Session 4 Human Resources Part 3 Flashcards
Factors to consider when creating a benefits plan
Practice Budget
Full Time v Part Time rates
IRS taxable benefits
Fee for service plans
Patients visit the physician of their choice and are reimbursed
Managed care plans
HMO
PPO
POS
HMO
Health maintenance organization
Physician within “network”
Required a referral from primary care
PPO
Preferred Provider Organization
Blend of fee for service and HMO
Has a network, but doesn’t require referrals
POS
Point of Service
HMO, but does not need referral
Section 125 plans
A tax savings plan for employee(and er)
Allows employees to pay certain expenses including a portion of the premium or other contribution before taxes are deducted from their paycheck.
HSA
FSA
HSA (Health savings account)
Used with high deductible plans and can be used to pay a variety of medical services and supplies.
Your HSA is owned by you
Funds role over year to year
FSA flexible spend account
Same as HSA but owned by employer and has a use it or lose it rule for funds
PPACA
Patient Protection and Affordable Care Act
PPACA does what
Complex law signed into law in 2010
Companies with 50 or more employees need to provide benefits or be penalized.
Places certain caps and conditions on HSA and FSA
ERISA
Employee Retirement Income Security Act
Title 1 of ERISA of 1974 covers
Funding
Vesting
Fiduciary standards applicable to employee benefits plans
Enforced by US DoL
Simple IRA
Short Incentive Match Plan for Employees Individual Retirement Plan
What do Simple IRAs do?
Established by employer
Allow employee to contribute pretax dollars to plan
Employees mutch offer some matching contribution
Low cost
401K
Established by employers to allow employees to contribute pretax dollars
Employers are not required to contribute
Added optional profit sharing
Costly to administer (needs professional administrator)
SEPs
Simple Employee Pension Plans
SEPs are/do
Similar to profit sharing plans
Funded by tax deductible employer contributions
Employees can’t contribute
CE budgeting recommendation
It is recommended that practices budget 5% of gross revenue annually for team development (CE)
If CE is mandatory in the practice
Must be in the handbook
Must be paid time and counted in over-time
Can set a limit of what is covered by work (cost of CE, travel, meals)
Disability insurance
Maintained to protect an employee against an injury or illness that results in the inability to earn a living
Employee total compensation/benefit statement
A detailed breakdown of the value of the total compensation and benefits package including salary, bonuses, social security/Medicare contributions, health insurance, liability insurance, disability insurance, holiday pay, PTO, retirement, dues, licenses, etc
Which plans are a blend of fee for service and hmo
Preferred Provider Organization
Personnel Files
All documents centered on the position and the employees role within it
Personnel file storage
Internal revenue code and fair labor standards act require payroll and benefits data to be stored separately including the I-9
Why store I-9s separate?
If requested hand the auditor one folder instead of a stack so they have less cause to dig deeper
What not to include in a personnel file
If a document cannot be legally used to make a decision on hiring, firing, promotion, demotion or any other employment decision
Employee medical records
Need to be stored separately and confidentially on a need to know basis.
Health/Life insurance forms
Physicians notes
Insurance or workers comp claims
Physical exam results
FMLA documents
What are the 5 potential employee files?
True personnel file for job related documents
A file for any docs related to garnishments, background/credit check results, and other forms that have no legal role in employment decisions
Medical file
Payroll file
I-9 folder
Request to view employee files
Employee records are considered property of the employer, but employees are allowed to access. Employer controls where, when and how long.
There should be a written policy that requests should be made in writing 2-5 days in advance
Personnel file retention length
Retention time frame from date of termination:
3yr - basic info (I-9s, hiring/termination info)
4yrs (not related to termination) - tax records, payroll records
5yr - job related injuries or illness
30yr - toxic exposure reports, blood borne pathogen exposure, etc
Personnel file - federal law input
Civil rights act and ADA require records to be retained 1 yr post termination
FMLA - 3yrs as the statute of limitations for employee to file a claim is 3 yrs long
Employee wage garnishment files are to be stored?
A) with payroll
B) with general personnel
C) a&b
D) neither
D)
Which entities require employers to keep payroll and benefits data?
Internal revenue code
And
Fair Labor Standards Act
3 purposes of manuals
A reference tool for SOCs and practice guidelines
Training and instructional tool
Defining a standard to which employees can be held accountable to reach
Considerations for manual
Put a disclaimer saying that manuals are not contracts of employment
Employee manuals should be positive not authoritarian
3 primary functions of patient and procedure logs
- They allow the convenient storage of important data
- Improve the quality of patient care and client service
- Facilitate charge and capture and auditing processes
Types of patient and procedure logs
Hybrid - euthanasias
Patient - specific services eg. Lab logs
Procedure - task log eg. Cleaning
Hospital Safety Manuals
HSM
At the core of every plan or manual is the _____ law
Right to know law
A section for chemo should be included in the HSM even if not preformed at the practice true or false
True
DEA registration lasts for ______ years
3 years
