Recent Publications
Since its introduction in the mid-1990s in Seattle, Washington, a growing number of medical practitioners have converted their medical practices into “concierge” practices, or they have joined concierge practice networks. These practitioners have found fulfillment, flexibility, and financial gain; they can once again enjoy practicing medicine and reduce or eliminate completely the hassle of dealing with managed care companies. In a concierge practice, also known as boutique medicine or retainer medicine, the physician’s patients pay an annual retainer fee, typically between $1,500 and $1,800 above and beyond any health insurance co-payments or deductibles. In exchange, the patient receives enhanced services from the provider. Concierge medicine is now being considered by a broader spectrum of providers, undoubtedly triggered by the financial strain that physicians are experiencing simply to keep their medical practices viable in an economic environment where reimbursement for services provided is falling and medical malpractice insurance rates are increasing.
As of November 4, 2019, a new Medicare Rule known as the Program Integrity Enhancements to the Provider Enrollment Process (CMS-6058-FC) became effective. This Rule gives Centers for Medicare and Medicaid Services (CMS) broader authority to deter fraud by preventing certain providers and suppliers from participating in the CMS program based upon their actions and affiliations. This new rule is being phased in, and CMS has advised that it will be providing more guidance as to its implementation.
Effective January 1, 2020, a new federal overtime threshold will make millions more Americans eligible for overtime pay for working more than 40 hours per week. The federal white-collar exemption currently tied to $455 per week ($23,660 annually) will be raised to $684 per week ($35,568 annually). Any employee under the $35,000 limit will be deemed a non-exempt, hourly wage earner eligible for overtime. Further, the threshold for the exemption for highly compensated employees – which provides an exemption for well paid employees who do not meet all of the executive, administrative or professional (white collar) exemptions – has been raised from $100,000 to $107, 432.
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