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Primary Care Providers Win Challenge of CMS Interpretation of Enhanced Payment Law

With the help and support of the Tennessee Medical Association, 21 Tennessee physicians of underserved communities joined together and retained Bass, Berry & Sims to file suit against the Centers for Medicare & Medicaid Services to stop improper collection efforts. Our team, led by David King, was successful in halting efforts to recoup TennCare payments that were used legitimately to expand services in communities that needed them. Read more

Tennessee Medical Association & Bass, Berry & Sims

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Download the Healthcare Fraud & Abuse Review 2017, authored by Bass, Berry & Sims

The Healthcare Fraud & Abuse Review 2017 details all healthcare-related False Claims Act settlements from last year, organized by particular sectors of the healthcare industry. In addition to reviewing all healthcare fraud-related settlements, the Review includes updates on enforcement-related litigation involving the Stark Law and Anti-Kickback Statute, and looks at the continued implications from the government's focus on enforcement efforts involving individual actors in connection with civil and criminal healthcare fraud investigations.

Click here to download the Review.

Labor Talk Blog: Can Employer Require Impaired Employee to Take Medication?


August 28, 2015

The EEOC says no. In a recent case, the EEOC filed suit against a paper company in Michigan over this issue. The employee had a seizure at work and was diagnosed with epilepsy. After a period of leave, the employee was released to return to work by his physician.

Wise employers now know the "tension":

  • The ADA says the employer must bring the employee back and provide reasonable accommodation, so long as the employee is not a risk to himself or to others.
  • The standard is whether the employee poses a significant risk of substantial harm.
  • The EEOC's regulations also say the employer must have an interactive discussion with the employee about possible accommodations.
  • In this case, the employer apparently was concerned about the employee working and having another seizure in a hazardous workplace, a typical concern in a manufacturing facility with large, sophisticated equipment.
  • So, employer decides to have a written agreement with the employee requiring, among other things:
    • The employee must take his anti-seizure medication; and
    • The employee must do so "under observation."

The EEOC has filed suit. It is not clear yet whether the EEOC is objecting to the "take your medicine" directive from the employer or only objecting to the "under observation" requirement. The EEOC interprets that requirement as meaning someone in the management team has to observe each work day the employee actually taking the medication.

This case is worth watching further. Here are some key points:

  • Has the doctor provided a release for the employee to return to work safely only if the employee continues to maintain his regimen of treatment?
    • Or, is the release not so conditional?
    • If the release is conditional, it would appear the employer has a duty to require that the employee take his medication as a condition to returning to work.
  • Yet, is that what the EEOC finds objectionable?
  • Or, does the EEOC find objectionable only the requirement that the medicine be taken "under observation"?
  • Interestingly, in its Complaint, the EEOC alleges that the employer has treated this employee differently than it treats its non-disabled employees.
    • However, depending upon its nature, that differing treatment may actually be required by the ADA.
    • The nature of the ADA's "reasonable accommodation" requirement is that disabled employees are treated differently – i.e., more favorably – than non-disabled employees, so long as that more favorable treatment is "reasonable."

With workplace safety concerns ever-present for employers, especially for manufacturers with workplaces containing inherent hazards, it will be interesting to see how this case unfolds.

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