by editor | Oct 12, 2022 | Employee Onboarding, Human Resources, Payroll
A Form I-9, also known as an Employment Eligibility Verification form, is a form required by the U.S. government for each employee. The information on this form and its supporting documentation:
- Verifies the employee’s identity
- Verifies the employee’s eligibility to work in the U.S.
When must the Form I-9 be completed?
The Form I-9 is completed as part of the new hire paperwork provided by an employer during the hiring process.
Each new employee must complete and sign the Form I-9 employee section by the end of their first day of employment. The employer must complete and sign the employer sections by the end of the new employee’s third day of employment.
The employer must verify the employee’s eligibility and identification documents and record the document information on the Form I-9. Employees must present original documents, not photocopies, for verification.
Who is required to complete an I-9?
An employer must fill out and retain an I-9 form for all employees, whether or not they are U.S. citizens.
Are there instances where an I-9 form is not required?
A Form I-9 is not required for an independent contractor. A Form I-9 is also not required for employees hired on or before November 6, 1986.
What should you do if you do not receive an I-9 form?
A Form I-9 is required for continued employment. An employer that does not maintain these forms may face fines or criminal penalties.
If an employee fails to provide his employer with the necessary documentation or receipt for a replacement document within three business days of start of employment, the employee can be terminated. If an employee provides a receipt for replacement of missing documents, he has 90 days to present the replacement documents.
Must an employer retain the I-9 form?
An employer must store the Form I-9 and supporting documents together. The employer must ensure that only authorized personnel have access to the stored forms. The forms must be available within 3 days of an official request for inspection.
The forms must be retained for either three years after an employee’s start date or one year after their termination, whichever is later.
Where can you find more information?
Additional resources are available here:
by editor | Oct 11, 2022 | Human Resources
Managers often avoid “uncomfortable” feedback discussions
Managers often shy away from providing tough feedback to their employees. Or, if they do sit down for these difficult discussions with their employees, the discussions dissolve into arguments and finger pointing – by the manager, the employee, or both.
The key is providing effective feedback
But avoiding providing feedback to the employee is not the solution. Typically, when a manager observes an undesirable behavior, this behavior only escalates and the situation worsens – often to the point that the relationship cannot be salvaged. Rather than trying to ignore undesirable behavior, the key is providing effective feedback.,
Why is effective feedback important?
Effective feedback can be the difference between sparking growth and development in an employee, resulting in an employee who contributes positively to the team versus and employee who feels diminished and reduces their contribution to the organization.
What are key aspects of effective feedback and how can you maximize likelihood of employee success?
Effective feedback will encourage the employee to self reflect and lead to growth and development, rather than encouraging denial and self-preservation.
Provide constructive criticism, that helps the employee understand where they need to improve and why the improvement is important. Identify the problem and a plan to help the employee improve. The employee can be invited to help find solutions, so that they are a partner in the solution.
Once you deliver feedback, be sure to follow up. It’s not sufficient to simply tell the employee what they need to improve upon. You need to give them a plan to follow, targets and goals to achieve, and then check in to help them stay on track. Offering ongoing feedback is helpful – with more feedback and check-ins earlier on in the process.
It is important that a manager is honest with employees. If an employee is underperforming, a manager has a responsibility to let the employee know and to give them a framework and tools to improve their performance.
Read more about providing effective feedback
Some additional resources:
How to Give Tough Feedback That Helps People Grow, Harvard Business Review, August 2015
How to Give Negative Feedback to Employees, Lian Parsons, June 2022
7 Successful Tips To Help Leaders Give Negative Feedback Effectively, Forbes, February 2020
by editor | Sep 29, 2022 | Billing, Billing - General, Compliance and Regulatory - Directors, Financials, Rules and Regulations - Office Team
What is Medicare credit balance?
A Medicare credit balance represents a Medicare overpayment to a provider due to patient billing error or claims processing error that must be refunded to Medicare. The report is referred to as a Credit Balance Report because when a provider receives excess payment for a claim that was submitted, this is typically reflected in the provider’s accounting records (i.e., in the patient account receivable) as a “credit.”
What instances may give rise to a credit balance?
Different situations may give rise to a Medicare overpayment. For example:
- Paid twice by Medicare or may be paid by Medicare and by another insurer for the same service
- Incorrect calculation of patient deductible or patient coinsurance amount
- Paid for non-covered services
- Billed at incorrect daily rate
Which hospice agencies must file a Credit Balance Report?
If a hospice provider has more than one provider number, a separate report must be submitted for each provider number. Providers who have a low utilization (i.e., determined by the intermediary that they should file a low utilization Medicare cost report) or who file less than 25 Medicare claims per year are not required to file a Medicare Credit Balance Report.
What does a credit Balance Report Consist of?
The Credit Balance Report consists of two pages. The first page is a Detail Page, where the hospice provider enters information about each credit balance, on a claim by claim basis. Once a claim has been reported on one Credit Balance Report it should not be reported again on a subsequent Credit Balance report. The second page is a Certification Page. All providers must complete the Certification Page. The Detail Page is only required if the provider has credit balances to report.
The Detail Page
On this page, the provider must include detailed information about each Medicare claim with a credit balance, explanation why the credit balance arose, and indicate whether the credit balance is being repaid with the filing of the report.
The Certification Page
The second page of the Credit Balance Report is a certification page. Facilities that do not have any credit balances in a quarter are only required to submit the signed certification page. There are key areas of this page.
- The first area serves as a reminder that there is a requirement to file a Credit Balance Report and failure to file this report will result in suspension of Medicare payments. Further, any misrepresentations may lead to fines and further penalties
- The second area requires an officer or administrator of the hospice agency to sign a certification that that Credit Balance Report is true and accurate
- The third area requires a selection from one of three choices: (i) provider qualifies as Low Utilization Provider (ii) Detail Page included with Report (iii) no credit balances to report
When is the report due?
A hospice provider must assess any Medicare credit balances on a quarterly basis and must report any identified Medicare credit balances within 30 days of the end of each calendar quarter. The Medicare Credit Balance Report due dates are as follows:
| Quarter Ending |
Due Date |
| March 31 |
April 30 |
| June 30 |
July 30 |
| September 30 |
October 30 |
| December 31 |
January 30 |
What happens if a provider fails to submit a Credit Balance Report?
Failure to submit a Credit Balance Report by the 15th calendar day after the report due date will result in a Suspension Warning letter. If the completed report is not received within 15 calendar days from issuance of the letter, Medicare payments to the provider are suspended under a completed letter is received, accepted, and processed.
Where can you find a Credit Balance Report form?
The Credit Balance Report that must be completed and submitted is Form CMS-838, which can be found here: Medicare Credit Balance Form (pdf)
by editor | Sep 20, 2022 | Billing, Billing - General, Compliance and Regulatory - Directors, Financials, Intake, Notice of Election, Rules and Regulations - Nurses, Rules and Regulations - Office Team
by editor | Sep 15, 2022 | Accounts Payable, Billing, Billing - General, Compliance and Regulatory - Directors, Documentation - Nurses, Hospice 101 - Aides, Hospice 101 - Chaplain, Hospice 101 - Nurses, Hospice 101 - Office Team, Hospice 101 - Social Workers, Human Resources, Intake, Medical Records, Metrics and KPIs, Office Setup, Payroll, Rules and Regulations - Chaplains, Rules and Regulations - Nurses, Rules and Regulations - Social Workers, Rules and Regulations - Volunteers
Are you confused by the Acronym Alphabet Soup?
Does the never ending list of acronyms used in the hospice and healthcare industry leave you confused?
Are you worried that you may confuse CMN with CMP?
To help sort out the confusion, we add here links to lists of acronyms:
Use these acronym listings to help clarify things when you inevitably are faced with acronym confusion!
