1. The document outlines key terms and considerations for physician employment contracts, including compensation, benefits, liability insurance, duties, term of contract, termination provisions, dispute resolution, and covenants not to compete.
2. Physicians should negotiate for fair market value compensation including salary and bonus, adequate benefits and insurance, reasonable duties and call coverage, and long notice periods for contract termination without cause.
3. The contract should protect physician autonomy and not restrict the physician's ability to make independent medical judgments or refer patients where medically appropriate.
This document provides an overview of professional indemnity insurance for recruitment businesses. It explains that professional indemnity insurance protects against claims from third parties for negligent acts, errors or omissions. Common types of claims in the recruitment industry are described. Key elements of professional indemnity coverage are outlined, including limits of indemnity, claims-made basis, retroactive dates, and vicarious liability for temporary workers. The presentation aims to help recruitment businesses understand their professional indemnity options.
This document discusses the importance of life and health insurance. It recommends term insurance for life cover and health insurance for medical costs. It provides information on different insurance products like money back plans, ULIPs, and individual vs family floater policies. It also discusses how to calculate insurance needs and the tax benefits of premium payments. Sample premium quotes are given for different types of policies. The document concludes with additional reading resources and websites to compare insurance quotes.
1. Rated age is a mechanism used by structured settlement providers to determine annuity pricing based on health factors, but it does not determine life expectancy.
2. Different underwriters may assess rated age differently and provide varying annuity costs, so it is important to shop the market.
3. Submitting medical records for rated age assessment can provide savings on annuity costs, even for medical conditions unrelated to the injury in question.
This document provides an overview of palliative care, including:
1) Palliative care aims to relieve suffering and improve quality of life for patients facing serious illnesses, and involves addressing physical, emotional, and spiritual needs.
2) As the population ages and chronic diseases increase, more patients will benefit from palliative care services to improve end-of-life experiences and outcomes.
3) Prognostication, or predicting a patient's life expectancy, is an important but challenging skill for physicians, and palliative care aims to improve care based on patient preferences near the end of life.
This document provides an overview of professional indemnity insurance for recruitment businesses. It explains that professional indemnity insurance protects against claims from third parties for negligent acts, errors or omissions. Common types of claims in the recruitment industry are described. Key elements of professional indemnity coverage are outlined, including limits of indemnity, claims-made basis, retroactive dates, and vicarious liability for temporary workers. The presentation aims to help recruitment businesses understand their professional indemnity options.
This document discusses the importance of life and health insurance. It recommends term insurance for life cover and health insurance for medical costs. It provides information on different insurance products like money back plans, ULIPs, and individual vs family floater policies. It also discusses how to calculate insurance needs and the tax benefits of premium payments. Sample premium quotes are given for different types of policies. The document concludes with additional reading resources and websites to compare insurance quotes.
1. Rated age is a mechanism used by structured settlement providers to determine annuity pricing based on health factors, but it does not determine life expectancy.
2. Different underwriters may assess rated age differently and provide varying annuity costs, so it is important to shop the market.
3. Submitting medical records for rated age assessment can provide savings on annuity costs, even for medical conditions unrelated to the injury in question.
This document provides an overview of palliative care, including:
1) Palliative care aims to relieve suffering and improve quality of life for patients facing serious illnesses, and involves addressing physical, emotional, and spiritual needs.
2) As the population ages and chronic diseases increase, more patients will benefit from palliative care services to improve end-of-life experiences and outcomes.
3) Prognostication, or predicting a patient's life expectancy, is an important but challenging skill for physicians, and palliative care aims to improve care based on patient preferences near the end of life.
LIC CANCER COVER Plan No. 905 is a non-linked, regular premium payment health insurance plan which provides fixed benefit in case the Life Assured is diagnosed with Cancer.
Introduction to Palliative Care | VITAS Healthcare WebinarVITAS Healthcare
This document provides an overview of palliative care services and how they compare to hospice care. It defines palliative care as care that treats symptoms without curing the underlying illness, while hospice care has a prognosis requirement of 6 months or less. Palliative care aims to increase access to end-of-life care by overcoming barriers like the 6-month rule. It can be provided in various settings like hospitals, long-term care facilities, and homes. Palliative care specialists are now board certified, and programs exist in hospitals, long-term care facilities, and home-based settings. The document compares services covered and eligibility between palliative care and hospice.
This document discusses the key differences between insurance and assurance. Insurance is a contract where the insurer agrees to pay a fixed amount if a specified event occurs, like death or property damage, in exchange for premiums. Assurance guarantees payment of a sum upon an event that will inevitably happen, like death or reaching a certain age. The main differences are that losses under insurance are uncertain while assurance covers certain losses, insurance covers property/goods while assurance covers human life, and assurance policies can be surrendered while insurance policies cannot.
Health Insurance - a presentation by Richard Strauss Insurance BrokersRSIB
The document discusses the importance of health insurance and provides information about different health insurance plans. It explains that health insurance protects against medical expenses from illness or accidents. Individual plans cover hospitalization costs for one person, while family floater plans can be used by any family member. Critical illness plans provide a lump sum payment for over 30 serious illnesses. The document also outlines eligibility, benefits, and factors to consider when purchasing health insurance.
The document provides tax advice relating to a long term employee reward program involving life insurance policies. Key points:
- Employers can claim a tax deduction for premiums paid as a business expense. Premium payments are not taxable to the employer.
- Employees are not taxed on premiums paid during the policy lock-in period, as they have no legal rights to the policy.
- After the lock-in period ends and the policy is assigned, the surrender value would be taxed as a perquisite to the employee.
- Policy proceeds are generally tax exempt for the employee under section 10(10D), subject to certain conditions.
Consent is permission given for medical treatment or participation in research. For treatment, consent includes procedures for diagnosis, anesthesia, fluid/blood transfusions, operations, or other medical/surgical treatments. Consent for research can be divided into the legal position, consent taking procedure, and factors modifying the procedure. Legally, consent must be given willingly without fear or misconception and patients must be informed of risks and benefits. Those over 16 can consent independently while those under 16 require parental consent. Consent can be implied in emergencies or expressed verbally or in writing, though blanket consent without information is incomplete. Proper consent procedures fully explain the disease, treatment, operation, anesthesia, risks, and benefits.
Practice and Implication of Principle of Proximate Cause by the Insurance Com...Mohammad Istiaq Hasan
I and my fellow members were assigned to study and prepare a report on the application of Principle of Proximate Cause by insurance companies of Bangladesh. In the introductory part, we briefly described the theoretical overview of proximate cause.
After mentioning the company profile, we described six real cases of Agrani Insurance Company Limited and National Life Insurance Company Limited with their policy implication. We pointed out the proximate causes of loss from the case and explained the reasons payment of a claim or rejection of a claim.
This document discusses health insurance and life insurance. It defines health insurance as insurance that covers medical and surgical expenses. It lists the main types of health insurance plans including HMOs, PPOs, and high-deductible plans. It provides steps for obtaining life insurance and outlines advantages like tax benefits and disadvantages such as pre-existing conditions not being covered. The document also describes how to plan health insurance and the process for surrendering a health insurance policy.
The document discusses reablement, a service model that aims to help older people regain independence through daily living skills. It proposes establishing reablement teams in localities, each consisting of an occupational therapist and support workers. A pilot in two localities saw 82% of referrals accepted, and 59% of users discharged with no ongoing support needed after an average of 9.85 days. User feedback praised the staff as caring, supportive and helpful in regaining independence. The goal is to continue expanding reablement services across localities.
This report discusses interpreter services and payment responsibilities. It provides background on federal policies regarding language and hearing interpreter services. The report summarizes AMA policy and advocacy on interpreter guidance, discusses interim solutions to addressing care, and recommends a comprehensive strategy to provide and pay for interpreter services. Federal law requires hospitals that receive federal funding to provide interpreter services to limited English proficient patients to ensure they can access medical care and have their medical needs properly understood.
El documento proporciona instrucciones en 4 pasos para transformar un video a otro formato usando la página web Zamzar: 1) seleccionar el video y formato deseado, 2) ingresar el correo electrónico, 3) hacer clic en "Convert" para iniciar la conversión, y 4) abrir el correo para acceder al video convertido.
Tijdens het 1e Science Café in Ede gaf Prof Henny J.G.L.M. Lamers, emeritus hoogleraar astronomie en ruimteonderzoek aan de universiteiten van Utrecht en Amsterdam een boeiende lezing over een aantal astronomische verschijnsel.
El microprocesador es el componente central de una computadora que ejecuta instrucciones y realiza operaciones aritméticas y lógicas a velocidades de millones de instrucciones por segundo. Está compuesto de registros, una unidad de control, una unidad aritmético lógica y una unidad de coma flotante. Las marcas principales son Intel y AMD, y los precios varían entre 30 y 400 euros dependiendo del modelo y rendimiento.
La educación ambiental es un proceso dinámico y participativo que busca crear conciencia sobre la preservación de los sistemas de soporte vital del planeta. Tiene como objetivo ayudar a las personas y grupos sociales a desarrollar mayor sensibilidad y conciencia sobre el cuidado del medio ambiente, creando soluciones viables para su mantenimiento óptimo a través de estrategias como la coordinación interinstitucional, la inclusión de la educación ambiental en la educación formal y no formal, y la formación de educadores ambientales.
This document is a resume for Amanda L. Darst that summarizes her education, experience, activities, honors, and community service. She received an MS in Industrial Relations and Human Resources from West Virginia University in 2018 and a BS in Business Administration from the same university in 2016. Her experience includes internships at Pratt & Whitney Engine Services and various clerical jobs. She was involved in Beta Gamma Sigma, Alpha Phi Omega, and her dorm council. Her honors include being named to the President's and Dean's Lists multiple times. Her community service included coordinating school supply drives and participating in an autism awareness run.
For 2 wheelers
12th September 2015
Status : Closed Invitation
Organizers : TEAM B MOTORSPORTS
Venue: #184 1st Main B Cross AGB Layout ML Puram Bangalore 560086
Phone : +919663663100
email : blacky.activa5874@gmail.com
Upload in RallyNRace.com
This document provides model notices of privacy practices (NPP) that were developed by the Department of Health and Human Services to help health plans and covered healthcare providers create notices that improve patient understanding of their privacy rights. It offers both English and Spanish versions formatted as a booklet, layered notice, or full page notice, as well as a text-only version. The models reflect regulatory changes from the Omnibus Rule and highlight new patient access rights to electronic health information. Covered entities can personalize the notices for their use.
This document discusses key federal fraud and abuse laws that physicians must comply with, including the False Claims Act, the Stark Law, the Civil Monetary Penalties Law, and the Anti-kickback Statute. It provides an overview of these laws and their penalties for non-compliance. The False Claims Act prohibits knowingly submitting false claims and carries penalties of $5,500-$11,000 per false claim as well as potential exclusion from Medicare and Medicaid. The document also discusses qui tam provisions, state false claims acts, and the Civil Monetary Penalties Law which prohibits fraudulent and abusive billing activities.
This document provides a model medical staff code of conduct with the following key points:
- It defines appropriate behavior, inappropriate behavior, disruptive behavior, and interventions. Appropriate behavior cannot be subject to discipline while inappropriate and disruptive behavior can.
- Complaints about behavior undermining a culture of safety must be in writing and investigated by an ad hoc committee. Persistent inappropriate behavior will be treated as disruptive.
- Consequences range from discussion with department chair for first incidents to warnings, rehabilitation, and potential termination for repeated issues. Summary suspension is allowed for clear imminent danger.
- Retaliation against complainants is prohibited. False complaints can result in corrective action. Ongoing education
Manejo y Tratamiento - Animales ExóticosNancy Tapia
La pandemia de COVID-19 ha tenido un impacto significativo en la economía mundial. Muchos países experimentaron fuertes caídas en el PIB y altas tasas de desempleo en 2020. A medida que se implementan las vacunas, se espera que la actividad económica se recupere en 2021 aunque el panorama sigue siendo incierto.
This document discusses bio-chip sensors. A bio-chip is a small-scale device analogous to an integrated circuit that analyzes organic molecules from living organisms. It consists of a transponder with a microchip storing a unique ID number, an antenna coil, tuning capacitor, and glass capsule. A scanner generates an electromagnetic field to activate the implanted bio-chip, which then sends its ID code back to the scanner via radio signals. Potential applications include tracking people and animals globally and storing medical, financial and personal data on a single chip. While bio-chips could identify individuals and perform many reactions quickly, they also raise privacy concerns and could be implanted without consent.
LIC CANCER COVER Plan No. 905 is a non-linked, regular premium payment health insurance plan which provides fixed benefit in case the Life Assured is diagnosed with Cancer.
Introduction to Palliative Care | VITAS Healthcare WebinarVITAS Healthcare
This document provides an overview of palliative care services and how they compare to hospice care. It defines palliative care as care that treats symptoms without curing the underlying illness, while hospice care has a prognosis requirement of 6 months or less. Palliative care aims to increase access to end-of-life care by overcoming barriers like the 6-month rule. It can be provided in various settings like hospitals, long-term care facilities, and homes. Palliative care specialists are now board certified, and programs exist in hospitals, long-term care facilities, and home-based settings. The document compares services covered and eligibility between palliative care and hospice.
This document discusses the key differences between insurance and assurance. Insurance is a contract where the insurer agrees to pay a fixed amount if a specified event occurs, like death or property damage, in exchange for premiums. Assurance guarantees payment of a sum upon an event that will inevitably happen, like death or reaching a certain age. The main differences are that losses under insurance are uncertain while assurance covers certain losses, insurance covers property/goods while assurance covers human life, and assurance policies can be surrendered while insurance policies cannot.
Health Insurance - a presentation by Richard Strauss Insurance BrokersRSIB
The document discusses the importance of health insurance and provides information about different health insurance plans. It explains that health insurance protects against medical expenses from illness or accidents. Individual plans cover hospitalization costs for one person, while family floater plans can be used by any family member. Critical illness plans provide a lump sum payment for over 30 serious illnesses. The document also outlines eligibility, benefits, and factors to consider when purchasing health insurance.
The document provides tax advice relating to a long term employee reward program involving life insurance policies. Key points:
- Employers can claim a tax deduction for premiums paid as a business expense. Premium payments are not taxable to the employer.
- Employees are not taxed on premiums paid during the policy lock-in period, as they have no legal rights to the policy.
- After the lock-in period ends and the policy is assigned, the surrender value would be taxed as a perquisite to the employee.
- Policy proceeds are generally tax exempt for the employee under section 10(10D), subject to certain conditions.
Consent is permission given for medical treatment or participation in research. For treatment, consent includes procedures for diagnosis, anesthesia, fluid/blood transfusions, operations, or other medical/surgical treatments. Consent for research can be divided into the legal position, consent taking procedure, and factors modifying the procedure. Legally, consent must be given willingly without fear or misconception and patients must be informed of risks and benefits. Those over 16 can consent independently while those under 16 require parental consent. Consent can be implied in emergencies or expressed verbally or in writing, though blanket consent without information is incomplete. Proper consent procedures fully explain the disease, treatment, operation, anesthesia, risks, and benefits.
Practice and Implication of Principle of Proximate Cause by the Insurance Com...Mohammad Istiaq Hasan
I and my fellow members were assigned to study and prepare a report on the application of Principle of Proximate Cause by insurance companies of Bangladesh. In the introductory part, we briefly described the theoretical overview of proximate cause.
After mentioning the company profile, we described six real cases of Agrani Insurance Company Limited and National Life Insurance Company Limited with their policy implication. We pointed out the proximate causes of loss from the case and explained the reasons payment of a claim or rejection of a claim.
This document discusses health insurance and life insurance. It defines health insurance as insurance that covers medical and surgical expenses. It lists the main types of health insurance plans including HMOs, PPOs, and high-deductible plans. It provides steps for obtaining life insurance and outlines advantages like tax benefits and disadvantages such as pre-existing conditions not being covered. The document also describes how to plan health insurance and the process for surrendering a health insurance policy.
The document discusses reablement, a service model that aims to help older people regain independence through daily living skills. It proposes establishing reablement teams in localities, each consisting of an occupational therapist and support workers. A pilot in two localities saw 82% of referrals accepted, and 59% of users discharged with no ongoing support needed after an average of 9.85 days. User feedback praised the staff as caring, supportive and helpful in regaining independence. The goal is to continue expanding reablement services across localities.
This report discusses interpreter services and payment responsibilities. It provides background on federal policies regarding language and hearing interpreter services. The report summarizes AMA policy and advocacy on interpreter guidance, discusses interim solutions to addressing care, and recommends a comprehensive strategy to provide and pay for interpreter services. Federal law requires hospitals that receive federal funding to provide interpreter services to limited English proficient patients to ensure they can access medical care and have their medical needs properly understood.
El documento proporciona instrucciones en 4 pasos para transformar un video a otro formato usando la página web Zamzar: 1) seleccionar el video y formato deseado, 2) ingresar el correo electrónico, 3) hacer clic en "Convert" para iniciar la conversión, y 4) abrir el correo para acceder al video convertido.
Tijdens het 1e Science Café in Ede gaf Prof Henny J.G.L.M. Lamers, emeritus hoogleraar astronomie en ruimteonderzoek aan de universiteiten van Utrecht en Amsterdam een boeiende lezing over een aantal astronomische verschijnsel.
El microprocesador es el componente central de una computadora que ejecuta instrucciones y realiza operaciones aritméticas y lógicas a velocidades de millones de instrucciones por segundo. Está compuesto de registros, una unidad de control, una unidad aritmético lógica y una unidad de coma flotante. Las marcas principales son Intel y AMD, y los precios varían entre 30 y 400 euros dependiendo del modelo y rendimiento.
La educación ambiental es un proceso dinámico y participativo que busca crear conciencia sobre la preservación de los sistemas de soporte vital del planeta. Tiene como objetivo ayudar a las personas y grupos sociales a desarrollar mayor sensibilidad y conciencia sobre el cuidado del medio ambiente, creando soluciones viables para su mantenimiento óptimo a través de estrategias como la coordinación interinstitucional, la inclusión de la educación ambiental en la educación formal y no formal, y la formación de educadores ambientales.
This document is a resume for Amanda L. Darst that summarizes her education, experience, activities, honors, and community service. She received an MS in Industrial Relations and Human Resources from West Virginia University in 2018 and a BS in Business Administration from the same university in 2016. Her experience includes internships at Pratt & Whitney Engine Services and various clerical jobs. She was involved in Beta Gamma Sigma, Alpha Phi Omega, and her dorm council. Her honors include being named to the President's and Dean's Lists multiple times. Her community service included coordinating school supply drives and participating in an autism awareness run.
For 2 wheelers
12th September 2015
Status : Closed Invitation
Organizers : TEAM B MOTORSPORTS
Venue: #184 1st Main B Cross AGB Layout ML Puram Bangalore 560086
Phone : +919663663100
email : blacky.activa5874@gmail.com
Upload in RallyNRace.com
This document provides model notices of privacy practices (NPP) that were developed by the Department of Health and Human Services to help health plans and covered healthcare providers create notices that improve patient understanding of their privacy rights. It offers both English and Spanish versions formatted as a booklet, layered notice, or full page notice, as well as a text-only version. The models reflect regulatory changes from the Omnibus Rule and highlight new patient access rights to electronic health information. Covered entities can personalize the notices for their use.
This document discusses key federal fraud and abuse laws that physicians must comply with, including the False Claims Act, the Stark Law, the Civil Monetary Penalties Law, and the Anti-kickback Statute. It provides an overview of these laws and their penalties for non-compliance. The False Claims Act prohibits knowingly submitting false claims and carries penalties of $5,500-$11,000 per false claim as well as potential exclusion from Medicare and Medicaid. The document also discusses qui tam provisions, state false claims acts, and the Civil Monetary Penalties Law which prohibits fraudulent and abusive billing activities.
This document provides a model medical staff code of conduct with the following key points:
- It defines appropriate behavior, inappropriate behavior, disruptive behavior, and interventions. Appropriate behavior cannot be subject to discipline while inappropriate and disruptive behavior can.
- Complaints about behavior undermining a culture of safety must be in writing and investigated by an ad hoc committee. Persistent inappropriate behavior will be treated as disruptive.
- Consequences range from discussion with department chair for first incidents to warnings, rehabilitation, and potential termination for repeated issues. Summary suspension is allowed for clear imminent danger.
- Retaliation against complainants is prohibited. False complaints can result in corrective action. Ongoing education
Manejo y Tratamiento - Animales ExóticosNancy Tapia
La pandemia de COVID-19 ha tenido un impacto significativo en la economía mundial. Muchos países experimentaron fuertes caídas en el PIB y altas tasas de desempleo en 2020. A medida que se implementan las vacunas, se espera que la actividad económica se recupere en 2021 aunque el panorama sigue siendo incierto.
This document discusses bio-chip sensors. A bio-chip is a small-scale device analogous to an integrated circuit that analyzes organic molecules from living organisms. It consists of a transponder with a microchip storing a unique ID number, an antenna coil, tuning capacitor, and glass capsule. A scanner generates an electromagnetic field to activate the implanted bio-chip, which then sends its ID code back to the scanner via radio signals. Potential applications include tracking people and animals globally and storing medical, financial and personal data on a single chip. While bio-chips could identify individuals and perform many reactions quickly, they also raise privacy concerns and could be implanted without consent.
this is presentation on Thailand. You will find out a detailed information about Thailand. you may also find Butler's theory and SWOT analysis of Thailand
Six Immutable Laws Of Mobile Business Presentationsiximmutablelaws
This is an overview of important business strategies for the mobile based taken from the new mobile strategy guide "The Six Immutable Laws of Mobile Business" published by Wiley in 2010.
Lamaran pekerjaan seorang lulusan Sekolah Tinggi Manajemen Transpor Trisakti berusia 25 tahun dengan latar belakang pendidikan dan kemampuan manajemen yang baik serta keahlian dalam mengolah data menggunakan aplikasi komputer. Ia meminta kesempatan wawancara untuk menjelaskan potensi dirinya.
Physician Contracting 101 - this seminar will provide physicians with a baseline concept of the anatomy of a physician contract. Basics of negotiation and contracting for the physician professional are discussed herein
This document outlines a sample claims management process for a physician practice with 14 steps. The process begins with patient registration, verification of insurance benefits, and check-in. It continues with clinical documentation of services, assigning codes, patient check-out, coding review, pre-authorization if needed, claim generation, claim review, processing by the health insurer, collections if needed, posting payments, appeals if claims are denied, and ends with a glossary. Implementing this detailed process is intended to increase efficiency, submit clean claims, reduce denials, and ensure timely payments from health insurers.
The document summarizes recent changes to Tennessee's workers' compensation laws regarding pain management and utilization review. Key points:
- New law effective July 1, 2012 aims to curb prescription drug abuse through utilization review and use of pain contracts.
- If prescribed Schedule II-IV drugs for over 90 days, utilization review is required. Referrals can be to physicians within 175 miles.
- Second opinions on impairment/treatment relating to pain management are not allowed, but employee can request utilization review once if prescribed treatment fails standards.
- Employees may sign pain contracts requiring controlled substance prescription. Violations terminate prescription rights.
- Only "qualified physicians" can manage chronic pain, defined as board certified or fellowship
Medical Law and Ethics 4th Edition Fremgen Test Banknofygisu
The document discusses key concepts related to medical licensing and liability, including:
1) State medical practice acts establish requirements for licensure such as prerequisites, grounds for suspension/revocation, and standards of practice.
2) Physicians can obtain licensure through examinations, endorsement if licensed elsewhere, or reciprocity between states.
3) The standard of care refers to the level of skill expected of medical professionals, and failure to meet this standard could result in malpractice claims.
This document is the fourth edition of the American Medical Association's model managed care contract. It aims to provide physicians with a balanced contract that protects both physician and patient rights in dealings with managed care organizations. The introduction notes revisions made to address new unfair contracting practices. Physicians are advised to carefully review any managed care contract and all related policies before signing.
China's labor laws emerged in the 1980s as the country transitioned away from a state-controlled economy. The most recent labor laws came into force in 2008 and cover requirements for hiring employees, probationary periods, firing employees, and conducting layoffs. Hiring is generally based on a written contract that specifies compensation and responsibilities. Probationary periods range from one to six months depending on contract length. Employees can be fired for cause or by mutual consent without compensation, but special rules apply for pregnant, injured, or hazardous working conditions employees. Companies must follow formal procedures and cancel accounts when firing staff. Layoffs of over 20% of employees require one month notice and approval.
Understanding the concept of non subscribers in connection with workers’ comp...mosmedicalreview
This document discusses non-subscribers in workers' compensation insurance. Non-subscribers are employers who opt out of mandatory workers' compensation programs in some states like Texas. They must instead provide alternate injury benefits to employees. Some reasons employers choose this option are that it allows more control over benefits and providers while potentially being less expensive. Non-subscribers have reporting requirements to state agencies and face liability risks if employees sue, so many purchase alternative non-subscriber insurance policies.
The document provides information on return to work programs for injured employees. It discusses:
- The objective of returning injured workers to full duty as soon as medically possible through modified work duties, restricted work, or temporary assignments.
- The importance of communication between management, employees, medical providers, and insurance carriers for a successful return to work program.
- The role of a medical case manager in facilitating an injured worker's return to work through coordinating medical care and communicating with all parties.
EMPLOYMENT AGREEMENTTHIS EMPLOYMENT AGREEMENT (the Agreem.docxYASHU40
EMPLOYMENT AGREEMENT
THIS EMPLOYMENT AGREEMENT (the "Agreement"), is made and entered into this
_____ day of ____________________, 2007, by and between
, M . D . , w h o s e m a i l i n g a d d r e s s i s
( h e r e i n a f t e r " E m p l o y e e " ) , a n d
___________________________, a Texas professional association having its principal office at
___________________________________ (hereinafter "Employer").
W I T N E S S E T H:
This Agreement is made and entered into under the following circumstances:
(1) Whereas the Employer is engaged in the business of owning and operating a medical
practice; and
(2) Whereas the Employer desires, on the terms and conditions stated herein, to employ the
E m p l o y e e a s a n [ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ ] s p e c i a l i z i n g [ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
____________________________________]; and
(3) Whereas the Employee desires, on the terms and conditions stated herein, to be employed
by the Employer.
NOW, THEREFORE, in consideration of the foregoing recitals, and of the promises, covenants,
terms and conditions contained herein, the parties hereto agree as follows:
1. Employment and Term. Subject to earlier termination as provided for in Section 13
hereof, the Employer hereby employs Employee, and Employee hereby accepts employment with the
Employer commencing [________] (hereinafter the "Effective Date") and continuing for a period of
____ years (hereinafter the "Term of Employment"). Upon the expiration of the initial term, the Term
of Employment shall automatically be renewed for successive one (1) year periods commencing upon the
first anniversary of the Effective Date, unless either party gives written notice of intent not to renew not
less than sixty (60), nor more than ninety (90), days prior to the end of any term.
2. Duties and Qualifications. Employee shall provide medical services to patients, on behalf
of Employer, at the Employer's office located at __________________________________________
________________________________________, or such other locations in the Pasadena, Texas area as
requested by Employer (hereinafter collectively referred to as the "Facility"), in accordance with the
laws of the State of Texas and the principles of medical ethics of the American Medical Association.
During the Term of Employment, Employee will practice medicine as an employee of Employer
on a full-time basis and will perform such other duties as are reasonably assigned to Employee from time
to time by the Board of Directors of Employer ("Board of Directors"). Such duties shall include, without
limitation:
a. Employee shall devote Employee's full professional time, attention, and energies
to rendering professional services at the Facility and at such other places in Houston, Texas and its
surrounding areas as may be designated from time to time by Employer and to administrative duties
rel ...
Curtailing excessive employment absenteeism Rolf Howard
This document discusses handling excessive employee absenteeism according to Australian labor law. It notes that the Fair Work Act protects employees from dismissal due to temporary illness and entitles them to 10 paid sick days per year. If unpaid sick leave is needed beyond three months, termination is possible but may be disputed. The document recommends employers implement procedures like addressing recurring absences, accurately recording them, and holding meetings to cover policies and encourage communication. Following labor laws and clear policies can help employers address absenteeism issues legally.
This document provides an overview of a medical reimbursement system. The system allows employees to submit reimbursement requests for eligible medical expenses. It is designed with a three-tier architecture including a client interface, business logic server, and database connectivity. The system aims to provide reimbursements for employees and their dependents for eligible medical expenses not covered by health insurance. Administrators can register employees, view and approve or reject reimbursement requests, and manage the reimbursement process.
Physician Employment and Medical Staff Matters - Fun Times For HR Directors!Quarles & Brady
The document summarizes key points from a webinar on physician employment and medical staff matters for hospital HR directors. It discusses legal requirements for physician employment, changes to Stark law regulations, elements to include in employment agreements, considerations for employing advanced practice clinicians, and proposed changes to reinstate Wisconsin's hospital licensing code.
Chapter 6Alternative Responses and Initiatives of Institutions aJinElias52
Chapter 6
Alternative Responses and Initiatives of Institutions and Professions
Nongovernmental health care organizations provide most medical services and handle the financing of much of the system. For-profit and nonprofit institutions operate side by side, often competing directly for the same business.
This chapter identifies a number of strategies that individuals and organizations adopt in response to governmental programs or initiate on their own to influence health policy. We start with Table 6-1, which outlines the actors and the alternatives for responding to government actions and the marketplace. Where alternatives have been addressed and terms defined in earlier chapters, we try not to repeat that information.
6.1 COMMON RESPONSES
All of the players listed in Table 6-1 employ strategies to influence the marketplace and its regulators. These can be classified into three main types of interventions:
• Public relations
• Marketing and education
• Lobbying
Table 6-1 Responses and Initiatives of Institutions and Professions
Common Approaches
• Public relations
• Marketing and education
• Lobbying
Payers
• Employers
• Eligibility
• Subsidy offered
• Plans offered
• Relationship with insurers/self-insurance
• Worker education and training
• Insurers
• Method of organization
• Method of payment
• Plans offered
• Case management/carve-outs
• Utilization constraints
• Consumer education
Providers
• Professionals
• Organization of practice
• Services offered
• Incentives
• Pricing
• Patient relationships
• Primary versus specialty care
• Efficiency
• Institutions
• Organizational structure
• Scope and scale of services
• Pricing/discounts
• Efficiency
• Quality improvement
• Consumer information
• Credentialing decisions
• Involving payers in change processes
• Professions
• Quality improvement
• Provider education
• Consumer education
Consumers
• Plan selection
• Provider selection
• Self-help
Each player manages its relationships with the media and with politicians and regulators directly, and each acts indirectly through trade associations and professional groups. You will see illustrations of this throughout the cases included in this text and in subsequent chapters dealing with political feasibility and values. The focus of each intervention changes depending on the nature of the specific market. Lobbying is particularly intense in administered markets such as Medicare and Medicaid, especially when new legislation is under consideration. Lobbying also goes on continuously with the relevant executive branch agencies. Public relations and education are used more assertively when regulators are considering changes, and marketing, especially advertising, is most intense where the market is less regulated. The term education can apply to the many different types of efforts to influence behavior. Government antismoking campaigns can be characterized as education, for example, but the term can also ...
12M A N A G E M E N T A C C O U N T I N G Q U A R T E R L Y EttaBenton28
12M A N A G E M E N T A C C O U N T I N G Q U A R T E R L Y S P R I N G 2 0 0 5 , V O L . 6 , N O . 3
T
his year the healthcare industry is expected
to account for 15.6% of GDP, and expendi-
tures for physician services are expected to
be $347.9 billion. A large part of that goes to
physician practices, and, because they are
such a large part of the economy, they represent an
opportunity for management accountants to assist
physicians in evaluating contracts with third-party pay-
ers and providing financial information for strategic
decisions. To do so, management accountants need to
understand the unique revenue, cost, and contractual
intricacies of physician practices.
While most businesses’ sources of revenue are sales
and fees, physician practices depend on the organiza-
tional structure of the healthcare revenue reimburse-
ment relationships among provider, patient, and
third-party insurer. Revenue reimbursements can come
from indemnity, preferred provider organizations
(PPOs), and/or healthcare maintenance organizations
(HMOs). In particular, to advise a physician or evaluate
profits, a management accountant must understand the
relationships between a practice’s revenues and its costs.
Because these revenue reimbursements are contractual-
ly determined, controlling costs is critical to the survival
of a physician’s practice. A management accountant can
help a physician calculate costs, select the appropriate
cost structure to manage costs, and help make tough
strategic decisions about the financial future of the prac-
tice. Once a management accountant understands the
source of revenues and the cost constraints, he or she
can then help a physician evaluate a revenue reimburse-
ment contract. For example, if the contract is from an
indemnity plan or a PPO, evaluation is relatively
straightforward if the management accountant under-
stands a practice’s organizational structures and cost con-
trol. But if the revenue comes from an HMO capitation
contract—that is, a fixed rate of payment to cover a
specified set of health services and procedures—
evaluating the contract requires additional analysis
because revenues are based on anticipated services.
P H YS I C I A N G R O U P R E V E N U E S
In order to consult with a physician group, a manage-
ment accountant must have a good understanding of
How Management
Accountants Make
Physicians’ Practices
More Profitable
Spring
2005
VOL.6 NO.3
Spring
2005
THE KEY TO PROFITABILITY IS TO USE COST ANALYSIS BY DETERMINING A PRACTICE’S
COST STRUCTURE AND USING THOSE COSTS TO EVALUATE CONTRACTS, ALLOCATE
BONUSES EQUITABLY, AND MAKE STRATEGIC DECISIONS ABOUT THE FINANCIAL FUTURE
OF THE PRACTICE GROUP.
B Y M A R S H A S C H E I D T , D B A , C M A , A N D G R E G T H I B A D O U X , P H . D .
13M A N A G E M E N T A C C O U N T I N G Q U A R T E R L Y S P R I N G 2 0 0 5 , V O L . 6 , N O . 3
the sources of practice revenues. As noted ...
12M A N A G E M E N T A C C O U N T I N G Q U A R T E R L Y ChantellPantoja184
12M A N A G E M E N T A C C O U N T I N G Q U A R T E R L Y S P R I N G 2 0 0 5 , V O L . 6 , N O . 3
T
his year the healthcare industry is expected
to account for 15.6% of GDP, and expendi-
tures for physician services are expected to
be $347.9 billion. A large part of that goes to
physician practices, and, because they are
such a large part of the economy, they represent an
opportunity for management accountants to assist
physicians in evaluating contracts with third-party pay-
ers and providing financial information for strategic
decisions. To do so, management accountants need to
understand the unique revenue, cost, and contractual
intricacies of physician practices.
While most businesses’ sources of revenue are sales
and fees, physician practices depend on the organiza-
tional structure of the healthcare revenue reimburse-
ment relationships among provider, patient, and
third-party insurer. Revenue reimbursements can come
from indemnity, preferred provider organizations
(PPOs), and/or healthcare maintenance organizations
(HMOs). In particular, to advise a physician or evaluate
profits, a management accountant must understand the
relationships between a practice’s revenues and its costs.
Because these revenue reimbursements are contractual-
ly determined, controlling costs is critical to the survival
of a physician’s practice. A management accountant can
help a physician calculate costs, select the appropriate
cost structure to manage costs, and help make tough
strategic decisions about the financial future of the prac-
tice. Once a management accountant understands the
source of revenues and the cost constraints, he or she
can then help a physician evaluate a revenue reimburse-
ment contract. For example, if the contract is from an
indemnity plan or a PPO, evaluation is relatively
straightforward if the management accountant under-
stands a practice’s organizational structures and cost con-
trol. But if the revenue comes from an HMO capitation
contract—that is, a fixed rate of payment to cover a
specified set of health services and procedures—
evaluating the contract requires additional analysis
because revenues are based on anticipated services.
P H YS I C I A N G R O U P R E V E N U E S
In order to consult with a physician group, a manage-
ment accountant must have a good understanding of
How Management
Accountants Make
Physicians’ Practices
More Profitable
Spring
2005
VOL.6 NO.3
Spring
2005
THE KEY TO PROFITABILITY IS TO USE COST ANALYSIS BY DETERMINING A PRACTICE’S
COST STRUCTURE AND USING THOSE COSTS TO EVALUATE CONTRACTS, ALLOCATE
BONUSES EQUITABLY, AND MAKE STRATEGIC DECISIONS ABOUT THE FINANCIAL FUTURE
OF THE PRACTICE GROUP.
B Y M A R S H A S C H E I D T , D B A , C M A , A N D G R E G T H I B A D O U X , P H . D .
13M A N A G E M E N T A C C O U N T I N G Q U A R T E R L Y S P R I N G 2 0 0 5 , V O L . 6 , N O . 3
the sources of practice revenues. As noted ...
The document summarizes key changes and developments in UK employment law in 2010, including:
- Dismissal procedures and time limits for claims
- Discrimination protections related to age, religion, sexual orientation, and race
- Increased statutory annual leave entitlements
- Rights for agency workers and qualifying periods to receive equal treatment
Similar to PHYSICIAN CONTRACTING PRESENTATION 10 02 12 (20)
1. 1
PHYSICIAN CONTRACTING
Contract Terms
A. Compensation
o Hospitals and their affiliates are bound by law to
provide only “fair market value” total compensation
(including base and any productivity bonus) to
employed physicians.
o To identify FMV for physician compensation, many
opt to rely on data from reputable compensation
surveys such as the “physician compensation and
production survey” published annually by the
Medical Group Management Association.
Types of Compensation:
Fixed salary (amount and frequency paid)
Performance component – know what it is and
whether you can control it.
AMA Principles for Physician Employment provides:
o “When a physician’s compensation is related to the
revenue he or she generates, or to similar factors, the
2. 2
physician should be clear in his or her understanding
of the factors upon which compensation is based.”
B. Benefits
o Insurance – consider importance of health, dental,
vision, disability, and life.
o Pension plan
Employer contribution of matching funds into
401(k).
o License fees – paid by employer.
o Professional society dues – paid by employer.
o Vacation
How much time?
Can you actually take the time?
o Holidays
o Mid-week time off
o CME paid for by employer, and time off for CME
paid for by employer.
3. 3
C. Liability Insurance
o Who pays for it? Prefer that employer pays
o Types of insurance
Occurrence coverage – covers acts of negligence,
which occurred while the policy was in effect,
regardless of when the claim is made.
Claims made coverage – covers claims reported
against the physician while the policy is in effect.
o Some academic medical centers cover the
physicians under the hospital’s self-insurance
reserve, rather than going out and buying insurance.
Have attorney review actuarial analysis to be
sure the reserve is adequately funded.
o What are the insurance limits?
At least $1M/$3M
o “Tail Coverage”
Need tail for claims made insurance coverage
(covers claims that are made during the policy
period for any occurrences), after the last policy
period. This covers occurrences that happened
4. 4
while you were employed, but the claim for
which is made after employment ceases.
D. Physicians Duties
o Described in a job description attached as an exhibit
to the agreement.
Physician should make sure the exhibit is
incorporated by reference to the agreement, and
that any revision to it requires mutual written
agreement of the parties.
o Provision requiring physician is to abide by the
employer’s policies, procedures, rules and
regulations in the performance of his/her duties.
This becomes problematic where the employer
may bind the physician to unknown and
amendable obligations outside of the employment
agreement.
o Either:
[a] Such language should be deleted; or
[b] The agreement must specify any of the
employer’s policies, procedures, etc. to
which the physician must abide, and either
[i] attach them to the agreement or [ii]
include them in a document referenced in
5. 5
the agreement, which is provided to the
physician prior to execution of the
agreement, and [iii] which may not be
unilaterally amended by the employer.
o The agreement should be carefully worded so that
nowhere does it oblige the physician to adhere to a
standard of care that is higher than required by law –
usually set by state law. Under no circumstance
should the physician agree to provide services
“according to the highest standards of competence,”
or “of optimum quality.”
These standards may create unwarranted
liability by holding the physician to a standard
of care that is higher than normally imposed in
malpractice actions.
o Hours
o Will you be working full-time or part-time, and
specifically what does “full time” or part-time”
mean.
o Call coverage
o The call provision in an employment agreement
may be more onerous than the provisions of the
medical staff bylaws and department rules.
6. 6
The physician needs to deal with this as a
negotiable item.
Call coverage should be reasonable in terms
of frequency and scope of services.
Compensation – the agreement should
address the FMV of the call compensation.
o Research time
o CME time and funding
o Administrative responsibilities
o Billing and Compliance
o AMA Principles for Physician Employment
provide:
“Employed physicians have a responsibility to
assure that bills issued for services they provide
are accurate and should therefore retain the
right to review billing claims as may be
necessary to verify that such bills are correct.
Employers should indemnify and defend, and
save harmless, employed physicians with
respect to any violation of law or regulation or
breach of contract in connection with the
employer’s billing for physician services, which
violation is not the fault of the employee.”
7. 7
o Restrictions on practice
o Admit to one hospital
o Refer only to physicians w/in hospital
AMA Principles for Physician Employment
provide:
o Physicians should always make
treatment and referral decisionsbased
on the best interests of their patients.
Employers and the physicians they
employ must assure that agreements or
understandings (explicit or implicit)
restricting, discouraging, or
encouraging particular treatment or
referral optionsare disclosed to
patients.
o Intellectual property rights – employer typically
claims ownership of IP created in the course of
employment.
E. Employers Duties
Pay physician
Provide benefits
8. 8
Provide facilities, personnel, equipment, office
expenses
Pay business expenses of physician (subscriptions,
CME, society dues, business development, etc.)
F. Term of Contract
o If it doesn’t say anything, there is no particular term
and the contract can be terminated “at will” of
employer.
o Most desirable to have multi-year agreement of 3
years or more.
Even if contract says term is for 3 years, if contract
also allows termination “without cause” then the
contract is really “at will” employment. The only
difference is the notice that may be required in a
termination “without cause.”
o Contract can renew automatically (“evergreen
contract”), unless notice given of intent to terminate
in advance of expiration date.
You need to include provision for negotiation of
annual salary increase.
G. Termination of Agreement
o Two types of termination provisions:
9. 9
For cause
Without cause
o Termination “For Cause”
o Permits employer to terminate employee or for the
employee to quit, on little or no notice because the
other party has done something so serious to
materially breach the contract.
o AMA “Principles for Physician employment”
provide:
o Physician employment agreements should
contain provisions to protect a physician’s right
to due process before termination for cause.
Physician employment agreements should
specify whether termination of employment is
grounds for automatic termination of hospital
medical staff membership or clinical privileges.
o Termination “for cause” can be abused.
Physicians should consider each “cause” listed in a
termination “for cause” provision and either be
willing to live with it or remove it.
Ambiguity is the principal problem with many “for
cause” provisions. The provisions may not
10. 10
adequately describe the conduct that is forbidden.
Such common vague provisions include:
o Unprofessional conduct
o Conduct tending to place the practice or
hospital in a bad light.
o Conduct injurious to the reputation of the
practice or the hospital.
o Disruptive behavior.
o The physician employee should try to remove
or restrict such ambiguous provisions.
Modify such terms to require repeated and
serious conduct (such as “frequently
repeated conduct seriously injurious to the
reputation of the hospital”)
Link the terms to patient care (such as
“disruptive behavior directly affecting
patient care”)
o Common termination “for cause” provisions, which
can be cured:
Failure to maintain proper medical records.
11. 11
Failure to prepare medical records in timely
manner.
Failure to bill and code properly.
Repeated disruptive behavior.
Repeated failure to cover call.
o Common “for cause” termination provisions, which
are incapable of cure.
Death or permanent disability
Loss of license to practice medicine.
Exclusion from Medicare or Medicaid
Conviction of a felony.
Loss of medical staff membership
Loss of clinical privileges necessary to perform
services.
o Termination “Without Cause”
o Employment contract provisions that allow
termination “without cause” allow either party to
escape an unacceptable professional situation without
12. 12
having to prove the other party has done something
bad like materially breach the agreement.
The key issue with termination “without cause”
provisions is the time frame for termination (i.e.,
the “notice period”).
o Time Frames
Termination without cause clauses typically allow
either party to end the agreement by giving the
other party somewhere between 30 and 180 days
prior notice.
From the employee’s perspective, a longer notice
period is preferable to a shorter period.
A longer period means that the employer will
either have to allow the employee to keep working
and earning, or the employer will have to pay the
employee the value of his/her services for the
notice period, in exchange for the employee
leaving employment sooner than the contract
requires.
The physician employee should seek a 180-day
notice period.
o It is important that termination provisions not allow
the hospital employer to find fault with the physician
for reasons that do not make sense from the
13. 13
physician’s professional perspective. The physician
needs to be the sole judge of the standard of care, and
determine what services ought to be provided to
his/her patients. Nothing in the termination
provisions should undermine the autonomy of the
physician employee in said regard.
Principles for Physician Employment provide:
(a) “Employed physicians should be free to
exercise their personal and professional judgment
in voting, speaking, and advocating on any matter
regarding patient care interests, the profession,
health care in the community, and the independent
exercise of medical judgment. Employed
physicians should not be deemed in breach of their
employment agreements, nor be retaliated against
by their employers, for asserting these interests.”
H. Notice to Patients When Physician Leaves
Employment.
o Ability to send notice to patients so they can follow
you.
Need access to patient lists and medical records.
How are costs related to this to be handled? Who
pays: you or employer?
14. 14
I. Covenants Not to Compete
o Acceptable during term of employment.
o A well-written noncompetition provision will prevent
a physician from practicing within a certain
geographic area surrounding the employer, and for a
prescribed period of time after termination of the
physician’s employment.
o AMA Principles for Physician Employment provide:
“Physicians are discouraged from entering into
agreements that restrict the physician’s right to
practice medicine for a specified period of time or
in a specified area upon termination of
employment.”
J. Dispute Resolution
o AMA Principles for Physician Employment
“Physician employment agreements should
contain dispute resolution provisions. If the parties
desire an alternative to going to court, such as
arbitration, the contract should specify the manner
in which disputes will be resolved.”
Physician should prefer single arbitrator to a
panel, which is more expensive.
15. 15
Attorneys fees
Who pays for dispute resolution
If contract says loser pays, it means physician
could get stuck paying both his/her own
attorney fees and fees of attorney for
employer. Should try to avoid this.
K. Amendment of Contract
Physician should require mutual agreement of the
parties to any amendment.
L. Assignment Clause
o Many contracts allow employer to assign the contract
to a successor organization.
Physician may not want to be in another
organization and not want assignment.
Difference between hospital employment and medical
staff appointment
o Employment and medical staff appointment are two
different things.
Medical staff appointment is a condition of
employment.
16. 16
Employment may also be a condition of medical
staff appointment (exclusive contract for services)
Because of federal and state law, physicians have
fair hearing rights to protect their medical staff
appointment.
Yet there is no such right to a fair hearing before
losing employment.
The physician should assume the employment
agreement controls employment, and hearing
rights conferred by the medical staff bylaws do not
apply to employment, but rather only to medical
staff membership.
This is not to say that physician employees have
no rights regarding employment, but the physician
employees usually have to enforce those rights in a
lawsuit, often having been terminated.
The physician should be certain before signing the
employment agreement that all employment rights
the physician wants are included in the agreement.
As to medical staff rights, a physician should be
vigilant and not inadvertently waive any medical
staff rights by virtue of becoming an employee.
17. 17
Good Axiom for Physicians entering into employment
contract negotiations:
From The Rolling Stones –
“You can’t always get what you want, but if you
try sometimes, you might find, you get what you
need.”