Current wisdom in the world of business suggests that companies can benefit greatly from developing a strengths-based company culture. What’s that? It means having your employees do the work that suits their strengths and hiring people with the strengths needed for their roles. This thought raises a serious question for your practice. In the name of capitalizing on your team’s strengths, should you be outsourcing compliance?
Read MoreDocumentation signatures by providers is a high error rate problem for Medicare AND other insurers. Make sure that you signing your notes correctly and take these easy compliance steps.
Read MoreHoping you are compliant and legal is not a strategy. The challenges that arise from a license discipline wreaks havoc for years and maybe permanently. Watch the video to learn more.
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OSHA (Occupational Safety and Health Administration) was established to protect the health of workers and works in conjunction with the Department of Labor.
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Hopefully, you have a compliance program established in your office. A compliance manual collecting dust at the front desk is NOT a compliance program, in case you were wondering. Practices without compliance programs in place that treat Medicare, Medicaid or other federally insured patients are more likely to miss errors and potentially violate rules and regulations. The good news is that you don’t have to be the one to implement the program. In fact, many consultants recommend that you designate a trusted employee to act as the compliance officer for your practice.
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