Assignment 9: Case Study

12.5 hours per week for 38 weeks of the year to ensure that they receive up

Just following up on our discussion on Friday regarding Which agencies should be memo billed VS direct billed in FY 15-16. One of the action items from that meeting was you will confirm with DOB that all funds identified for FY 15-16 for ITS was already received. Please let me know the status, so I can schedule a follow up meeting to finalize this

Shadale Gillespie is a Direct Care Provider for our agency since February 2015. Work is not conistant due to the amount of Respite hours authorized by the AZ DDD department for the child she services. The authorization avaialble hours have ran out and she has not been able to work with the child since July 9, 2017. Last paycheck on July 25, 2017 for gross amount of $400.00. Bi-monthly pay periods, rate of pay $10.00/hour on average of 10 to 20 hours per week when we have authrizations available to deliver services.

Koste, supra, 204 Md. App at 585. In light of the circumstances surrounding the passage of the 2007 amendment to the HCGPP, Major Lachman’s and Griffin’s testimony regarding pass-through benefits, and the 2013 amendment to the HCGPP, we are satisfied that the intent of subsection three of the Overtime and Compensatory Time section of the HCGPP was that a PSSI would be afforded only one four hour award of call-in pay per stand-by period. We recognize, however, that the interpretive value of this intent, however, is discounted by the fact that this intent was so poorly expressed in the terms of the HCGPP. Nevertheless, we are confident that the intent of the Howard County Council and the Board was that a PSSI would be entitled to a call-in pay award for the first call-in during any one stand-by period, notwithstanding the fact that this intent was poorly expressed in the HCGPP. For the reasons stated in Part III, infra, however, our holding is bolstered by the significant deference we afford to the Board’s interpretation of its regulations in circumstances such as

He stopped working on March 1, 2013, the day of his injury. He has been working at his brother’s lawn mower repair shop. He basically comes and goes as he is able and is always paid $320 a week, regardless of how much time he spends at work. He has collected 26 weeks of Unemployment Insurance Benefits and was approved for Medicaid Disability with a $5,000 deductible every six months. He did not get Worker’s Compensation and has been denied Long Term Disability by his private insurer.

When BCBSIL originally processed claim number 4079503H4820X we inadvertently processed the claim as if Advocate Health and Hospital were a Participating Provider when in fact they were a Non-Participating Provider. BCBSIL originally processed and made payment on claim number 4079503H4820X on April 14, 2014. We adjusted claim number 4079503H4820X on

U.S Citizenship and Immigration Services (USCIS) members, as Federal employees are entitled to both annual and sick leave, beginning the first day of their first federal job. Leave can fall under many different categories, the most common being annual leave and sick leave. At the end of each leave year, they are allowed to carry 240 hours of annual leave over to the next leave year. Sick leave is not subject to carry-over limitations and continues to accrue from year to year. The administration of the payroll function is performed by unit timekeepers, supervisors, local payroll, the Austin Information Technology Center (AITC), the Financial Services Center (FSC), and payroll provider.

The documentation submitted includes a recertification for home health care dated August 4, 2014, as billed. However, the plan of care

The claim# 122535126600 was sent back on 02/11/2015 and overturned on 02/27/2015 referencing appeal# APP-910682. In the “01” claim notes, it gives reference to the same appeal and show that it was processed on 03/14/2015 and to see claim#122338990100. When you view claim# 122338990100, last time it was processed was on 11/08/2014. Could you please assist me with reprocessing this claim?

Pa is satisfied with the service, but not the amount at this time per Pa spouse; it is not enough to ensure health and safety. Pa fell on 12/07/2015 and busted his forehead health status is being monitored, and medications as needed. Spouse confirmed that Pa is receiving services as indicated in the ISP in the following type, scope, amount, frequency and duration: Pa receives Agency Model 3 hrs x7 days (9:30am-11:00am and 5:00pm-6:30pm) via Home Health Care Plus. PAS to provide assistance with bathing, dressing, grooming, transfers, escorts, shopping, meal prep, light housecleaning. The SC discussed Self-Directed service, Pa spouse declined as she reports that she prefers Agency Model especially if she needs back up -help PAS. Spouse reported that Pa back\-up plan is the agency will send a replacement aide in the event of a no show this has not been utilized. And if no service is available she will provide care informally to Pa. Pa remains NFCE/ Waiver appropriate. SC reviewed the prohibition of restraints and a restrictive intervention with the Pa. Pa was advised to call the SC or OLTL Helpline to report any unauthorized use of restraints or seclusions. SC reviewed: Provider Choice, 10 item ISP checklist including rights and responsibilities and right to

This order will give roughly 300,000 people working on federal contracts the opportunity to earn up to seven days of paid sick leave each year. The rate at which these workers will accrue earned sick time is at a minimum of one hour of paid sick leave for every 30 hours worked, contractors can offer more generous paid sick leave if they so chose. Workers covered by this order can use accrued sick time to care for themselves or for family members and it can be used for situations arising from domestic violence/safe time. Additionally, a contractor cannot set a limit for the total accrual of paid sick days to less than 56 hours per year. The executive order goes into effect for new contractors in 2017. While there are many similarities between the paid leave laws in place throughout the United States, the main difference between the laws is that the executive order does not apply to private sector employees. Overall, the law adds additional layers of bureaucratic tape to laws that are already in place (Miller,

What are the potential value and benefits for patients and clinicians to exchange data with public health agencies?

I received my PTO payout ($968.40) on Saturday, April 22. My concern is that I do not have any form of documentation that shows how this amount was calculated. I had 64.00 hours of leave. I also had 24.00 floating holiday hours. Of note, this amount does not include the 16.00 hours of missing floating holidays for Labor Day and Columbus Day in 2016. Previously, I was told that corrections would have to be made in Deltek to receive credit for these hours. Given that the appropriate corrections were made, I should have received a payout for a total of 104 hours. Even after the necessary deductions, I am unable to see how this amounts to $968.40. If possible, can you reach out to the appropriate department(s) to obtain this type of documentation?

By checking DHR, his benefits never went down, it remained for the entire certification at the maximum level of $194.00.

First, we need to calculate employee’s working time per year, employees work for 42-2=40 hours per 5-day week. 40 hours times 52 weeks plus 8 hours for an additional day equals to 2088 hours, minus 14 days off work, the total work time is 1976 hours or 118,560 minutes. This number can be used to calculate the cost per minute of all types of staff except