Compliance Stuff

How in-depth has your entity reviewed its third-party payor agreements? Have your billing team, Compliance Officer, Privacy Officer, and Legal team all been made aware of requirements or, better yet, were they involved in the agreements' approval? Navigating the “fine print” in payor agreements can be the difference between a smooth operation and a compliance nightmare. Here are five critical areas where providers often get tripped up—and what you should be asking your team right now. Breach Notification Requirements Some provider agreements require that entities notify the payor within 24 hours of a Health Insurance Portability and Accountability Act (HIPAA) breach . While often unrealistic, it's a standard clause that frequently lacks clarity as to whether an unsuccessful security penetration attempt must be reported. The Checkup:  Have you determined what your reporting requirements are? Have you implemented a process to meet those requirements? Change of Ownership or Cont...

On September 26, 2025, the White House Office of Management and Budget (OMB)  extended  two timelines under Statistical Policy Directive No. 15 (SPD 15): Standards for Maintaining, Collecting, and Presenting Federal Data on Race and Ethnicity. In 2024, OMB issued updates to the race and ethnicity categories that are used for data collection across the federal government. Those updates remain in effect, but OMB has pushed back deadlines for implementation by six months. Quick Hits Chief Financial Officers Act agencies and the U.S. Equal Employment Opportunity Commission must now submit Action Plans on Race and Ethnicity Data to OMB by March 28, 2026, extending the September 28, 2025, deadline that had been imposed when OMB released the SPD 15 revisions in March of 2024. OMB also extended the deadline to update federal information collections of race and ethnicity data to be consistent with the new standards. Such updates must be made as soon as possible, but the new deadline h...

Louisiana has enacted a new Earned Wage Access (EWA) law, effective August 1, 2025. Sponsored by Representative Vinney St. Blanc,  HB 368  introduces a comprehensive compliance framework for EWA providers, marking a pivotal shift in how these services are distinguished from traditional lending. Key Provisions of the EWA Law The new law outlines several critical requirements for EWA providers: Clear Disclosures : All fees must be transparently disclosed before services are offered, ensuring consumers are fully informed. No-Cost Option : If fees, tips, or gratuities are solicited, providers must offer a reasonable free option, enhancing consumer choice. Cancellation Rights : Consumers can cancel EWA services at any time without penalty, reinforcing consumer protection. Prohibited Collection Practices : Providers are barred from pursuing repayment through civil suits, unsolicited calls, third-party collectors, or debt sales. Eligibility Criteria : The use of credit reports or sco...

President Trump’s recent executive orders call for the elimination and, in some cases, requisite penalties for certain DEI initiatives and the data collection and reporting that accompanies them. In addition to raising questions about company culture, these orders may conflict with the mandates of the EU’s Corporate Sustainability Reporting Directive (CSRD), creating compliance issues for global employers.   YouTube Apple Spotify Transcript INTRO President Trump’s recent executive orders call for the elimination and, in some cases, requisite penalties for certain DEI initiatives and the data collection and reporting that accompanies them . In addition to raising questions about company culture, these orders may conflict with the mandates of the EU’s Corporate Sustainability Reporting Directive (CSRD), creating compliance issues for global employers.   On this episode of We get work®, we explain how cross-border employers should approach these opposing policies and what questio...

  South Carolina employers that employ at least one person in the state have for many years been required to file quarterly reports with South Carolina Department of Employment and Workforce (SCDEW).  This Act will “improve the effectiveness of the workforce development in South Carolina.  It will also improve the states responsiveness to industry needs by providing workforce information and analysis to decision-makers and the public.”    New this year, however, employers must also include in those quarterly reports the Standard Occupational Codes (SOC) for each position, along with employee names, social security numbers, number of hours worked, and wages.    Employers that employ fewer than 10 individuals in South Carolina have the option of submitting this information electronically or by paper.    Every employer with at least 10 employees must submit this information electronically, unless a “hardship” exception applies. Employers are onl...