The Cutting Edge of Medical Technology Content, Community & Collaboration
Compliance with the Stark Law has become more than just a compliance issue. It is an Enterprise Risk Management issue, as the substantial awards and settlements in recent enforcement actions indicate. Managing their compliance and enterprise risk by ensuring that their physician employment arrangements are defensible under the Stark Law is now an imperative for medical groups, hospitals, and health systems that seek to switch to more innovative compensation structures.
The ways by which they can do this will be the content of a webinar that is being organized by MentorHealth, a leading provider of professional trainings for the healthcare industry.
A thorough learning session
Joseph Wolfe, an attorney with Hall, Render, Killian, Heath & Lyman, P.C., the largest health care focused law firm in the country, will be the speaker at this webinar. To gain the benefit of his knowledge of the Stark Law, please register for this webinar by logging on to http://www.mentorhealth.com/control/w_product/~product_id=800861LIV....
Explanation of the Stark Law with its changes for 2016
At this session, Joseph will offer an overview of the Stark Law, along with its 2016 changes. The important element of best practices for negotiating and drafting physician employment agreements on behalf of health systems, hospitals and medical groups will be discussed. He will also explain key provisions and potential pitfalls in both types of agreements.
Key healthcare personnel such as In-House Counsel, Health Care Compliance Officers, Health Care Human Resources, Health Care CFO's and Health Care executives will derive immense value from this session.
Joseph will cover the following areas at this webinar session:
o Provide a general Stark Law overview
o Examine critical components of Stark and Anti-Kickback compliant employment arrangements
o Discuss best practices for drafting physician employment agreements, related compensation plans and facilitating effective onboarding
o Discuss best practices for auditing existing employment arrangements
o Describe alternative structures for organizations intending to qualify as Stark group practices.