The OIG’s Updated 2015 Work Plan

Last month, the Office of Inspector General (OIG) released an updated version of their 2015 Work Plan, which included several new items not included in the original plan released in late 2014. The mid-year updated version removes items that have been completed, postponed, or canceled and includes new items that have started since October 2014.

One of the things I love about the Health Care Compliance Association (HCCA) Compliance Institute is simply being together with a group of individuals that are passionate about doing the right thing. The healthcare compliance profession can be very demanding as compliance officers help their organization comply with an ever-growing array of regulations, accreditation standards, guidance, and directives governing the industry. Fortunately, regulators are continuously providing more guidance to help healthcare compliance professionals mitigate risk for their organization.

Considerations for Creating an Ongoing Healthcare Background Check Policy

While hospitals and other healthcare organizations generally aren’t required to run time-of-hire or ongoing background checks, they often do as part of their voluntary due diligence procedures and to mitigate their liability risk. Some states do require background checks for candidates for certain healthcare positions, but organizations typically run them on all staff members.

Although there are currently no bylaws instating the requirement of exclusion checks, the Office of Inspector General (OIG) List of Excluded Individuals and Entities (LEIE) mandates employers to know the exclusion status of their employees and contractors during their entire lifecycle with the company. According to the OIG, there are over 66,000 healthcare providers that are currently excluded from all federal healthcare programs.

The OIG Dismisses the AHA’s Concerns Regarding Hospital Compliance Reviews

In a January, 15, 2015 letter, Gloria L. Jarmon, Deputy Inspector General for Audit Services at the Department of Health and Human Services (DHHS), responded to a November 20, 2014 letter from Melinda Reid Hatton, Senior Vice President and General Counsel at the American Hospital Association (AHA).

3 Reasons to Conduct Post-Hire Background Checks in Healthcare

Most employers conduct background checks before hiring a new employee, but it’s a different picture for current employees. While post-hire background checks may not be the norm across industries, there are a few key reasons why a heavily regulated industry such as healthcare might choose to adopt this practice. Pre-employment background checks can mitigate risk during the hiring process, but with patient and staff safety at stake, it’s important to keep healthcare organizations safe in the long-term.

FCRA Compliance and the Genesis Healthcare Case

The Fair Credit Reporting Act (FCRA) is a federal law that regulates the collection dissemination, and use of consumer information, including background checks and credit reporting. Over the past year, there has been a “swelling tide” of FCRA litigation against employers for improper use of background checks. Earlier this month, Genesis Healthcare, one of the largest nursing home chains in America, was sued for using background checks in a way that violates the FCRA.

PreCheck’s  Top 10 Healthcare & Compliance Blog Posts of 2014

2014 was phenomenal year for the PreCheck Blog. Not only did we double the amount of articles featuring healthcare experts and best practices, but the PreCheck Blog also won multiple prestigious awards, including being recognized as “Best Blog Website” by the Web Marketing Association. As we look forward to another great year of best practices for healthcare compliance, HR, and medical staff services teams, here’s a look back at the top ten most-read PreCheck Blog posts from 2014.

Healthcare Exclusion Checks: The Difference Between Mandatory and Permissive Exclusions

The Office of Inspector General (OIG) List of Excluded Individuals and Entities (LEIE) contains over 66,000 healthcare providers that are currently excluded from all federal healthcare programs. Any healthcare organization that hires an individual or entity on the LEIE can be subject to civil monetary penalties (CMP).

Yesterday, we discussed what healthcare human resources professionals should consider in order to comply with the Patient Protection and Affordable Care Act’s (PPACA) upcoming deadlines in 2015. HR leaders, however, are not the only ones who should be concerned with the implications of PPACA. Although not new for 2015, PPACA contains numerous provisions that expand the U.S Department of Health and Human Services (HHS) and the Office of Inspector General’s (OIG) authority to pursue allegations of healthcare noncompliance.

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