Tuesday, October 28, 2014

The Hospital Outpatient Surgical Facility Fee Schedule



The Hospital Outpatient Surgical Facility Fee Schedule: Ancillary Services
WRitten By: Marc Caughman, Client Liaison
On January 4, 2013, the Hospital Outpatient Surgical Facility Fee Schedule (HOSF) became effective. It was long anticipated by hospitals in New Jersey because it had been talked about for many years, but had never been promulgated. Mixed feelings usually accompany passage of something like a fee schedule because it provides mixed blessings. It affords a certain level of predictability, but might result in reimbursements that could be relatively low. The hope, of course, is that a fee schedule will bring predictability and fairness, but that is not always the case. The early payments being made by carriers, supposedly pursuant to the HOSF, reveal that the HOSF could be a source of ongoing controversy between carriers and hospitals.
The following example illustrates the point:
A wrist arthroscopy procedure is performed and is billed as Code 29847, payable under the HOSF at $13,154.68. Under the PIP regulations, this reimbursement amount includes the ancillary codes associated with the procedure. According to the regulations, the hospital can be reimbursed this amount, but not any amounts for the labs, pharmaceuticals, and other ancillary services. At the same time, the regulations state that the medical provider is paid the lesser of what it bills and the amount allowed under the relevant fee schedule. So, if the hospital bills less than the $13,154.68 shown above, it will be reimbursed the lesser billed amount.
The hospital bills the 29847 surgical code at $6,000, and, consistent with its normal practice, as well as federal, state and industry guidelines, bills the ancillary services separately, with a total billed amount of $14,000 for the procedure and all the ancillary services that go with it. The carrier reimburses the hospital $6,000.

How and did this happen?
It happened because the carrier availed themselves of the hospital’s practice of billing all the ancillary codes separately from the surgical code charge. As a result, the carrier claims the hospital is entitled to only the lesser of the billed amount for the surgery code and the HOSF amount. Because $6,000 is less than $13,154.68, the carrier takes the position $6,000 is the proper reimbursement. We disagree; as does the hospital. The carrier is not making an apples-to-apples comparison. The carrier compares a bundled surgery code ($13,154.68) with the unbundled billed surgical code ($6,000). The correct and only fair approach is comparing the bundled surgery code amount of $13,154.68 with $14,000, which is the amount the surgery code would be billed if it too included all of the ancillary charges. In the above example, we believe the carrier should have reimbursed the hospital $13,154.68, not $6,000.
Carriers will continue to pay in this inappropriate manner unless and until we can stop them by winning in arbitration. Winning these battles before arbitrators is not a foregone conclusion. Hospitals should consider how they are performing their billing for these types of claims and whether they should be including all of the ancillary charges in the surgical code charge. In the interim, we will be working to convince arbitrators that hospitals cannot bill the way the regulations are suggesting they do!

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Hundreds Rally Monthly Transforming NJ Businesses

Paramus,New Jersey (PR MediaRelease) October 27, 2014

Sean R. Callagy of Callagy Law is not only an accomplished attorney with his 120 person law firm in Paramus, NJ, but is also a well respected motivational speaker and business coach. In order to share his wealth of knowledge to the masses, he has developed a once a month, “Callagy Business Mastery Club,” (CBMC) which is a free event for business owners and their team members.

“This is an event for anyone that wants more out of their business; more time, more money, or more fulfillment,” Sean R. Callagy said when asked what the goals of CBMC are. “It’s takes people from where they are to where they want to be at a higher level in any of those 3 areas,” Callagy added.

Since “super storm” Sandy back in 2012, countless businesses throughout the State of New Jersey have suffered. According to the this survey, more than half of NJ Business owners polled seemed less than optimistic about the economic performance of the state just about 2 years ago. Some businesses are still feeling the effects of the storm, and many owners are still dealing with the economic blows of rebuilding businesses again. According to gallup.com’s poll of small business owners throughout the U.S., “Owners’ optimism about their businesses continues to rise slowly…although it remains well below where it was prior to the 2008 recession.”

So how do we improve owner optimism and re-energize business owners? Sean Callagy, president of the New Jersey law firm, Callagy Law, has rallied with hundreds of business owners to restore motivation and optimism through a business mastery program, Callagy Business Mastery Club. For the past 17 years, Callagy has been studying principals of peak performance which allowed him to create a proven business formula which helped him create the 120 person law firm he built from the ground up that he runs out of Paramus, New Jersey and now Phoenix, Arizona. Callagy built his first successful law firm when he was just in his 20’s, by studying proven principals of business success. All methods he teaches (free of charge) in his Business Mastery Club sessions. Callagy shares knowledge to attendees about what to do specifically to accelerate their business in the most efficient way possible absolutely free of charge for the participants.

Many notable names in the business community frequent these events, including a diverse group of guest speakers. Thursday’s guest speaker will be Dr. Ben Burton, who is an accomplished business owner. Dr. Burton has created 12 businesses in a variety of industries. Like Callagy, Dr. Burton is what Callagy calls a “Level 7 Business Owner,” or an owner who can leave their businesses for any length of time, and return back with the business in better shape than when they left.

There are a few important things to remember about Callagy Business Mastery Club. It’s completely free for business owners, business executives, marketing representatives and business development team members. They aren’t selling anything and they even offer free food and refreshments. Most importantly, this is an insane night of learning in one night. If you want to take your business and yourself to the next level, this is an event you must attend.

The next session will be held at the Mack Cali, Building 2 located at 650 From Road, Paramus, NJ on Thursday, October 30th. The session starts at 5pm and lasts until about 9pm. To RSVP click here or call 201-261-1700.
Click Here for Sean Callagy’s Message to anyone with questions about Callagy Business Mastery Club. For more information, visit our WebsiteFacebook, and Twitter.

See more at: http://callagylaw.com/hundreds-rally-monthly-transforming-nj-businesses/

Wednesday, October 22, 2014

EMPLOYMENT RIGHTS OF UNDOCUMENTED WORKERS UNDER FEDERAL AND NEW JERSEY LAW

EMPLOYMENT RIGHTS OF UNDOCUMENTED WORKERS UNDER FEDERAL AND NEW JERSEY LAW

Written By: Tara McCluskey, Attorney at Callagy Law

QUESTION:   Are undocumented workers entitled to any employment rights under federal law? If so, what are they?

ANSWER:      Some people may be surprised to learn that although undocumented workers have no legal right to employment in the United States, if they are employed, they have many of the same rights as all employees, with a few limited exceptions, even if they are in the United States illegally.

In the United States, undocumented workers have no legal entitlement to employment.  In fact, in 1986 Congress enacted the Immigration and Reform Control Act (IRCA) which makes it illegal for employers to knowingly hire undocumented immigrants and requires employers to take affirmative steps to confirm and attest to an employee’s status. IRCA mandates that employers verify the identity and eligibility of all new employees by requiring every new employee to present specific documents before commencing work. If a prospective employee does not present the required documents, he/she cannot legally be hired.

Furthermore, IRCA makes it a crime for any person to circumvent these requirements by presenting false or altered documents for the purposes of securing employment in the United States. Likewise, IRCA imposes significant penalties, both monetary, and even criminal under certain circumstances, for knowingly hiring undocumented workers.

Notwithstanding IRCA, once a person is employed, many of the same federal and state benefits and protections apply to all workers while they are working, regardless of his or her immigration status. 

Specifically,

·                     Fair Labor Standards Act (“FSLA” or “Act”) Congress first enacted the Fair Labor Standards Act in 1938.  Among other things, the FLSA requires employers to pay covered employees a minimum wage and, in general, time and a half  of an employee's regular rate of pay for overtime hours worked during any given work week , as defined by the Act. The FSLA defines an employee as “any individual employed by an employer”.  29 USCS § 203(e).  The Act contains no exceptions or exclusions regarding immigration status and both the Department of Labor, who administers the Act, and well- settled case law have consistently held that the FSLA applies to undocumented workers. The Department of Labor expressly states on its own website, “The Department's Wage and Hour Division will continue to enforce the FLSA and MSPA without regard to whether an employee is documented or undocumented.” http://www.dol.gov/whd/regs/compliance/whdfs48.htm

·                     Migrant and Seasonal Agricultural Worker Protection Act (MSPA) - Similarly, the Department of Labor enforces the Migrant and Seasonal Agricultural Worker Protection Act (MSPA) on behalf of all workers, whether documented or not. The MSPA requires employers and farm labor contractors to pay the wages owed to migrant or seasonal agricultural workers  the wages they were promised and the right to receive the wages when the payments are due, and certain rights to receive written information regarding the details of their working conditions and freedom from unlawful pay deductions.

·                     Right to File a Complaint - Any employee, including  any undocumented worker, is permitted file a complaint with the Wage and Hour Division (“WHD”) of the Department of Labor for violations of the FSLA or MSPA at any DOL District Office and may find the following link helpful:


·                     National Labor Relations Act (“NLRA”) is a federal law enforced by the National Labor Relations Board (“NLRB” or “Board”) which also provides certain rights to the undocumented employees permitting all employees, including undocumented employees the right to organize and negotiate in good faith with their employers, including the right to collectively bargain with their employees. The NRLA also provides that all employees have the right to be free from unfair labor practices which include an employer’s attempts to interfere with organizing, bargaining and either terminating or otherwise discriminating against an employee if they pursue charges against the employer for any of the unfair labor practices.

·                     Limitations under NLRA- In the seminal case of Hoffman Plastic Compounds, Inc. v. NLRB, No. 00-1595 (S. Ct.), the Supreme Court refused to order back pay be paid to an undocumented worker who was impermissibly laid off for trying to organize a union, contrary to the NLRA. However in this case, the terminated employee had lied and provided false documentation to obtain the job in the first place. The Court held that held that providing back pay to the undocumented worker would conflict U.S. immigration laws under IRCA which makes it a crime to present false or altered documents for the purposes of securing employment. The NLRB sought back pay for the period of time after the layoff in which the employee was unable to work.  The Court concluded that back pay should not be awarded "for years of work not performed, for wages that could not lawfully have been earned, and for a job obtained in the first instance by a criminal fraud."

QUESTION:   How are undocumented workers treated under New Jersey law?

 ANSWER:     In addition to those federal rights discussed above, New Jersey law also confers some rights on all employees, including undocumented employees. Perhaps the most significant right afforded to undocumented workers in New Jersey is the right to pursue worker’s compensation benefits under the New Jersey Worker’s Compensation Act if they suffer from work related injuries. However, because undocumented workers are not authorized to legally work in New Jersey, they are not entitled to other benefits, most notably, unemployment benefits under New Jersey law.

·         Worker’s Compensation - The New Jersey Worker’s Compensation Act creates, in most cases, an exclusive remedy for employees who are injured during the course of their employment. In other words, if you are injured on the job, you must seek your remedy solely in Worker’s Compensation Court. In extremely rare cases, an intentionally injured employee can also seek damages in civil court. The same redress applies to an injured undocumented worker. New Jersey courts have held that the effect of one’s immigration status has no bearing on the injury suffered or the need, or right, to medical treatment for an injury derived during employment. It is worth noting that benefits paid under the New Jersey Worker’s Compensation Act are not government funded but rather paid for through an insurance policy maintained by the employer. By requiring the employer to bear the financial responsibility of worker’s compensation further encourages the employer to ensure workplace safety for all workers. Injured workers in New Jersey should seek lawyers experienced in workers compensation law who can help any injured employee obtain the benefits they are entitled to, even permanency benefits, regardless of immigration status.

·         Unemployment Benefits - Unlike Worker’s Compensation, New Jersey Unemployment Benefits are primarily government funded and unemployment benefits are not available to undocumented workers. New Jersey has followed the rationale of the Supreme Court in Hoffman by prohibiting certain compensation to persons unlawfully in the United States for employment they have not performed and are not authorized to otherwise engage in the first place. 

Disclaimer: This article is meant to be informative only and is not intended as, nor should it be construed as, legal advice. This article is meant as a general guide only and does not address all possible circumstances that could affect the rights and limitations of undocumented workers.  If you are injured on the job and sustain injuries you may wish to contact an experienced attorney for legal advice, regardless of your immigration status.

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Friday, October 17, 2014

What is Callagy Business Mastery Club?

Being Efficient: Improving Your Business from the Inside Out

Being Efficient: Improving Your Business from the Inside Out

Written By: Christian C.M. Beams
Partner at Callagy Law - Arizona


What is one characteristic that all great businesses have?  Efficiency.  Efficiency is the effective use of time such that the greatest benefit (as defined by the business owner) is achieved.  Great businesses are efficient in their product development; Efficient in marking that product;  Efficient in hiring decisions.


Side note:  All of these will have blog posts devoted to them going forward, so stay tuned!


But before a business can be outwardly efficient, it must be inwardly efficient;  Or as my grandmother used to say, "Getting one's own house in order."


Many businesses - certainly successful and rewarding ones - start with an idea.  That idea is then talked out between friends, those friends become partners, and away they go.  Is the time taken at the outset to ensure that, for example, the agreement governing their business relationship is where it needs to be?  Are their vendor agreements in order?  What about employee handbooks and how internal employee disputes will be handled?  Do they agree on hiring approach and decisions?


Each of the questions above are issues I did not make up, but rather have been subjects of litigation I've personally experienced in the last fifteen years.  We want to help you avoid those disputes.


Which brings me to my point:  We want to help you.  Allow an attorney to review your contracts and corporate documents and tell you where, from personal experience, they’ve  seen litigation arise.  Allow an attorney to help you develop your vendor contracts so that there are no questions in your mind with regard to expectations.  Allow an attorney  to develop an employee handbook that addresses such issues as insurance, compensation and incentives, and workplace dispute resolution.  Let an attorney counsel you on hiring methods based on tried and true team building techniques.


There's that word again.  Let us, help you, become efficient.

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Wednesday, October 15, 2014

Client Liaisons — The Key to Provider Relations

Client Liaisons — The Key to Provider Relations



Written By:  Patrycja Stoj, Client Liaison of Callagy Law
 
Being a client liaison at times is not an easy task.  Some interactions with our client-providers are relatively smooth, but others, to say the least, might be somewhat difficult to manage.   The key to managing these difficult interactions effectively—like so many other challenges in life—is communication.
 
We must, as liaisons, be able to speak candidly and openly with providers about what we can achieve for them and what we cannot achieve for them.  Every claim is different.  Every patient, with their unique set of injuries, and their unique circumstances, presents unique challenges to medical providers, and in turn, might present unique challenges to the firm seeking to maximize, under the law,  reimbursement for those services.  Just as medical providers need to make judgment calls when treating their patients, attorneys for medical providers, who are seeking reimbursement from insurance carriers, must make judgment calls as to the best manner in which to proceed, taking into account the medical records and clinical explanations available or not available.  Explaining the nature of these judgment calls to medical providers often is a critical part of what a liaison is called upon to do.  Callagy Law proceeds with the best interests of our clients in mind at all steps in the arbitration process.  As liaisons, it is up to us to communicate this to our medical providers, and we need to do so clearly and as often as it takes for their expectations to meet the reality of the recovery process.
 
Good communication requires not only speaking to our providers about what they can expect, but also listening closely to what they expect.  Third Level listening—which has been the subject of some of the training at the Callagy Business Mastery Club sessions—refers to focused, attentive listening and comprehension of what someone is communicating to you, and responding in a way that conveys this focus.  As liaisons, we should be priding ourselves on this type of attentiveness with our providers, and we should respond to our providers in a meaningful way that conveys our sincere concern and understanding.  We are in large measure the face of Callagy Law.  Our role is to assist our attorneys in obtaining what they need and to assist our providers in understanding how we can most effectively benefit them.

Original Article:
http://callagylaw.com/liaisons-3/
 
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Saturday, October 11, 2014

Callagy Arizona: Not Just Another Law Firm

Callagy Arizona – Not Just Another Law Firm

Written by Christian C.M. Beams, Partner, Callagy Law – Arizona
Christian C.M. Beams
Managing Partner, PhoenixOffice

For fifteen years, I have openly shared with my clients the common goal I have for each of them:  to improve their bottom line, even at the expense of my own.   And let’s face it, lawyers are expensive.

So how does one, on the one hand, make a living litigating cases predominantly on an hourly basis, while on the other, counsel their clients on litigation avoidance?  Put another way, is showing a client how to avoid litigationakin to working oneself out of a job?  It is an intellectual conflict with which I’ve seen many lawyers grapple.

But not me.  Not Callagy Law.

Is your skeptic radar going up?

I was excited to join Callagy Law and lead its Phoenix expansion because our firm’s approach takes this commitment to prioritizing our clients’ bottom line over our own to another level in a very simple, and yet profound way:  it is consistent and unwavering among every Callagy professional with whom you will interact.   We do not tolerate anything less.

We don’t just help you with your legal problems when they arise, we will proactively come to you, review your business contracts, and discuss how they can be improved so that your risk of future litigation goes down.  We also – free of charge – help your business improve from the inside.  One need only attend a single Callagy Business Mastery Club – active in New Jersey and coming soon to Arizona – to see the dynamic and outside-the-box ways we help you reach and exceed your goals.

The bottom line is this: business improvement is what we do. Callagy Law is a firm comprised of lawyers committed to helping you and your business get better, become more enjoyable and become more lucrative.  And that will be the focus of this blog.  What, specifically, are ways our clients can improve their business?  Future posts will cover a wide array of topics, from getting in front of, and efficiently resolving, potential disputes before they arise, to effective management of outside counsel when issues do arise, getting your legal documents in order, to collecting receivables, to handling employee disputes, and to dealing with auditors and regulators.  And again, all with the same central and unwavering theme:  we are here to improve your bottom line and make yourbusiness more successful.

We look forward to proving, through our actions, that we’re not just another law firm.

Original Article:
http://callagylaw.com/callagy-arizona-just-another-law-firm/ 

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