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Providers, Take Note: Cigna Increases Its Recovery Efforts

Posted: March 29th, 2017

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Long Island medical providers have learned that Cigna is once again striving to “recover” payments made to them. Cigna’s investigation focuses primarily on out-of-network providers, since it believes that its contract language with self-funded ERISA plans entitles it to recover payments made for out-of-network services.

Cigna employs a classic flanking maneuver to box in the targeted providers.  It begins by sending letters to its members who have received services at out-of-network providers. The letter asks about services provided, the dates such services were provided, and whether the member paid any co-pay or co-insurance payment to the provider.

Cigna’s target is providers who waive a member’s co-payment or co-insurance deductible.  Typically, out-of-network coverage pays providers a percentage of a provider’s usual and customary charges, or a multiple of the Medicare fee schedule for services.  Eighty percent reimbursement for a provider’s usual and customary charges has been a common coverage offered in the past.  Under such a plan, Cigna (or any other insurer offering out-of-network coverage) would pay the medical provider eighty percent of the amount billed (presuming service is billed at the usual and customary rate).  The plan member remains responsible for the other twenty percent of the provider’s charge.  This remainder is the co-insurance responsibility.

Many providers argue that since they are not contracted with Cigna (or other plans), they do not have any obligation to charge the member anything else.  Cigna claims that in such a scenario a provider has misrepresented her usual and customary rate (since the provider is not attempting to collect a member responsibility), and thus Cigna is not responsible for all or a portion of the claim payment.  In seeking recovery of the overpayments, Cigna may offset future payments to the out-of-network provider until the balance is paid.

This scenario played out last year in a Texas case that offered hope to afflicted medical providers. In Connecticut General Life Insurance Company v. Humble Surgical Hospital, LLC, CA No. 4:13-cv-03291 (S.D. Tex. June 1, 2016), Cigna sued Humble Surgical Hospital, LLC, a physician-owned hospital (“Humble”), to recover alleged overpayments made to Humble due to fraudulent billing practices in violation of both ERISA and state common law.  Humble counterclaimed against Cigna for underpayment of claims.

At trial, Cigna relied in part on its interpretation of the standard exclusionary provision included in self-funded ERISA plans it administered that “specifically excluded” from payment “charges which [the participant is] not obligated to pay or for which [the participant is] not billed or for which [the participant] would have been billed except that they were covered under this plan.”

However, the court ruled that Cigna’s practices violated ERISA because it abused its discretion in electing to reject reimbursement for such claims, and that its practices amounted to adverse benefit determinations that did not follow ERISA’s rules.  Further, Cigna’s practices interpreted the boilerplate exclusionary language in a different way than most members understood.

Ultimately, the court rejected Cigna’s claims and granted judgment in favor of Humble on its counterclaims for $13 million.  The damages covered underpaid claims and ERISA penalties.

In the case, Humble had an irrevocable assignment of benefits from each member whose claims fell under the lawsuit.  This factor was critical in the court’s decision.  Providers need to analyze their practices to ensure they obtain a valid assignment of benefits form from patients upon intake, and they need to carefully review their practices to collect patient responsibility payments.  Whether a New York court will agree with the Texas court’s Humble reasoning is untested, but providers should undertake a thorough billing, collection, and compliance review to mitigate the risk of insurer overpayment recovery efforts later.

The information contained in this article is provided for informational purposes only and is not and should not be construed as legal advice on any subject matter. The firm provides legal advice and other services only to persons or entities with which it has established an attorney-client relationship.

Malafi quoted in Newsday Q&A column “Unauthorized Overtime: If They Worked It, You Must Pay It, Expert Says”

Posted: March 21st, 2017

 

 

by Carrie Mason-Draffen (carrie.mason-draffen@newsday.com)

DEAR CARRIE: I read with great interest your recent column that talked about the “suffer-to-work” concept and how hourly employees have to be paid for all hours worked, even if the extra time was unnecessary and unapproved. The idea doesn’t seem fair. What if your company handbook states that management has to approve extra hours ahead of time, yet an employee works overtime without that approval? And when those unapproved hours result in overtime pay because the employee winds up working more than 40 hours a week, it can be detrimental to a small business. If the work isn’t time sensitive and can be stopped at 4 p.m. and picked up the next day, it seems like the employee is calling the shots on extra hours. Are there any exceptions to this labor law?

—Suffering Employer

DEAR SUFFERING: Great question. For an answer, I turned to a lawyer who represents employers.

If an employer does not want an employee to work beyond normal working hours, the employer must take steps to prevent the employee from working, said Christine Malafi, a partner at Campolo, Middleton & McCormick in Ronkonkoma.

But if the hourly employee works, the employer has to pay, she said.

“This remains true even when the employer has not requested the overtime, or where the employee fails to report the overtime immediately,” she said.

“To establish an employer’s liability under the Fair Labor Standards Act for unpaid overtime, all that need be shown is an employee’s email, text, etc. related to employment during his or her off hours,” Malafi said.

What can you do to avoid the unauthorized work?

“To protect against this, employers should have written, clear policies outlining overtime rules and should not provide employees who are not authorized to work after hours with access to work emails, etc., from outside the office,” she said.

Read it on the Newsday website.

LIBN names Rassiger to “Who’s Who in Labor Law”

Posted: March 14th, 2017

 

Donald J. Rassiger, Esq.
Counsel
Campolo, Middleton & McCormick, LLP

Donald J. Rassiger is counsel at Campolo, Middleton & McCormick, LLP where he handles a wide range of labor and employment matters, with a particular focus on the construction industry.  Chair of the Construction practice group, Rassiger has significant experience in the corporate safety and risk management arenas and works with clients on incident investigation and reporting, policy and procedure, and OSHA compliance.  His strong labor and employment background enables him to counsel clients across a wide range of industries and sizes.

Having served as Chief Legal Officer of four companies and created the General Counsel role at three of them, Rassiger understands how management thinks—a perspective he brings to all matters he handles.  This legal and business background enables him to find creative solutions that achieve his clients’ desired results while complying with applicable laws, minimizing risk, and saving his clients both time and money.

A proposed bill involving employers requiring workers to sign non-compete agreements will be an important issue this year, Rassiger noted.

“Non-compete agreements have been spiraling out of control in recent years,” he said. “The purpose of a non-compete agreement is to help employers protect valuable assets such as customer and vendor lists, processes, and customized software – valuable trade secrets that could be jeopardized if key employees leave.  But increasingly, companies were having even the most junior employees sign non-compete agreements as a matter of course.  That era is over.  Eric Schneiderman, the Attorney General of New York, proposed a bill, building off a string of settlements involving employers who were requiring workers across the board to sign non-competes.”

“I expect an uptick in the number of lawsuits based on non-compete agreements as the workforce continues to become more mobile,” Rassiger explained. “This is a good opportunity for employers to review their hiring processes and employment documents.”

 A graduate of College of the Holy Cross and Fordham University School of Law, Rassiger also works with clients on corporate transactional work as well as mergers and acquisitions.

Campolo, Middleton & McCormick, LLP is a premier law firm with offices in Ronkonkoma and Bridgehampton, New York. Over the past generation, CMM attorneys have played a central role in the most critical legal issues and transactions affecting Long Island. The firm has earned the prestigious HIA-LI Business Achievement Award and LIBN Corporate Citizenship Award, a spot on the U.S. News & World Report list of Best Law Firms, and the coveted title of Best Law Firm on Long Island.

CMM Prevails Before World Intellectual Property Organization

Posted: March 7th, 2017

CMM’s Intellectual Property team scored a win for our client in a matter before the World Intellectual Property Organization (WIPO), a United Nations agency and the global forum for IP services. CMM opposed a challenge to our client’s use of a web address by the website’s former owner. The WIPO panel found that we established that there was compelling evidence that the former owner had abandoned its trademark rights and that our client had not acted in bad faith in using the address. This victory was great news for our client, for whom use of the web address was critical.

CMM Successfully Moves for Pre-Judgment Attachment in Personal Injury Case

Posted: March 7th, 2017

Campolo, MIddleton and McCormick

In what is believed to be a first in New York State, Campolo, Middleton & McCormick (led by Scott Middleton) prevailed on a motion for pre-judgment attachment in a personal injury and wrongful death case. The order of attachment provides security to our client, who faces the frightening possibility that her damages would exceed the defendant’s insurance coverage.

CMM represents the surviving family members of a man who passed away following a tragic car accident. The defendant’s vehicle was covered by a $25,000/$50,000 policy, well below the anticipated total damages. This grim possibility, coupled with evidence from the concurrent criminal case that the defendant had intended to escape by boat to a country without an extradition treaty with the U.S., prompted the CMM team to seek an order of attachment. Such an order removes property owned by a defendant from his control so that it may be preserved to satisfy a judgment in the event the plaintiff prevails.

Courts characterize attachment as a “harsh” remedy within the court’s discretion. Here, the court found that CMM successfully demonstrated that a viable cause of action exists as a result of the defendant’s negligence and that it was probable that the plaintiff would succeed on the merits of the case. Agreeing that there was also a strong likelihood that damages would exceed the minimal coverage available, the court found “ample” support for granting the order of attachment.

While pre-judgment attachment is not unusual in commercial matters, we are unaware of any other personal injury actions in which a party successfully moved for such an order.

Malafi quoted in Newsday Q&A column “Can the District Where I Work Make Me Pay for a Lost Laptop?”

Posted: February 28th, 2017

 

 

by Carrie Mason-Draffen (carrie.mason-draffen@newsday.com)

DEAR CARRIE: I am a public-school teacher. The district where I work is planning to issue my colleagues and me laptops. If we lose the computers, can the school make us pay for them? — Property Protocol

DEAR PROPERTY: The key words here are “public school teacher.” Whether or not you and your colleagues are on the hook for lost laptops would depend on what your union contract stipulates, said employment lawyer Christine Malafi, a partner at Campolo, Middleton & McCormick, which is based in Ronkonkoma.

“Public employees may be working under a collective bargaining agreement with their employer, and the terms of that agreement may govern the use of and responsibility for employer property and should be reviewed,” Malafi said.

The law is much simpler for private-sector employees. It prohibits their employers from docking their wages for such things as lost equipment.

 Here is what the New York State Labor Department’s website says:

“Employers are only allowed to deduct certain items from an employee’s wages, such as taxes, insurance premiums, union dues, etc. They are not permitted to charge employees for breakages, cash shortages, fines or any other losses to the business.”

But the company could fire the employee who loses or breaks equipment, unless a union or employment contract prohibits it.

To avoid such workplace entanglements some companies require employees who work with tools or equipment, for example, to bring their own, as a condition of employment, Malafi said.

Read it on the Newsday website.

CMM Represents IT Leader ServiceAide, Inc. in Funding Round Led by Arrowroot Capital

Posted: February 27th, 2017

ServiceAide, Inc., a leader in IT Service Management for small and medium businesses globally, announced this winter that it has completed the first installment of a $12 million funding round led by Arrowroot Capital.   Campolo, Middleton & McCormick, represented ServiceAide in the funding round.  CMM partner Christine Malafi led a corporate team that also included Donald Rassiger and Vincent Costa.

ServiceAide’s ITSM SaaS offering provides user-friendly, powerful features that make it the solution of choice for SMBs and MSPs worldwide.  ServiceAide will use the investment to bolster its sales and marketing efforts and continue on its product development roadmap as a leading innovator in the industry.

“The investment will accelerate our roadmap and support us in achieving our goal of turning the recording of who, what, when and how into a proactive optimal blend of suggestions and decision support,” said Wai Wong, CEO of ServiceAide. “With a global customer presence, ServiceAide’s Cloud Service Management product coupled with the Sigma machine learning platform will gain significant momentum.”

CMM’s corporate attorneys have been owners, executives, board members, and corporate and general counsel of companies public and private, international and local, large and small.  This hands-on experience has made the CMM Corporate department one of the most robust and fastest-growing on Long Island and in the New York metropolitan area.

About ServiceAide, Inc.
ServiceAide Cloud Service Management is a powerful yet simple to use SaaS ITSM product available worldwide.  ServiceAide was created around the core concept of connecting data to create coherent information that can revolutionize business results.  The company accomplishes this by building a solid foundation of big data and machine learning Sigma technology, combined with world-class service and support.  Learn more at www.serviceaide.com.

Negotiating Tips for the President

Posted: February 27th, 2017

By: Joe Campolo, Esq. email

Published In: East Hampton Star

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Donald Trump holds himself out as a master negotiator and “dealmaker,” frustrated by the gridlock of Washington politics.

Boy, did he pass up a great opportunity to demonstrate these so-called skills with his insistence that Betsy DeVos become the next Secretary of Education.  The same can be said for Senate minority leader Chuck Schumer – another high-powered politician from whom you’d expect superb negotiating skills – who also missed a major opportunity to strike a win-win compromise.

The uproar and opposition to the DeVos nomination was unprecedented in recent American history, and her confirmation vote is believed to be the first time the Vice President, as President of the Senate, needed to cast the tie-breaking vote.  It should never have come to that.

As a lawyer, I consider myself to be someone who understands the art of negotiation.  And a fundamental principle of negotiation is that win-win (or win-not lose) always works better than win-lose.

Here’s what I would have negotiated:

In the face of the extraordinary opposition to DeVos’s nomination and, oh right – that pesky upcoming confirmation process for his Supreme Court nominee, Neil Gorsuch – the President should have extended an olive branch to Schumer – and, in effect, the teachers unions, educators, and other citizens outraged by DeVos’s nomination – by conceding that fight.  He should have not had Vice President Pence cast the unprecedented deciding vote but instead, in light of a 50-50 stalemate, agreed to nominate someone less controversial (and given DeVos an innocuous ambassadorship).

In exchange for allowing Schumer a “win” by dropping DeVos, Trump could have negotiated that Schumer and Senate Democrats wouldn’t stall the confirmation of Gorsuch.  (The empty seat is Scalia’s, so filling it with another conservative will just return the Court to its previous makeup.)  Then, both sides could have easily and understandably agreed that if another seat opens up during Trump’s tenure, the parties would duke it out then.

This compromise would have resulted in a different nominee for the Secretary of Education (rather than someone even Republicans could not agree on) and the confirmation of someone who appears to be a highly qualified conservative nominee for the Supreme Court.  Instead, rather than negotiate a win-win deal, these two political leaders just confirmed the notion that Washington can’t help but play win-lose– even the so-called king of all dealmakers.  And you can’t complain about gridlock when you play that way.

Long Islanders – and frankly, all Americans – don’t need more gridlock.  We need politicians who are willing to negotiate in a way that will yield more win-win solutions.  This missed opportunity by both parties is a shame.

Thomas Jefferson famously had one-on-one dinners with every single member of Congress, no matter how vast the political differences between them.  He clearly understood that partisan politics needed to be pushed aside for the sake of making deals and pushing the country forward.  It’s a lesson that today’s politicians should heed.