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A timely look at the healthcare valuation process in an era of dynamic healthcare reform, including theory, methodology, and professional standards In light of the dynamic nature of the healthcare industry sector, the analysis supporting business valuation engagements for healthcare enterprises, assets, and services must address the expected economic conditions and events resulting from the four pillars of the healthcare industry: Reimbursement, Regulation, Competition, and Technology. Healthcare Valuation presents specific attributes of each of these enterprises, assets, and services and how research needs and valuation processes differentiate depending on the subject of the appraisal, the environment the property interest exists, and the nature of the practices. Includes theory, methodology, and professional standards as well as requisite research, analytical, and reporting functions in delivering healthcare valuation services Provides useful process tools such as worksheets and checklists, relevant case studies, plus a website that will include comprehensive glossaries and topical bibliographies Read Healthcare Valuation for a comprehensive treatise of valuation issues in the healthcare field including trends of compensation and reimbursement, technology and intellectual property, and newly emerging healthcare entities.
In light of the dynamic nature of the healthcare industry sector, the analysis supporting business valuation engagements for healthcare enterprises, assets, and services must address the expected economic conditions and events resulting from the four pillars of the healthcare industry: reimbursement, regulation, competition, and technology. This title presents specific attributes of each of these enterprises, assets, and services and how research needs and valuation processes differentiate depending on the subject of the appraisal, the environment the property interest exists, and the nature of the practices.
The One Resource That Explains EVERY Provision of the Single Most Sweeping Piece of Legislation in 50 Years! CCH's Law, Explanation and Analysis of the Patient Protection and Affordable Care Act, Including Reconciliation Act Impact provides employers, legal, legislative, health, and insurance professionals with comprehensive explanation and analysis of every aspect of health care reform legislation. The information is crucial, current, and reliable and offers complete, clear and practical guidance on every provision. This is one of the most high-impact pieces of legislation passed in decades. Taken together, the laws are over 2,800 pages long. Many hundreds of changes are made to existing laws and– over 600 changes to the Social Security Act alone (which contains all of the Medicare and Medicaid law), including almost 50 newly added provisions. Other laws affected include the Employee Retirement Income and Security Act (ERISA), the Public Health Service Act, the Internal Revenue Code, and even the Fair Labor Standards Act, among others. Law, Explanation and Analysis of the Patient Protection and Affordable Care Act, Including Reconciliation Act Impact include contains almost 500 expert explanations telling you what all those law changes mean. Only Law, Explanation and Analysis of the Patient Protection and Affordable Care Act, Including Reconciliation Act Impact includes: An editorially enhanced version of the Patient Protection and Affordable Care Act that integrates in place changes made to it by the Reconciliation Act of 2010 and Title X amendments Text of the Joint Committee on Taxation report that provides background information on the revenue-related provisions of the laws Finding devices to help navigate between analysis and official text Caution notes The legislation contains the most significant health care changes in decades. Topics covered include the following: For employers: Enhanced employer responsibility Insurance market reforms Health insurance exchanges Individual responsibility mandate For health providers and beneficiaries: Expanded eligibility rules for Medicaid and the Children's Health Insurance Program Reimbursement changes for physicians and hospitals to focus on primary and preventive care Reimbursement changes for hospitals to increase coverage in rural areas Expansion of existing value-based purchasing and quality programs EXCLUSIVE ONLINE FEATURE! With your purchase of the book, you'll receive access to a special website that gives you access to SSA, ERISA, and IRC provisions amended by the Patient Protection and Affordable Care Act and the Reconciliation Act of 2010, as well as other valuable Health Care Reform information and resources. Full text of both Acts will also be provided on this exclusive website.
how Medicare encourages the seven deadly sins of pride, envy, anger, sloth, greed, gluttony, and lust - and how we can reform it.
The Complete Guide to Human Resources and the Law will help you navigate complex and potentially costly Human Resources issues. You'll know what to do (and what not to do) to avoid costly mistakes or oversights, confront HR problems - legally and effectively - and understand the rules. The Complete Guide to Human Resources and the Law offers fast, dependable, plain English legal guidance for HR-related situations from ADA accommodation, diversity training, and privacy issues to hiring and termination, employee benefit plans, compensation, and recordkeeping. It brings you the most up-to-date information as well as practical tips and checklists in a well-organized, easy-to-use resource. The 2010 Edition provides new and expanded coverage of issues such as: Discussion of the economic recovery measures under the Emergency Economic Stabilization Act of 2008, the Worker, Retiree and Employer Recovery Act of 2008, and the American Recovery and Reinvestment Act of 2009 The PBGC flat-rate premium for single employer plans for 2009 is $34/participant The requirement of distributing Summary Annual Reports to participants and beneficiaries has been replaced by the requirement of issuing annual funding notices for most benefit plans; DOL issued a model notice and FAQs for implementing the requirement Courts continued to develop standards under Metropolitan Life Insurance v. Glenn, 128 S. Ct. 2343 (2008), for reviewing claims decisions made by decision-makers (such as plan sponsors and insurers) that have a conflict of interest because they are responsible for paying whatever claims are allowed The Children's Health Insurance Program Reauthorization Act of 2009, Pub. L. 111-3 (CHIPRA), intended to improve coordination between EGHPs and state Medicaid and SCHIP (coverage for uninsured children) plans, caused EGHP and cafeteria plans to be amended "Michellersquo;s Law, " Pub. L. 110-381, requires EGHPs to extend coverage to employees' dependent children who are covered as post-secondary students if they have to interrupt their studies for health-related reasons More states allowed same-sex couples to marry or have legally related domestic partnerships or civil unions - with implications for work-related benefit plans that cover "spouses. " The requirement of benefit parity between mental and physical illnesses was made permanent by EESA The HITECH Act (Health Information Technology for Economic and Clinical Health; part of ARRA) was enacted to strengthen the privacy and security rules under HIPAA, and to promote broader usage of electronic medical records. State Attorneys General now have the power to enforce HIPAA through suits in federal court. The Lilly Ledbetter Fair Pay Act (Pub. L. 111-2) was enacted. It increases the number of employment discrimination suits that can be brought by reversing the Supreme Court's decision that the timing rules for lawsuits begin when an allegedly discriminatory practice is adopted. The Supreme Court extended its string of pro-arbitration cases by ruling in 14 Penn Plaza LLC v. Pyett, 129 S. Ct. 1456 (4/1/09), that a collective bargaining agreement clause that clearly obligates union members to arbitrate ADEA claims is enforceable. The Supreme Court held that federal labor law preempts a California law that forbade employers that receive state contracts or other funding to discuss union matters with employees. As long as employers avoid coercion, federal law seeks to promote wide-open debate on labor issues: Chamber of Commerce v. Brown, 128 S. Ct. 2408 (2008). Another Supreme Court ruling discussed allows unions to charge non-members who pay agency fees in lieu of joining the union amounts representing certain expenses of national litigation: Locke
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