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Medical Webinar is an international community of healthcare professionals engaged in medical coding, billing, auditing, compliance, clinical documentation improvement, revenue cycle management, and practice management. We offer various possibilities for experts in the sector to further their education and progress their careers through our webinars, which are a handy approach to increase your business knowledge rapidly.
Challenges - It’s confusing isn’t it? It was made more confusing with the addition of COVID. How are we supposed to keep it all straight when there are times when the legal requirements of both Family Medical Leave Act (FMLA) and the American Disabilities Act Amendment Act (ADAAA) are similar, yet at other times one law contradicts another? We find that we can’t comply with both laws at the same time, so which one takes precedence over the other? And where does WC come in? To complicate matters even more, WC is a state law, while FMLA and ADAAA are federal laws, and there are other state civil rights laws that also impact FMLA and the ADAAA. Consider that an injury under WC may also be a “serious health condition” under FMLA. State laws may differ from federal laws by covering additional health conditions, may apply to small organizations, or may cover situations in which the federal laws have no say such as domestic abuse. As HR, we have the responsibility of sifting through these laws to ensure that we comply with each law that provides the best benefit to our employees. These laws provide entitlements to our employees which means they are not considered an optional benefit. So, even if you fail to apply the law to your employee, they can claim protection anyway. For example, if you fail to provide appropriate leave under FMLA, that does not remove the employee’s right to a job-protected leave. The ultimate goal of all three laws is to assist the employee to return to work. Financial – Costs related to absenteeism, turnover, liability based on civil rights laws, costs related to investigations. Why Should You Attend? The webinar addresses laws that HR is responsible for upholding. When the laws are not followed, it increases the liability for the organization and interferes with a fair and equitable work environment for employees. The interplay among Workers’ Comp, ADA, and FMLA is confusing to many HR professionals, this webinar will help decipher the complexities. Key Learning Objectives of the Topic ? To review the intricacies of how WC, ADAAA, and FMLA intersect to provide employees’ coverage under these acts To explore how COVID intersects with the ADA and FMLA. To discuss the challenges in terminating an employee after they have expended their FMLA benefits without ignoring their rights through the ADAAA or state laws To identify steps to follow when an employee fails to provide the requested and required medical certification as required by FMLA To explain the process in responding to an intermittent leave request that may include a potential ADAAA accommodation To describe essential documentation guidelines to prevent liability To outline best practices when conducting the legally required interactive process when determining an accommodation To clarify a physical or mental impairment that substantially limits one or more major life activities based on the ADAAA To discuss the criteria for essential job functions To determine if and why you need a second or third medical opinion To judge WC/ADAAA light duty restrictions while keeping FMLA intermittent and reduced scheduled leave viable Who Should Attend? VP of HR All HR directors, managers, and generalists Supervisors Managers Director of Risk Management
Critical Access Hospitals (CAHs) must comply with the Centers for Medicare & Medicaid Services’ Conditions of Participation located in Appendix W in the manual. This eight-part webinar series will cover the CAH CoP manual. There were changes and new regulations for CAHs in 2020, including a change to all the tag numbers, some which do not include Interpretive Guidelines or Survey Procedures. Changes include infection prevention and control and antibiotic stewardship, QAPI and Swing Bed changes. This seminar will help CAHs comply with specific CoP problem areas, such as nursing care plans, necessary policies and procedures, medication administration and drug storage, and informed consent to name a few. Part Four of Eight: Governing Board, Agreements and Contracted Services, QAPI, Discharge Planning Objectives Describe that CMS requires the Board enter into a written agreement for telemedicine services Describe requirements for contract management for a CAH Describe the essential elements of a QAPI program and Board responsibilities Recall the requirement for when a discharge evaluation must be completed Organizational Structure and Governing Body/Individual Governing body/Individual’s responsibilities Appointment to medical staff Telemedicine services and requirements Required disclosures Agreements and Contracted Services Agreement with providers or suppliers Lab and diagnostic services Food services Quality Assurance Performance Improvement - QAPI Changes to the QAPI program Requirements of a QAPI program QAPI standards Data collection and analysis Reference: Standards and guidelines for Acute hospitals Discharge Planning Need for effective discharge planning process Discharge evaluation and plan Review of discharge planning process Requirement to assist in PAC selection Appendix and Resources
Imagine the thrill of automating those repetitive Excel tasks that have been draining your productivity. Picture the convenience of effortlessly streamlining complex processes, leaving you with more time to focus on what truly matters. Now, consider the positive impact you can have on your team and clients by offering streamlined, error-free solutions. Excel macros are powerful tools that can transform your Excel experience by automating repetitive tasks, freeing up your time for more important work. If you often find yourself performing the same actions or dealing with time-consuming Excel processes that beg for automation, it's time to dive into the world of macros. In this session, we will explore two methods for creating macros in Excel: The Macro Recorder and The Macro Editor, ensuring you have a comprehensive understanding of both. Objectives By the end of this session, you will have gained proficiency in creating and editing macros using Excel's Macro Recorder and the Macro Editing Tool. Why You Should Attend Mastering macro creation and editing is a crucial skill for advanced Excel users. This knowledge will not only save you valuable time but also benefit your colleagues and clients, as you'll be able to automate various Excel-based tasks and processes. If you've never created macros before, this webinar is for you. Topics covered Best practices for planning your macros Creating macros using the Macro Recorder Saving files as macro-enabled Excel workbooks Executing macros effortlessly Adding a macro-triggering button A comprehensive tour of the Macro Editor Making basic modifications to macros (VBA fundamentals) Leveraging the Personal Macro Workbook to share macros across all your files Who Should Attend? This webinar is designed to kickstart your journey into the world of macros. It's suitable for intermediate-to-advanced Excel users across all industries and job roles. Although we will be using the latest version of Excel for Windows, the majority of the functionalities discussed are applicable to earlier versions of the application as well.
The healthcare environment creates a major challenge in the prevention and intervention of violence. The rate of injuries and illness to healthcare professionals from violence in the healthcare industry is more than three times greater than violence in all private industry. Nurses are victims of violence more than police officers. Healthcare organizations include hospitals, outpatient clinics, medical office clinics, home health care, home-based hospice, paramedic and emergency medical services, mobile clinics, drug treatment programs and ancillary healthcare organizations. What makes violence in healthcare unique is that it carries negative ramifications for quality patient care. What do you do in your healthcare organization tto protect staff and patients? In the U.S. some states, such as California, have passed legislation specifically addressing violence in healthcare. There are other federal and state laws that require the employer to address the hazards of workplace violence, and laws that protect the victims of workplace violence. OSHA identifies healthcare as one of three “high risk” industries for violence and has written a Guidance document specifically outlining steps healthcare should take to combat the risk. Violence in healthcare is perpetrated not only by patients, their families, and visitors, but as well among the health professionals themselves. It may include a patient admitted to the ER high on drugs and wielding a knife. Or, it may be an enraged physician in the operating room flinging a scalpel at a nurse. And, the violence may be one nurse bullying another nurse – depending how the word “violence” is actually defined. Violence in healthcare is not unique to the United States but occurs all over the world. In 2010, the Bureau of Labor Statistics (BLS) data reported healthcare and social assistance workers were the victims of approximately 11,370 assaults by persons; a greater than 13% increase over the number of such assaults reported in 2009. Almost 19% (i.e., 2,130) of these assaults occurred in nursing and residential care facilities alone. Unfortunately, many more incidents go unreported. Why would that be? Why Should You Attend? The healthcare setting is one of the most violent venues in which to work in the U.S. and internationally. Healthcare is unique in that the violence that occurs here, has negative ramifications to quality patient care. The Joint Commission has even taken a stand on dealing with unsafe patient care due to abusive (which may constitute violence) behavior by health professionals. Your role as leaders in your healthcare organization equates to a responsibility to create and sustain a safe working environment for your employees AND a safe and healing environment for your patients. This webinar will review the critical elements required to plan, design, develop, implement, and evaluate your healthcare organization’s violence prevention plan. Are you prepared to deal with an active shooter on one of your patient floors—which happened in a hospital in Minnesota? As we hear more and more about mass shootings, it causes us to pause and wonder if it could really happen in a hospital, clinic, or when visiting a patient’s home. Fortunately, most violence does not rise to that level, but nonetheless, the violence that commonly occurs in healthcare has profound consequences for all involved. It is essential you prepare to prevent and react to minimize violence that occurs. Areas to be Covered? To define workplace violence To provide examples of workplace violence in healthcare To discuss the relevant laws that address workplace violence To state the impact and consequences of violence to the healthcare victims, the organization and patient care To examine the clinical, occupational, social, and economic factors of violence in healthcare To review 10 de-escalation tips when dealing with an angry individual To examine the causes of healthcare violence To discuss a violence prevention program to ensure patients, families, visitors, and staff are safe using JCAHO guidlines To outline the roles and responsibilities of the organization’s stakeholders To explain how to help the workplace and workers recover following a violent episode Who Should Attend? Director of Risk Management Director of Safety Director of Quality Improvement Occupational Health Nurse VP of Nursing/Chief Nursing Officer Legal counsel Chief Medical Officer Chief Operations Officer
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