von Briesen Health Law Blog

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July 26, 2010

Labor and Employment Law Update – July 2010

Filed under: Labor & EmploymentDan Dennehy @ 7:44 am

One topic that continues to have the most decisions and expensive settlements are class action wage and hour lawsuits. Millions of dollars are being awarded against employers or employers are paying such sums to settle these class action lawsuits.

The major issues involved in these lawsuits are the following:

  • employees not getting their uninterrupted 30-minute meal break and not being compensated when they do not;
  • automatic meal break deduction;
  • misclassification of employees as exempt;
  • unauthorized hours worked;
  • failure to record work time as required for telecommuting employees;
  • donning and doffing activities;
  • on-call time; and
  • travel time.

Read more…

June 3, 2010

New Wisconsin Law Creates Reporting Obligations for Physicians – And Concerns for Peer Reviewers, Managers, and Treatment Providers for Physicians

Filed under: Labor & Employment, Medical StaffDoris Brosnan @ 2:22 pm

On June 2, 2010, a new Wisconsin law became effective that expands reporting obligations for providers licensed by the Medical Examining Board (“MEB”).  2009 Wisconsin Act 382 created a new statute under Wisconsin Chapter 448 (“Medical Practices”) requiring a person licensed by the MEB to “promptly” submit a report to the MEB when the person has reason to believe any of the following about another physician:

1.  The other physician is engaged in acts that constitute a pattern of unprofessional conduct.

2.  The other physician is engaged in an act that creates an immediate or continuing danger to one or more patients or to the public.

3.  The other physician is or may be medically incompetent.

4.  The other physician is or may be mentally or physically unable to engage in the practice of medicine or surgery.

The law further expands the definition of “unprofessional conduct” under Wisconsin Stat. § 448.014(4) to include failure by a physician to make such a report. Previously, Wisconsin physicians had only an ethical, not legal, duty to make such reports under the American Medical Association’s and Wisconsin Medical Society’s codes of ethics.  The new Wisconsin law further provides that physicians who make such reports to the MEB “in good faith” may not be held civilly or criminally liable or guilty of unprofessional conduct.

This law raises several serious questions for physicians who have dual roles as peer reviewers, medical managers, and providers for physicians, since failure to report can lead to discipline for unprofessional conduct by the MEB.  Unfortunately, the new law does not address the dual role certain physicians play as managers of medical staff and employed physicians. It also does not address the scenario of a physician treating another physician, for example, for mental health or substance abuse issues.  Finally, and perhaps most importantly, there is the issue of how this law will interact with the privileges, immunities, and obligations of the Wisconsin peer review law as well as the federal Health Care Quality Improvement Act.  We are told that guidance on these issues from the MEB is forthcoming, perhaps in the form of regulations.

Other provisions of 2009 Wisconsin Act 382 grant the Chair of the MEB or his or her designee and two other MEB members the power to summarily suspend a credential without the previous 30-day and 72-hour limitation.  The law also includes a provision allowing physicians holding a temporary educational permit to practice medicine and surgery the ability to prescribe narcotics, as well as a provision allowing the MEB to change Continuing Medical Education (CME) requirements by rule rather than by legislation.

To read the entire Act, click here.

von Briesen’s medical staff lawyers will provide updates on these issues as the MEB’s interpretation of the law is developed.

April 28, 2010

IRS Releases Special Payroll Tax Exemption Form For the HIRE Act

Filed under: Labor & Employmentvon Briesen @ 2:05 pm

The IRS has released Form W-11 to help employers, including tax-exempt organizations, claim the special payroll tax exemption that applies to many newly-hired workers during 2010.  The payroll tax exemption was created under the provisions of the Hiring Incentives to Restore Employment (”HIRE”) Act signed by President Obama on March 18, 2010.  The HIRE Act created two new tax benefits to encourage employers to hire and retain new employees. Employers who hire previously unemployed workers this year (between February 3, 2010 and January 1, 2011) may qualify for a 6.2% payroll tax incentive, in effect exempting the employer from the employer’s share of social security tax on wages paid to these workers after March 18, 2010. However, employers would still need to withhold the employee’s 6.2% share of social security taxes, as well as income taxes.  In addition, for each formerly unemployed worker retained at least one year, employers may claim a new hire retention credit of up to $1,000 per worker when filing annual income tax returns. 

The HIRE Act requires that employers get a statement from each eligible new hire certifying under penalties of perjury that he or she was unemployed during the 60 days before beginning work or, alternatively, worked fewer than a total of 40 hours for anyone during the 60-day period. Employers can use Form W-11 to meet this statement requirement.

A list of frequently asked employer questions on the HIRE Act is available here.

February 26, 2010

Labor and Employment Law Update: Victory in ERD Challenge to Running State and Federal FMLA Concurrently

Filed under: Labor & EmploymentSarah Platt @ 1:13 pm

As several of our clients have encountered, recently employees and their counsel have argued that a woman can choose to take her federal Family and Medical Leave Act (“FMLA”) leave and her Wisconsin FMLA leave consecutively. The situation most often presents itself when a woman requests time off during pregnancy, before the birth of a child, but wants to “save” her six weeks of Wisconsin FMLA leave to use upon the birth of her child. In one case in which von Briesen & Roper represented the employer, the Wisconsin Department of Workforce Development’s Equal Rights Division (“ERD”) advised an employee that she could “stack” her state and federal FMLA leave in this way. In fact, the ERD found probable cause to believe there had been a violation of the Wisconsin FMLA when an employer told an employee that her state and federal FMLA pregnancy leaves would run concurrently when taken in the 16 weeks before the birth of her child. Our client stood by its position that the federal and state FMLA laws run concurrently when the leave qualifies for protection under both laws and went to a hearing on the merits. Read more…

February 25, 2010

Labor and Employment Law Update

Filed under: Labor & EmploymentDan Dennehy @ 4:07 pm

The February 2010 Labor and Employment Law Update focuses on The “Pros” and “Cons” of Social Networking for Employers and New Employment-Related Matters of Note.

February 17, 2010

von Briesen & Roper Law Update: Extending Health Benefits to Children and Domestic Partners Who Are Not Tax Dependents

Historically, employers extending group health plan coverage to the dependents of employees limited the availability of that coverage to individuals who qualified as dependents of employees for purposes of the federal income tax laws applicable to employer-sponsored group health plans. Either by choice or to comply with government mandates, however, employers are increasingly extending dependent coverage to individuals who do not qualify as dependents of employees for purposes of those tax rules (“Non-tax Dependents). Covering Non-tax Dependents can present some significant tax issues and complications for employers. Read more…

November 24, 2009

EEOC Revises Workplace Notice on Federal Anti-Discrimination Laws

Filed under: Labor & Employmentvon Briesen @ 11:35 am

On October 22, 2009, the Equal Employment Opportunity Commission (”EEOC”) announced a revision of “EEO is the Law,” the notice that employers covered by federal anti-discrimination laws must post in the workplace.  The revised version reflects current federal employment discrimination law, incuding information about the Genetic Information Nondiscrimination Act of 2008, which became effective November 21, 2009. The revised poster also includes updates from the Department of Labor.

Employers may either download and print the revised supplement from the EEOC website and post that document alongside the EEOC’s 2002 edition of “EEO is the Law,” download and post the November 2009 update from the EEOC website, or order copies of the new posters, which are available in English, Spanish, Chinese, and Arabic.

November 17, 2009

von Briesen & Roper Law Bulletin: Health Care Employment Law Update

Filed under: Labor & EmploymentDan Dennehy @ 11:45 am

Read more…

October 16, 2009

von Briesen & Roper Law Bulletin: New Regulations Prohibit Questions Regarding Family History or Other Genetic Information on Certain Health Risk Assessments

Filed under: Labor & EmploymentSarah Platt @ 3:18 pm

On October 7, 2009, Interim Final Rules were issued to implement certain sections of the Genetic Information Nondiscrimination Act (“GINA”). These rules prohibit (i) the use of genetic information for increasing the group premiums or contribution amounts based on genetic information; (ii) requesting an individual or family member to undergo genetic testing, except in limited circumstances; or (iii) requesting genetic information in connection with enrollment or for “underwriting purposes,” which includes offering benefits or rewards for completing a health risk assessment (“HRA”). Read more…

October 5, 2009

HHS OCR Issues New Rules to Protect Genetic Information

On October 1, the Departments of Health and Human Services (HHS), Labor, and Treasury issued an interim final rule with request for comments implementing Title I of the Genetic Information Nondiscrimination Act of 2008 (GINA). According to a press release issued by HHS, “the interim final rule will help ensure that genetic information is not used adversely in determining health care coverage and will encourage more individuals to participate in genetic testing, which can help better identify and prevent certain illnesses.”

The HHS Office for Civil Rights (OCR) also issued a notice of proposed rulemaking with a 60-day comment period that would modify the HIPAA Privacy Rule to clarify that genetic information is health information. The proposal would also prohibit the use and disclosure of genetic information by covered health plan for eligibility determinations, premium computations, applications of any pre-existing condition exclusions, and any other activities related to the creation, renewal, or replacement of a contract of health insurance or health benefits, according to an HHS press release.

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