2011年5月24日 星期二

The Benefits and Woes of the Medicare Program


Medicare started in 1965 after it was legislated as a Social Security program amendment. The Center for Medicare and Medicaid Services (The CMS) administers it for the Human Services department.

More than 43 million American citizens receive their medical insurance coverage from Medicare. A lot of them would otherwise not have medical insurance.

Even if the Medicare program is not quite perfect, millions of people rely on it to be sure of basic insurance at a relatively low cost. It doesn't offer much in terms of preventive care. Dental care, vision care or an annual physical are not part of the Medicare program.

Payroll tax deductions of an amount of 2.9% of the wages pay the money Medicare works from. Half paid by the employee and the other half by the employer.

Medicare is divided in four pieces:

Part A - Hospital coverage

Part B - Medical insurance

Part C - Supplemental coverage

Part D - Prescription insurance

An added cost is required for part C and part D. these are not required. Part A and B don't pay the full costs of medical care. Usually there is a premium, co-pay and a deductible. There is Medicaid for those who qualify. It is there to assist paying part of the bill for people with low-income.

There have been made predictions that the system will run out of money around 2018. This is caused by more people retiring and becoming eligible for Medicare. The costs of Health care are on the rise, adding to the cost of Medicare. Fraud has been a major problem for the program as well.

A viable solution to save the system is yet to be proposed, and much needed for the many people around the country that make use of the program.








Jeff Surean understands the importance of good health. He covers insurance and health care related issues on his blog World Insurance [http://www.worldinsurancesite.com/]. He tries to help people save money with their Health Savings Account [http://www.worldinsurancesite.com/2010/02/save-money-with-your-health-savings-account/] and get the most out of their insurance.


2011年5月23日 星期一

How the Mandatory Medicare Secondary Payer - MSP - Rules Work For a Group Health Plan - GHP


The Centers for Medicare & Medicaid Services (CMS) seeks to collect various data from the applicable Responsible Reporting Entities (RREs) for purposes of implementing the Mandatory Medicare Secondary Payer reporting requirements of Section 111 of the MMSEA. This information will be used to ensure that Medicare makes payment in the proper order and/or takes necessary recovery actions.

Under the MSP rules Medicare does not have primary responsibility for paying the medical expenses of a Medicare beneficiary. According to the law, Medicare is a secondary payer to Group Health Plans (GHPs) for certain beneficiaries.

A beneficiary for whom Medicare pays second and Group Health Plans (GHPs) pays first is:

1) A Medicare Beneficiary who is aged 65 or older and working with coverage under an employer -sponsored GHP, as a result of being employed by an employer with 20 or more employees (or if it is a multi-employer plan where at least one employer has 20 or more full or part-time employees) OR

2) A Medicare Beneficiary who is aged 65 or older and with coverage under a working spouse's employer-sponsored GHP, for an employer with 20 or more employees (the working spouse can be any age)(or if it is a multi-employer plan where at least one employer has 20 or more full or part-time employees) OR

3) A Medicare Beneficiary who has End Stage Renal Disease (ESRD) and are covered by a GHP on any basis. In this case Medicare pays secondary for a 30 months coordination period OR

4) A Medicare Beneficiary who is disabled and has coverage under his own or a family member's GHP for an employer with 100 or more full or part-time (or if it is a multi-employer where at least one employer has 100 or more full or part-time employees.) Based on the above rules the onus is now on employers to provide mandatory reporting of MSP data.








Recommended Links:

1) Medicare Secondary Payer -MSP Reporting
2) Group Health Plan (GHP)


2011年5月22日 星期日

Medicare Part A - What is Medicare Part A and What Does it Cover?


This is the basic information about Medicare Part A which will cover home health care, hospice care, and hospital stays that are classified as inpatient. Medicare is a government created program to provide insurance to individuals who meet a given criteria. This program was set up to cover the costs of these persons medical bills. Medicare Part A was created with the original Medicare package, is an insurance that is bankrolled by the government, and covers costs associated with home health services, hospice, nursing home facilities, hospital stays that are classified as inpatient, and Non medical Health care Institutions with a religious affiliation.

Who is Eligible to Receive Medicare Part A?



Individuals over the age of 65
Individuals who are under the age of 65 but have a qualifying disability
Individuals who suffer from terminal kidney disease and are in the end stages of this disease

What costs are associated with Medicare Part A?

There is no premium for Medicare Part A if you paid in Medicare taxes while you were working. There is also no premium if your spouse paid these kind of taxes.

Medicare Part A may be available to you for a cost if you are over 65 and meet certain requirements of citizenship.

You may also purchase coverage if you are under 65, suffering with a disability, but no longer eligible for free coverage because you have been able to resume working in some capacity. Premiums for Medicare Part A can run as high as $433 each month. When you purchase Part A, you are usually required to also purchase Part B.

When Am I Eligible to Enroll for Part A?

Your Medicare coverage begins automatically the first day of the month of your 65th birthday, as long as you are collecting social security or benefits from the Railroad Retirement Board. You should receive a Medicare card mailed to your home about 3 months prior to your 65th birthday.

If you are under the age of 65, but disabled, you become eligible for Medicare Part A when you have been receiving social security disability benefits or RRB benefits for 2 years. In the first month of your third year, you will receive your Medicare card. There is an exemption made for those that have Amyothropic Later Sclerosis. These individuals are eligible for Medicare Part A the same month that they begin receiving social security disability benefits.

You may have to take the first step to enroll for Medicare Part A, even if you meet the eligibility requirements. If you are not currently collecting your RRB benefits, if you were a railroad employee, or you social security benefits, you should call the social security office 3 months prior to your 65th birthday to find out how to enroll.

Purchasing Part A

The following are the circumstances under which Part A coverage can be purchased:



At the onset of enrollment 3 moths prior to your 65th birthday
Up to 3 months after your 65th birthday
During the open enrollment periods from January 1 to March 31 each year

You should make sure to enroll for your Medicare when you are initially eligible, otherwise you may incur increases or fees with your premium. The following are exceptions to this rule:



If you did not enroll at your 65th birthday because you or your spouse were enrolled on an employers' plan, you have 8 months beyond the time that your employment or health insurance ends to sign up for Medicare Part A.
If you are volunteering in an international capacity, you have 6 months beyond the end of your assignment to enroll.

Medicare Part A covers the following:



Occupational Therapy
An inpatient hospital in a semi private room including nursing care, medications, and meals
Blood transfusions when the hospital must purchase the blood to be transfused
Hospital supplies
Part time nursing care, speech therapy, or physical therapy when it is deemed medically necessary
Hospice services if you have a terminal illness and are expected to live for 6 months or less
Up to 100 days each benefit period in a skilled nursing facility care including meals, semi-private room, rehabilitative services, skilled nursing,and other medically necessary services.

The Following is Not Covered by Part A



Custodial Care
Dental Checkups and Dentures
Acupuncture
Cosmetic Surgery
Hearing aids and exams
Routine foot care
Routine or annual physical exams
Most prescription drugs
Long-term care
Syringes or insulin
Routine eye exams, eye refractions, and most eyeglasses
Travel








To Learn Even More About Medicare A, B, C & D, visit the Medicare Coverage Guide Today at http://medicareinsurances.com.


Quickbooks Tip - Employees Versus Independent Contractors


The days when a small business could ignore the risks of having misclassified workers are over. Unfortunately, some employers improperly classify their employees as independent contractors to avoid the pain associated with having employees. Namely:


Payroll taxes
Minimum wage or overtime requirements
Other wage and hour law requirements, like providing meal periods and rest breaks
Reimbursable business expenses employees incur in performing their jobs

Additionally, employers don't have to cover independent contractors under workers' compensation insurance, and are not liable for payments under unemployment insurance, disability insurance, or social security. It's true, the expenses associated with employees are high. However, the cost of misclassifying workers is even higher. If your contractors are determined to really be employees you will not only be required to pay the taxes and fees you should've, you may also be required to pay the employee's taxes as well. Not to mention the stiff penalties and interest that can be imposed by both federal and state agencies for violating the various laws.

This is no small matter and is on the radar of every government agency out there, all of whom are anxious to find additional revenue sources these days. The IRS estimates that one in seven U.S. employers is guilty of misclassifying some of its employees, resulting in a loss of more than $4.1 billion a year in tax revenues. These days the question is no longer "if" you'll get audited for employee misclassification it's "when". For businesses facing an audit, the odds favor the IRS. A recent report found that 92 percent of the companies audited for "misclassification" were hit with significant penalties and assessed for back taxes. Between 1988 and 1995, the IRS audited more than 13,000 businesses, reclassified 500,000 of their independent contractors as employees, and levied $830 million in back taxes and penalties.

Making matters worse, sometimes the various agencies disagree. For instance, here in California there are several state agencies involved with the determination of independent contractor status: (1) the Employment Development Department (EDD), which is concerned with employment-related taxes, (2) the Division of Labor Standards Enforcement (DLSE), which is concerned with whether the wage, hour and workers' compensation insurance laws apply; (3) the Franchise Tax Board (FTB), which is concerned with state income taxes; (4) the Division of Workers' Compensation (DWC), which is concerend with worker's compensation; and (5) sometimes even the Contractors State Licensing Board (CSLB), that also have regulations or requirements concerning independent contractors and it's not uncommon for one to rule that a worker is an employee while another rules that the same worker is an independent contractor.

Because the potential liabilities and penalties are so significant if an individual is treated as an independent contractor and later found to be an employee, each individual working relationship needs to be thoroughly analyzed to make sure every single worker is properly classified. Now is not the time to group classes of employees together. Just because one of your workers qualifies as an independent contractor, don't assume that all the others doing similar work will.

It all boils down to control - does your business have control or the right to control the worker both as to the work done and the manner and means in which it is performed? The IRS breaks control down into three categories: behavioral control, financial control, and relationship of the parties. It is very important to consider all the facts for every single one of your worker relationships - no single fact provides the answer.

Behavioral Control

These facts show whether there is a right to direct or control how the worker does the work.

Instructions - if your business has the right to direct or control the work, even if you don't actually exercise the right, it can lead to an employee classification. Here are a few examples of what's considered control:


how, when, or where to do the work
what tools or equipment to use
what assistants to hire to help with the work
where to purchase supplies and services

Training - if your business provides training about required procedures and methods it may be considered an indication that the business wants the work done in a certain way, which can lead to an employee classification

Financial Control

These facts show whether there is a right to direct or control the business part of the work. Here are a few questions to ask yourself:


Does the worker has unreimbursed business expenses?
Did the worker invest in the facilities used in performing services?
Does the worker makes his or her services available to the other businesses?
How do you pay the worker?
Can the worker can realize a profit or incur a loss?

Type of Relationship

These facts show how the business and the worker perceive their relationship.


Do you have written contracts describing the relationship the parties intended to create?
Is the worker available to perform services for other, similar businesses?
Do you provide the worker with employee-type benefits, such as insurance, a pension plan, vacation pay, or sick pay?
How permanent is the relationship?
Are the services performed by the worker a key aspect of your business?

You'd think that a written contract detailing that you and your worker agree that you are not creating an employer-employee relationship is all that's needed, but unfortunately this isn't the case. It may certainly help, especially is you subsequently issue a 1099 form instead of a W-2 form, but even this doesn't guarantee protection.

If you decide to classify some or all of your workers as employees, this is what you have to look forward to:

You must withhold income tax and your employee's portion of social security and Medicare taxes.

You are also responsible for paying social security, Medicare, and unemployment (FUTA) taxes on your employees' wages.
You must file a Form W-2, Wage and Tax Statement, showing the amount of taxes withheld from your employees' pay. The Form W-2 is used by employers to:


Report wages, tips and other compensation paid to an employee
To report the employee's income tax and Social Security taxes withheld and any advanced earned income credit payments
To report wage information to the employee, the Internal Revenue Service and the Social Security Administration

QuickBooks handles W-2's differently based on which payroll subscription you've chosen. There are three options available:



Basic Payroll: No tax forms, only reports that your accountant can use to prepare them

Enhanced Payroll: Includes all federal and many state tax forms, you pay taxes and file forms

Assisted Payroll: Intuit handles your payroll taxes for you

If you decide to classify some or all of your workers as independent contractors, there isn't as much paperwork but there are some reporting requirements:

You may be required to file Form 1099-MISC, Miscellaneous Income, to report what you have paid to your independent contractors. The Form 1099-MISC is:


Used to report payments made in the course of a trade or business to another person or business who is not an employee
Required among other things, when payments of $10 or more in gross royalties or $600 or more in rents or compensation are paid
Provided by the payer to the IRS and the person or business that received the payment.

You do not have to withhold taxes from your independent contractors' pay. They are responsible for paying their own income tax and self-employment tax. If setup properly, QuickBooks can help you track all the information needed for 1099's. Here's how:

Turn on 1099 preference

Edit Preferences Tax:1099 Company Preferences tab, check box next to Do you file 1099-Misc forms and select accounts you use to pay subcontractors next to Box 7

Setup subcontractors as 1099 vendors

Double-click on vendor, select Additional Info tab, check box next to Vendor eligible for 1099

Manage reporting process

Vendors > Print 1099's/1096

In the end, how to classify your workers is a business decision that only you can make. You may save money upfront by classifying them as independent contractors, but you could end up paying much more in the long run if they are reclassified. Protect yourself as much as possible with a paper trail - contracts, agreements, written answers to the questions listed above. You might even consider requiring your independent contractors to prove you with documentation that they are actually operating a small business themselves, such as a business license, Doing Business As (DBA) or Tax ID number from the IRS.








If you need additional assistance, please call our QuickBooks technical support line at 888-351-5285. We are here to help you get the most out of QuickBooks!

Ruth Perryman is the president of The QB Specialists. She is a Certified Advanced Quickbooks ProAdvisor, an Intuit Solutions Provider, and a member of Intuit's Trainer/Writer Network, with over 19 years of industry experience including 5 years as a Chief Financial Officer. She has been working with Quickbooks since 1996, and specializes in customizing QuickBooks Enterprise and QuickBooks Point of Sale. She also provides virtual controller and CFO services.

If you need additional assistance, feel free to call our QuickBooks technical support line at 888-351-5285. The first ten minutes are absolutely free! Plus receive additional free minutes with every purchase - visit our website for more details.


Eliminating Future Federal Budget Deficits Permanently by Reforming Social Security and Medicare


With President Obama's latest federal budget proposal it is no surprise that years of entitlement, pork barrel spending and outright waste are forcing drastic fiscal measures. The fact is, entitlements are destroying the U.S. from the inside out, like a form of stomach cancer, eating away at the very core of our country. Many in Washington D.C. are seeing the end of the road they've been kicking the can down for many years. Meaningful measures are going to be needed in fiscal reform if the U.S. is going to preserve its stature as the greatest nation the world has ever known. The question is, will this fiscal reform be significantly higher taxation or drastic reductions in spending? You see, we are at that proverbial fork in the road. Do we go left (increased taxation) or do we go right (decreased spending). There is only one choice if we believe in the American Dream and the preservation of our nation. This article will set out to make the case for reforming the entitlement programs that are dragging us down, in order to preserve the American Dream for future generations.

Social Security and Medicare, as they exist today are unsustainable. I did not make this up. David Walker, former head comptroller of the Congressional Budget Office, has been singing this tune for many years. Few argue with his assessment. In the secret enclaves around Capitol Hill, talk of the need to drastically reform Social Security and Medicare is omnipresent. Most accept the fact that these entitlement programs, one way or another, will go away. But without any real leadership on this issue in the White House, solutions are hard to come by.

Reforming Social Security and Medicare is the solution to our fiscal woes. But what should be done? What type of reform is needed?

The answer is simple. Privatize Social Security and Medicare. We need to take our federal and state governments out of the equation.

We can piggyback off the existing system by continuing the mandate for individuals and businesses to contribute 8% each (8% employee contributions and 8% employer contributions) to private retirement and medical health savings accounts. Three-fifths, or approximately 5%, would be mandated contributions into private retirement accounts and the balance, approximately 3%, would represent mandated contributions into health savings accounts. Implementing this reform, however, must address the need for phase-ins.

How to Phase-In Reform in six steps:

Step #1 Grandfathering Social Security and Medicare for those fifty and older.

Clearly any reform needs to address the needs of those who have contributed to Social Security and Medicare for most of their working lives. As such, we must preserve Social Security and Medicare benefits for those age fifty and over. This group would receive 100% of their Social Security and Medicare benefits. This group does not have the luxury of time on their side to participate in the reform that is needed without becoming financially destitute in their retirement years. This group must be grandfathered into the "old" Social Security/Medicare benefits system.

Step #2 Phase-Outs for those age forty - forty-nine

For this group, they have time to make contributions into their private retirement and health savings accounts. But their time is limited. As such, this group must be phased out of Social Security and Medicare. Preserving 50% of their future retirement benefits and mandating contributions to private retirement accounts and health savings accounts will provide this group with sufficient benefits for their retirement years.

Step #3 Privatizing Social Security and Medicare for those under age forty

This group has sufficient time for the mandated contributions to compound and grow, Social Security and Medicare would be completely phased out for this group, who will receive $0 Social Security and Medicare benefits. They will rely entirely on their accumulated private accounts.

Step #4 Eliminate the cap on earnings subject to the mandated 8% contributions

Currently, mandatory contributions to Social Security end once an individual reaches a certain earnings threshold for the year. This threshold would be eliminated and individuals would continue contributions into their private retirement accounts indefinitely.

Step #5 Contributions Allowed Past Age 70

For as long as individuals are physically able to earn income, they should be permitted to continue their contributions into their private retirement and health savings accounts with no minimum beginning date or required distribution date.

Step #6 Creating a Legacy for Future Generations

It is likely that some individuals will not outlive their private retirement/health savings accounts. As such, the balances remaining upon death should be passed along to designated beneficiaries, who will inherit these accounts for their future retirement and medical needs.








Tom is a Certified Public Accountant, a Certified Financial Planner, CLTC (Certified Long-Term Care) and President of Cerefice & Company, the largest CPA firm in Rahway, New Jersey. Tom works with clients helping them manage their money, retirement planning, college savings, life insurance needs, IRAs and qualified plan rollovers with an eye towards maximizing tax benefits and minimizing taxes. Tom is founder of the Rich Habits Institute and author of "Rich Habits".


2011年5月21日 星期六

Medicare Open Enrollment - The Next Casualty in the Battle For Insurance Equality


As the New York Times reported earlier this month, employees who are still fortunate enough to have group health insurance coverage from their employer (even though their plan options are shrinking along with the U.S. workforce), Medicare recipients will have the opposite problem in a few weeks- a potentially overwhelming and confusing list of choices. They may need to sort through dozens -- even hundreds -- of plans governing everything from diabetic supplies and home medical devices to prescription drugs and physical exams during the annual enrollment period, which starts on November 15.

Happy New Year!...Now Open Your Wallet.

The Medicare open enrollment process is fast becoming another casualty in the battle for healthcare equality in America. But there's still money to be made in the midst of confusion and healthcare entrepreneurs know it. It's the reason why television viewers are barraged daily by folksy, personal pitches from trustworthy actor icons like Wilford Brimley and Tom Bosley who talk Seniors into Part B supplements and Part D prescription drug plans; push power chairs at "no cost to you"; and propagate no finger-prick diabetic meters in a jellybeanish array of colors. It's a product marketing machine with no signs of slowing down. "Companies are allowed to start marketing for the annual enrollment period on Oct. 1," says Seemin Pasha, director of policy and communication at Health Assistance Partnership, a consumer advocacy group. "But sifting through all these materials can be confusing."

It's hard not to imagine how the basics of "Medicare-speak" in America have caused otherwise healthy Seniors to buy into the falsehood that they're suddenly incapable of living their lives without products of paranoia. But for those Seniors who truly need the services that so-called "Medi-Gap" coverage (Part B) provides, this year's enrollment process will require a bitter pill to swallow.

All the Moving Parts

Medicare Part A covers hospitalizations and is provided at no charge to enrollees. Part B covers fees from doctors and other health care providers and requires a monthly premium. In years prior, both A & B were also rolled up into one and packaged as an Advantage plan with prescription drug coverage --- or Part D. This year, if you're under a packaged Medicare deal, you may soon lose your advantage. Or not. No one's really sure yet. Not even the government. But don't worry, seniors --- you'll get a little pamphlet or a letter soon to help you sort it out. Just make sure you have a magnifying glass when the mail man arrives.

Medi-Gap vs. Straight-Up Insurance

On the flip-side, obtaining a private health insurance quote for individuals has always been a pretty painless task. A click online here, a small questionnaire there, insert some personal info in a form and you're done. But if you're a Medicare recipient, paperwork rules the process. Plus, this year's open enrollment will add another layer of confusion to the already difficult Medicare bureaucracy, leaving Seniors to jump head-first into a bottomless pool of options for accessing our nation's public health care system. For starters, open enrollment will hit brand new Medicare enrollees hard.

A humble offering from Uncle Sam means no cost-of-living increase this year for Medicare Part B enrollees. Their rates will stay the same as for 2009, at $96.40 a month. However, if you're among the millions who are unemployed, are uninsured, or otherwise are on a fixed income and become a first-time Medicare recipient this year, you'll pay 15 percent more than established Medicare beneficiaries, at $110.50 a month. For a little more than that, Seniors can (and often do) buy individual private insurance coverage online for worry-free simplicity. No supplements, no packages and no bureaucracy.








Regardless of how the healthcare reform bill shakes out, competition is alive and well in the medical insurance marketplace. And so long as there are annual changes and premium hikes in Medicare, competition is here to stay. A former business journalist, current coffee fanatic and subject-matter expert in all-things-insurance, Michael lives in Miami.


2011年5月20日 星期五

A Guide to Medicare Coverage


Signed into law by then-President Lyndon B. Johnson on July 30, 1965, Medicare coverage began as a social insurance program for American citizens age 65 or older. Today Medicare also covers citizens who may not be 65 years old but demonstrate need. Those suffering with Lou Gehrig's Disease, in need of a kidney transplant or have been receiving Social Security benefits for at least 24 months are all examples of people who qualify for Medicare.

Originally, Medicare coverage applied only to Hospital Insurance (known as Part A) and Medical Insurance (Part B). Former President Harry S. Truman was the first recipient of an official Medicare card, which then rarely entitled the holder to prescription drug coverage. As of early 2006, more comprehensive drug coverage was provided.

Medicare Part A

Part A of Medicare is Hospital Insurance, which will cover hospital stays, nursing home or assisted-living home care for a period of time. To receive the benefits of Medicare Part A, there are four main criteria that must be met, the first of which addresses only hospital visits:


The hospital stay must be a minimum of three days and three midnights, not including the day you are discharged
A nursing-home stay is covered only if the problem is diagnosed during the hospital visit outlined above. For example, if a respiratory issue sent you to the hospital, Medicare would cover a nursing home stay to help rehabilitate your lungs.
If you don't need rehabilitation at a nursing home but have an ailment that requires constant medical assistance or supervision, the stay would be covered.
Those caring for you at the nursing home have to be skilled. Part A of Medicare does not cover long-term, unskilled or custodial care.
Regarding nursing-home stays, Medicare will only cover 100 days per ailment. The first 20 days are paid for by Medicare in full; the next 80 days require a copayment of $128 per day (as of 2008). Whenever you go 60 days without using Medicare to help pay for a nursing home stay, the 100-day clock is reset and you qualify for a new 100 day period.

Medicare Part B

Part B of Medicare deals with Medical Insurance. This section covers most outpatient services and medically necessary products that Part A leaves untouched. Everything from doctor's visits to immnuosuppressive drugs for organ-transplant recipients are covered by Part B, including limited ambulance transportation.

In addition to outpatient doctor's services and treatments like chemotherapy, Part B helps you to pay for durable medical equipment (DME). Examples of DME include mobility scooters, prosthetic limbs, canes and oxygen.

Medicare Part C

Part C of Medicare deals with Medicare Advantage plans. After the Balanced Budget Act of 1997 passed, Medicare recipients were given the choice to either keep their original Medicare plan (Parts A and B) or receive their benefits through a private health insurance plan. After the Medicare Prescription Drug, Improvement and Modernization Act was enacted in 2003, those using private health insurance through Part C became known as Medicare Advantage (MA) recipients.

If you choose Medicare Advantage, Medicare will pay a set amount each month toward private health insurance. You're required to pay any additional premiums, and in many cases you'll have to pay a fixed copayment amount (usually around $10 or $20) each time you see a doctor. By law, the private insurance company you choose must offer a benefit package that is at least as good as the one provided by Medicare Parts A and B.

Medicare Part D

Medicare Part D provides coverage for prescription drug plans and went into effect at the beginning of 2006. If you use Medicare Part A or B, you are eligible for Part D. If you're using an MA Plan, you can adjust your benefits to take advantage of Part D, in which case the overall plan becomes an MA-PD.

To get Medicare Part D, you need to enroll in a Prescription Drug Plan (PDP) or change your MA coverage to MA-PD. Costs and benefits vary between the different plans, and medications that you need may not be covered by all plans. Some drugs, such as cough suppressants, benzodiazepines and barbiturates, aren't covered at all.

To get the best Medicare Part D coverage at the best price, you should compile a list of your prescriptions and talk to your pharmacist, MA provider or a Medicare representative. You can get a head start by visiting http://formularyfinder.medicare.gov/formularyfinder/selectstate.asp, which provides a list of Medicare Part D options by state when you provide your prescriptions.

Costs

Each year that you work, 2.9% of your wages are taxed under the Federal Insurance Contributions Act (FICA) and applied to your future Medicaid coverage. This 2.9% is split between employers and employees. Those who are self-employed have to pay the full 2.9% on their own. There is no limit to the amount of your wages that must be paid to FICA tax.

Once you're eligible for Medicare, it works like private health insurance. Your care provider bills Medicare for expenses, and you make up any differences that aren't covered.

Medicare coverage is limited, and while it can provide some protection for routine expenses or a minor injury, such as a broken leg, it's not a solution for long-term care needs. For this reason, it's a good idea to look into supplemental coverage, known as Medigap, to cover additional costs. While the monthly premiums for Medigap insurance can be high, they're still far lower than the medical bills that pile up in the event of a catastrophic illness or if you need long-term care.








For more information on medicare, visit the career and money section of Life123.com.


Hospice Fraud - A Review For Employees, Whistleblowers, Attorneys, Lawyers and Law Firms


Hospice fraud in South Carolina and the United States is an increasing problem as the number of hospice patients has exploded over the past few years. From 2004 to 2008, the number of patients receiving hospice care in the United States grew almost 40% to nearly 1.5 million, and of the 2.5 million people who died in 2008, nearly one million were hospice patients. The overwhelming majority of people receiving hospice care receive federal benefits from the federal government through the Medicare or Medicaid programs. The health care providers who provide hospice services traditionally enroll in the Medicare and Medicaid programs in order to qualify to receive payments under these government programs for services rendered to Medicare and Medicaid eligible patients.

While most hospice health care organizations provide appropriate and ethical treatment for their hospice patients, because hospice eligibility under Medicare and Medicaid involves clinical judgments which may result in the payments of large sums of money from the federal government, there are tremendous opportunities for fraudulent practices and false billing claims by unscrupulous hospice care providers. As recent federal hospice fraud enforcement actions have demonstrated, the number of health care companies and individuals who are willing to try to defraud the Medicare and Medicaid hospice benefits programs is on the rise.

A recent example of hospice fraud involving a South Carolina hospice is Southern Care, Inc., a hospice company that in 2009 paid $24.7 million to settle an FCA case. The defendant operated hospices in 14 other states, too, including Alabama, Georgia, Indiana, Iowa, Kansas, Louisiana, Michigan, Mississippi, Missouri, Ohio, Pennsylvania, Texas, Virginia and Wisconsin. The alleged frauds were that patients were not eligible for hospice, to wit, were not terminally ill, lack of documentation of terminal illnesses, and that the company marketed to potential patients with the promise of free medications, supplies, and the provision of home health aides. Southern Care also entered into a 5-year Corporate Integrity Agreement with the OIG as part of the settlement. The qui tam relators received almost $5 million.

Understanding the Consequences of Hospice Fraud and Whistleblower Actions

U.S. and South Carolina consumers, including hospice patients and their family members, and health care employees who are employed in the hospice industry, as well as their SC lawyers and attorneys, should familiarize themselves with the basics of the hospice care industry, hospice eligibility under the Medicare and Medicaid programs, and hospice fraud schemes that have developed across the country. Consumers need to protect themselves from unethical hospice providers, and hospice employees need to guard against knowingly or unwittingly participating in health care fraud against the federal government because they may subject themselves to administrative sanctions, including lengthy exclusions from working in an organization which receives federal funds, enormous civil monetary penalties and fines, and criminal sanctions, including incarceration. When a hospice employee discovers fraudulent conduct involving Medicare or Medicaid billings or claims, the employee should not participate in such behavior, and it is imperative that the unlawful conduct be reported to law enforcement and/or regulatory authorities. Not only does reporting such fraudulent Medicare or Medicaid practices shield the hospice employee from exposure to the foregoing administrative, civil and criminal sanctions, but hospice fraud whistleblowers may benefit financially under the reward provisions of the federal False Claims Act, 31 U.S.C. ?? 3729-3732, by bringing false claims suits, also known as qui tam or whistleblower suits, against their employers on behalf of the United States.

Types of Hospice Care Services

Hospice care is a type of health care service for patients who are terminally ill. Hospices also provide support services for the families of terminally ill patients. This care includes physical care and counseling. Hospice care is normally provided by a public agency or private company approved by Medicare and Medicaid. Hospice care is available for all age groups, including children, adults, and the elderly who are in the final stages of life. The purpose of hospice is to provide care for the terminally ill patient and his or her family and not to cure the terminal illness.

If a patient qualifies for hospice care, the patient can receive medical and support services, including nursing care, medical social services, doctor services, counseling, homemaker services, and other types of services. The hospice patient will have a team of doctors, nurses, home health aides, social workers, counselors and trained volunteers to help the patient and his or her family members cope with the symptoms and consequences of the terminal illness. While many hospice patients and their families can receive hospice care in the comfort of their home, if the hospice patient's condition deteriorates, the patient can be transferred to a hospice facility, hospital, or nursing home to receive hospice care.

Hospice Care Statistics

The number of days that a patient receives hospice care is often referenced as the "length of stay" or "length of service." The length of service is dependent on a number of different factors, including but not limited to, the type and stage of the disease, the quality of and access to health care providers before the hospice referral, and the timing of the hospice referral. In 2008, the median length of stay for hospice patients was about 21 days, the average length of stay was about 69 days, almost 35% of hospice patients died or were discharged within 7 days of the hospice referral, and only about 12% of hospice patients survived longer than 180 days.

Most hospice care patients receive hospice care in private homes (40%). Other locations where hospice services are provided are nursing homes (22%), residential facilities (6%), hospice inpatient facilities (21%), and acute care hospitals (10%). Hospice patients are generally the elderly, and hospice age group percentages are 34 years or less (1%), 35 - 64 years (16%), 65 - 74 years (16%), 75 - 84 years (29%), and over 85 years (38%). As for the terminal illness resulting in a hospice referral, cancer is the diagnosis for almost 40% of hospice patients, followed by debility unspecified (15%), heart disease (12%), dementia (11%), lung disease (8%), stroke (4%) and kidney disease (3%). Medicare pays the great majority of hospice care expenses (84%), followed by private insurance (8%), Medicaid (5%), charity care (1%) and self pay (1%).

As of 2008, there were approximately 4,700 locations which were providing hospice care in the United States, which represented about a 50% increase over ten years. There were about 3,700 companies and organizations which were providing hospice services in the United States. About half of the hospice care providers in the United States are for-profit organizations, and about half are non-profit organizations.

General Overview of the Medicare and Medicaid Programs

In 1965, Congress established the Medicare Program to provide health insurance for the elderly and disabled. Payments from the Medicare Program arise from the Medicare Trust fund, which is funded by government contributions and through payroll deductions from American workers. The Centers for Medicare and Medicaid Services (CMS), previously known as the Health Care Financing Administration (HCFA), is the federal agency within the United States Department of Health and Human Services (HHS) that administers the Medicare program and works in partnership with state governments to administer Medicaid.

In 2007, CMS reorganized its ten geography-based field offices to a Consortia structure based on the agency's key lines of business: Medicare health plans, Medicare financial management, Medicare fee for service operations, Medicaid and children's health, survey & certification and quality improvement. The CMS consortia consist of the following:

? Consortium for Medicare Health Plans Operations

? Consortium for Financial Management and Fee for Service Operations

? Consortium for Medicaid and Children's Health Operations

? Consortium for Quality Improvement and Survey & Certification Operations

Each consortium is led by a Consortium Administrator (CA) who serves as the CMS's national focal point in the field for their business line. Each CA is responsible for consistent implementation of CMS programs, policy and guidance across all ten regions for matters pertaining to their business line. In addition to responsibility for a business line, each CA also serves as the Agency's senior management official for two or three Regional Offices (ROs), representing the CMS Administrator in external matters and overseeing administrative operations.

Much of the daily administration and operation of the Medicare Program is managed through private insurance companies that contract with the Government. These private insurance companies, sometimes called "Medicare Carriers" or "Fiscal Intermediaries," are charged with and responsible for accepting Medicare claims, determining coverage, and making payments from the Medicare Trust Fund. These carriers, including Palmetto Government Benefits Administrators (hereinafter "PGBA"), a division of Blue Cross and Blue Shield of South Carolina, operate pursuant to 42 U.S.C. ?? 1395h and 1395u and rely on the good faith and truthful representations of health care providers when processing claims.

Over the past forty years, the Medicare Program has enabled the elderly and disabled to obtain necessary medical services from medical providers throughout the United States. Critical to the success of the Medicare Program is the fundamental concept that health care providers accurately and honestly submit claims and bills to the Medicare Trust Fund only for those medical treatments or services that are legitimate, reasonable and medically necessary, in full compliance with all laws, regulations, rules, and conditions of participation, and, further, that medical providers not take advantage of their elderly and disabled patients.

The Medicaid Program is available only to certain low-income individuals and families who must meet eligibility requirements set forth by federal and state law. Each state sets its own guidelines regarding eligibility and services. Although administered by individual states, the Medicaid Program is funded primarily by the federal government. Medicaid does not pay money to patients; rather, it sends payments directly to the patient's health care providers. Like Medicare, the Medicaid Program depends on health care providers to accurately and honestly submit claims and bills to program administrators only for those medical treatments or services that are legitimate, reasonable and medically necessary, in full compliance with all laws, regulations, rules, and conditions of participation, and, further, that medical providers not take advantage of their indigent patients.

Medicare & Medicaid Hospice Laws Which Affect SC Hospices

Hospice fraud occurs when hospice organizations, by and through their employees, agents and owners, knowingly violate the terms and conditions of the applicable Medicare and Medicaid hospice statutes, regulations, rules and conditions of participation. In order to be able to recognize hospice fraud, hospices, hospice patients, hospice employees and their attorneys and lawyers must know the Medicare laws and requirements relating to hospice care benefits.

Medicare's two main sources of authorization for hospice benefits are found in the Social Security Act and the U.S. Code of Federal Regulations. The statutory provisions are primarily found at 42 U.S.C. ?? 1395d, 1395e, 1395f(a)(7), 1395x(d)(d), and 1395y, and the regulatory provisions are found at 42 C.F.R. Part 418.

To be eligible for Medicare benefits for hospice care, the patient must be eligible for Medicare Part A and be terminally ill. 42 C.F.R. ? 418.20. Terminal illness is established when "the individual has a medical prognosis that his or her life expectancy is 6 months or less if the illness runs its normal course." 42 C.F.R. ? 418.3; 42 U.S.C. ? 1395x(d)(d)(3). The patient's physician and the medical director of the hospice must certify in writing that the patient is "terminally ill." 42 U.S.C. ? 1395f(a)(7); 42 C.F.R. ? 418.20. After a patient's initial certification, Medicare provides for two ninety-day benefit periods followed by an unlimited number of sixty-day benefit periods. 42 U.S.C. ? 1395d(a)(4). At the end of each ninety- or sixty-day period, the patient can be re-certified only if at that time he or she has less than six months to live if the illness runs its normal course. 42 U.S.C. ? 1395f(a)(7)(A). The written certification and re-certifications must be maintained in the patient's medical records. 42 C.F.R. ? 418.23. A written plan of care must be established for each patient setting forth the types of hospice care services the patient is scheduled to receive, 42 U.S.C. ? 1395f(a)(7)(B), and the hospice care has to be provided in accordance with such plan of care. 42 U.S.C. ? 1395f(a)(7)(C); 42 C.F.R. ? 418.56. Clinical records for each hospice patient must be maintained by the hospice, including plan of care, assessments, clinical notes, signed notice of election, patient responses to medication and therapy, physician certifications and re-certifications, outcome data, advance directives and physician orders. 42 C.F.R. ? 418.104.

The hospice must obtain a written notice of election from the patient to elect to receive Medicare hospice benefits. 42 C.F.R. ? 418.24. Importantly, once a patient has elected to receive hospice care benefits, the patient waives Medicare benefits for curative treatment for the terminal disease upon which is the admitting diagnosis. 42 C.F.R. ? 418.24(d).

The hospice must designate an Interdisciplinary Group (IDG) or groups composed of individuals who work together to meet the physical, medical, psychosocial, emotional, and spiritual needs of the hospice patients and families facing terminal illness and bereavement. 42 C.F.R. ? 418.56. The IDG members must provide the care and services offered by the hospice, and the group, in its entirety, must supervise the care and services. A registered nurse that is a member of the IDG must be designated to provide coordination of care and to ensure continuous assessment of each patient's and family's needs and implementation of the interdisciplinary plan of care. The interdisciplinary group must include, but is not limited to, the following qualified and competent professionals: (i) A doctor of medicine or osteopathy (who is an employee or under contract with the hospice); (ii) A registered nurse; (iii) A social worker; and, (iv) A pastoral or other counselor. 42 C.F.R. ? 418.56.

The Medicare hospice regulations, at 42 C.F.R. ? 418.200, summarize the requirements for hospice coverage in pertinent part as follows:

To be covered, hospice services must meet the following requirements. They must be reasonable and necessary for the palliation and management of the terminal illness as well as related conditions. The individual must elect hospice care in accordance with ?418.24. A plan of care must be established and periodically reviewed by the attending physician, the medical director, and the interdisciplinary group of the hospice program as set forth in ?418.56. That plan of care must be established before hospice care is provided. The services provided must be consistent with the plan of care. A certification that the individual is terminally ill must be completed as set forth in section ?418.22.

The Social Security Act, at 42 U.S.C. ? 1395y(a), limits Medicare hospice benefits, providing in pertinent part as follows: "Notwithstanding any other provision of this title, no payment may be made under part A or part B for any expenses incurred for items or services-... (C) in the case of hospice care, which are not reasonable and necessary for the palliation or management of terminal illness...." 42 C.F.R. ? 418.50 (hospice care must be "reasonable and necessary for the palliation and management of terminal illness"). Palliative care is defined in the regulations as "patient and family-centered care that optimizes quality of life by anticipating, preventing, and treating suffering. Palliative care throughout the continuum of illness involves addressing physical, intellectual, emotional, social, and spiritual needs and to facilitate patient autonomy, access to information, and choice." 42 C.F.R. ? 418.3.

Medicare pays hospice agencies a daily rate for each day a beneficiary is enrolled in the hospice benefit and receives hospice care. The daily payments are made regardless of the amount of services furnished on a given day and are intended to cover costs that the hospice incurs in furnishing services identified in the patient's plan of care. There are four levels of payments which are made based on the amount of care required to meet beneficiary and family needs. 42 C.F.R. ? 418.302; CMS Hospice Fact Sheet, November 2009. These four levels, and the corresponding 2010 daily rates, are as follows: routine home care ($142.91); continuous home care ($834.10); inpatient respite care ($147.83); and, general inpatient care ($635.74).

The aggregate annual cap per patient in 2009 was $23,014.50. This cap is determined by adjusting the original hospice patient cap of $6,500, set in 1984, by the Consumer Price Index. See CMS Internet-Only Manual 100-04, chapter 11, section 80.2; 42 U.S.C. ? 1395f(i); 42 C.F.R. ? 418.309. The Medicare Claims Processing Manual, at Chapter 11 - Processing Hospice Claims, in Section 80.2, entitled "Cap on Overall Hospice Reimbursement," provides in pertinent part as follows: "Any payments in excess of the cap must be refunded by the hospice."

Hospice patients are responsible for Medicare co-insurance payments for drugs and respite care, and the hospice may charge the patient for these co-insurance payments. However, the co-insurance payments for drugs are limited to the lesser of $5 or 5% of the cost of the drugs to the hospice, and the co-insurance payments for respite care are generally 5% of the payment made by Medicare for such services. 42 C.F.R. ? 418.400.

The Medicare and Medicaid programs require institutional health care providers, including hospice organizations, to file an enrollment application in order to qualify to receive the programs' benefits. As part of these enrollment applications, the hospice providers certify that they will comply with Medicare and Medicaid laws, regulations, and program instructions, and further certify that they understand that payment of a claim by Medicare and Medicaid is conditioned upon the claim and underlying transaction complying with such program laws and requirements. The Medicare Enrollment Application which hospice providers must execute, Form CMS-855A, states in part as follows: "I agree to abide by the Medicare laws, regulations and program instructions that apply to this provider. The Medicare laws, regulations, and program instructions are available through the Medicare contractor. I understand that payment of a claim by Medicare is conditioned upon the claim and the underlying transaction complying with such laws, regulations, and program instructions (including, but not limited to, the Federal AKS and Stark laws), and on the provider's compliance with all applicable conditions of participation in Medicare."

Hospices are generally required to bill Medicare on a monthly basis. See the Medicare Claims Processing Manual, at Chapter 11 - Processing Hospice Claims, in Section 90 - Frequency of Billing. Hospices generally file their hospice Medicare claims with their Fiscal Intermediary or Medicare Carrier pursuant to the CMS Claims Manual Form CMS 1450 (sometime also called a Form UB-04 or Form UB-92), either in paper or electronic form. These claim forms contain representations and certifications which state in pertinent part that: (1) misrepresentations or falsifications of essential information may serve as the basis for civil monetary penalties and criminal convictions; (2) submission of the claim constitutes certification that the billing information is true, accurate and complete; (3) the submitter did not knowingly or recklessly disregard or misrepresent or conceal material facts; (4) all required physician certifications and re-certifications are on file; (5) all required patient signatures are on file; and, (6) for Medicaid purposes, the submitter understands that because payment and satisfaction of this claim will be from Federal and State funds, any false statements, documents, or concealment of a material fact are subject to prosecution under applicable Federal or State Laws.

Hospices must also file with CMS an annual cost and data report of Medicare payments received. 42 U.S.C. ? 1395f(i)(3); 42 U.S.C. ? 1395x(d)(d)(4). The annual hospice cost and data reports, Form CMS 1984-99, contain representations and certifications which state in pertinent part that: (1) misrepresentations or falsifications of information contained in the cost report may be punishable by criminal, civil and administrative actions, including fines and/or imprisonment; (2) if any services identified in the report were the product of a direct or indirect kickback or were otherwise illegal, then criminal, civil and administrative actions may result, including fines and/or imprisonment; (3) the report is a true, correct and complete statement prepared from the books and records of the provider in accordance with applicable instructions, except as noted; and, (4) the signing officer is familiar with the laws and regulations regarding the provision of health care services and that the services identified in this cost report were provided in compliance with such laws and regulations.

Hospice Anti-Fraud Enforcement Statutes

There are a number of federal criminal, civil and administrative enforcement provisions set forth in the Medicare statutes which are aimed at preventing fraudulent conduct, including hospice fraud, and which help maintain program integrity and compliance. Some of the more prominent enforcement provisions of the Medicare statutes include the following: 42 U.S.C. ? 1320a-7b (Criminal fraud and anti-kickback penalties); 42 U.S.C. ? 1320a-7a and 42 U.S.C. ? 1320a-8 (Civil monetary penalties for fraud); 42 U.S.C. ? 1320a-7 (Administrative exclusions from participation in Medicare/Medicaid programs for fraud); 42 U.S.C. ? 1320a-4 (Administrative subpoena power for the Comptroller General).

Other criminal enforcement provisions which are used to combat Medicare and Medicaid fraud, including hospice fraud, include the following: 18 U.S.C. ? 1347 (General health care fraud criminal statute); 21 U.S.C. ?? 353, 333 (Prescription Drug Marketing Act); 18 U.S.C. ? 669 (Theft or Embezzlement in Connection with Health Care); 18 U.S.C. ? 1035 (False statements relating to Health Care); 18 U.S.C. ? 2 (Aiding and Abetting); 18 U.S.C. ? 3 (Accessory after the Fact); 18 U.S.C. ? 4 (Misprision of a Felony); 18 U.S.C. ? 286 (Conspiracy to defraud the Government with respect to Claims); 18 U.S.C. ? 287 (False, Fictitious or Fraudulent Claims); 18 U.S.C. ? 371 (Criminal Conspiracy); 18 U.S.C. ? 1001 (False Statements); 18 U.S.C. ? 1341 (Mail Fraud); 18 U.S.C. ? 1343 (Wire Fraud); 18 U.S.C. ? 1956 (Money Laundering); 18 U.S.C. ? 1957 (Money Laundering); and, 18 U.S.C. ? 1964 (Racketeer Influenced and Corrupt Organizations ("RICO")).

The False Claims Act (FCA)

Hospice fraud whistleblowers may benefit financially under the reward provisions of the federal False Claims Act, 31 U.S.C. ?? 3729-3732, by bringing false claims suits, also known as qui tam or whistleblower suits, against their employers on behalf of the United States. The plaintiff in a hospice fraud whistleblower suit is also known as a relator. The most common FCA provisions upon which hospice fraud qui tam or whistleblower relators rely are found in 31 U.S.C. ? 3729: (A) knowingly presents, or causes to be presented, a false or fraudulent claim for payment or approval; (B) knowingly makes, uses, or causes to be made or used, a false record or statement material to a false or fraudulent claim; (C) conspires to commit a violation of subparagraph (A), (B), (D), (E), (F), or (G);..., and, (G) knowingly makes, uses, or causes to be made or used, a false record or statement material to an obligation to pay or transmit money or property to the Government, or knowingly conceals or knowingly and improperly avoids or decreases an obligation to pay or transmit money or property to the Government.... There is no requirement to prove specific intent to defraud. Rather, it is only necessary to prove actual knowledge of the false claims, false statements, or false records, or the defendant's deliberate indifference or reckless disregard of the truth or falsity of the information. 31 U.S.C. ? 3729(b).

The FCA anti-retaliation provision protects the hospice whistleblower from retaliation from the hospice when the employee (or a contractor) "is discharged, demoted, suspended, threatened, harassed, or in any other manner discriminated against in the terms and conditions of employment" for taking action to try to stop the fraudulent activity. 31 U.S.C. ? 3730(h). A hospice employee's relief includes reinstatement, 2 times the amount of back pay, interest on the back pay, and compensation for any special damages sustained as a result of the discrimination or retaliation, including litigation costs and reasonable attorneys' fees.

A SC hospice fraud FCA whistleblower would initially file a disclosure statement, complaint and supporting documents with the U.S. Attorney's Office in Columbia, South Carolina, and the US Attorney General. After the disclosures are filed, a federal court complaint can be filed. The SC division where the frauds occurred, the relator's residence, and the defendant residence, will determine which division the case will be assigned. There are eleven federal court divisions in South Carolina. Once the case has been filed, the government has 60 days to decide whether or not to intervene. During this time, federal government investigators located in South Carolina will investigate the claims. If the case involved Medicaid, SC Medicaid fraud unit investigators will likely become involved as well. If the government intervenes in the case, the U.S. Attorney for South Carolina is usually the lead attorney. If the government does not intervene, the relator's SC attorney will prosecute the case. In South Carolina, expect a qui tam case to take one to two years to get to trial.

Tips on Recognizing Hospice Fraud Schemes

The HHS Office of Inspector General (OIG) has issued Special Fraud Alerts for fraudulent and abusive practices of hospices. U.S. and South Carolina hospices, patients, hospice employees and whistleblowers, their attorneys and lawyers, should be familiar with these hospice fraud practices. Tips on recognizing hospice frauds in South Carolina and the U.S. are:

? A hospice offering free goods or goods at below market value to induce a nursing home to refer patients to the hospice.

? False representations in a hospice's Medicare/Medicaid enrollment form.

? A hospice paying "room and board" payments to the nursing home in amounts in excess of what the nursing home would have received directly from Medicaid had the patient not been enrolled in the hospice.

? False statements in a hospice's claim form (CMS Forms 1450, UB-04 or UB-92).

? A hospice falsely billing for services that were not reasonable or necessary for the palliation of the symptoms of a terminally ill patient.

? A hospice paying amounts to the nursing home for "additional" services that Medicaid considered included in its room and board payment to the hospice.

? A hospice paying above fair market value for "additional" non-core services which Medicaid does not consider to be included in its room and board payments to the nursing home.

? A hospice referring patients to a nursing home to induce the nursing home to refer its patients to the hospice.

?A hospice providing free (or below fair market value) care to nursing home patients, for whom the nursing home is receiving Medicare payment under the skilled nursing facility benefit, with the expectation that after the patient exhausts the skilled nursing facility benefit, the patient will receive hospice services from that hospice.

? A hospice providing staff at its expense to the nursing home to perform duties that otherwise would be performed by the nursing home.

? Incomplete or no written Plan of Care was established or reviewed at specific intervals.

? Plan of Care did not include an assessment of needs.

? Fraudulent statements in a hospice's cost report to the government.

? Notice of Election was not obtained or was fraudulently obtained.

? RN supervisory visits were not made for home health aide services.

? Certification or Re-certification of terminal illness was not obtained or was fraudulently obtained.

? No Plan of care was included for bereavement services.

? Fraudulent billing for upcoded levels of hospice care.

? Hospice did not conduct a self-assessment of quality and care provided.

? Clinical records were not maintained for every patient.

? Interdisciplinary group did not review and update the plan of care for each patient.

Recent Hospice Fraud Enforcement Cases

The DOJ and U.S. Attorney's Offices have been active in enforcing hospice fraud cases.

In 2009, Kaiser Foundation Hospitals settled an FCA lawsuit by paying $1.8 million to the federal government. The defendant allegedly failed to obtain written certifications of terminal illness for a number of its patients.

In 2006, Odyssey Healthcare, a national hospice provider, paid $12.9 million to settle a qui tam suit for false claims under the FCA. The hospice fraud allegations were generally that Odyssey billed Medicare for providing hospice care to patients when they were not terminally ill and ineligible for Medicare hospice benefits. A Corporate Integrity Agreement was also a part of the settlement. The hospice fraud qui tam relator received $2.3 million for blowing the whistle on the defendant.

In 2005, Faith Hospice, Inc., settled claims an FCA claim for $600,000. The hospice fraud allegations were generally that Faith Hospice billed Medicare for providing hospice care to patients more than half of whom were not terminally ill.

In 2005, Home Hospice of North Texas settled an FCA claim for $500,000 regarding allegations of fraudulently billing Medicare for ineligible hospice patients.

In 2000, Michigan osteopath Donald Dreyfuss, who pleaded guilty to criminal fraud charges, including violation of the AKS for receiving illegal kickbacks from a hospice for recommending the hospice to the staff of his nursing home, settled an FCA suit for $2 million.

Conclusion

Hospice fraud is a growing problem in South Carolina and throughout the United States. South Carolina hospice patients, hospice employees, and their SC lawyers and attorneys, should be familiar with the basics of the hospice care industry, hospice eligibility under the Medicare and Medicaid programs, and typical hospice fraud schemes. Hospice organizations should take steps to ensure full compliance with Medicare/Medicaid hospice billing requirements to avoid hospice fraud allegations and FCA litigation.

? 2010 Joseph P. Griffith, Jr.








Joseph P. Griffith, Jr.
SC Hospice Fraud Attorney
SC Hospice Fraud Lawyer
Joe Griffith Law Firm, LLC
7 State Street
Charleston, South Carolina 29401
(843) 225-5563
http://www.joegriffith.com

South Carolina Attorney Joe Griffith is a former SC federal prosecutor who handles hospice fraud cases in South Carolina and the United States.

? 2010 Joseph P. Griffith, Jr.


2011年5月19日 星期四

Employee Classifications - Hiring Strategy Options


Business is booming and you have determined that in order for your business to continue to grow, you need additional help. You can no longer do it all. The big question you need to answer first is not "Who should I hire?", but "What should I hire?" Do I need to hire employees (full or part-time), temps, independent contractors or should I out source the functions? Once you have determined the "What" you can better answer that very important question - Who should I hire?

You have several different options when it comes to hiring additional help for your business. As you look at the different options, you also need to be aware of the impact on your bottom line. What type of worker (employee classification) you hire makes a difference. You may ask yourself what difference the employee classification makes to your business. Employee classifications impact your business's bottom line - the classification impacts salary expectations, benefits, and taxes. It can also make a difference if you inadvertently classify an employee incorrectly: your business can be subject to fines, penalties and back taxes.

Employee Classifications:

Employees: Employers typically have the most control over employees: you determine the hours the employee works, what they do and how they do it. Employees normally perform work at the employers location, the employer provides the tools, materials, and other equipment; they also provide training and supervision.

Employees can be full time or part time; they can be salaried (exempt from the Fair Labor Standards Act) or non-exempt (hourly and eligible to earn overtime wages).

Employers are responsible for withholding federal and state, Social Security and Medicare taxes from employee wages, as well as matching Social Security and Medicare taxes. Employees are entitled to certain mandated benefits such as Social Security and Medicare, Workers Compensation Insurance and unemployment insurance. As the employer you have the option to provide other benefits such as healthcare insurance, vacation leave and tuition reimbursement. By providing other benefits your company becomes a more desirable place to work, but you must be careful and evaluate the return on your investment and the impact to your cash flow.

Temporary or Contract Workers: These are workers who are hired on an as needed basis. They may be hired to complete a project or to cover for someone on vacation. Employers can hire temporary workers directly, however most choose to use the services of an outside staffing agency. Staffing agencies often have a selection of candidates immediately available. For a fee, the staffing agency retains responsibility for the compensation, payroll taxes and benefits for the contingent worker. The employer has the flexibility to add qualified staff with minimal exposure for tax liabilities. There is a premium attached to this flexibility. The hourly rates for workers hired through an agency are usually 40% higher than the direct hire rate, but you, the employer are not responsible for withholding and other benefits. For short term needs, this can be the most economical solution.

Leased Workers: Leased workers differ from temporary or contract workers; they are usually hired for an extended period of time. Leased workers are obtained through a PEO - Professional Employment Organization. The PEO is responsible for the financial and administrative responsibilities for the employees' salaries and benefits; the employer is responsible for determining the hours the employee works, what they do and how they do it. Leased employees work at the employer's location, the employer provides the tools, materials, and other equipment; they also provide training and supervision. Because PEOs usually administer benefits and salaries for large numbers of employees, they are able to offer comparable wage and benefits packages to employees and charge the client company less than they would normally pay. There are questions regarding "joint employer" status with PEOs.

Be sure to check with your state regarding unemployment law; in Pennsylvania leased workers paid after July 1, 2005 are determined to be employees of the client company and the client company is responsible for reporting the leased workers' wages on their UC Tax account (See Section 4(j) 2.1 of the PA UC Law). Prior to July 1, 2005 the state will apply a directions and control test to determine the employer of record.

Independent Contractor: Independent contractors are usually professionals who perform services for a company on a project basis and then bill the company for those services and related expenses. The independent contractor controls how and where the work is performed, provides their own tools and equipment and is responsible only for the results. Employers have no tax liability for an independent contractor; they are only responsible for paying the invoice and reporting the payments on a 1099 form. When hiring an independent contractor it is best to spell out the expectations in the form of an Independent Contractors Agreement which includes a Scope of Work. There are many versions of an Independent Contractors Agreement available on the Internet. It is always a good idea to have your attorney review it, since laws differ from state to state.

The IRS has developed a subjective 20 factor checklist for determining whether sufficient control exists to establish an employee-employer relationship. If the arrangement fails the IRS review, an employer can be liable for back withholding, penalties up to 100% of the back taxes, and other statutory payments and penalties on behalf of the now designated employee. If you have questions on whether an individual is an employee or an independent contractor it is best to err on the side of employee. It could be cheaper in the long run.

Outsourcing: Companies can outsource entire departments or functions such as shipping, human resources, bookkeeping, customer service, benefits administration, or computer networking to a firm specializing in that field. This can be cost efficient; the company does not have to invest in new equipment, facilities or additional employees. The outsourcing firm can work side by side within the company or can work out of its own facility. Standards and expectations are developed and for a flat fee the outsourcing company handles the work. By outsourcing non-core functions the company can concentrate on its core business.

Hiring Strategy

An important factor to keep in mind - you are not limited to one type of worker. By determining your needs, you can develop an overall hiring strategy comprised of a mix of staffing options. During the development of your business plan you reviewed your potential staffing needs based on the needs of the business. If you didn't create a business plan when you started your business, now is a very good time to develop one. Even though you may not be looking for outside money, laying out your business plan for the next several years, creating a budget and doing income projections will help you determine your staffing strategy. If the thought of all that makes your head spin, your first hiring decision may be to retain a professional, an independent contractor to help you work through your business plan and hiring needs. You may save significant time and resources by hiring a consultant to help you with your business plan and to identify job functions and tasks, skill requirements and qualifications.

Once you are comfortable with your business direction and budget ask yourself the following questions:

1. What specifically do I need that person or persons to do? Develop a job description for each need which includes the following:

a. Overall responsibility - short sentence which covers the general responsibilities of the position

b. Specific areas of responsibility

c. List of required skills

d. Experience Requirements

2. How much time will that person need to spend on the required tasks?

3. Is this a permanent position or do I need this person for a specific period of time or for a one time project?

4. What equipment do I need to buy or lease for this person to come on board?

5. Do I need to obtain Worker's Compensation Insurance, a Federal Tax ID number, new facilities?

By answering the above questions and reviewing the various options open to you, you are well on the way towards developing a hiring strategy and deciding who to hire! The next step in your hiring strategy is to identify recruiting sources. The next article will discuss both traditional and non-traditional sources for workers. As always, it is wise to consult your attorney or CPA for the specific legal and tax issues affecting your new hires.








Margaret Catalfamo is a small business consultant who provides practical, comprehensive advice and support in the areas of Business Start-Up, Strategic Planning, and Human Resource Services. To obtain a free template to create job descriptions or for more information contact her at Resource_Alternatives@yahoo.com or visit her website: http://www.resourcealternativesconsulting.com


2011年5月18日 星期三

Medicare Tax Info - Get the Facts Or Uncle Sam Will Make You Pay


Sticky Situation: Handling tax issues can be tricky. What you need to do varies greatly depending on your specific situation. If you don't have the IRS withdraw money from your income for SSI and Medicare, you could end up actually owing money to the IRS! So be careful about the choices you make. If you're self-employed, learn how to have the IRS get that their share of the income.

The Self Employed and Medicare/SSI Tax Issues:

Employer at Fault? What can you do if your employer will not withhold income taxes, social security, and Medicare from your pay? You're being treated as an independent contractor. If you know that's not the case, and you can provide evidence that you are an employee, act fast! You don't want to be held liable for this. File Form SS-8 "Determination of Employee Work Status for Purposes of Federal Employment Taxes and Income Tax Withholding".

Self-Employed? If you're Self-Employed, it's your responsibility to make your payments on time. Use the following forms:

- Form 1040C "Profit or Loss from Business (Sole Proprietorship)"

-Form 1040SE "Self-Employment Tax" This form is used to determine your SSI and Medicare Tax

Need more help than that? Use IRS Publication 505 "Tax Withholding and Estimated Tax."

Aliens and Medicare SSI Tax Issues:

Aliens: If you are an Alien with a temporary Visa, you are not subject to Medicare and SSI taxes. First, let your employer know and try to get a refund. If this doesn't work, file Form 843 "Claim for Refund and Request for Abatement." Then attach the following:

-W2 to prove the amount withheld

-Copy of pay stubs

-Copy of your valid Visa

-Form 8316 "Information Regarding Request for Refund of Social Security Tax."

-Copy of Form 1040NR "US Nonresident Alien Income Tax Return"

Avoiding Sloppy Mistakes: As you can see, small mistakes can grow and turn into tax debt if not taken care of quickly. Keep a close watch on that kind of information, and make sure everything goes right the first time.

Now You Have The Smoking Gun...Use it!








Richard Close was an IRS-Hitman. He worked as a revenue officer for the IRS and his father was the head of the collections branch for 30 years; so it runs in the family. He left that behind and now he's partnered with Tax Defense Network to help thousands of Americans with their tax problems. He gives the tips and tricks for you to fight the IRS and win! Visit him at: http://irs-hitman.blogspot.com or http://www.taxdefensenetwork.com or contact: email irs-hitman@taxdefensenetwork.com or 1-888-248-9058.


How Can Insurance Agents Benefit From Medicare Advantage Changes?


After months of debate in Washington, healthcare reform is finally a reality! What does that mean to insurance companies? Is it a good thing? Is it a bad thing? Is it a mixed bag? From my perspective, healthcare reform is a GREAT thing. Healthcare reform focuses on major medical insurance - not life insurance, voluntary benefits, or Medicare Supplements.

Voluntary Benefits and Employers

Voluntary benefit sales should continue to expand and not just for smaller businesses. Employers continue dropping insurance sponsored coverage for workers at an alarming rate. Many large companies and corporations have experienced steadily rising insurance premiums over the past ten years as medical costs have grown. As a part of healthcare reform, employers with fifty or more workers will face government fines whenever they don't provide their employees with insurance coverage. A recent online article noted several major corporations that are considering dropping employer-sponsored health coverage in exchange for paying penalty fees to your government. If the price tag on providing employer-sponsored health insurance to their employees is greater than the total amount of the fine, what choice do they have? They eliminate their employer-sponsored coverage, pay the federal government fine, and come out ahead financially. But, where does that leave their employees? Without benefits!

Since many employers feel an ethical, if not just a legal, obligation to offer benefits for their employees, they ought to turn to giving employees access to voluntary benefits. Work site may easily become the golden child for the insurance industry.

The Future of Medicare Supplement Sales

I believe healthcare reform will very positively affect Medicare Supplement sales for years to come. Beginning in 2011, federal payments to Medicare Advantage plans are going to be substantially cut, and cuts will continue in the coming years. That step will cause more insurers to withdraw from the Medicare Advantage marketplace. More Seniors will lose their coverage and return to Original Medicare and buy a traditional Medicare Supplement.

Obviously, Baby Boomers' retirements will have a profound effect on Medicare Supplement sales for decades. According to the U.S. Census Bureau, by 2030 the 65-plus population will double to about 71.5 million, and by 2050 it'll grow to 86.7 million. That represents massive numbers of potential Medicare Supplement sales!

Because today's retirees tend to be more educated than those of previous generations, they've a better understanding of what Medicare does and doesn't cover. They understand the need to plan for their future and the value a quality Medicare Supplement will have once they confront health issues. They even have on average adequate disposable income to afford a top quality Medicare Supplement.

Some areas of healthcare reform won't go into effect until 2014; even then, there'll always be out-of-pocket expenses that traditional major medical plans will never cover. Supplemental insurance protection will always be important to a person's overall healthcare planning. Cancer and critical illness policies will still grow in popularity given the vast quantity of media attention focused on cancer and critical illnesses like heart disease and stroke. With a continued increase in obesity, shown to be a precursor of a lot of these health issues, the worth of cancer and critical illness policies will become more obvious with each passing year. On top of that, individuals who may choose not to acquire any form of basic or extended supplemental health coverage could still be receptive towards a lump-sum cancer or critical illness policy.

What does healthcare reform mean to us? OPPORTUNITY! Ahead looks bright - especially for life, work site, and Medicare Supplement sales. But, we require more talented Agents in place during the coming months to handle the rising workload. As a result of impending commission changes in the major medical marketplaces and in Medicare Advantage, you will have access to a larger and versed pool of Agents. Reap the benefits of that. Continue recruiting. Continue training. Make the most of the amazing potential around you when it comes to both people and products!








For other information in addition to to notice selected new job options appearing in your vicinity visit Liberty National Life Insurance.


2011年5月17日 星期二

Enrolling in Medicare


If your parents aren't receiving Social Security benefits, before they turn age 65 they have to apply for Medicare. Enrollment is not automatic. They should contact the Social Security Administration at 800-772-1213 or apply at their nearest Social Security Office. Social Security offices can be located online.

The initial enrollment period for Medicare starts three months before an individual turns age 65, includes their birth month, and ends three months after their birth month.

If your parents are still working, they may not need to enroll in Part B when they turn age 65. If their employer has 20 or more employees and offers a group insurance plan that your parents participate in, the employer's group insurance becomes their primary medical coverage. Medicare would then take on a secondary role. In these circumstances, your parents can delay enrolling in Part B until they loose their employer coverage. This avoids duplication of Part B coverage and paying Part B's monthly premium. Your parents should check with Social Security to make sure that waiving enrollment in Part B is the right thing for them to do.

In the case where your parents don't qualify for Medicare because they didn't work enough years in Medicare covered employment, they can "buy into" Medicare. For Part A, the 2010 monthly premium is $461 if they have less than 30 quarters of Medicare covered employment. Those with 30 to 39 quarters would pay $254 monthly. Part B premiums start at $96.40 per month and can be as high as $353.60 depending upon what Medicare calls means testing.

If your parents are continuing their employer group coverage under COBRA, they should enroll in both Part A and Part B of Medicare during their initial enrollment period. Eligibility for Medicare after they elected COBRA continuation generally makes them ineligible to continue coverage under COBRA. Of course, if one parent is under the age of 65, they can remain on COBRA until their eligibility ends by virtue of either turning age 65 or exhausting their COBRA benefits.

Generally speaking, if you parents don't enroll in Medicare during their initial enrollment period they can enroll during general open enrollment. The general open enrollment period lasts from January 1st thru March 31st of each year enrollment becoming effective on July 1st of that same year. Medicare beneficiaries that delay enrollment in Part B are assessed a late enrollment penalty of 10% for each year they delay enrollment. This penalty is then applied for as long as they remain enrolled in Part B. If Part B enrollment was delayed because your parents chose to remain covered by their employer's group insurance, there would not be any penalty incurred as long as they enrolled within eight months of losing their employer coverage.

For more detailed information, please consult the Medicare handbook, Medicare & You. The handbook is available by contacting Medicare at 1-800-MEDICARE or visiting the Medicare website at http://www.medicare.gov.








In addition, a copy is available at our website- http://www.waldenbrokers.com. Should you or your parents need assistance in selecting a Medicare plan, please feel free to contact us at 818-597-2890.

Edward Walden, CLU, RHU, REBC