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Posts by Mike Irwin:

Entry Level Business Process Outsourcing Position in Nashville

If anybody is looking for an entry level sales position please contact Randi Rabideau at Randi@execsallied.com. The company is Nashville-based and deals with business process outsourcing. Looking for a junior-level candidates that have about 2 years sales experience (preferably in collections) and who are familiar with the healthcare industry. Upward mobility is tremendous.”

Randi Rabideau
Executive Recruiter
Executive Alliance
425 New York Ave, Ste.206
Huntington, NY 11743
Tel. 631-271-0574 Ext. 105
Fax. 631-271-1365
www.execsallied.com

Integrity Background Screening, LLC is looking for additional, independent sales professionals!

Integrity Background Screening, LLC, backed by major national franchisor, is looking for an independent sales professional with successful experience selling into the corporate human resource and property management markets. Prospects range from large corporations to small businesses. This is an excellent opportunity for the right person to earn good money while working at your own pace/hours from your home or office. You will be responsible for generating and closing leads and I will provide all training and back-end support. Please contact Mike at mike@integritybackgrounds.com. You can also visit our website at www.integritybackgrounds.com. Let’s sit down together and construct a win/win scenario for all involved. Thank you and I look forward to hearing from you.

 

Requirements:

 

  • Professional demeanor and appearance.
  • Ability to interact positively with and influence prospects and customers.
  • Experience selling intangible services is preferred.
  • Experience selling to corporate human resources and/or property managers is highly desirable.
  • Ability to understand and empathize with prospects and customers.
  • Ability to work independently and with little or no direction.
  • College degree preferred but not an absolute requirement.
  • Due to the nature of the services being sold, a background check on applicants is mandatory. I will cover the cost of this.

 

 

In this position you will work as an independent sales contractor. I will provide some leads, general direction on best prospects and use of salesforce.com to track leads/sales. I will also pay the right candidate for completing approximately 20 hours of training via phone. This is not a salaried position but I will provide generous commissions and the earning potential is unlimited. This is the perfect position for the professional looking to have a great work/home life balance and work at your own pace/hours. Please contact me so we can sit down together and construct a win/win scenario for all involved. Thank you and I look forward to hearing from you.

EEOC Guidance Gives Examples of Reasonable Accommodations-SHRM Article

http://www.shrm.org/LegalIssues/FederalResources/Pages/guidance-reasonable-accommodations.aspx

Four informal guidances released by the Equal Employment Opportunity Commission (EEOC) on May 15, 2013, highlight specific types of reasonable accommodations for people with cancer, diabetes, epilepsy and intellectual disabilities.

“Nearly 34 million Americans have been diagnosed with cancer, diabetes or epilepsy, and more than 2 million have an intellectual disability,” said EEOC Chairwoman Jacqueline Berrien. “Many of them are looking for jobs or are already in the workplace. While there is a considerable amount of general information available about the ADA [Americans with Disabilities Act], the EEOC often is asked questions about how the ADA applies to these conditions.”

Cancer

More than 12 million Americans had cancer in 2008, the most recent year for which incidence data is available.

The EEOC provided examples of accommodations that organizations could make for  people with cancer, such as:

Leave for doctors’ appointments and/or to seek or recuperate from treatment.

Periodic breaks or a private area to rest or to take medication.

Modified work schedule or shift change.

Permission to work at home.

Modification of office temperature.

Permission to use work telephone to call doctors if the employer’s usual practice is to prohibit personal calls.

Reallocation or redistribution of marginal tasks to another employee.

Reassignment to a vacant position if the employee can no longer perform her job.

Diabetes

Approximately 18.8 million Americans get diabetes And nearly 2 million more are diagnosed each year.

In its questions and answers on people  with diabetes, the EEOC listed the following examples of reasonable accommodations that employers could make:

A private area to test blood-sugar levels or to administer insulin injections.

A place to rest until blood-sugar levels return to normal.

Breaks to eat or drink, take medication or test blood-sugar levels.

Leave for treatment, recuperation or training on managing diabetes.

Modified work schedule or shift change.

Use of a stool for someone who has difficulty standing a long time because of diabetes-related nerve damage (i.e., neuropathy).

Reallocation of marginal tasks to another employee.

Reassignment to a vacant position if the diabetic no longer can perform his duties.

Epilepsy

Almost 3 million people in the United States live with epilepsy, and each year brings about another 200,000 new cases of seizure disorders. One in 10 adults has seizures during her lifetime. There isn’t a cure yet, but drugs prevent seizures in many epileptics who take them regularly. Seizures can be controlled for substantial periods in 50 percent of epileptics, the EEOC noted.

Suggested accommodations include:

Breaks to take medication.

Leave to seek or recuperate from treatment or adjust to medication.

A private area to rest after a seizure.

A rubber mat or carpet to cushion a fall.

Adjustments to a work schedule.

A consistent start time or schedule change.

A checklist to help remember tasks.

Permission to bring a service animal to work.

Someone to drive to meetings and other work-related events.

Permission to work at home.

Reassignment to a vacant position if the employee no longer can perform his job.

Intellectual Disabilities

Individuals with intellectual disabilities (formerly referred to as the mentally retarded) have an intelligence quotient below 70 to 75, the agency noted.

Suggested accommodations for the mentally disabled include:

Reallocation of marginal tasks to another employee.

Tweaked training on how to do the job, such as instructions at a slow pace, additional time to finish training, descriptions of job tasks in sequential steps, and the use of charts, pictures or colors.

Extra training when necessary.

A tape recorder to record directions as a reminder of steps in a task.

Detailed schedules for completing tasks.

A job coach, who can help the employee learn how to do the job; provide intensive monitoring, training, assessment and support; and help develop a healthy working relationship between management and the employee by encouraging appropriate social interaction.

Modified work schedule or a shift change.

Help in understanding job evaluations or disciplinary proceedings.

Acquired or modified equipment.

Reconfigured placement of workstation from a large open area to a quieter part of the office.

Reassignment to a vacant position if the worker no longer can perform his or her duties.

The EEOC also noted that since Congress enacted the ADA Amendments Act of 2008, which took effect in 2009, individuals with a wide range of impairments—including cancer, diabetes, epilepsy and intellectual disabilities—have been presumed to have an ADA disability. So, courts now more frequently reach the question of whether persons with disabilities have been reasonably accommodated.

Allen Smith, J.D., is the manager of workplace law content for SHRM. Follow him @SHRMlegaleditor.

 

Be Prepared for HHS’ Enhanced Enforcement of HIPAA Rules-SHRM article

http://www.shrm.org/LegalIssues/FederalResources/Pages/HHS-Enhanced-Enforcement-HIPAA-Rules.aspx

5/16/2013 By Susan R. Heylman

NEW ORLEANS—Under the 2013 revisions to the Health Insurance Portability and Accountability Act (HIPAA) privacy and security rules, employers must update their health information disclosure policies and retrain their employees to ensure compliance, said Timothy Stanton, an attorney in Ogletree Deakins’ Chicago office, and Timothy Verrall, an attorney in the firm’s Houston office, speaking to attendees at the firm’s 2013 Workplace Strategies seminar on May 9.

The Department of Health and Human Services (HHS) issued the new regulations on Jan. 25, 2013, to implement major changes mandated by the Health Information Technology for Economic and Clinical Health Act (HITECH), as well as the Genetic Information Nondiscrimination Act (GINA).

New Requirements for Business Associates

Previously, HIPAA regulations generally covered any business associate who performed or assisted in any activity involving the use or disclosure of individually identifiable health information, such as third-party administrators, pharmacy benefit managers and benefit consultants. Under the new regulations, business associate status is triggered when a vendor “creates, receives, maintains or transmits” personal health information (PHI).

“The key addition in this part of the regulation is to be found in the word ‘maintains,’ because any entity that ‘maintains’ PHI on behalf of a covered entity—even if no access to that information is required or expected—will be a business associate,” Stanton and Verrall said.

“This change has some important consequences for group health plans that rely on cloud storage as a repository for their PHI or that outsource information-technology support and other functions” and do not have business associate agreements (BAAs) with such vendors, they noted.

“If you give PHI to a vendor before a BAA is in place, you’re in violation of HIPAA, and if you’re a vendor, you can’t receive PHI without a compliant BAA in place,” they cautioned. There must be a compliant BAA in place first, they emphasized.

Another change Stanton and Verrall noted was that plan sponsors must enter into a sub-BAA with agents or subcontractors who are retained to help a business associate with covered functions for an employer-sponsored health plan. They advised plan sponsors to include BAA language that states that a business associate can’t subcontract work without prior permission, and then to monitor compliance with those agreements.

Presumption of PHI Breach Introduced

Under the previous rules, an impermissible use or disclosure of PHI—including electronic PHI—was a breach only if it posed a significant risk of harm to the individual. The HHS included in the new rules a presumption that any impermissible use or disclosure of PHI is a breach, subject to breach-notification rules.

“This is a big change,” Stanton and Verrall said. “The only way to get out of this presumption is by a demonstration that there is a low probability that the PHI was compromised.”

To demonstrate low probability, the health plan or business associate must perform a risk assessment of four factors—at a minimum:

*The nature and extent of the PHI involved, including the types of identifiers and the likelihood of re-identification.

*The unauthorized person who used the PHI or to whom the disclosure was made.

*Whether the PHI was actually acquired or viewed.

*The extent to which the risk to PHI has been mitigated.

The HHS has indicated that it expects these risk assessments to be thorough and completed in good faith and to reach reasonable conclusions. If the risk assessment does not find a low probability that PHI has been compromised, then breach notification is required.

Action Advised for 2013

While the new regulations bring certainty to employer-sponsored health plans and their business associates on HIPAA compliance issues, they also emphasize the department’s intention to subject business associates and their subcontractors to heightened scrutiny, Stanton and Verrall said.

Accordingly, employers should review and revise their BAAs to ensure compliance with the security rule, paying special attention to the inclusion of subcontractors, they advised. In addition, employers should review and revise (or create) breach-notification procedures that detail how a risk assessment will be conducted.

At the same time, it is equally important to train employees who have access to PHI on these updated policies and procedures, the attorneys said.

The final regulations take effect Sept. 23, 2013; the HHS has provided another one-year transition period for some covered entities and their business associates that had a BAA in place on Jan. 1, 2013. The department also published an updated version of a template BAA, but it does not address all the unique situations that may arise between a covered entity and a business associate. Consequently, employers should ensure that their business agreements are appropriately tailored to their individual circumstances and business needs, Stanton and Verrall cautioned.

Susan R. Heylman, J.D., is a freelance legal writer and an editor based in the Washington, D.C., area.

Integrity Background Screening, LLC & Nashville Chamber of Commerce proud to support Maplewood High School

Integrity Background Screening, LLC, along with other Nashville Chamber of Commerce representatives, was proud to attend the ribbon cutting today on the beautiful, new waterfall conceived, designed, engineered, built and now operated by the students of Nashville’s Maplewood High School/Power and Energy Academy). What a pleasure it was to interact with bright, young minds and diligent young citizens. Congratulations Maplewood High School students and faculty and keep up the great work!

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