Blog and Helpful Articles

Admin Codes for Third Dose of COVID-19 Vaccines

Once the FDA authorized a third dose of the COVID-19 vaccine, the American Medical Association released new administration codes.  These codes cover the actual work of administering the vaccine, in addition to the counseling provided to patients or caregivers and, of course, updating the electronic record.  The codes are:

For Pfizer:

  • 0003A – Immunization administration by intramuscular injection of severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2) (coronavirus disease [COVID-19]) vaccine, mRNA-LNP, spike protein, preservative free, 30 mcg/0.3 mL dosage, diluent reconstituted; third dose

For Moderna

  • 0013A – Immunization administration by intramuscular injection of severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2) (coronavirus disease [COVID-19]) vaccine, mRNA-LNP, spike protein, preservative free, 100 mcg/0.5 mL dosage; third dose

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Florida Businesses Now Required to Report Earnings of Independent Contractors

If you read the headline above and concluded there was nothing new, like us, you’d be wrong.  Effective October 1st, Fisher & Phillips explains that a new Florida law requires “any service provider” – not just businesses – to report contractors earning $600 or more per calendar year. 

In addition, similar to the new hire reporting process, we’re obligated to use the online reporting tool at the State Directory for New Hires to report the independent contractor. The report requires all of the contractor’s personal information as well as the date of first payment, and this must be done within 20 days of either the first payment or the date of contract. 

It should be noted that the contractor’s social security number is needed for the report, as well.  The reason for the new regulation is to facilitate child support collection, making the rules for contractors substantially the same as those for employees.

We recommend an immediate review of your current workforce and future hiring so that you can comply with this new requirement.

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Home Health: From RAP to NOA

The changes to home care continue and all of us in healthcare are certainly accustomed to the alphabet soup of our industry.  Here’s a new one:  NOA, or Notice of Admission.  If you’ve been in home care a while, you recall submitting RAPs or Requests for Anticipated Payment; these were down payments – if you will – or advances against the total claim for a home care certification period.  In 2021 we saw the complete phasing out of the RAP and the requirement to submit a No-Pay RAP to alert CMS of a new certification period.

Effective January 1, 2022, CMS will now require a one-time Notice of Admission (NOA) which accomplishes the same goal: notification.  To submit the NOA, you need a verbal or written physician order and you must have conducted the initial visit at the start of care. The NOA is valid for all contiguous 30-day periods of care, from admission to discharge, so the agency need only submit it one time.  Once you discharge a patient to Medicare, agencies will need to send a new NOA before submitting additional claims for payment.

If the beneficiary is receiving home health services in 2021 and those services will continue into 2022, agencies will submit a one-time NOA using an “artificial admission” date.  This date, listed under “from,” will be the date of the first period of continuing care in 2022.

As expected, CMS will apply a non-timely submission penalty for late NOAs if they’re not submitted within five calendar days of the start of care.  Read the CMS bulletin for more useful information.

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ICD-10-CM Changes for 2022

Changes to ICD-10-CM codes happen every year and 2022 (which coding-wise begins on October 1, 2021) is no different.  AAPC reports that 159 codes were added, 25 were deleted, and 27 ICD-10-CM codes were revised. This addendum from CMS explores every ICD-10-CM code in each Chapter of the Tabular Section.  Be sure to check online for other handy tools and reference guides to aid in your coding work.

Of particular note for primary care providers, our company’s largest client base, here are some important changes:

  • New code F32.A  Depression, unspecified (Depression NOS).  This code should be used instead of F32.9 for patients who have depression but don’t meet DSM criteria for MDD. 
  • COVID has a new code: U09.9 Post COVID-19 condition, unspecified. This new code instructs providers to also include the code for the specific condition related to COVID-19, if known. You can add R43.8 Loss of smell, R43.8 Loss of taste, M35.81 Multisystem inflammatory syndrome or in cases where the pt is on continuous O2, J96.1- Chronic respiratory failure.  This last code is not for those on supplemental oxygen, PRN, for specific activities, etc.
  • More precision when coding Cough (R05).  New codes exist for acute cough (R05.1), chronic cough (R05.3) and others.
  • M54.5 Low back pain has grown to include three codes: M54.50 Low back pain, unspecified, M54.51 Vertebrogenic low back pain, and M54.59 Other low back pain.
  • M35.0 Sjögren syndrome also underwent revision, beginning with the code-name, which changed from Sicca syndrome with Sjögren in brackets as a synonym. Seven new codes were created to identify associated diseases or conditions, such as M35.05 Sjögren syndrome with inflammatory arthritis and M35.06 Sjögren syndrome with peripheral nervous system involvement.
  • Two new subcategories now exist for irritant contact dermatitis: L24.A- Irritant contact dermatitis due to friction or contact with body fluids and L24.B- Irritant contact dermatitis related to stoma or fistula, and codes to identify the type of stoma or fistula.
  • The categories of Cannabis derivatives (T40.71) and Synthetic cannabinoids (T40.72) now have 36 new codes to more precisely code poisoning, adverse effects, etc.
  • Two new social determinants of health were created: Z55.5 Less than High School Diploma and Z58.6 Inadequate drinking-water supply.
  • Lastly, Z91.5 Personal history of self-harm now differentiates between history of suicidal behavior (Z91.51) and non-suicidal self-harm (Z91.52), which includes self-mutilation.

Please, please note that this blog contains only the highlights of codes that are likely to be seen in primary care.  Providers and coders must do their own due diligence to identify code changes and revisions to coding guidelines that affect their specialties. Last thing: Be sure to check with your EMR vendor to make sure the coding update has been performed; don’t assume it is done automatically.

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Hidden MRA Treasure – Part 3

In Part 2 of this series, we spent a little time considering J84.10 and the specific diagnosis of granuloma of the lung.  In this installment, we’ll look at another oft-neglected pulmonary diagnosis of bronchiectasis, coded J47.9.

According to the National Heart, Lung and Blood Institute of the NIH, bronchiectasis occurs when an infection or other condition injures the walls of the lung’s airways, causing them to become flabby and scarred.  Lungs produce mucus which traps dust, bacteria and other small particles; when the mucus builds up, it creates an environment where bacteria can grow and cause serious lung infections. 

A healthy lung can clear out the mucus, but bronchiectasis prevents the lung from doing this so the mucus remains in the lungs, causing repeated infections and lung damage.  This vicious cycle of infection and damage eventually affects the airways, making it difficult to move air in and out of the lungs, and send oxygen to vital organs.

Bronchiectasis can be found on a CT scan of the chest, which will show scarring and lung damage, and – to a lesser extent – on a chest x-ray, which can show areas of abnormal lung and thickened, irregular airway walls.

Proper documentation would include the source of the diagnosis – because it’s radiological, not clinical – an assessment and treatment plan. 

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PMH isn’t Code-able – A Cautionary Tale

Before our discussion of the term past medical history (PMH), let’s briefly reflect on the risk adjusted payment paradigm, or MRA as it’s known in Medicare Advantage circles.  CMS bases the bulk of the capitation payment made to MA plans on the health status of the patient, as reflected by the conditions reported by a healthcare provider.  CMS guidelines state that the ICD-10-CM codes for these diagnoses are reported in a face-to-face encounter with an authorized provider who has “monitored, evaluated or treated” them. This means that payment is not warranted because the patient merely has a medical condition that prompts a risk-adjusted payment, but because the provider did something about the condition (e.g., monitored, evaluated or treated).

PMH is generally defined as a medical condition the patient had, with emphasis on the past part of the phrase.  Logically, one would believe that a diagnosis in the PMH is resolved but perhaps for surveillance or other reasons, the provider wants to preserve its history by mentioning it in a section of the chart and visit note.  However, some clinicians focus on the history part of the PMH title and use that section of the chart/note to document conditions the patient has, as in the patient has a history of leg amputation or heart failure.  So, is a PMH condition active or resolved?  Good question, and one around which some recent events have prompted this discussion.

Some PMH conditions are resolved after a period of time.  Examples include injuries, like fractures; acute events, such as strokes, heart attacks and bowel obstructions; and of course, COVID-19.  If these issues recur, they are coded again at that time.  For providers who tend to call every condition a “history of,” the water gets murkier.  If the condition is one that lasts for a lifetime – such as heart failure, which stabilizes or decompensates, but is never cured – it is coded when the provider “monitors, evaluates or treats” it. However, there is a school of coding thought that believes these lifetime conditions can be coded from the PMH section of the note, whether the clinician addressed them at the visit or not, and use examples like ostomies and amputations in their debate.  Granted, amputations are lifetime conditions, but the note must contain information that brings it into the visit, as when the provider mentions it in the physical exam.  Ostomies are not so clear-cut as they are sometimes reversed; but here too, the examination should include even the most basic documentation about the ostomy.

We believe the main confusion about PMH coding goes back to another CMS guideline that states you report conditions that are assessed at the visit and also those that “impact the evaluation and management” of other conditions. So, for example, if the patient is diabetic and the provider considers this condition when planning the treatment of another diagnosis, he or she can code for the diabetes and document this consideration, which impacts medical decision-making and the E/M code. However, this does not mean the coder can simply pluck the condition out of the PMH section and submit the code.  There must be documentation on the visit note of the provider’s consideration of that lifetime condition when planning other treatment.

We want our clients to be mindful of the different ways PMH may be used and to be vigilant against anyone submitting codes “because the conditions were listed in the past medical history,” as we were recently told by a healthcare professional.  Medical coding is not a black and white world; there is much gray and context, which affect code selection and reporting.  The best compliance-oriented approach is to establish a system where all risk adjusted conditions are evaluated and submitted to the plan during each reporting period. 

One last point:  make sure your PMHs contain only valid conditions.  We can’t tell you the situations we’ve seen where erroneous diagnoses that were subsequently removed, remain in the PMH, or a condition was added by a specialist simply to order a test, the result of which was negative, making the condition invalid for the patient.  Payors will retroactively remove conditions, for which entities were paid, and which were later found to be unsupported; keep in mind that the CMS look-back period is six years.  Make sure you know what risk adjusted codes are being submitted on your members’ behalf because whether you reported them or someone else did, the payment adjustment will affect your finances.

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What We’re Reading – 6 Strategies to Improve the Onboarding Process for Hybrid Workers

It’s no wonder employers work hard to assure a good fit and acclimation process for a new employee.  Aside from the human aspect, the high cost of having a vacant position and later refilling a position make these an absolute necessity.  The last time I was “onboarded,” we called it orientation and I saw it as basically, paperwork  LOL I didn’t realize that before the pandemic, less than one-third of employees felt fully prepared after onboarding.  The author of this article explains that the first day of employment is usually a flurry of documents with side orders of absorbing the culture, meeting co-workers and understanding the job, and she provides six good ideas to start on the right foot, especially when there’s a remote aspect to the work relationship.

Pre-boarding.  No, we’re not talking about an airline activity, but in starting the orientation process sooner than the first day.  For example, new employees, and especially hybrid workers, may need interaction with HR, IT, legal, facilities – why not get these going in advance?  The first day is overwhelming so by tackling IT, for example, you make it likely the first day will be a success.  This hit home as we recently had a similar issue with a client’s remote-for-now worker; we lost the whole day as the IT people struggled to troubleshoot the biller’s computer issues.  Not only does the employer look unprepared but remember that first impressions are lasting impressions. By starting certain activities before the first day, you can start the relationship in a more organized fashion and lower everyone’s frustration level.

Connection.  Sometimes, as employers, we get so caught up in the legalities that we minimize the personal aspects and stress of the first day.  Paperwork (hiring forms, P&P, training, etc) are certainly important, but let’s not overlook the importance of connecting the new worker to his peers.  “Virtual team-welcome events and coffee dates” should happen on the first day, much like they would in the face-to-face work environment. And truly, given the connectivity and creativity that businesses have achieved, can’t we find an easier way to get the “paperwork” done?

Work-spaces.   Most of us are probably used to a desk of our own and in some companies, the claim to a personal space looks like people actually live there!  Hybrid workers generally don’t have this, which means that employers need systems to assist remote workers in “booking” an on-site workspace, navigating the office environment and feeling welcome.  In addition, the smart COVID mindset dictates rigorous safety practices that are known by, and can give comfort to, hybrid employees.

Long-term thinking.  COVID hasn’t changed the fact that onboarding goes long past the first 30 days, something at which many employers fail.  Sometimes we hire, train and drop the employee into a role with nary a glance past a certain point.  Because of the greater danger of disengagement, hybrid workers especially need a sustained acclimation period that is tailored to the position. Department managers should develop plans specific to the role where they can monitor progress and deliver training and other programs in a way that keeps hybrid workers connected and engaged. This will set the employee up for success and likely result in a long employment relationship.

Continuous feedback. The article’s author challenges us to be in a constant learning mode to adapt to the changes thrust upon us by COVID.  Real-time feedback is crucial as employees move through the onboarding process and more importantly, employers need to heed the comments and adapt processes accordingly. Creating points along the onboarding process for feedback helps improve it for everyone. And given the remote component of hybrid work, HR must facilitate a culture of openness where managers and employees feel comfortable giving and receiving honest feedback.

Beyond HR.  Onboarding is everyone’s job; that’s not new. But a more deliberate process, honed by real-time experiences, where everyone contributes, is the goal to keep new workers.  Take time to evaluate your company’s onboarding process and look for ways that teams can re-tool some activities for better engagement, satisfaction and longevity.  If nothing else, COVID has shown us the true level of creativity that exists in many companies today so let’s focus it on this aspect of the hiring process for everyone’s benefit.

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Hidden MRA Treasure – Part 2

In Part 1 of this series, we reviewed ICD-10-CM code I77.1 and explained that there are some often overlooked conditions that increase your risk adjusted payments.  This time, we’ll focus on ICD-10-CM code J84.10, Pulmonary fibrosis, unspecified.  This code was added to the CMS-HCC model pretty late in the game (~2014) and encompasses several conditions, such as – obviously – pulmonary fibrosis, with no other specification or if described as familial, post-inflammatory or interstitial. 

But it also includes granuloma of the lung, the most common type of lung tissue calcification.  This condition is generally an incidental and asymptomatic radiological finding, but the risk adjustment model includes it as a weighted code. The Mayo Clinic defines a granuloma as a small inflammation that is typically noncancerous.  Granulomas seem to occur in areas that have seen some sort of infection, bacteria or fungus, and result from the immune system’s attempt to isolate or encapsulate an “invader.”

Granulomas can occur in many areas of the body, but they generally are not risk adjusted conditions; in the lung, they are, and they can be found on x-rays and CT scans.  If you’re tempted to believe these largely asymptomatic findings require scant support in the note, guess again.  Clinicians should document an assessment that includes the evidence supporting the finding and any treatment or follow-up recommended, like they would for any other medical condition.

The most common question we get about granulomas is whether calcified granulomas “count.”  The code J84.10 encompasses any granuloma of the lung.

See you for Part 3 of this series when we look at J47.9.

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Hidden MRA Treasure – Part 1

In the early days of the CMS-HCC model, providers were not versed at all on the inner workings of the risk adjusted payment paradigm or the conditions included.  And admittedly, much has changed in these 18 years.  Most providers know that diabetes, congestive heart failure and cancers are in the model.  But in our work with clients, we still see conditions that get missed in addition to those that stretch credulity. In fairness and because we’ve seen firsthand the ramifications of the latter, we’ve focused a lot on coding compliance in recent years but let’s review some oft-overlooked conditions in the MRA model during this blog series.

Under the vascular category (HCC 108) is ICD-10-CM code I77.1, Stricture of Artery.  This widely-encompassing code, used for narrowed vessels, is for conditions that don’t have their own codes.  Because diagnoses like peripheral vascular disease (I73.9) and carotid stenosis, unspecified (I65.29) have their own diagnosis codes, we cannot use the stricture code for them.   

But for tortuous vessels (aorta and carotids are the most common), you would use I77.1.  These findings can be found in radiologic studies such as x-rays, CT scans and even carotid ultrasounds.  Remember that although this may be an incidental finding and may not require active treatment, a proper assessment must be documented. Simply mentioning the condition isn’t enough.  Be sure to document how you are treating, even if you’re just managing the patient’s blood pressure and lipids, which impact the strictured artery.

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