California’s laws are among the most numerous and complex of any state, as is its compliance landscape, which is peppered with stringent regulations, frequent changes, and watertight employee protection mandates.
It can all add up to quite a challenge as you ensure that your business consistently stays within all its required legal and compliance-related parameters.
For starters, it helps to be familiar with some of the facets unique to California in this regard. Here’s a snapshot of six of them:
Safety: Above and Beyond Federal Requirements
CAL/OSHA – the Division of Occupational Safety and Health – adopted non-emergency COVID-19 prevention regulations that must still be followed. You also need to be aware of current compliance regulations pertaining to bloodborne pathogens, preventing needle sticks, and medical waste management.
Patient Privacy: More than Just HIPAA
Healthcare organizations in California must adhere not only to the federal Health Information Portability and Accountability Act (HIPAA) but also to the California Consumer Privacy Act (CCPA) and the Confidentiality of Medical Information Act (CMIA). One of the toughest areas to grasp is the differences between these three laws and how to best apply them.
Credentialing: The Backlog Challenge
Due to the extremely high number of healthcare providers in California, payers are typically backlogged with enrollment applications, and processing can take several months. It’s critical to ensure that all employees’ credentialing packets are complete to avoid lengthy, potentially costly delays.
Billing Fraud: Avoiding Costly Abuse
Within the state’s jam-packed healthcare scenario, above-board financial practices, including accurate, fraud-resistant billing protocols, are essential. Be sure to upcode and unbundle as needed to prevent overbilling or any form of system manipulation.
Drug and Device Regulations: Keep Them on Your Radar Screen
Although not unique to California, compliance with Food and Drug Administration (FDA) regulations for pharmaceuticals and medical devices is a must, as are properly managing drug recalls and any other adverse events.
Hiring, Benefits, and Fair Labor Standards
Under this umbrella are various areas, including:
- Overtime: California law takes a different approach to Fair Labor Standards Act (FLSA) requirements. The FLSA requires overtime for any hours worked over 40 in a week, but in California, a workday equals eight hours. In other words, OT is calculated on a daily versus weekly basis.
- Paid Leave: California’s requirements regarding paid leave are specific, and the state’s rules are among the most liberal in the country. Accrued PTO is considered part of overall earnings and must be paid to departing employees.
- Hiring Laws: California has strict rules governing screening and employment eligibility information systems. For instance, misuse of the only E-Verify tool to check immigration status can result in exorbitant penalties, even for a single offense.
A co-operative employment model greatly simplifies the compliance process, providing the expertise and resources you need to relieve yourself of this ongoing administrative burden. Contact AlliedUP Co-Op today to learn more.
