consent issues? Our medical record keeping process. It’s really important to map this workflow out before you get started. Even if it’s a quick one, even if we’re ramping up immediately.

Let’s map out how we’re going to do it today and tomorrow, and then let’s put our game plan together for next week, in how we’re going to do this maybe on a more permanent basis. With that, I’m going to get to a few questions. Then as I said, we will post additional information on our resource page and certainly welcome you to follow up.

One of the questions I see is, “Does the DEA audio-visual requirement… is this relevant to established patients or just new patients?” The answer is all of the above. The rule and the exception relates specifically to new patients, in a way of allowing you to prescribe controlled substances through telemedicine to new patients.

The expectation is, even under the current rule, that you would have the ability to do so if you’ve already seen and have an established relationship with the patient. Again, the caveat being, you need to pay attention to applicable state law, because those requirements may be much more restrictive.

I see a question regarding kind of the length of time all of these exceptions and waivers will remain in place. Almost universally, they will remain in place pending the end of the declared state of emergency. When declared at the federal level, when the emergency period ends, almost all of these waivers and exceptions we’ve talked about will end at that time.

Certain statements regarding discretionary non-exercise of certain other provisions are in place until further notice. The expectation there is, once the period of emergency ends, so too will those exceptions. It’s on the one hand ramping up and addressing telemedicine awake quickly, that it accomplishes what we need in the short term.

In the back of our minds, particularly if we’re going to continue with telemedicine, we have to anticipate that much of this will revert back. Mike, do you have any questions before we adjourn or Regan?

Regan Tankersley:

Yeah, I’m sorry. I was just sent a question. The question relates to HOPDs. The question is, if a provider is at the HOPD and the patient is at home, the provider bills place of service 02 and hospital submits what? This would be a situation where if the provider is located in the outpatient department and the patient is at home.

The patient is at home. That’s not a qualified originating site. The only thing that would be billed, would be by that distance-site provider. They’re sitting in a physical hospital outpatient department, so the place of service code would reflect either 19 or 22. It will not reflect the 02, under their revised guidance.

Again, it goes on. Also, if the patient is at HOPD and the physician is at home. Then if the patient is at the HOPD, that is a qualified originating site. The hospital would bill on the UB, the originating site fee, the Q3014. Then the physician would bill on the 1500 as a distance-site practitioner.

They could continue to still use the 02 as the telehealth service code that’s allowed, or the physician more likely would bill with the office place of service, to identify that. Oh, I’m sorry, it would be the 02, because the patient would be at the HOPD. There would be an originating site fee billed by the hospital.

Mike Batt:

Hey, Chris. I had a question from someone that was looking to understand how to find all the agreements that relate to use of a vendor. It is really important. That’s a great question. Quite often, with a lot of the new upstarts, you’ll find that the vendor gives you a PO with a hyperlink with terms.

It is really important to kind of go through that hyperlink, as well as look at their privacy policy and their terms of use. Generally in their privacy policy, you’ll see some indication that they want to do marketing, based on the data that they collect. That’s always a red flag for healthcare providers.

Chris Eades:

Great. Thanks, Mike. Well, great. It looks like we’re over 10 minutes past. We do want to be respectful of everyone’s time, so we’ll end the webinar at this point. Again, we’ll do our best to address many of these topics, and some of these other questions in the alerts that we post. We appreciate you attending. Have a nice day.

Thank you for joining us for this episode. If you would like to learn more about any of the topics you heard in today’s episode, please visit our website at hallrender.com. Please remember that the views expressed in this podcast, are those of the participants only and do not constitute legal advice.

The NLRB’s Standard for Protection of Profane or Offensive Speech

The NLRB’s Standard for Protection of Profane or Offensive Speech

In this episode, we discuss what constitutes protected activity under the National Labor Relations Act, in the context of profane or offensive speech, and how that standard may be changing.

Podcast Participants

Mary Kate Liffrig

Attorney with Hall Render.

Brad Taormina

Attorney with Hall Render.

-Coming Soon.-

Mary Kate Liffrig: Hello and welcome to Hall Render’s HR Insights for Healthcare Podcast, covering labor and employment law cases and trends for professionals working within the healthcare industry. I’m Mary Kate Liffrig, and I’m an attorney with Hall Render, the largest healthcare-focused law firm in the country. I’m here today with my colleague, Brad Taormina. Brad and I both practice labor and employment law and regularly advise healthcare clients on a variety of labor and employment law topics. Please remember the views expressed in this podcast are those of the participants only and do not constitute legal advice. Brad, thanks for being here today. Before we dive into the substantive portion of our podcast, can you tell me a little bit more about your practice?

Brad Taormina: Sure. Thanks Mary Kate. My practice is focused on labor and employment with a particular concentration on traditional labor issues. Generally, this includes union management relations, collective bargaining, unfair labor practices, labor arbitration and litigation between unions and employers.

Mary Kate Liffrig: Well, perfect. So today we’re going to be talking about something that’s right up your alley, protected activity under the National Labor Relations Act in the context of profane or offensive speech. Can you give us just the basics on the National Labor Relations Act and its protections for employees?

Brad Taormina: Sure. The NLRA is a federal law that applies to private sector employers with or without unions. The act grants employees the right to organize, the right to bargain collectively, and the right to engage in protected concerted activity. That last protection, the protected concerted activity is what leads to the topic that we’re going to discuss today and also leads to a lot of the litigation at the board and generally that allows employees to discuss and complain about the terms and conditions of their employment.

Mary Kate Liffrig: What is the current standard used by the NLRB for deciding whether offensive or profane comments by workers are protected as protected concerted activity under this federal labor law?

Brad Taormina: Well, it actually depends on whether the offensive or profane comments are communicated between an employee and a manager or supervisor or whether those statements are made by one employee to another. So in the context of an employee making comments to a manager or supervisor, the board uses a standard that came out of a case called Atlantic Steel. We call them the Atlantic Steel factors. Those four factors are the location of the activity, where were the statements made, the subject matter of the activity, the nature of the employee’s outburst, and whether the outburst was in any way provoked by an employer’s unfair labor practice. So those are the four factors that the board weighs. The more employees that are around or within earshot of the comments, the less likely they are to be protected.
The context of the conversation, it’s more likely to be protected if it’s taking place on a picket line or in the context of an organizational campaign, less likely to be protected if it’s an employee just airing an individual gripe to a supervisor in the middle of the shop floor. 

Mary Kate Liffrig: And under this Atlantic Steel… oops, sorry. Go ahead.

Brad Taormina: If the statements are made by one employee to another employee, it’s a different standard that they use. The board uses a totality of the circumstances analysis and so this analysis encompasses those four same Atlantic Steel factors, but then also considers a number of other factors, whether the employer maintained a rule prohibiting the language, whether the employer generally considers that language to be offensive, whether the statement was impulsive or deliberate, and some other similar standards.

Mary Kate Liffrig: Great, thank you. So under the Atlantic Steel standard and the totality of the circumstances standard, generally speaking, were we seeing that a lot of profane and obscene language was being protected as protected concerted activity or was it applied pretty rigorously such that a lot of that conduct was not protected?

Brad Taormina: Yeah, it was the former. We were seeing that the overwhelming majority of these issues and these cases resulted in the board holding that the comment and the activity were protected. So we had some cases and some of the cases were cited by the board and their invitation to submit briefs in this case, but we saw some pretty egregious cases where employees were making very offensive and egregious comments including comments that could easily be considered to be sexually offensive and racially offensive. And the board was holding that those comments were protected or did not result in losing the protection of the act.

Mary Kate Liffrig: My understanding is that the current standard is under review by the NLRB. And Brad, that’s something you’ve alluded to already during this podcast. Can you tell me about the General Motors case that’s pending right now?

Brad Taormina: Sure. So the complaint issued in the pending case alleged that the employer violated the act by suspending an African American shop steward three times for his conduct in the course of meetings with management. One of the incidents was for cursing out a manager during a contract dispute. One of the incidents was for speaking in what was described as a mock slave voice during an argument with management. And the third incident was for telling a manager that he would quote, ‘mess him up’, unquote, and playing loud rap music with offensive lyrics during a union management meeting. So the case was heard by an administrative law judge.

The ALJ issued a decision finding that the loud offensive music and the mock slave voice lost the employee the protection of the act, that those actions were not protected. And also held that the profanity during the contract dispute with management did not lose the employee the protection of the act. Both parties filed exceptions to the ALJ’s decision, which is how it ended up in front of the board. The board invited interested parties to file briefs in the case and specifically raised the issue of whether individuals who engage in profane outbursts or offensive statements or conduct of a racial, sexual, or otherwise discriminatory nature in the context of NLRA protected activity, whether they lose protection of the act.

And along with that, whether the board should overrule the standards that it currently applies to analyze these questions.

Mary Kate Liffrig: So who has weighed in thus far and what are they advocating for?

Brad Taormina: So a lot of parties have weighed in. There have been a lot of briefs filed. And as you can imagine, there’s a wide range of things being advocated for. Relevant to us, we’ve seen the EEOC weigh in, we’ve seen the American Hospital Association and the Federation of American Hospitals weigh in. And of course we’ve seen the general council for the NLRB has weighed in.

Mary Kate Liffrig: What is the general counsel’s position for what the standards should be in this type of situation?

Brad Taormina: So the GC for the NLRB has argued that the protections under the NLRA should not be interpreted to override or supersede protections provided by the relevant anti-discrimination laws and essentially that the board should overrule current precedent to clarify that employers are allowed to take corrective action concerning harassing conduct in the workplace even if it occurs in the context of otherwise NLRA protected activity.

Mary Kate Liffrig: Oh, interesting. And so you said the EEOC has weighed in as well, since this has to do with delving into the EEOC’s sphere and what counts as discriminatory or abusive language, what’s their position?

Brad Taormina: The EEOC has taken a position fairly similar to that of the GC’s position. The EEOC brief does not argue what standard the board should use or adopt. The EEOC brief first sets forth an explanation of Title VII’s protections and prohibition on harassment. And then similar to the GC, the EEOC brief takes the position that given that employers must address racist or sexist conduct that violates Title VII and may need to do so before the conduct even becomes actionable under Title VII. The EEOC urged the board to consider and adopt a standard that permits employers to address such conduct, including by disciplining employees as appropriate.

Mary Kate Liffrig: Well, interesting. Just from a logical perspective, I can see that employers would be in a difficult position if they were not permitted to take adverse action against an employee who was using language that would be considered harassing or otherwise profane and making other employees uncomfortable. Right? Because we’ve got an obligation to protect our employees and also an obligation to workers to allow them to engage in protected concerted activities. So it’s an interesting question that they’re grappling with. So what about the American Hospital Association? I think you said they also submitted a brief.

Brad Taormina: So the AHA and the Federation of American Hospitals filed a brief to also support overruling the current precedent used by the board asking the board to harmonize the NLRA’s protections with the relevant anti-discrimination and anti-harassment laws similar to what we saw from the GC and the EEOC. But in addition to that, the AHA brief emphasizes the special considerations in the healthcare environment and argues that the board should adopt a modified standard for healthcare settings under which employee conduct that occurs in that setting and that also violates a lawful rule of the employer is not presumptively protected by the act. So this specific healthcare standard that the brief is arguing for would provide more discretion to healthcare employers beyond conduct that could be viewed as discriminatory or harassing and would arguably cover any conduct that violates a lawful employer rule.

So this presumably includes rules against insubordination, solicitation in patient care areas, code of conduct, and other common workplace rules.

Mary Kate Liffrig: Are there groups that advocated to maintain the status quo? I think what we’ve talked about thus far, all of the groups you’ve mentioned are in favor of modifying the standard.

Brad Taormina: Yes, there are of course groups on the other side. Pro labor groups on the other side are advocating to maintain the current precedent.

Mary Kate Liffrig: Got it. So obviously we don’t know what the outcome is going to be here, but looking into your crystal ball, Brad, what’s your sense of what might be coming?

Brad Taormina: Sure. We have a lot of employer friendly decisions that have been issued recently by the current board and I think it’s a pretty safe assumption that our current board is going to likely overrule the current precedent and is going to establish a standard similar to that that the general council is advocating for. So I think we’re likely going to get a standard that protections under the NLRA will not override or supersede protections provided by the anti-discrimination laws and that employers don’t violate the act when they take corrective action against employees for engaging in conduct that could be viewed as contributing to a hostile work environment.

Mary Kate Liffrig: So do you think the healthcare industry is likely to get its own standard?

Brad Taormina: I hope so. I think we’re definitely going to continue to advocate for special consideration for healthcare employers. And I think a lot of the interested groups will continue to advocate for a special standard. We’re not likely to get that standard in this case because it’s not a healthcare employer or a healthcare setting that is currently at issue in this case. So I think we’d be unlikely to have that standard established in this case. But in the past, the board and the courts, including the Supreme Court, have consistently recognized that there are special considerations in healthcare, that the primary function in a healthcare setting is patient care and that there are realities and considerations that need to be taken into account when they’re applying these rules in a healthcare setting.

So I think it is likely down the road that in a relevant and applicable case, we have a good chance of getting a broader and special rule for healthcare employers in healthcare settings.

Mary Kate Liffrig: So Brad, any final thoughts?

Brad Taormina: Yeah, thanks Mary Kate. I’d just like to mention again, and I briefly mentioned this in the beginning, but just as a reminder, these rules that come out of these cases and the National Labor Relations Act itself applies to private employers with or without unions. So whether or not your employees are represented by a union or covered by a collective bargaining agreement, these same rules do apply. So it’s good for all private employers covered by the act to be aware of these rules and these changes in precedent.

Mary Kate Liffrig: Well, great. Well, thank you so much for joining me today. This has been really helpful. As a reminder to our listeners, for more healthcare, labor, and employment law content, please visit our website at hallrender.com. And please subscribe to our podcast. If you’d like to be added to our monthly newsletter, please feel free to send me an email at mliffrig@hallrender.com, or you can contact your regular Hall Render attorney.

 

Federal Pregnancy Discrimination Act

The Federal Pregnancy Discrimination Act

 

Podcast Participants

Mary Kate Liffrig

Mary Kate Liffrig focuses her practice in the area of labor and employment law, with an emphasis on counseling employers through all areas of the employment relationship.

Dana Stutzman

Dana Stutzman counsels a diverse group of employers and health care clients in numerous aspects of employment and labor law, health care regulatory matters and issues specific to the behavioral health industry.

Kevin Stella

Kevin Stella serves as the firm’s hiring partner and chair of the human resources committee. His practice is focused on labor and employment law, with an emphasis on employment issues facing health care clients. 

Mary Kate Liffrig: Hello and welcome to Hall Render’s HR Insights for Healthcare podcast, covering labor and employment law cases and trends for professionals working within the healthcare industry. I’m Mary Kate Liffrig.

Dana Stutzman: And I’m Dana Stutzman.

Liffrig: Dana and I are attorneys with Hall Render, the largest healthcare-focused law firm in the country. We both practice employment law and regularly advise healthcare clients on a variety of labor and employment law topics. Please remember the views expressed in this podcast are those of the participants only and do not constitute legal advice.

Stutzman: Mary Kate and I are here today with our colleague, Kevin Stella. Kevin is a shareholder in our Indianapolis office and he practices labor and employment law. Kevin, thank you for being here and I was wondering if you could just start with an overview, if you will, of your practice and what it looks like on a day-to-day basis.

Kevin Stella: Yeah, thank you both for having me. As you said, I practice labor and employment law here at Hall Render. I’ve been here 18 years and more, and I practice on a day-to-day basis labor employment law and work with healthcare human resource folks in hospitals, physician practices, other healthcare-related entities, and the the work I get to do ranges from hire-fire handbooks, policies, agreements, FMLA, ADA, leave of absence issues, which we’ll talk about today specific to pregnancy. And so it’s been a very enjoyable practice and very fortunate to have the clients I get to work with.

Stutzman: Wonderful. All right, thank you for that. Now, let’s get to it. Let’s get into the weeds a bit. Today we are going to talk about the federal Pregnancy Discrimination Act, sometimes referred to in shorthand as the PDA, and recent cases and EEOC enforcement actions related to accommodating pregnant workers. I know personally this is a topic that I have started fielding questions on more and more frequently over the last couple of years. Kevin, as a starting point, I was wondering if you could just give us a quick description of what the Pregnancy Discrimination Act is and what it requires of employers to do in a very general sense.

Stella: Sure. So the Pregnancy Discrimination Act, as some of our listeners may know, it was passed in 1978 and it was passed to make clear that Title VII of the Civil Rights Act prohibits discrimination based on pregnancy, based on childbirth, as well as related medical conditions, that that would all constitute sex discrimination under Title VII. And so when we talk about pregnancy, it would obviously be current pregnant employees are protected, as are employees who had a prior pregnancy or who may intend or want to become pregnant in the future. And then on the medical condition side, if an employee is pregnant and there are medical conditions related to that pregnancy, they can be protected for that as well.

Stella: And that could be things like gestational diabetes or preeclampsia or other medical conditions that may be related to pregnancy. And so employers, what the PDA says is employers cannot take adverse employment action or treat pregnant workers or those who are described less favorably than those who are not pregnant. At the end of the day, women who are affected by, again, pregnancy, childbirth or those related medical conditions, they have to be treated the same as other persons who are not affected by pregnancy or childbirth or medical conditions, but similar in their ability or inability to work. That’s the crux of what we’re talking about.

Liffrig: Kevin, thank you for that explanation. So it sounds like the PDA is fairly broad and it prohibits discrimination just like any other protected class under Title VII. So just like we can’t discriminate against an employee because of their sex or religion or race, we can’t discriminate based on pregnancy. But I think one of the most interesting things about the PDA is the obligation to accommodate. Can you tell us a little bit more about what’s required with regards to accommodation of pregnant workers?

Stella: Sure, so again you can’t treat them less favorably, and so if you have a class of employees, non-pregnant employees, who are afforded certain accommodations, pregnant employees, to the extent that they’re similar in their ability or inability to work as those non-pregnant employees, should be afforded the same accommodation. And where this is really a very good example of this, and where it has come to a head more recently is in a Supreme Court case from 2015. It’s the Young vs. UPS and it illustrates that point very well. I’ll provide you a few specifics on that. This was a case where UPS, as many employers do, they have a light duty program, and when we talk about light duty, what we mean by that is if an employee for some reason has certain restrictions or cannot do certain aspects of his or her job, a light duty program then would allow that person to perhaps move to a different job entirely for some period of time to accommodate those maybe physical restrictions that he or she has.

Stella: And so UPS had a light duty program. Sometimes healthcare employers call it transitional duty, so transitional duty, light duty, kind of the same thing. So UPS had a light duty program and it was only available to three categories of workers. The first category were drivers, UPS drivers, who had become disabled on the job. If they’d become disabled on the job, like a work-related injury, then they would be eligible for a light duty work opportunity at UPS. The second category were employees who had lost their Department of Transportation certification. They could have a light duty job. The third category were employees who suffered a disability under the ADA. And so what’s missing in that category is obviously pregnant workers. It’s not one of the categories of workers who could receive light duty. And so there was a female driver, a pregnant driver at UPS, who her physician issued lifting restrictions.

Stella: As a result, she could not perform all of her duties as a driver, but yet was not eligible for light duty work. And so she brought a lawsuit because of that and said, “Hey, this is not right. This is not fair that I am being treated differently than these other three categories of non-pregnant workers.” Now historically, when I first started practicing law in 2002, we would rationalize treating a pregnant worker different. We would say, “Okay well look, if we are only,” for example, UPS did this, “We are only going to afford light duty work to those who are injured on the job. Those who are not injured on the job, they don’t get light duty. Maybe they go out on FMLA leave, maybe they get some other type of leads, but they’re not going to get a light duty position. And as far as pregnant workers, we’re going to treat them the same as those non-pregnant employees who are injured off the job. Therefore, we’re not treating them unfavorably.”

Stella: But UPS has kind of turned that on its head, and ultimately the court came down and said, “We’re not outright prohibiting or banning light duty programs that aren’t afforded to pregnant workers. However, if those policies impose a significant burden,” that’s the key phrasing from the case, “If those light duty policies, for example, impose a significant burden on pregnant workers, then we’re going to significantly question whether that’s legal or not.” And in essence, they have made it, they being the Supreme Court, in this ruling have made it much easier for a pregnant worker to prevail on the argument that she should be afforded in this case light duty, that she should be afforded the same light duty opportunities as a non-pregnant worker who is unable to perform his or her job.

Liffrig: That’s really interesting. To your point, I mean pre-Young vs. UPS, the rule was that the PDA just required an employer to be essentially pregnancy blind, right? So ignore the employee’s pregnancy, treat that employee the same as it would if she were not pregnant. And so now it sounds like you’re saying the Supreme court ruling in Young vs. UPS has maybe made it a little bit harder to make that point to show that a policy is pregnancy blind because of this substantial burden.

Stella: That’s right. And I would actually say a lot harder, a lot harder. And we’ve seen an increase in activity and interest from the plaintiff’s bar, from the EEOC in challenging these types of programs and policies. For example, recently Walmart settled a pregnancy discrimination suit, a class action for $14 million. That’s a big number, and the basis of that case is very similar, if not the same as, what we’re talking about or what I’ve described with UPS. It is around an employer’s, or Walmart’s in that instance, practices and policies that were afforded to non-pregnant workers but not to pregnant workers. Healthcare specifically, the EEOC seems to have taken an interest. There have been … well, I’ve mentioned the UPS case of course. In 2015 the Supreme Court really remanded that case back to the lower courts in light of its ruling to say, “Okay, lower courts, you apply this ruling now. Now that we’ve given you the framework with which to rule on this case, go forth and rule on the case.”

Stella: Well, not surprisingly, that case has settled. UPS has settled that case for $2.25 million. And then the healthcare side, I mention healthcare specifically, we’ve seen a number of claims brought, litigation brought by the EEOC against healthcare entities around things like light duty programs, as well as leave programs, where sometimes employers will offer leave from work, maybe even beyond or outside of the FMLA, but pregnant workers may not be entitled to them. So there’s been a focus on this issue and even more so a focus, I believe, by the plaintiff’s bar and certainly the EEOC on healthcare specifically.

Stutzman: Kevin, the topics that you’ve brought in, that you raised here just a couple of seconds ago about light duty, concept of light duty, concept of leave, in my mind those often go hand in hand with the ADA, the Americans with Disabilities Act. So I’m wondering if you could talk briefly about how the ADA comes into play here in the PDA arena. I recall, maybe a decade ago or so, there was case law that suggested that pregnancy in and of itself without additional complications was not a disability under the ADA. The question now, given Walmart, given Young, given uptick in EEOC enforcement, is that still good law? Is it still pretty solid ground for an employer to take the position that pregnancy by itself does not equal a disability under the ADA?

Stella: Well, as you said, it’s a changing landscape for sure. It’s a changing landscape. A side commentary, I think the workplace obviously is evolving as it always has. There are more progressive policies, more progressive ways in which we’re trying to accommodate workers, and I think the courts are evolving that way too. That all said, generally I would still say that a normal pregnancy is not likely to be a disability under the ADA. But again, it’s a changing landscape and we have to be very aware and attuned to that. Secondly, many times it’s not a normal pregnancy. There can be the preeclampsia, the gestational diabetes. We know that when the ADA was amended back in 2009 that what constitutes a disability anymore is very … is intended to be interpreted broadly. So when you start talking about medical conditions related to pregnancy, it very easily could become an ADA-protected disability as well.

Stella: And so to your point, we’re having to be very mindful of not just the PDA but the ADA. So the other comment I have on that is this. I have, over the last several years, more and more I feel like we’re getting calls from clients where it’s a what otherwise seems to be a normal pregnancy of an employee, and in the healthcare setting it often is a bedside nurse or some other healthcare worker in which there’s some physical demands, physical requirements of the job, and what otherwise appears to be a normal pregnancy. But the physicians are issuing lifting restrictions, 20, 25 pound lifting restrictions. Maybe that’s in an effort to certainly protect the mother and the unborn child, or maybe it’s done in an effort to protect the physician from liability, him or herself.

Stella: But it adds a layer of complication to the analysis because you have maybe a normal pregnancy, maybe we don’t have any reason to believe or know why the restrictions were issued other than just a precaution. But now we have to analyze whether or not that individual, that pregnant worker must be accommodated. If you have a light duty program, is that person entitled to a light duty position, or is that person entitled to some leave if they can’t do the lifting? Is the lifting an essential function of the job? It’s an analysis that we have to look at individually, an analysis that I encourage our clients to reach out to their legal advisors to think through, because it is, as I said, it’s a changing landscape.

Liffrig: So along those lines, Kevin, in light of the Pregnancy Discrimination Act and in light of the Americans with Disabilities Act, what is your advice to employers to help ensure compliance as it relates to accommodating pregnant workers?

Stella: Well, the first thing, and hopefully just by listening to this podcast, I think that’s a big step, is to understand the changing landscape, to understand the law and these protections. Probably simply stated, the protections today are greater than what the protections were 10, 15, 20 years ago. These laws are just being interpreted to protect workers, which is not a bad thing. That’s not a bad thing. So that’s certainly step one, understand, have your radar up when these issues come across your desk. And how you used to handle them may not be how you need to handle them, so seek advice. Number two, specific to light duty programs, if a client has a light duty program, either formal or informal, it is important to review it. It is important to review it against the backdrop of that UPS-Young holding.

Stella: We know there’s now a significant burden that employers carry to demonstrate that a light duty program is not discriminatory against pregnant workers. Does your light duty program pass that test? They need to be taken off the shelf and reviewed and studied and as you both know, a lot of times a light duty program is not formal. A lot of times a light duty program is what that department director or that floor manager has decided. This month, maybe it was a something that they were able to offer light duty to an employee, but six months from now they don’t want to offer light duty. So where those practices are not as formal, it’s important for employers to really get a command of what’s happening out there in the departments, on the floors, on the units, and considering is that, again, against the backdrop of UPS and Young, are we in a defensible position? So education, review your policies, train your managers and supervisors, and again consult with legal counsel if you have questions.

Liffrig: And what about … I guess this might be an opportunity to also just remind our listeners that there are state laws that may also impact this analysis and so employers should also be reviewing their state laws, understanding what those are and how they may differ from federal law as they develop their policies.

Stella: That’s a great point. Along that line of changing landscapes, states, and even some instances, local government are passing additional family leave laws and rights for workers as it pertains to just leave and work life balance generally. So, be mindful of those developments.

Stutzman: Okay. Kevin, in closing, I wanted to thank you for joining Mary Kate and for joining me on the podcast. It’s been very helpful. And as a reminder to our listeners, for more healthcare employment law content, I’m encouraging you to please visit our website at hallrender.com, and please feel free to subscribe to our podcast. If you’d like to be added to our monthly newsletter, please feel free to send me an email directly at dstutzman@hallrender.com, or you can reach out to your regular Hall Render attorney.

Practical Implications of the FLSA’s Final Overtime Rule

Practical Implications of the FLSA’s Final Overtime Rule

In this episode, we discuss the impact of the Final Overtime Rule, which impacts the minimum salary threshold for exempt employees under federal wage and hour law. 

Podcast Participants

Dana Stutzman

As a shareholder with the firm, Dana Stutzman counsels a diverse group of employers and health care clients in numerous aspects of employment and labor law, health care regulatory matters and issues specific to the behavioral health industry. He is a trusted advisor and confidant. He advises management and health care clients on a wide variety of regulatory issues, from discipline and discharge matters to privacy, professional staff and physician contracting matters.

Mary Kate Liffrig

Mary Kate Liffrig focuses her practice in the area of labor and employment law, with an emphasis on counseling employers through all areas of the employment relationship. She counsels clients on a wide variety of employment law issues, such as hiring and disciplinary matters, Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Family Medical Leave Act, wage and hour issues, handbook and policy review/creation and employment contract drafting and negotiations.

Dana Stutzman: Welcome to Hall Render’s HR Insights for Healthcare podcasts covering labor and employment law cases and trends for professionals working in the healthcare industry. My name is Dana Stutzman, and I am an attorney with Hall Render, the largest healthcare focused law firm in the country. I’m here today with my colleague, Mary Kate Liffrig. Mary Kate and I both practice employment law and regularly advise healthcare clients in a variety of labor and employment law topics. Please remember that the views expressed in this podcast are those of the participants only and do not constitute legal advice.

Today we’re going to talk about a topic both near and dear to my heart, the federal Fair Labor Standards Act which many of you in the biz know is a federal wage and hour law commonly referred to as the FLSA. Let’s get down to brass tax. The US Department of Labor issued a final rule in the fall of 2019 that went into effect on January 1st. Let’s just start with a couple of general questions about the FLSA generally and then more specifically about this final rule.

Mary Kate, can you give us just a few of the basics about what the final rule is and what it requires? Please.

Mary Kate Liffrig: Absolutely. In September of 2019, the Department of Labor issued a final rule increasing the salary thresholds under the FLSA for exempt employees.

Stutzman: Perfect. That’s a wrap. That’s all we have time for … No, I’m kidding. I’m kidding. All right. Let’s drill down on this just a little bit more. Can you just give a bit of a primer on federal wage and hour law as background?

Liffrig: Yeah. Very generally speaking, the federal Fair Labor Standards Act governs minimum wage and overtime. So covered nonexempt employees are entitled to minimum wage of $7.25 per hour and are entitled to overtime at time and a half for hours worked over 40 in a work week. Quick disclaimer, many states have enacted their own wage and hour laws that could be more favorable to employees than the Fair Labor Standards Act. So certainly employers should be aware of the laws applicable to them.

Sticking just with federal law, the FLSA really only requires that employees receive minimum wage and overtime guarantees, but certain employees can be exempt from these requirements. When we refer to exempt employees, that’s who we’re referring to. In order to be exempt, from these minimum wage and overtime requirements, they have to meet very specific exemptions that are outlined in the regulations.

Stutzman: Okay. Can you give us just a few examples of these exemptions that you’ve referred to? Again, we’re talking federal law, FLSA. Can you provide us just a couple of exemptions by way of example?

Liffrig: Yeah, so the most common that we see in the healthcare industry are probably the executive, administrative, and professional exemptions. Then somewhat less frequently, but still with some regularity, the highly compensated employee exemption, and these exemptions have both a salary basis component, that is in order to be considered exempt the employee has to be paid on a salary basis at a minimum threshold set by the Department of Labor, and they all also have a duties component. They have to perform certain exempt work.

Stutzman: Okay, so that’s helpful. As I kind of think about it in my mind’s eye, Fair Labor Standards Act, two basic types of workers. You have on the one hand nonexempt employees, and then on the other you have exempt employees. Nonexempt employees are commonly, although technically it’s not accurate, but commonly referred to as hourly workers, hourly folks, and exempt workers are commonly, again technically it’s not accurate, but they’re referred to as salaried workers.

Because we want to be precise, we’re going to use the technical terms exempt and nonexempt. Nonexempt employees have to get paid at least minimum wage, and they’re entitled to certain overtime guarantees. Is that right?

Liffrig: Yep, you got it.

Stutzman: Okay. Then, on the other hand, you’ve got exempt employees who are exempt from minimum wage and overtime requirements. If I am an exempt employee and I work 55 hours in a work week, I should not be paid and I shouldn’t anticipate getting paid overtime for those 15 hours that I’ve worked over 40. Again, do I have that right, and am I thinking of this in the right way?

Liffrig: Yep, you sure are. So we’re talking about, just as you said, who is exempt from minimum wages and the overtime requirements that you just succinctly explained.

Stutzman: When we look at the boxes that have to be checked in order to be exempt, basically you have two things to be an exempt employee under the FLSA. First, you have to be doing exempt duties meaning the type of day to day activities that you carry out in your job have to be considered exempt duties, and there’s a bunch of regulations that talk about that.

Then also there is a pay threshold, a salary threshold, that also has to be satisfied in order to be considered exempt. Is that right?

Liffrig: Mm-hmm (affirmative).

Stutzman: And as you pointed out earlier, this is we’re only talking right now today about the federal side of the house. We’re not talking about state laws. So this is just a federal thing, is that right?

Liffrig: Yep. Many states have adopted laws that set higher minimums wages or set different requirements for exemptions, and so employers just need to be able to comply with both state and federal law in those instances, and certainly, we’re not going to get into that nuance here. We’re just talking FLSA.

Stutzman: Let’s go back and drill more specifically into this final rule, how it comes into play. I think you said that the final rule increased the salary threshold under the FLSA for certain exempt employees. Can you walk me through what that means exactly?

Liffrig: The new rule says that in order to be considered exempt from overtime, employers have to pay their professional, executive, administrative, and salaried computer employees a minimum of $684 per week or the equivalent of $35,568 annually. That’s up from the prior minimum salary of $455 a week or $23,660 annually. Employers are allowed to meet 10% of these salary minimums with nondiscretionary bonus payments and incentive payments.

Then the other change that the final rule makes is increasing the minimum salary requirements for this special class of exempt employees that we call highly compensated employees or HCEs. Previously the minimum salary requirement for HCEs was $100,000 annually, and that’s up to $107,432.

Stutzman: Let me jump in again because there’s a lot of numbers and there’s a lot of data there. Let’s try and maybe simplify it out a bit. Let’s just use one exemption as an example. It doesn’t matter. It can be executive or administrative, whatever. We have exempt duties, and what we’re talking about is the pay component, and it sounds like the new rule increased the salary up to $684 per week which is equivalent to $35,568 on an annual basis. Is that right? Do I have that straight in my head?

Liffrig: Yep, that’s exactly it. Just again to drill down on the details here, if we’re looking at the executive employee exemption just an example, if you’re going to be exempt under the executive employee exemption there’s that salary basis test that we’re talking about, the $684 a week, and then there are the specific duty requirements. The executive exemption, duty requirements, are the employee’s primary duty has to be managing the enterprise or a customarily recognized department of the enterprise. The employee has to regularly direct the work of at least two or more employees, and the employee has to have the authority to hire, fire, or make their suggestions or recommendations, and those recommendations have to be given particular weight.

The final rule impacts the salary basis threshold, but it did not at all impact the duties test. Those duties all still remain intact, are not at all impacted by what we’re talking about. Only the salary based component was impacted.

Stutzman: If I’m an executive employee, and I’m doing those executive functions that you just described, as long as I’m being paid the equivalent of $35,568 or more I can continue forward in my exempt employee status. Is that right?

Liffrig: Mm-hmm (affirmative). Yep, that’s it.

Stutzman: Okay. Earlier on you had some verbiage, made reference to, nondiscretionary bonuses. Can you expand on that just a little bit more?

Liffrig: When we talk about the salary basis requirement, what we’re talking about is an employee has to be regularly receiving a predetermined amount of compensation each pay period, and that predetermined amount, the salary, can’t be reduced because of variations in the quality or quantity of the employee’s work.

Generally speaking, we say you’ve got to be paid on a salary basis, and that dollar amount doesn’t change from week to week or pay period to pay period, but under the final rule up to 10% of the minimum salary threshold can be satisfied by the payment of nondiscretionary bonuses, incentives, and commissions that are paid quarterly or more frequently. This just provides a little bit of flexibility to employers on the method of compensation so long as it’s still calculating or adding up to the right amount.

Stutzman: Okay. Got it. So the main takeaway there in terms of the nondiscretionary is that it provides a little bit more wiggle room in terms of how an employer gets to or above the newly increased amount of the annualized salary. Is that a fair summary?

Liffrig: Yep.

Stutzman: Okay. Very helpful. I think you touched on this, but let’s talk about it a little bit more. You made reference to the highly compensated employee exemption. What’s the background story there, and how does the final rule impact that?

Liffrig: Highly compensated, or HCEs, are just another category of exempt employees. So again, exempt from minimum wage and overtime requirements, and as we’ve talked about already in order to be considered exempt under the FLSA, generally have to meet a duties test and a salary basis test. Same rules apply to the HCE exemption generally, but under the HCE exemption the salary basis standard is much higher, much more stringent, and the duties requirement is much simpler and easier to meet.

To get into the details, under the HCE exemption an employee can be deemed exempt if they meet this higher salary basis test instead of being $35,568 annually it’s $107,432 annually. From a duties perspective, they just have to have a primary duty that’s either office or non-manual work, and they have to customarily and regularly perform at least one of the exempt duties of an exempt executive, administrative, or professional employee. Much, much lower standard from a duties perspective, higher dollar requirement.

Stutzman: Okay, that makes sense. The higher the dollar if you hit the HCE test or exemption then some of those duties fall by the wayside. Is that right?

Liffrig:            Mm-hmm (affirmative).

Stutzman:        Okay.

Liffrig: Yep.

Stutzman: Mary Kate, I think you touched on this before, but is it a fair statement to say that this is the first time in quite a long time that the salary thresholds have been increased?

Liffrig: Yes. Prior to the change that went into effect this January, the salary basis threshold had been at a lower since 2004. There was an effort, a failed effort, to increase the salary threshold under the FLSA back in 2016, but this is really the first time that the rule has gone into effect. The 2016 rule was just like the 2019 rule, establishing a new salary threshold, but it was significantly than what we have in the 2019 rule. Back in 2016, the salary basis requirement would have been bumped up to $913 a week or just about $47,500 annually. That’s not the exact number but close enough for our needs. Again, very significant jump.

Before that could go into effect, though, a district court in Texas enjoined the rule, and then ultimately the 5th Circuit struck it down, and it just ended up languishing. We didn’t see anything on that for several years, and then earlier in 2019 we finally got a proposed rule setting these more moderate salary bumps.

Stutzman: I think if memory serves me correctly, there’s some inside baseball, some inside politics going on back at the timeframe of the 2016 rule. That 2016 rule which would have increased the salary threshold to an even higher point of what it is now, that was a carryover from the Obama Administration. Is that right?

Liffrig: Yep, it was.

Stutzman: Okay. That would make sense because I think with the higher dollar amount, that means that a larger group of people would be entitled to overtime payments. Is that right?

Liffrig: Yeah, that is right. When this new rule was published in 2019, the Department of Labor estimated that about 1.3 million people who would otherwise be exempt on the prior salary basis threshold set in 2004 would become eligible for overtime. In addition, the Department of Labor estimated about 101,800 workers would have been impacted by the increased salary basis requirement for highly compensated employees. You can imagine if the threshold for the salary basis had been bumped even higher, the number of employees would have been even higher as well.

Stutzman: Okay. All right, got it. There’s your inside baseball for the day. Switching gears slightly, Department of Labor as this past year has frankly been pretty active. I’m looking at a headline, what is it PR piece put out by the Department of Labor. It notes that in 2019 employers paid out a record $322 million to resolve Department of Labor wage claims. That I believe was in 2019 alone.

Liffrig: Oh wow.

Stutzman: So, it’s a lot of money at stake. From a big picture standpoint, the point is that wage and hour, even just looking on the federal side, is a high risk area for employers, and many employers are not really doing it the right way. Not intentionally but just often times there’s honest mistakes in that regard.

Mary Kate, in practical terms now that the final rule is in effect, what should employers be doing? What should employers be thinking about? What steps can they take to just make sure that their house is in order from a wage an hour standpoint?

Liffrig: With regard to the final rule specifically, I think the first thing that employers need to do is look at their exempt employees and specifically those exempt employees whose salaries are less than what the final rule’s requirements are. They may have been exempt under the salary basis threshold set in 2004, but they’re not hitting the requirement now that this new rule went into effect January 1st. Look at those people and figure out how we’re going to bring them into compliance.

There’s really two ways to do that. One is you reclassify those individuals as nonexempt, make them eligible for minimum wage, make them eligible for overtime. Or you start paying them more and increase their salaries to meet the final rule salary levels. That’s for both your exempt professionals under the executive, professional, administrative, and salaried computer workers exemptions, or under the highly compensated employee exemption.

That’s really all we need to do from an immediate perspective under the final rule. I guess again as a note, look at your state laws, make sure you’re in compliance with those as well with regard to all of your pay practices.

Then now it’s also a good time to just make sure everyone is appropriately classified. If you’re looking at people’s classifications, it’s the right time to make sure that, “Hey, if we’re classifying this person as exempt are they truly meeting the duties requirements? Are they really meeting the salary basis requirements?” Because Dana, you’re right. The Department of Labor has been very active this year. They’ve issued proposed rules that we’re still waiting to see what happens with, but we’ve gotten several this year.

We’ve gotten proposed rules on joint employment, on how to calculate the regular rate, on how to calculate overtime when you’re using a fluctuating work week, and again they’re at a proposed stage, but those rules could come out in the near future. We’ve also seen a lot of opinion letters this year. So yeah, the Department of Labor has been very active. It’s just an especially good time to review policies, review pay practices, review exempt determinations and worker classification.

Stutzman: Sure. That’s a good springboard to an online wage and hour assessment tool that Hall Render has put out to help employers navigate these rather thorny wage and hour issues because there are so many of them. It’s web based, relatively straight forward to click through. You don’t even have to have a lot of detailed information at your fingertips because the way that this online assessment is set up, it has a response button that says, “I don’t know the answer to this question,” and that’s okay.

Shameless plug called LYRIC assessment. LYRIC stands for Lower Your Risk Improve Confidence, and the website is www.LYRICassessment.com. Literally you spell it out. LYRIC is L-Y-R-I-C, assessment A-S-S-E-S-S-M-E-N-T. www.lyricassessment.com. It’s password protected because there is the exchange of potentially confidential attorney client and work product information through that portal, but please feel free to hit me up. Either call me or email me, and I’m happy to convey the password to you.

You get into that website, it has a survey that takes maybe 10-15 minutes, and then it outputs on the backend a risk profile, and then from there the Hall Render attorneys can help you walk through what compliance issues need to be cleaned up.

So for example I’m looking at the website right now, and we have this ongoing ticker on the righthand side that shows all the different kind of latest and greatest news and headlines in which employers have had to pay out big dollar amounts for wage and hour violations. So I’m looking at the previously mentioned $322 million recovered by the DOL. There are some high applying contractors that had to pay $12,700. There’s a headline about a $27,155 for a wage and hour violation. Another employer had to pay $190,000 for a wage and hour violation.

The point is this thing gets updated on a weekly basis, and there’s always employers that are making the headlines. We don’t want any of our clients to make those headlines, so that’s the purpose of the assessment.

Mary Kate, any closing thoughts? Any final words of wisdom that you want to pass along to the listeners?

Liffrig: Yeah, I guess I would just reiterate that these wage and hour issues, like you were just describing, they’re hugely expensive for employers, and that’s because these wage and hour issues are typically going to impact an entire class of people. That’s why we end up seeing class and collective actions on the wage and hour front.

So if you’re misclassifying one employee, you may be misclassifying a lot of employees. If your policies are problematic then your policies are problematic for all of the employees they apply to. It’s just another reason that it’s important to take this seriously, and it’s a good time to do a refresh now that we’re at the beginning of the year.

Stutzman: So it’s a subtle point. I think in particular what our healthcare clients with health system clients, one policy, one single policy could unintentionally negatively impact a couple thousand employees. So that’s where it’s high stakes, high risk. That said, I hope that you found this discussion helpful, and we’ve just about bumped up into a time limit for our time today. I wanted to thank you, the listener, for listening to the podcast. Mary Kate, thank you as well for joining us and providing us with this very helpful, timely information.

Finally, as a reminder to our listeners for more healthcare employment law content please visit our website at www.HallRender.com, and subscribe to our podcast. If you’d like to be added to our monthly newsletter, feel free to send me an email at my address. It’s dstutzman@HallRender.com. Thanks, everybody. Have a great day.