Blog and Helpful Articles

No Surprises Act Took Effect in January

Many of us love surprises except when it comes to medical costs.  The No Surprises Act, which went into effect on January 1st, aims to restrict surprise billing for patients in employer-sponsored and individual health plans and those who are uninsured (self-pay).  It does not affect patients covered by Medicare, Medicaid, Indian Health Services, the VA or Tricare because these programs have other protections in place that accomplish the same thing.

In a nutshell, this new rule will:

  • Ban (for health plan enrollees):
    • Surprise billing for emergency services by non-network providers.
    • Out of network cost-sharing for emergency and certain non-emergency services.  Also, in these situations, the patient’s cost for the service cannot be higher than if the services were rendered by an in-network provider, and the coinsurance and deductible must be based on in-network provider rates.
    • Out of network charges and balance billing for ancillary care like anesthesia services provided in an in-network facility.
    • Certain other out-of-network charges and balance billing without advance notice written in plain language that explains the patient must consent to out-of-network care before he/she can be billed.
  • Require providers to give uninsured (self-pay) individuals a good-faith estimate (GFE) of expected charges for scheduled health care services.  You can read more about the GFE here, but in summary:
    • No specific specialties, facility types or sites of service are exempt from this requirement; all must comply.  
    • The GFE is required for all scheduled services, which are defined as those that are scheduled at least three days in advance. 
    • The GFE must be provided in writing, either on paper or electronically based on the patient’s requested method of delivery, and in clear and understandable language.  If you provide the GFE verbally, you must follow-up with a written copy.  For patients who may be housing insecure and have limited or no internet access, a paper GFE can be provided in person.
    • Even if the patient has no financial responsibility, the provider must provide a GFE to every uninsured patient.

Finally, the No Surprises Act requires a way to appeal certain health plan decisions (regarding out-of-network care and charges) as well as a patient-provider dispute resolution process for uninsured patients to determine their costs.

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The On-Again, Off-Again Vax Mandate

If those of us in healthcare are having a tough time keeping straight whether the mandates are on or off, imagine the rest of the country! As of this writing, they are on.  Kind of. Feel free to read through an earlier blog and its information sources for a timeline, but in a nutshell, there are two mandates.  OSHA’s ETS is aimed at employers with 100+ employees and requires both doses of the COVID-19 vaccine (with the first completed by January 10, 2022) or weekly testing.  The CMS mandate is specific to the healthcare industry, requiring all employees to be vaccinated by January 4, 2022 and contains no testing alternative. 

Last week, the Supreme Court of the United States agreed to hear the challenges to both mandates on January 7, 2022.  Our friends at Fisher & Phillips have once again, done a stellar job of netting the particulars and legal issues of both mandates for those of us non-attorneys, which you can read here.  Suffice it to say that we’re not out of the woods yet.  The bottom line is that we should continue preparing until we decisive answer about the immediate enforceability of both rules is received.

F&P suggests that employers:

  • Determine if you fall under either mandate. 
  • Assuming they do, gather the vax status of your employees, noting which doses they’ve had and when.
  • Develop your workplace vaccination policy and hold it in abeyance until the SCOTUS decision.  
  • Develop a compliance process for this issue.  Regulation fine print says you need to make a good faith effort to be ready to comply given the tight deadlines and SCOTUS case.  So consider training management staff on the policy you developed.
  • If you opt to include a testing alternative, make sure to develop the process for employees to be tested and provide proof of negative COVID status. 

Healthcare employers should also:

  • Develop accommodation requests and a process to work thought them in addition to any additional COVID precautions for those granted accommodations.
  • Communicate your workplace policies.
  • Prepare for on-site CMS inspections by maintaining detailed records of your compliance efforts. 

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Risk Adjustment & the Specialty Provider – Part 3

Welcome back to our last installment of this three-part series on specialty providers and risk adjusted payments.  Part 2 of this blog series focused on the substance of consultation notes, while today, we  evaluate our topic from the perspective of staff members who conduct chart reviews. 

Historically, an important task of the MRA staff member is to identify risk adjusted conditions.  Staffers do this by combing through the patient’s chart and identifying conditions that have not been recognized by the PCP in previous visits.  These new diagnoses may be found in laboratory or imaging studies, hospital records and specialist notes.  The big caveat is that MRA staff must be “plugged in” and not just mindlessly suggest conditions because they happen to appear on a document. 

With regard to specialists’ notes, as we introduced in Part 2 of this series, we must be mindful of who is reporting a condition, so let’s return to our beleaguered rheumatologist who’s behind on her work because we keep bothering her in this blog series LOL Let’s assume that during a discussion of past medical history, the patient mentions to the rheum that he has had seizures but is not on any seizure medication, and the rheum lists seizure disorder on the assessment. 

The MRA staffer reviews the chart, sees the rheum note and suggests seizure disorder to the PCP as a diagnosis to include in the chart “because the rheumatologist documented it.”  Don’t be too quick to deem this an exaggerated scenario that couldn’t happen in real-life.  We’ve seen this situation more times than we can count in our chart audits, second only to a greater cause of MRA confusion:  the specialist who uses a differential diagnosis to order a test.  It’s important for the MRA employee to critically evaluate the documentation about a condition before querying the PCP or suggesting the diagnosis for evaluation. In our seizure disorder example, there will likely be nothing concrete in the rheum’s note to support this medical condition, and the diagnosis should not be suggested to the PCP. Instead, the MRA staff should carefully review the chart for any evidence supporting a possible seizure disorder.

MRA chart reviewing and coding are meticulous work and great attention must be paid to the conditions “found” in the chart.  Context is everything in this type of work and medical groups should develop standards of practice for the identification of new risk adjusted conditions for reporting.

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Make 2022 YOUR Year: Set Goals to Tackle Billing No-Nos

Earlier this year, we wrote a series of eight blogs, each highlighting a mistake that medical practice owners and administrators make, and as we wrap up the second weirdest year in our recent history, we thought we’d revisit them and help you develop some goals to make your 2022 financially sound.

Credentialing

In this message, we discussed the absolute no-no of the uncredentialed provider seeing patients, coupled with billing as if another (obviously credentialed) provider saw the patient.  We’ll avoid the healthcare F-word and suggest that as the year winds down, you check the credentialing status of all your providers with every payor you billed this year.  This will assure you start the new year knowing that you’re in the clear on this No-No. 

If by chance, you discover an uncredentialed provider in your midst, immediately transition the patients to another provider and craft a short response for staff to give patients so that you retain the patient while you sort out the issue. 

Last thing to do during holiday down-time… draft a new-hire provider credentialing plan that starts the process prior to the clinician’s first day of work.  Use the notice time with the previous employer to submit credentialing information.

Eligibility

This message focused on one of the most crucial medical practice activities that keeps you from wasting valuable resources, rendering services without being paid. Make sure staff is conducting eligibility checks, especially in the new year when insurance coverage and patient financial responsibilities can change.  Spot-check a few patients per day to assure the eligibility has been verified (you do file these checks in the chart or keep them in a section of your EMR, right?) and that the patient is authorized to see your providers.  We’ve had instances where the eligibility check is filed in the chart and it specifically says the patient is not enrolled.  Read carefully so you don’t see what you want to see and fail to safeguard your providers’ time.

Global fees

This blog reviewed rules for billing a global testing fee as opposed to the technical component.  We have another assignment for you during the holiday lull: spot-check billing that includes testing and assure your practice used the correct modifier.  If you find errors, commission a project to review a greater percentage, up to 100%, of your billings for tests; retrain staff and reprocess claims accordingly.

Fee schedule

In this installment, we suggested making sure your fee schedule tracks well with changes in provider payments.  Get ahead of the curve in the next two weeks by reviewing your current fee schedule against your benchmark, which is generally Medicare allowable; be sure to use the 2022 MPFS.  Revise fees as needed and remember to disseminate your new fees to all relevant staff members.

MA encounters

In this blog, we argued for having Medicare Advantage encounters reviewed and submitted by staff trained in risk adjusted payments. If you don’t have the manpower to do this just yet, work on a plan for 2022 to recruit skilled individuals who can apply their MRA expertise to preserving your funding.  Depending on your volume of MA patients, it may make financial sense to outsource this function, or at least, a review of your billing, so you can operate more confidently in the coming year.

Accounts receivable

The calm before the storm of a new year is the time to dig into your A/R.  First, go back over the two-part message on accounts receivables and assuming you’ve been receiving reports, make an evaluation of this past calendar year.  How much did your practice bill?  How much did you collect? And how much did you write off?  These basic questions will provide breadcrumbs for a deeper dive into the office finances.  It’s important to ask the follow-up questions once you see some patterns:  Who was your largest payor?  Smallest? Why were balances written off?  If your practice distinguishes between adjustments for managed care payments and, say, untimely filing or billing errors, you will quickly get a sense of why some accounts were uncollectable.  Then you can make a plan for retraining staff and auditing in the new year.

Billing activities

While we’re goaling together, revisiting your billing dept. staffing is key, as we suggested in this blog post.  Staffing interruptions often result in neglecting certain aspects of the billing process.  If you’ve had to do this in 2021, make a hiring plan to obtain the talent you need, or explore outsourcing some aspects of your billing.  Give yourself every advantage in 2022 by assuring every billing activity is carried out timely and accurately.

Payment plans

In all honestly, not everything on this goal list needs to be done by the administrator.  If non-billing staff has some slow time, refresh yourself with this message and ask them to perform a quick review of the status of all payment plans, their outstanding balances and the payments made this year.  This will give you needed information about your billers’ activities and whether patients are living up to their commitments.  You can then revisit your payment plan policy and/or institute new checks & balances (no pun intended!) to make sure those fees are collected.

We certainly don’t begrudge you some down-time before the new calendar year but we hope you will dedicate a couple of hours to the items on this list that have posed the greatest challenge for your practice this year.  We promise you’ll reap the dividends in the new year!

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Risk Adjustment & the Specialty Provider – Part 2

In Part 1 of this blog, we reviewed the role of specialty providers in risk adjusted payments and their diagnoses of conditions that may fall under the CMS-HCC model.  In this installment, we’ll evaluate the substance of those consultation notes.

As we all know, an important section of the SOAP note for MRA is the assessment; this is the section where the provider synthesizes all the information he or she collects into a diagnosis for the patient.  Sometimes this process is detailed in the assessment and other times, it’s sprinkled throughout the note from sections such as the history of present illness, review of systems, examination and treatment plan.  The important thing is that the bread-crumbs that led to a diagnosis are contained in the consultation note along with a plan for treating the patient.

However, many specialist notes include other medical conditions, presumably gleaned from the patient/historian or from the PCP’s note sent to convey the patient’s medical history.  Let’s dust off our rheumatologist example from Part 1.  In this scenario, the PCP sent her last visit note along with the referral where she explains to the rheum the reason for the referral and her work-up to that point. The patient has a history of diabetes, cardiomyopathy and emphysema.  

It’s not uncommon to find non-rheumatological conditions listed in the specialist assessment.  As a reminder, items listed in the assessment must have been assessed during the visit and so unless the rheumatologist evaluated the patient’s diabetes, cardiomyopathy and emphysema during the appointment, these conditions have no place on a rheum consult note.  The only exception to this is for conditions that impact the condition being treated. 

For example, if one of the non-rheum diagnoses impacts, or is being considered in, the rheum’s assessment and treatment – say, prescribing high dose steroids in an uncontrolled diabetic – then it should be included in the note and assessed.  This means it can’t merely be listed, but the reason for including the condition in the rheum assessment must be clear.  Going back to our scenario, if the rheumatologist is recommending more frequent laboratory tests to monitor the patient’s diabetes, or a diabetes medication change for the patient, these would “tie in” the non-rheum condition to the rheum visit.  Similarly, if the existence of diabetes poses a treatment risk or affects the rheum condition, this constitutes a valid link to support diabetes being listed in the assessment, as long as this reasoning is documented. We can’t consider an instance where cardiomyopathy or emphysema would be part of a rheum assessment and so, those conditions should not be documented by the specialist because he or she is not treating them.

Finally, just as important, specialists must take care not to report on their claims ICD-10-CM codes for conditions they are not evaluating at the visit.  This habit incorrectly inflates the patient’s risk score and the plan’s/PCP’s funding and exposes them to the liability of a retroactive recoupment.

Join us for Part 3 where we wrap up our blog series by addressing the topic of specialty notes from the perspective of MRA Dept. staff. 

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Risk Adjustment & the Specialty Provider – Part 1

Without a doubt, risk adjusted payments are geared to primary care providers (PCPs) and form the basis of Medicare Advantage plan payments and usually those of PCPs, whether directly (as in funding) or via surpluses or bonus payments.  The same isn’t true for specialists. 

But specialty providers play a hugely important role in healthcare (obviously) and for the PCPs paid under this methodology.  In some cases, PCPs rely on consultation notes from a specialty visit to identify and thereafter report a risk adjusted condition. Say, for example, the patient whose routine labs reveal findings that signal one of several possible rheumatological conditions.  The PCP may refer the patient for a rheum consult and ask the specialist to confirm a diagnosis.  In that case, the PCP would report ICD-10-CM codes for the patient’s symptoms or abnormal labs and wait for the rheum to provide the code for the exact condition after a proper work-up. The rheum’s visit note will help the PCP to assess, monitor and coordinate treatment for the condition on an ongoing basis.

For this reason, PCP offices must have an effective system for timely follow up of consultation notes from specialists who have seen their patients.  Instead, many offices wait until the patient returns to the PCP to obtain any consult notes (we call this “the mad scramble”) or they “hold hostage” the referral for a follow-up specialty visit until the note from the prior visit is received.  This becomes a game of catch-up and can result in delays in care or member complaints to the plan for referral issues.

In Part 2 of this blog, we will review the MRA value of specialists’ notes that contain proper assessment and documentation of the patient’s conditions.

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Status Update on OSHA Vaccine ETS

Once again, our friends at Fisher & Phillips provide an excellent summary of the goings-on this past week regarding the OSHA ETS.  In a nutshell: limbo…. And not the dance either 😉  Two big reminders, though, to ease your anxiety:  The December 6th first COVID-19 vaccine deadline has come and gone, and it’s likely the January 4th deadline for full vax status will be extended if the mandate is resurrected.  And so employers can breathe a little easier as we coast through the end of the year, while still keeping an eagle-eye on the 6th Circuit Court of Appeals.  You can read F&P’s expert analysis here

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It’s Influenza Vaccination Week

COVID may have usurped the national spotlight for two straight years, but let’s not forget the large number of influenza cases we have every year. Although the CDC recommends flu vaccine administrations in September or October, this week is National Flu Vaccination Week, so let’s review 2021/2022 vax administration codes.

In order to pick the correct code, you need to keep these three factors in mind:

  • Specific vaccine provided, including the brand name.  Although all flu vaccines protect against the same flu viruses, they are all manufactured differently and licensed for specific age ranges.
  • Whether the vax was trivalent or quadrivalent.  Trivalent vaccines protect against three strains of the flu, while quadrivalent protect against four.  They made things easy for us: 100% of the flu vax for the 2021/2022 season are quadrivalent.
  • Whether the vaccine is free of preservatives.  Consider that approximately 85% of this year’s vaccine supply is thimerosal-free or thimerosal-reduced (i.e., preservative-free).

You would use three codes when administering the flu vaccine:

  • A CPT code for the specific vaccine you give the patient. This table from the CDC contains the CPT codes for the various vaccines for the 2021/2022 flu season. 
  • CPT code G0008 for the administration of any flu vaccine.
  • ICD-10-CM code Z23, Encounter for immunization

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Court Blocks Healthcare Vaccine Mandate Across the Nation – Now What?

No doubt you’ve seen a headline or two, announcing that the vaccine mandate for healthcare workers is on hold, but you may not understand the reasons for the delay or how to proceed during this waiting game.  Fortunately, our friends at Fisher & Phillips published a comprehensive article, summarized below, to guide us.

Here’s what happened:

  • CMS issued a rule on November 5th requiring providers who receive any payments from Medicare or Medicaid to implement a vaccine mandate for broadly-defined “staff” that includes employees, volunteers, students and contractors.  The mandate required these workers to receive the first dose of COVID-19 vaccine by December 6th and be fully vaccinated by January 4, 2022.
  • On November 11th, 10 states file a complaint with a Missouri court to block the rule; the stay was granted, and applies to workers in those 10 states.
  • Separately, another 14 states filed a similar action in Louisiana, and that’s what led to yesterday’s order blocking the CMS vaccine mandate for the whole country.

Here’s why this happened:

The Louisiana court identified five keys, below, that pointed to immediate and irreparable harm to the healthcare facilities and its patients, and concluded the states would “likely prevail in any litigation attacking the mandate.”

  1. CMS is required to – and didn’t – provide notice prior to changing the rules.  This notice also allows a comment period for interested parties to opine. CMS argued that it had good cause to bypass the standard notice, but the court indicated that CMS took two months to prepare the interim final rule, which is even longer than the usual notice & comment period.  We take this to mean, CMS can’t claim exigency in bypassing the notice requirement while taking a long time to craft the actual guideline.
  2. CMS doesn’t have the authority to mandate the vax.  The court concluded that a rule affecting 10.3 million workers should have been the purview of federal lawmakers, not “federal bureaucrats.”  Additionally, the court said it wasn’t clear if an Act of Congress would even be constitutional.
  3. The mandate is contrary to law. Prior to mandating the vax, CMS didn’t follow specific requirements, such as advising state agencies or conducting regulatory analysis of its effect on small rural hospitals.
  4. The rule is “arbitrary & capricious.”  The court explained that the mandate could very well harm patient well-being due to the staff shortages it would create, not to mention harm to the facilities themselves.  In addition, the court chided CMS for failing to include – or arbitrarily rejecting – alternatives to the mandate, such as C-19 testing, use of PPE, natural immunity and social distancing.
  5. The mandate violates various constitutional principles.

The Louisiana court expanded the reach of the injunction to include the whole country, with the exception of the original 10 states bound by the Missouri court decision.

Now what?

Employers have been granted a temporary reprieve with no clue as to how temporary it will be.  F&P employment attorneys recommend a cautious approach and continued behind-the-scenes preparations in case the mandate is resurrected with a short compliance deadline.  These activities include educating employees on the mandate and reprieve, explaining it’s not permanent yet; drafting a written policy on vaccines and considering how you would implement it; evaluating your company’s culture and workers’ reactions to a mandate; and developing a plan to handle temporary and long-term worker losses.  Of course, it’s beneficial to also educate employees on vaccines and their effectiveness. 

Unionized workplaces and those who operate in multiple states will face additional challenges, including what rules to follow if states have laws prohibiting or mandating vaccinations. 

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Free webinar on Notice of Admission (NOA) for Home Health

Our colleagues at Imark Billing posted an excellent webinar on the Notice of Admission, which takes effect in January. As our clients know, CCG does not handle home health billing.  We refer clients to Imark, and Lynn Labarta in particular, for her expertise in this complex area. 

Feel free to read our blog on this important change to Medicare’s requirements for home heath agencies. And then, be sure to watch Imark’s webinar and view their handouts.

For information about Imark’s services, please visit their website or call 1-888.370.3339 Ext. 101.

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