Mandating your staff to get vaccinated is a pandora’s box of both legal and financial nightmares. Sure, you want to protect your practice and patients, but unless you do it right you could face huge penalties.
Multiple federal and state laws are cracking down on compliance with vaccination requirements for your medical office staff, regardless of what you are vaccinating for. All it takes is one employee to complain that your immunization process infringes on their privacy or employment rights, and you’ll be faced with an expensive legal mess. Employee Vaccinations.
That’s where attorney, Heidi Kocher, BS, MBA, JD, CHC, can help! During her 60-minute online training on Wednesday, February 3rd at 1 pm ET, Heidi will help you pin down those immunization rules you are required to follow, and exactly how to implement them so you protect your practice.
She’ll walk you through specifically how to require employee vaccines without leaving your practice exposed to privacy, discrimination, compensation, and employment legal risks.
Here are just a few of the employee vaccination requirement questions you’ll get answered during this upcoming 60-minute online training:
- What should you do when an employee refuses to get vaccinated?
- Which of your staff qualify for mandatory vaccination?
- Can your staff legally object to having a COVID-19 vaccine?
- What are the legal ramifications of mandating employee vaccinations?
- How should you modify your employment policies to include COVID-19 and flu immunizations?
- How do vaccination rules differ for front and back-office employees vs. clinical staff?
- Which Equal Employment Opportunity Commission (EEOC) rules must you follow?
- When an employee refuses a vaccine can you force them to take a leave of absence?
- Are there specific HIPAA privacy laws you must comply with?
- Should or shouldn’t you prepare employees for your COVID-19 vaccine expectations (if so, how)?
- Can you require that an employee who does not get their flu shot wear a mask?
- How does the Americans with Disabilities Act (ADA) affect your vaccination processes?
- What religious exception documentation can you require an employee provide?
- Should you require vaccines for remote employees?
- What influenza vaccine exemptions do state case laws allow?
- How will the entire COVID-19 vaccination process affect your workforce?
- What can you do to encourage immunization compliance rather than mandate it?
- And much, much more!
Don’t make the mistake of thinking that you can simply require that your staff get vaccinated and everything will be just fine. Take the time to MAKE SURE you are legally, and financially protected when complying with immunization requirements. Employee Vaccinations.
There are specific state and federal religious, employee/privacy protection, and information gathering rules you must comply with – and you MUST MEET THEM ALL. Missing even one requirement can land you in serious legal hot water.
Don’t wait another minute! It’s time to review and revise your current vaccination policies and procedures right now, including for the COVID-19 vaccines.
Sign up for this online training today to put a staff vaccination plan into action and spare your practice huge lawsuits and fines.
Heidi has 20 years of experience in health care legal and compliance related issues. Her experience includes positions at a large hospital corporation, serving as a compliance officer for a sleep lab/DME company and a compliance director, chief privacy officer and interim chief compliance officer at a medical device manufacturer.
In addition, she has represented and advised critical access and long-term care hospitals, physician groups, home health agencies, DME companies, pharmacies (including compounding pharmacies), non-profit organizations, and licensed individuals. As a result, she understands the complexities and challenges that providers large and small face in complying with increasingly varied and complex laws.
She is an expert in all aspects of compliance and privacy programs, including developing and deploying policies, procedures and training. Her experience includes implementing the various requirements and aspects of a Corporate Integrity Agreement, responding to and defending audits from Medicare, Medicaid and private insurers up through the ALJ level, guiding clients through voluntary self-disclosures, seeking advisory opinions from the OIG, and defending FDA audits.
Heidi developed criteria for and implemented an aggregate spend system, permitting a medical device manufacturer to timely report correct information under the Physician Open Payments Acts (also known as the Physician Payments Sunshine Act).
In addition, she is experienced in developing and implementing a compliance program to address Foreign Corrupt Practices Act requirements, including Eucomed guidelines. She also has significant reimbursement experience, addressing coverage policy issues, challenging denials, recoupments, and loss of billing privileges, obtaining HCPCS codes, and other reimbursement related issues.